The Study On Influencing Factors Of College Counselors' Job Performance Based On Psychological Contract

College counselorsplay an irreplaceable role in the ideological and political education of students.The specific work of the college counselor mainly includes the nine modules in the team building regulations[1].Because there are many problems in the counselor group,such as the diversification of the academic background and major,the difference between the "just completed work" and "fruitful work" reflected in the talent training effect,short job rotation cycles,high requirements for the job quality and ability,huge peychological pressures,so,this is the reason why it is necessary for counselors to accept the "short,adaptable and efficient" effective incentives.This article was carried out using management science and engeering thories,from the perspective of psychological contract,to explore the composition of the college counselor 's psychological contract and work performance.Exploring their interrelationships,a structural equation model is formed.The research focus and main results are as follows:1.The four-dimensional structure of psychological contract and job performance is verified by combining the work attributes and work content of the counselor,and the two factors of job satisfaction and work effort are used as intermediate variables to complete the model of influencing factors of college counselors' work performance based on psychological contract.2.Firstly,Here are 17 hypotheses based on the relationship between variables.In order to determine the content of the formal survey,an initial questionnaire was prepared for use as a predictive test.Subsequently,568 valid data were received and sorted out through formal survey.After verifying its reliability and validity,it was further verified by correlation and structural equation model analysis.The results revealed that there were 13 items had significant correlation.The transactional,training,relational and managerial in the psychological contract positively affect job satisfaction,there is no correlation between the transactional psychological contract and work effort,and job satisfaction is not related to task performance,while work effort has a positive impact on task performance and learning performance.3.Combine the empirical results,update the model,explain and analyze each hypothesis,and management recommendationsare presented for universities administrators based on this.