Researchon The Motivationof New Generation Employees Underthe Psychological Contract

At present,the "post-80s" and "post-90s" new generation of employees have entered the workplace and gradually occupied important positions in enterprises.How they can take advantage of their high education and creative skills to reduce the adverse impact of certain personal characteristics on work has become an important issue of concern to the management community.Psychological contract is a series of beliefs generated by employees based on their expectations of incentives and commitments in the enterprise.Such beliefs may not necessarily be clearly recognized by managers.By studying the psychological contract of the new generation of employees,it is possible to clarify the views of the new generation of employees on the company's management system,especially the various incentive measures and its improvement.As a traditional state-owned bank,J Bank's original management model has a poor incentive effect on the new generation of employees.It is very meaningful for J Bank to study the satisfaction of the new generation of employees on the incentive measures in the context of a psychological contract.It can also be used as a reference for other banks in improving incentives.Based on the research results of relevant literature at home and abroad,this paper uses a combination of questionnaire and interviews to analyze the satisfaction of the new generation of employees of J Bank and explore the shortcomings of current incentive measures.A psychological contract survey scale designed for the characteristics of Chinese employees was employed in the study which also uses SPSS25.0 software to analyze data.The research results show that salary levels,job promotion,working environment,personal ability improvement,working conditions,honors and leadership concerns are the motivational factors that J Bank's new generation of employees pay attention to.Based on theoretical analysis and research combined with survey data,the problems existing in the incentive measures of J Bank are summarized,and corresponding suggestions are made for improving and perfecting incentive measures in the future: first,to optimize the incentive system;second,toexplore employee shareholding;Third,expand the transparency system;fourth,implement flexible benefits;fifth,improve the training system;sixth,improve the working atmosphere.