A Study On The Relationship Between Health Care Incentives And Employee Performance Based On Psychological Contract Perspective

The competition among modern enterprises is not only in the field of products and services,but also in the field of talents.If the enterprise wants to maintain the lasting competitiveness,it must strengthen the staff's preservation and management,while retaining the talented person,it must also try every means to carry on the effective stimulation to them,stimulates their work enthusiasm,enhances their job satisfaction In order to improve their job role performance,and ultimately achieve a win-win situation between employees and enterprises.In recent years,the job satisfaction of employees has been continuously declining,the loyalty to the enterprise has been reduced,and employees have frequently changed jobs.This has seriously disrupted the normal work order of the enterprise and brought trouble to the enterprise and managers.As a bridge between enterprises and employees,psychological contract provides a new perspective and method for how enterprises manage and motivate employees.Due to the differences between Eastern and Western cultures,the content and structure of the psychological contract of employees who have grown up in the Chinese cultural background are different from those of Western employees.Different factors may have different incentive effects on employees.Therefore,we believe that it is necessary to study the psychological contract problems of employees who have grown up in the Chinese culture,as well as the corresponding incentive issues and role performance issues.In order to help Chinese enterprises and organizations know which factors to formulate and implement incentive strategies to motivate employees in order to improve their job satisfaction and job role performance more effectively.By analyzing the existing problems in Herzberg's two-factor theory,this paper tries to distinguish between health care factors and motivation factors from the perspective of psychological contract,so as to promote the enterprise to understand the psychological contract of employees and its influence on the role performance.In order to help enterprises and employees to build a more cohesive and sustainable friendly relationship,so as to improve the employee's role performance,and thus improve the efficiency of the company.The following four conclusions are drawn from the empirical research.(1)Through the study of this article,it is concluded that the working conditions,supervision and interpersonal relations that belong to health care factors in Herzberg's view are considered to be incentive factors in the Chinese cultural background.In its view,work responsibilities and leadership that are incentive factors are considered to be health factors.In addition,the "objective performance evaluation criteria" are added to the health factors.Incentives add "compensation equal to contribution" and "fair environment".(2)Basic psychological contract factors include;Normative salary remuneration(timely payment of wages and payment of five insurance benefits),fair and reasonable policies,safe and stable job security,good administrative management and performance skills,excellent leadership,reliable safety measures,interesting work,due to good Work results and get rewards,clear scope of work responsibilities,objective performance evaluation criteria,the realization of the basic psychological contract can only eliminate dissatisfaction.(3)Psychological contract factors include:good welfare treatment,comfortable working conditions,harmonious and friendly interpersonal relationships,opportunities for work performance,sense of achievement and value at work,broad space for development,leadership's affirmation and encouragement of work performance,equal compensation with contributions,scientific and reasonable supervision,fair environment,hope that the realization of psychological contract can improve the job satisfaction of employees.(4)Employees 'job satisfaction plays an intermediary role between the degree of psychological contract realization and role performance.Based on the above conclusions,this paper puts forward the following pertinent management suggestions for enterprises and organizations based on the psychological contract perspective.(1)Enterprises should establish a fair compensation and welfare system.According to employees 'ability,skills and contribution to the organization,pay and benefits are divided into different levels,and the needs of employees are fully respected,and different employees are provided with "buffet" welfare distribution methods that meet their different needs.(2)The company should clarify the scope of employees 'work responsibilities,establish a fair environment,allow each employee to receive training opportunities,and regularly conduct management knowledge training for managers to improve the overall management level of the company.(3)Enterprises should establish a horizontal supervision and motivation system among employees,use psychological contracts and supervision among employees,improve the level of employees 'efforts and cultivate their team spirit,and create norms and atmosphere that are conducive to employees' construction of mutual psychological contracts.(4)An enterprise shall provide broad career development space for its employees,standardize the promotion channels of its employees,indicate the future promotion space and direction for each employee,and actively promote its own business ability and strive to open up innovative business areas for employees.Establishment of a fund for innovative research projects.(5)Enterprises should communicate with employees in a timely and effective manner,guide employees to develop psychological contracts,and promote employees to form a good psychological contract cycle with enterprises.