A Study Of Employee Satisfaction Degree Based On The Psychological Contract

With the advent of knowledge economy, human resources management has been playing an increasingly important role in economic life. Staff has already become the first essential factor for the development of an organization; their activity and creativity have become the main representation of an organization's core competitiveness. Among all the factors that influence employees' enthusiasm, ESD plays an important role. The study of the ESD has become a hot issue in academic and business circles.However, due to the dynamic nature of ESD, organizations are encountered with countless difficulties during the ESD management process. Various theories in relation to psychology contract provide us with some useful edification for the management of ESD. According to a comparative research on literature materials and in reference to the latest research achievements about the psychology contract and ESD both at home and abroad, this paper systematically discusses the interactive relationship of psychology contract and ESD, and tries to probe into the applied theory of the management of ESD.The analysis leads us to believe that the employee's career life cycle in an organization can be split into the following five stages: recruitment, induction, retaining, handling problems, and termination of employment. And the influence factors of ESD are difference in each period. After an analysis of the relationship between the psychology contract and ESD, we can draw a conclusion that the difference is caused by the continuing changes of psychology contract in an employee's career life cycle. So we must analyze the connotation in ESD from a perspective of psychology contract, and conduct a dynamic management.From the establishment of the psychology contract in the recruitment period, amending psychology contract in induction period, the maintenance of psychology contract in the stable period, interpreting and adjusting psychology contract in problem-handling period and reconstructing psychology contract in the termination period, and in combination with the virtues of psychology contract in each period and the various influencing factors following, we should take proper HRM polices and measures to construct a model of ESD management based on a psychology contract so as to maintain and raise the satisfaction degree in the whole organization as well as to avoid the risks caused by the decrease of ESD, and ensure the sustainable and stable development of the organization.