Research On Motivation Of Labor Dispatching Employees Of G Bank Based On Psychological Contract

In order to reduce the cost of employment and avoid the risk of employment,many enterprises have begun to adopt the form of labor dispatch,which has developed rapidly in China.With the various conveniences brought by the labor dispatch,some shortcomings of From the perspective of psychological contract,we can find that the higher the degree of psychological contract between employers and employees,the higher the loyalty of employees to the organization,and the greater the contribution rate to the organization.Therefore,from the perspective of psychological contract,the research and motivation of labor dispatchers play a very important role.In this paper,G Bank is taken as an example,which is divided into five parts.The first part describes the background,purpose and significance of the study.Secondly,it summarizes the research status of relevant theories at home and abroad,and confirms the content and research methods of this study.The second part of this paper is an overview of the relevant theories.It summarizes the psychological contract theory,the incentive theory and the related theories of the labor dispatch by means of the online search and the collection of information in the library of.This paper summarizes and expounds the incentive policies of the current banking industry for the dispatched employees,and puts forward corresponding improvement measures.In the third part,we take the dispatched employees of Bank G as the main object of investigation.We conduct a questionnaire survey on the psychological contract status of dispatched employees of Bank G,and analyze the problems existing in three aspects: dispatched units,banks and dispatched employees.We also point out the reasons for the problems.In the fourth part of this paper,the incentive system of G Bank’s labor dispatch staff is constructed.Firstly,five principles are put forward,and incentive system is designed according to configuration principle.Finally,the safeguard measures of incentive system are put forward.The fifth part is the paper,and the conclusion part summarizes the whole research of this paper,and explains the next research in the future.The innovative point of this study is mainly that he made a tripartite investigation on G Bank’s labor dispatch employees,bank managers,and labor dispatch units,through mutual evaluation among the three parties,through the tripartite evaluation,he explored the particularity and complexity of psychological contract of labor dispatch employees,and explored the particularity and complexity of psychological contract,so as to build a new G Bank for G Bank.Employee Incentive Department,put forward innovative methods and safeguard measures.