Application of Psychological Contract in Human Resource Management

The concept of psychological contract was first put forward by Argyria and others in 1960s. It refers to a psychological expectation that constitutes the exchange relationship and mutual responsibility between employees and organizations. After 1980s, Schein, an American management psychologist, further clarified the connotation of psychological contract, that is, "a kind of cooperation between individual dedication and organizational desire, the earliest one that will be provided for individual's expected harvest". In this paper, psychological contract refers to the mutual expectation and commitment between employees and organizations.

According to the theory of psychological contract, besides the formal labor contract, there is also a psychological contract between employees and enterprises. Psychological contract is a psychological bond between employees and enterprises, and it is also an important factor affecting human resource management in enterprises. Employees' satisfaction with the enterprise, their emotional investment in the enterprise, and then their job performance and employee turnover rate are closely related to the psychological contract.

Second, play the role of psychological contract in human resource management

As a psychological bond between employees and organizations, psychological contract is of great significance for enterprises to gain competitive advantage. Therefore, in order to achieve enterprise goals more effectively and reduce human resource risks, enterprises should construct and maintain psychological contracts through human resource management activities.

Organization is the blueprint for employees' activities, but if there are no suitable employees to provide specific activities, this blueprint will not play any role. Therefore, the first and perhaps the most important issue of an organization is people, that is, how to recruit employees, how to train employees according to the needs of the organization, how to motivate employees to induce the expected behavior and performance of the organization and a series of activities.

(A) in the recruitment process to convey real information and build a solid psychological contract.

The recruitment process is the first contact between employees and enterprises, and it is also an important process to build a psychological contract. If the enterprise does not introduce the relevant information of the enterprise to the candidate realistically, it will make the candidate have unrealistic fantasies about the enterprise and the post. When the applicant becomes a regular employee and knows something about the enterprise, he will feel that the psychological contract is inconsistent with the reality, resulting in a psychological gap, which will lead to the destruction of the contract in serious cases. Then, providing relevant information to the applicant really becomes the basis for establishing a solid psychological contract. Recruiters should objectively introduce the development status of the organization, the main contents of the labor contract, the positions and responsibilities of employees, etc. , so that employees can form a more accurate evaluation of the enterprise and the work to be done, reduce the impact of expectations and reality, thereby improving job loyalty and reducing the willingness to leave voluntarily.

On the other hand, individuals can't distort or fabricate personal information in order to get a position, otherwise their motivation and attitude will be far from the organizational requirements, and personal values will collide with organizational values. As a result, after employees arrive in a hurry, there is a gap between their ideals and reality, and their personal nature does not conform to the organizational spirit, which affects the enthusiasm of employees, not only causing certain losses to the organization, but also bringing setbacks to the candidates' career. Naturally, it is impossible to realize the tacit understanding and harmony between organizations and individuals, let alone the establishment of psychological contracts.

(2) Modification and maintenance in the work adjustment stage.

Psychological contract to prevent crisis. When employees are in the process of adjustment between entering the enterprise and reaching normal working conditions, the excitement, fantasy and enthusiasm when they first enter the enterprise will gradually fade away. At this time, employees will have a new understanding and evaluation of the psychological contract with enterprises. Faced with such a common adaptation process and psychological contract crisis, enterprises should be prepared. An enterprise can let a middle-level employee related to the position of a new employee participate in the interview group, and he and the new employee can form a more specific psychological contract through negotiation. With the participation of such a middle-level employee who is responsible for new employees, the psychological contract can be revised and maintained in time, making it clearer and more reasonable, thus shortening the adaptation stage of employees and making them enter the normal working state as soon as possible.

(C) strengthen communication between the two sides in the normal working stage, and promote the clarity of psychological contract.

The recognition of psychological contract between employees and enterprises is based on their own subjective perception, so there will be cases when enterprises think they have fulfilled all their commitments, but employees feel that enterprises have violated their commitments in some aspects. The reason for this situation is that the two sides have different understandings of the contract. Therefore, enterprises should provide employees with more opportunities to communicate with enterprises.

Through two-way communication, on the one hand, managers can always understand and pay attention to the expectations of employees and the problems existing in the enterprise, and listen to the improvement opinions of employees; On the other hand, employees can also fully understand the expectations and current problems of enterprises. Enterprises can provide timely and effective commitment plans according to the expectations and existing problems of both parties, so that employees can be respected, increase their self-confidence, solve organizational problems, help both parties understand each other and form a harmonious relationship.

(D) Establish a training and development system to develop the psychological connotation of enterprises.

Because modern enterprises are facing an era of environmental change, economic globalization and network information technology have brought about organizational changes such as flattening of enterprise organizational structure, virtual enterprise, strategic merger and reorganization. The traditional long-term fixed loyalty and hard work in return are gradually replaced by a new work mode with professional adaptability as the core. Then, in the stage of post adjustment and formal work, enterprises should strengthen employee skills training and develop human resources, which is the key to develop a win-win psychological contract between enterprises and employees.

The establishment of enterprise training system should be based on the strategic objectives of the enterprise, with the ultimate goal of forming the learning culture of all employees and improving their learning ability and innovation ability. In the implementation, we should adopt appropriate training methods for different categories and different management levels, pay attention to the control of training demand analysis, training system design, training course implementation and training effect evaluation, form a new psychological contract to meet the needs of both employees and enterprises, and improve job satisfaction, sense of accomplishment and loyalty.

(5) Establish an effective incentive mechanism as a guarantee to realize the psychological contract.

Motivation is mainly achieved through people's need to seek job satisfaction. The most basic needs, such as survival needs, can be met through wages and benefits. Employees can get money in exchange for daily necessities by signing employment contracts. However, in formal contracts such as employment contracts, there are few contents involving a higher level of satisfaction. Only when these high-level needs are met can people feel the greatest satisfaction and arouse their enthusiasm for work to the greatest extent. This kind of satisfaction is an extremely important part of psychological contract.

When establishing an incentive mechanism, enterprises are indifferent to employees' needs, goals, interests, career expectations and work values. , and only focus on the personal motivation of employees, or only pay attention to the conditions and habits of enterprises, it is naturally impossible to achieve the appropriate incentive effect. In the composition of incentive mechanism, enterprises should design more methods to meet the needs of higher psychological level, such as: advocating people-oriented corporate culture and creating a good atmosphere of respecting talents; Advocate participatory management to meet the needs of employees' psychological identity and trust; Design the incentive mode of employee stock ownership or stock option, combine employee's own interests with the long-term interests of the enterprise, improve loyalty and reduce turnover intention; Consider implementing a buffet welfare plan to meet the needs of different employees at different stages and levels.

(VI) * * * Building the human resource culture of enterprise psychological contract.

The intangible agreement of "psychological contract" can make employees in the enterprise maintain good relations with the enterprise under dynamic conditions, fully regard themselves as the main body of personal value, fully integrate personal development into the development of the enterprise, and thus create a company culture full of vitality forever. In other words, the significance of constructing "psychological contract" is that it realizes the independent learning and growth of enterprises and avoids the lack of work efficiency caused by the so-called "information asymmetry" between enterprises and employees. Therefore, consciously establishing the "psychological contract" of enterprises is an important guarantee for companies to reduce management costs, improve management efficiency and realize continuous innovation. Within the enterprise, although there are contradictions between the enterprise and employees, it is more important to have a "* * *" relationship. Enterprises in the modern sense are places for enterprise management and employees' life, and more importantly, places for employees to realize themselves and achieve themselves. The goal of an enterprise is to unify the dual goals of enterprise growth and employee development. If an enterprise only considers the economic interests of the enterprise and does not consider the growth of employees, then it will only be a short-lived enterprise, and its existence will not last long. Good employees will "break the contract" sooner or later and leave angrily. * * * Building a "psychological contract" of an enterprise is a process of giving full play to the enthusiasm, creativity and wisdom of employees, and a process of ensuring that employees have a high level of "internal motivation" and commitment (such as being energetic, working longer hours, willing to work more and being enthusiastic about work, etc.). ).

* * * The realization of building a "psychological contract" of an enterprise lies in building a human resource culture based on human ability. Culture is a "psychological process" of people in an environment. A healthy and progressive enterprise human resource culture can create an enterprising, enterprising, harmonious and equal enterprise atmosphere and spirit within the enterprise, shape a strong spiritual pillar for all employees and form an indestructible life. The human resource culture of modern enterprises based on human ability means that the cultural values of modern enterprises should be based on the exertion of human ability, and all business management activities of enterprises revolve around how to correctly exert human ability. The ability here refers to the ability that is conducive to the reasonable survival and development of enterprise people, social professional activities and social development. Its spiritual essence lies in advocating employees to make more contributions to the enterprise and realize personal social value by fully and correctly exerting their abilities. Modern enterprise theory holds that employees give their freedom and rights to enterprises because they believe in the agency role of enterprises, and entrepreneurs can realize their expectations and provide development symmetrical to their work performance. Otherwise, this balance cannot be maintained. Building a people-oriented enterprise human resource culture, realizing the best use of people and developing employees' ability and potential efficiently will undoubtedly create a good atmosphere and space for reaching and maintaining the "psychological contract", enhance employees' enthusiasm and belief in hard work, and encourage enterprises and employees to abide by their respective corresponding "commitments" implied in the "contract". Therefore, the construction of enterprise human resources culture requires enterprises and their managers to provide good institutional guarantee, effective mechanism, correct policy and relaxed enterprise atmosphere for the development of employees' ability, in other words, it requires the establishment of a value-oriented enterprise economic system and its operating mechanism; It also requires every enterprise employee to take the maximum and correct display of their ability as the leading goal of their value pursuit, and actively work hard for it. In this culture, the wishes of enterprise leaders and employees are the same, so that the business philosophy can be implemented, the company's mission can be practiced, and the ideal combination of people and things can be realized. .