The Research On Incentive Of Knowledge-Based Employees In JP Company Based On The Perspective Of Psychological Contract

In the era of knowledge economy,knowledge-based employees hold the core technologies and resources of enterprises,they are the backbone to support enterprises to participate in market competition,and the most valuable human capital and intellectual wealth of enterprises.For enterprises,knowledge-based employees are so important that when compared with other employees,they have more distinct characteristics on personality,among which the most prominent is a strong sense of self-awareness.For knowledge-based employees,the relationship between them and the enterprise is no longer a simple employer-employee relationship regulated by a paper contract,but an implicit contract,namely the psychological contract,which means the personal growth and the corporate's development can meet with each other and both sides have reached the psychological expectation.The state of psychological contract between enterprises and knowledge-based employees has a profound influence on their work attitude and behavior.Based on the psychological contract level,this paper studies the current situation and existing problems of encouragement for knowledge-based employees in enterprises,so as to implement effective encouragement according to the "focus" of the psychological expectation of knowledge-based employees.Only in this way,can the enterprise and knowledge-based employees reach a consensus and achieve common development.In this paper,the encouragement for knowledge-based employees of JP company is the main body of research.Firstly,the relationship between psychological contract and encouragement of knowledge-based employees is clarified from the perspective of related theories and concepts such as knowledge-based employees,psychological contract and encouragement theory,so as to lay a theoretical foundation for this paper.Then,through the analysis of the organizational situation of JP company and the group characteristics of its knowledge-based employees,the author sorts out the psychological contract expectations from the perspective of knowledge-based employees,as well as the encouragement situation of knowledge-based employees,and completes the relevant description of the current situation.Again,research methods such as questionnaire survey,exit interview,data statistical analysis and case interview are used to find out the existing problems in meeting the expectations of the psychological contract of knowledge-based employees,and summarize according to the three-dimensional structure of the psychological contract.Finally,based on the analysis of knowledge employees'expectation of psychological contract and the company's encouragement to meet their expectation of psychological contract,the article put forwards corresponding countermeasures from the dimension of development opportunities,the material encouragement and environment support.It mainly includes optimizing the development channel,paying attention to the personal growth of knowledge-based employees and establishing a good salary system,implementing special encouragement for key core talents,respecting the reasonable demands of employees,enhancing the flexibility of management,creating a good working environment and other specific measures.