A Study On Psychological Contract Based On Career Cycle

Employment relationship patterns are important factors that affect employee performance,work attitude and behavior,team performance and whole enterprise performance.Psychological contract,one of the fundamental theories and perspectives of employment relationship research,is able to reveal the "invisible hand" between the organizational responsibility and employee responsibility.As the communication industry comes into a new era,developments and reforms have become routines in order to adapt to external competitions and management needs.The relationship between the enterprise and employees will have to be re-assessed from a new perspective so as to adapt to changes.The managers have to graduallyabandon the"rigid management",and begin to search for approaches and methods of the "flexible management".As a starting point of "flexible management",Psychological contract enjoys an increasing statue in the area of enterprise management,especially in human resources management.For the communication business,the "new generation" is the blood of human resources,and hope of development;while the "middle generation" is the backbone of human resources,and the driving force for development;the "elder generation",the treasure trove of human resources providing experiences to development.Effective incentives on these groups provides a guarantee on the competitive vitality and market advantages of communication companies.Speaking of theory studies,discussions on psychological contract have achieved abundantly in China.However,most of these studies focus in isolation the relationship between psychological contract and a human resource module,or psychological contract violations,or psychological contract factors,etc..Systematic studies of psychological contract evaluation system are rare,not to mention papers discussing career cycles.In view of this,this paper attempts to propose a comprehensive system of psychological contract evaluation from a career cycle perspective on the basis of existing research on psychological contract.In practice,as the psychological contract is difficult to assess or measure,the existing theory is not yet often applied to the guidance of business practice.Having considered both the urgency of reforms in the communication companies and the maturity of the implementation conditions,it is time for the communication companies to sort out an effective psychological contract evaluation system for guiding the practice of human resources.Therefore,this paper adopts a combinational method of theoretical research and empirical research.Firstly,based on the existing theoretical studies of psychological contract,this paper summarizes the existing research achievements before putting forward a new psychological contract evaluation system from a career cycle perspective.Then,this paper gives an empirical analysis on the system's evaluational process in J communication company,as to test its feasibility and validity.Finally,it puts forward the conclusions,evaluates the possible improvement of the present system,and points out the shortcomings,limitations and future research directions.