The Positivist Research Of Psychological Contract Dimension

For the purpose of attracting and inspiring staff, the organization should realize their expectation and requirement. Only in this way can we make HR regulation, balance their right and duty and arouse their initiative. The study of psychological contracts is attempt to learn the employees'expectation and attitude regarding the relation between enterprise and staff from a new perspective.The study of psychological contracts dimension are mainly from Eastern, such as transactional contract and relational contract of Rousseau, extrinsic contract and intrinsic contract of Kickul and Lester. In recent years, Chinese scholars also show great interests in this field. However, the above studies mainly take MBA students or staff across-industry as samples. There is no special study against our logistic industry. This paper investigates the psychological contracts dimension of staff in logistic enterprise and selects staff in several logistic enterprises in Tianjin as samples. The conclusion is of significant meanings in the grasping staff requirement, improving the satisfaction, decreasing the brain drain and achieving common development of enterprise and staff.This paper adopts the method of developing questionnaire by myself, investigates the psychological contracts dimension and difference in the characteristics of human populations by using T-test, Factor Analysis and General Linear Model, and puts forward some idea of human resource management on the basis of psychological contracts. Introducing the concept of psychological contract dimension into logistic industry and doing deduction and positivist analysis is the innovation of this paper.The result indicates that the employee obligation and organization obligation of staff in logistic enterprises are both include three dimensions: developmental obligation, basic obligation and emotional obligation. The perception level of basic obligation and emotional obligation is higher than developmental obligation. People in different gender, age, working time, education level, position and salary level have different perception on each psychological contract dimensions.So the logistic enterprises should concern the above three psychological contract dimensions and manage psychological contract differ from person to person. In a word, the application of psychological contract to HR management is still at the exploratory stage. Achieve a win-win situation for both organization and staff by using psychological contract management is very important for theoretical and business world .