Research On The Optimization Of Incentive Mechanism Of Knowledge Employees Of JZ Company From The Perspective Of Psychological Contract

Since "much starker choices and graver consequences-in",China’s economic development into a new stage of drastic changes,the high-speed development environment has brought dramatic changes in our country’s economic development,at the same time due to the rapid development of the socialist market economy,the Chinese economic quality of life,China’s economic development is also increasingly stable,average speed rising new situation.Science and technology as the main way of social development,due to the change of technology,in economic and social development has produced a new social development from —— the era of the knowledge economy.The emergence of the knowledge economy formed a very important role,the emergence of the knowledge economy directly promotes the expansion of the knowledge enterprise scale,and gradually formed the main position of the company,the knowledge and innovation ability to become enterprise development momentum,"white-collar" "gold collar" and "blue-collar" employees at the same time exists in a large enterprise continues to create value for the enterprise.At the same time,the process of knowledge-based employees to create profits for enterprises also increases the challenges in enterprise management,especially in state-owned enterprises,under the traditional management awareness and management mode,the understanding of employee incentives is not in place,and there are widespread problems such as not paying attention to human resource management,egalitarianism,and single incentive mode.To solve the incentive problem of state-owned enterprises,stimulate different types of knowledge employees’ subjective initiative,better motivation,especially with the development of state-owned enterprises knowledge employees proportion of all employees and important degree,from the dimension of psychological contract stimulate employees to work momentum,effective incentive knowledge employees become enterprise development has a process under the background of modern economic human resource management practice important research content.In this paper,JZ company as the practice object,analyzes the specific situation of the knowledge employees,based on the relevant theoretical knowledge of psychological contract and incentive,analyzes the incentive situation of JZ employees through literature collection,comparative research,questionnaire survey,and interview analyzes the data obtained by the questionnaire survey by SPSS analysis,aiming to explore the dimension and degree of the psychological contract between JZ company and the knowledge employees,and make full use of the results of psychological contract to the compensation incentive scheme of JZ company.Based on the actual situation of JZ Company,Break the state of the company’s employees into three dimensions,They are a transactional psychological incentive,relational psychological incentive,and developmental psychological incentive,Combining the data content of the questionnaire and the interviews,Conclusion that the current JZ company incentive system mainly exist the following aspects: enterprise culture construction,JZ company employee compensation and adjust the lack of transparency,salary management,and performance appraisal connectivity is not high,quantitative evaluation system,the internal communication channel is not smooth,staff training system chaos,lack of staff career planning and promotion channel,etc.Based on the existence of the appeal of JZ company,this paper analyzes the situation of employees from the transaction perspective,relationship perspective,and development perspective,and puts forward targeted solutions.This paper tries to analyze the incentive mechanism of JZ company knowledge employees,looking for the incentive factors,the factors to solve the problem between the employee value into the company value,promote the common development of enterprises and employees,to solve the practical problems of JZ company,combined with the actual situation of JZ company,in the management content,system revision,through the virtual organization for young knowledge employees learning,practice opportunity,make up for the shortage of state-owned enterprise management norms,and provide a reference for the same type of state-owned enterprises.