The Study On The Relationship Between Psychological Contract And Job Satisfaction Of Bank Teller

Psychological contract is the bond between the staff and organizations, which plays an important role in human resource management effectively and is of great significance in guiding recruitment, training, motivation, and the others. The paper takes bank tellers as the research objects, and investigates and researches job satisfaction of bank tellers through survey method, in order to solve staff'poor service attitude, the phenomenon of low efficiency, and improve the quality of service staff, train staff on the sense of loyalty to the organization and cultivate the spirit of the staff loving their jobs. This paper has high practical value in looking for the key factor of influencing job satisfaction in the Chinese cultural background through researching the relations between psychological contract and job satisfaction.The paper takes questionnaire investigation in several nation-owned banks of Beijing, Chengdu, Xichang, Changchun, and Harbin. In the investigation, I sent 280 questionnaires in all, receive 242 questionnaires, the rate is 86.4%. Hereinto 206 questionnaires are effective, the rate is 73.6%. The data of the questionnaires are processed with SPSS15.0. The paper comes to the following conclusions through descriptive statistics analysis, reliability and validity analysis, factor Analysis, pearson correlation analysis:1. Psychological contract and job satisfaction show a significantly positive correlation. Specially, factors of psychological contract, which include pay, Management system, job environment, working hours, working content, the importance degree that the leaders attach to the staff, training, staff development, and job satisfaction show a significantly positive correlation. 2. The relevance between extrinsic contract and job satisfaction is much closer than the relevance between intrinsic contract and job satisfaction. In the two factors of psychological contract, the positive correlation between extrinsic contract and job satisfaction is the best, the positive correlation between intrinsic contract and job satisfaction is followed by. If company fulfills commitment about job finishing, job satisfaction will be enhanced significantly. In the all factors, the positive correlation between pay and working environment and job satisfaction, which explains that job satisfaction will be enhanced through increasing pay and improving working environment.3. Psychological contract violation can result in job satisfaction decline. And if the psychological contract between staff and organizations is broken, job satisfaction of staff has to decline directly.On the basis of empirical analysis, this paper gives the following three suggestions:1. In the recruitment process, the organization must introduce its true information accurately.Psychological contract already exist in the organization recruitment process. Many organizations make unrealistic description about their working environment, working content, pay, and the opportunity for training and so on, in order to attract more talents in the recruitment process. It makes job-seekers produce high psychological expectations for the organization, and form the untrue psychological contract. After new staff work for a period of time in the organization, they will find that the actual situation is much different from the commitments of the organization, and feel that they were being deceived. So, the psychological contract is broken, these staff will lose confidence for the organization. Meanwhile, they will have angry feelings, some staff choose to leave the organization especially. And then job satisfaction of staff decline, their job performance will be affected. So, the organizations must say the integrity, introduce its true information accurately, and lead job-seekers to visit the organization. The true organizational surroundings is been felt themselves, so that reasonable psychological contract is formed to enhance their confidence to organization and improve their satisfaction.2. Strive to create a fair, just and comfortable working environment.The fair organization can conduct psychological contract to the stability and maintenance. Whether in the recruitment, or in the performance appraisal, compensation, training, and promotion, the organization must enhance fairness and transparency. Through that way, it can maximize the potential of stimulating staff so that employees work in a more positive frame of mind and more abundant energy.The organizations are not only in their efforts to create a fair and just working environment, but also work hard to create a comfortable working environment for the staff. Its advantages are as follows: Fist of all, when the wages have little difference, a better working environment will be more accessible to favor their employees so that organizations win the competition for talent in the market and save the cost of human resource. Secondly, job passion is enhanced, the incidence of occupational diseases and sick leave are reduced, when the employees work in the comfortable environment. Thirdly, It can make a sense of belonging of the staff advanced, and employee turnover reduced, and also good corporate image cultivated.3. Strengthen the management communication between organizations and staff. The communication channels are guaranteed smoothly in order to avoid false information spread effectively, clarity management, avoid mutual suspicion, and understand the inner dynamic of staff timely, and enhance staff satisfaction finally. First of all, the governors should communicate with staff actively, master the psychological dynamic of staff timely, and provide the right management and guidance anytime in order to access to the role as soon as possible. The psychology of staff changes with the external environment, when staff service for the organization. So, their inner confusion and dissatisfaction should be encouraged to express so as to ease the negative reaction of staff. Otherwise, a fair psychology of staff is inevitably unbalanced, thereby the psychological contract between the organization and staff is undermined, and the staff satisfaction is also reduced. Of course, in the practice of management, organizational production and management, strategic development goals, and organizational demands for them are understood by employees, so as to make them continue to agree with organizational values and culture, and identify with the development goals of the organization, reach a tacit understanding, and increase their confidence to the organization. At the same time, staff should communicate with the governors actively to avoid various questions because of the governors'busy. So, communication should be a two-way street, only positive and sincere communication can eliminate the differences between each other, and identify problems early, and work together to solve the problem.