Study On The Promotion Strategy Of Job Satisfaction Based On Psychological Contract Against The Background Of Mergers And Acquisitions

T Company belongs to the agricultural reclamation in Y Province.It has completed the merger and reorganization under the current background of the land reclamation reform.Due to the deficiencies in the communication mechanism,enterprise system and employee career management,as well as the differences in the business philosophy and the corporate culture,the psychological contract of the employees in T Company after the merger and reorganization is generally out of balance.The job satisfaction is not high,which has resulted in declined job performance,weakened team cohesion and the risk of human resource integration,making the company basically have no increase in the operating income within two years after the merger and reorganization.The profits have been declining.The merger synergy effect of the “1 + 1 greater than 2” hasn't been realized.On the basis of combing the relevant theories and the research status of the psychological contract and the job satisfaction,this paper analyzes the T Company with the “psychological contract violation formation process model” and the “psychological contract and job satisfaction dynamic relation model”.It concludes the impact of the management policy on the employees' psychological contract and job satisfaction after the merger and reorganization.The paper also uses the interview method,the questionnaire survey and the statistical analysis to carry out an empirical research on the psychological contract and the job satisfaction of the employees in T Company.It validates the conclusion of the model analysis and further identifies the specific situation of the psychological contract and the job satisfaction of the employees in T Company.On the basis of the research above,this paper puts forward the countermeasures and suggestions on the improvement of employees' job satisfaction based on the transaction responsibility dimension,the interpersonal responsibility dimension,and the development responsibility dimension of the psychological contract: first,connect and improve the enterprise system.Develop an effective targeted incentive mechanism.Second,build a fair and reasonable salary system;third,improve the communication mechanism and the early warning mechanism to maintain the psychological contract;fourth,strengthen the construction of the corporate culture topromote the integration of employees;fifth,strengthen the employees' career planning and management;finally,this paper points out that enterprises should master the dynamic relationship between the psychological contract and the job satisfaction,repairing and reconstructing the psychological contract of employees in time.