Research On Logistics Industry Staff Incentive Mechanism Based On Psychological Contract Theory

The logistics industry is a challenging,developing and dynamic industry in the 21 st century.With the advent of the Internet era,the rise of e-commerce,the internal and external pressure of the logistics industry is increasing.In the era of "talent is the first resource and the first productivity",logistics enterprises are facing not only the shortage of professionals but also the serious loss of their employees,which has become a headache for logistics enterprises.How to improve the effectiveness of the incentive mechanism,constantly stimulate the vitality,creativity and enthusiasm of the staff,to start from the actual needs of the employees,to improve the employee satisfaction,to retain employees,become a common problem to be solved in the logistics enterprise HR.As an effective supplement of economic contract and institutional contract,psychological contract plays an increasingly important role in employees' work behavior and performance.It is of vital importance to study the development and management of human resources in the logistics industry based on psychological contract.There are very few domestic studies so far.The study of this paper effectively fills the gap in the research of the current psychological contract researchers on the incentive mechanism of the staff in the logistics industry.It provides a reference scheme for the logistics enterprises to know more about employees and managers.It has great theoretical value and application value.This paper,based on the organizational responsibility of employee psychological contract,divides the employees' attention to the degree of organizational responsibility and distinguishes the satisfaction from the degree of satisfaction.Through the reference,empirical investigation and data analysis,the organizational responsibility of the psychological contract of the staff of the logistics industry is divided into two dimensions: basic responsibility and high-level responsibility.The difference of gender,educational background and post to the degree and satisfaction of psychological contract is obviously different.It quantifies the degree of psychological contract violation,and draws the conclusion that the importance and satisfaction of employees in the current logistics industry are generally higher than the high-level responsibility of the organization.According to the research results,this article,from the two dimensions of the psychological contract of employees,has put forward a series of humanized improvement measures,such as implement a "buffet" type of vacation system,made a personalized training study plan for employees,set up a career development incentive system for employees,set up a promotion mechanism with non-management channels as the main thread and management channels as sub-lines,speed up the construction of intelligent logistics,respect the development of employees 'personality,appropriate decentralization,concern for employees in all respects,and give employees full recognition and encouragement,which hopes to provide some valuable reference for the talent dilemma facing the logistics industry currently.