The Construction Of The Stable Psychological Contract With The Staff Of China's Family Enterprises

China's family enterprises are under the unprecedented environment, which has had great proportion to the non-public ownership economy. The thinking of"two equalities"widened the space and provided the policy support for the development of them. At the same time, China's family enterprises are in a bad condition. China's external environment is in the condition of economic globalization and global competition. The world's top 500 enterprises have vied for China, foreign enterprises enter into China, and indigenous enterprises go abroad, which makes China's family enterprises have to participate in the global competition, but due to the lack of capital, technology, and scale, the enterprises are under great pressure. In the internal environment, due to the lack of scientific and rational human resource management system, the outflow of talent staff is serious, the pressure in management is greater. The only choice for China's family enterprises is to adapt to the external environment. The surviving and development of China's family enterprises can only rely on the improvement of the internal environment.China's family enterprises pay much attention to the economic contracts, but neglect the psychological contracts, which results in many problems. Mainly as follows:Firstly, family enterprises don't have their own unique culture. The unique nature of family enterprises determine that they have to incorporate the mode of entrepreneurs thinking, personalized philosophy, business ideas, values and management style into the culture. At present, many entrepreneurs don't have received higher education, most of them learn from the practice of work, and lack of professional management and ability structure. That make these family enterprises don't have its own characteristics, and modern enterprise culture. Secondly, there are deficiencies in the human resources management. Nowadays, the lack of human resources management concepts, human resources strategic planning, institutional arrangements and human resource management Commissioner prevailing among China's family enterprises.Thirdly, there is staffing nepotism. As the problem of moral hazard and adverse selection and so on is prevailing, and the same time, there are influences from the traditional family, family businesses are often in the condition of"cronyism". That makes external employees lack of a sense of belonging and makes enterprises lack of cohesion too.Fourthly, there is training errors. On the one hand, many family entrepreneurs pay much attention to the education of the family members, especially their children and successors, but often neglect the employees're-use development, leading to the discriminatory human resources training; On the other hand, family businesses are more willing to hiring staff that have experiences, and don't want to spend too much time on it and has obvious short-sighted and utilitarian.Fifthly, the measure of incentive is single and obsolete. In the family enterprises, the relationship between enterprises and employees is single. The constraints on the employees is bigger than incentives, and the punishment is very harsh, but in accordance to simple economic reward and don't have the right to participate in the distribution.Sixthly, these family enterprises don't have scientific and sound performance appraisal system. Some of them are in name only and lack of standardization. The reason is that the attitudes and understanding of the family entrepreneur performance appraisal and evaluation system really have problems.Seventhly, there is discriminatory in the pay system, but lack of flexibility. The mainly performance in discrimination is the payment of family members is higher than that of employees. The mainly performance in the lack of flexibility is that, the mechanism of payment is single, and can't satisfy many kinds of needs.China's family enterprises want to shake off the difficulties of staff management, and build up steady psychological contract between employees is especially important. Steady psychological contract enable the enterprises to make a further understanding of their needs, and the employees can understand the expectations of enterprises better, in order to have a win-win situation. Psychological Contract itself is intangible, but stable psychological contract is strong cohesive and stimulating, can play a more visible leases and no one can substitute its role.Firstly, stabilize psychological contract has great positive role. It can complement the hidden content of economy; can satisfy the employees of individual needs and enable businesses and workers to achieve a"win-win"condition. It can avoid the negative and adverse content.Secondly, the stable psychological contract has some inspirit. Psychological Contract is essentially a sentiment contract, is the spiritual link between the employees and business, is an important factor that can influence employees'behavior and attitude, is an invisible measure that can form an important element organizations and team atmosphere. When psychological emotional needs of employees are met, the psychological contract incentives will increase the enterprises'loyalty and satisfaction, and improve job satisfaction, security and absenteeism rates, which can effectively improve the performance of enterprises.In this paper, enterprises culture, employment concept, recruitment, incentives, training and communication, are regarded as a stable path of Psychological Contract to implement.Firstly, there is a healthy and progressive corporate culture. Based on the "personality" of psychological contract, Enterprises fames the culture "commonality" gradually through adopting the strategic objectives and adapt to external changes. The interactive relations between "personality" of employees'psychological contract and the enterprises'culture "commonality" become the driving force for enterprises.Secondly, establish the "people-oriented" concept. It is the best repression of "people-oriented" concept to make psychological contract between enterprises and employees. The contract holds a good relationship between enterprises and employees. It can fully mobilize the enthusiasm and creativity of the staff, improve employee loyal, so as to keep enterprises developing steady and get a win-win situation with the staff.Thirdly, the premise of faming a psychological contract is the two sides abide by the recruitment of honesty. Recruiting, the first time for new staff to contact with enterprises, people who do it are the first batch of enterprises'representatives. It is most likely to be affected by the suggestions and promises made by people who make recruiting when new staff make Psychological Contract with enterprises. It will determine the poison of new staff in the future to commutation information truly and effectively in this step. Also it will determine employee loyalty, the sense of responsibility and sense of mission to some extent. Therefore, it is very important to abide by the recruitment for the two sides.Fourth, the establishment of multi-dimensional, scientific and reasonable incentive mechanism is a useful method to deal the employees'management problems in Family business enterprises. It is primarily to come true through the search for the"need"of job satisfaction, what is most important is the spirit of material incentive. We'd better consider staff's"need"from various dimension, get the information about how much did they meet the staff's need though full investigation, so as to make the encouragement more effective, and receive good results. Fully mobilize the enthusiasm and creativity of the staff so that employees can share the same fate with the enterprise. Fifthly, think highly of talented training. If family business enterprises want to last for ever, they must attach importance to the training of talented people. Training should be an important part of human resources management for family enterprise. It is also the needs for enterprises and employees to understand each other, as well as an important segment to make agreements on psychological. Effective training can reduce the loss of staff, reduce the accident rate and reduce costs, increase efficiency and cost-effectiveness so as to enhance the competitiveness of the enterprises.Sixth, clear smooth, effective communication. Psychological Contract constantly changes, it is important to eliminate misunderstanding and misinformation in the change process. Clear smooth and effective communication can make the psychological contract balance between enterprises and staff. To establish the communicating system, and widen the communicating channels, so that the managers and staff can all get the information unknown, so that the managers can get the information of the employees'emotional state timely.This paper aims to start from the special nature of family businesses,"psychological contract" theory mainly studies that how to make the psychological contract play a role in all sectors of human resources management in the internal enterprises, so that build up a harmonious, positive and healthy psychological contract. The family business and staff can develop well and improve the competitiveness and reputation, in order to enhance the quality of its staff and the personal satisfaction. In this paper, the innovation is to rely on family enterprises to build a harmony, healthy and positive psychological contract among employees.