| Innovation is the driving force of human society,human resources is the first and foremost resource in economic and social development,as well as the most active,the most positive factor in innovation activities.The proposed strategy of invigorating the country through science,technology and education,strengthening the school through human resource development,thousand soldiers can get easily,a will is difficult to beg.With the rapid development of modern science and technology,in a highly competitive environment.As a major carrier,universities cultivate talents where is the main base for Creative Talents and social development,science and technology innovation,and ideological and cultural innovation,take responsibilities in providing strong support for the development of national talent,knowledge contribution and enhancing the comprehensive national strength and competitiveness.In his speech,President Xi Jinping talks with foreign experts in 2014,which is reference to "or else the only region attract talent,and actively introduce foreign talent,especially high-level talent." Do not restricted to geographical factors,introduce foreign talent actively,especially high-level talent.High-level talent is one of the most critical resources in higher education,the scarcity,creativity,timeliness and other characteristics determine the important position of high-level talent management work in the development of universities.Contractual relationships between employees and the organization exits in every organizations,in addition to their formal contract or financial contract,there is also an implicit,informal,internal mutually agreed expectations or psychological contract.In an increasingly competitive market and changing organizational environment,employment relationships within the organization has become more complicated,psychological contract as key factor that best reflect this change,it’s benign use in high-level talent management work has become increasingly prominent and positive role.This paper attempts to study from the perspective of psychological contract,introducing the research results in psychological contract theory into high-level talent management work in university,guiding the direction of staff psychological contract to favor the development of organization,using scientific,effective and simple methods to evaluate the high-level talent,the research ideas and conclusions could use for other domestic universities high-level talent management work for reference.On the basis of the literature review of previous research on the psychological contract and high-level talent in university and other related theories,the researcher has combed the related concept.First of all,analyzed to define the concept of psychological contract,high-level talent,high-level talent in university,psychological contract violation,summarized the theory and research in related fields at home and abroad,built a research framework of high-level talent psychological contract on the basis of previous studies.Secondly,take A University as an example,the use of questionnaires and interviews on the concept connotation preliminarily verified,then through factor analysis,descriptive statistics,analysis of variance and regression analysis and other quantitative analysis,on the basis of data analysis and theoretical support,through a comparative study of horizontal and vertical,with the concept in-depth examination,this study proposed the problems and analyzed its reasons in the psychological contract management of high-level talent in A university.Finally,learn from the rich experience of developed countries in managing the high-level talent in university in many ways related to pay and benefits,promotion assessment,faculty support,research funding,so as to put forward any useful recommendations for A University related to the high-level talent psychological contract management in the progress of creating world-class university. |
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