Research on the Application of Psychological Contract in Enterprise Human Resource Management

Abstract

In the fierce market competition, the core competitiveness of enterprises in an invincible position is to have excellent, loyal and stable talents. In order to help enterprises manage human resources more scientifically and rationally, this study randomly selected 300 enterprises employees, they made a psychological contract, job satisfaction, turnover intention, job performance and other scales, statistical analysis of the data with SPSS17.0 software, the employee's psychological contract and job satisfaction, turnover intention, work correlation analysis between performance shows that psychological contract is significantly positively correlated with job satisfaction, negatively correlated with turnover intention, and positively correlated with job performance. Recommendation: Personnel in charge of human resource management should apply the theory of psychological contract, and often do psychological contract testing for employees. Enterprises should understand and meet the demands of employees as soon as possible, establish a people-oriented corporate culture, and strive to find the dynamic balance of the psychological contract that both company and employees can accept, the implementation of "flexible management", only in this way, in order to cultivate employee loyalty to the enterprise, in order to ensure that the enterprise can run long-term, stable, efficient and orderly.