An Empirical Study On The Ideological Contract Of The Staff

Since Argyris proposed the conception of psychological contract for the first time, many relevant studies about it have been done by researches. But these studies focused on the transactional and relational components of psychological contract. Today some scholars doubt that if the transactional and relational components can interpret the full contents of the Psychological Contract. Thompson and Bunderson (2003) suggested that, in addition the transactional and relational components, psychological contract should also include the ideological components. Employee can pursuit the missions which beyond purely personal interests. Their views are supported by many scholars.Empirical Study results show that psychological contract including ideological contents, and ideological contract can be distinct from the multidimensional psychological contract. The past research has showed that ideological contract play an important role in attitudes and behavior at work and life. But in China, little have been done on this topic.This study is composed of three parts. The first research revised Chinese ideological contract scale. On the basis of review of related document, we have developed a measurement which rooted in Chinese culture and named Chinese ideological contract Scale. The ideological contract Scale was best supported by confirmed factor analysis. And some significant differences of psychological contract were found comparing the staff with different age, different gender, different educational level and different salary. Results suggest that this scale is a valid measure that should prove useful in applied psychological contract research.In this section I propose a model that suggests employees develop perceived obligation with their employers based on economic, social and ideological reasons. I use the revised Chinese ideological contract scale, the transactional contract scale and relational contract scale which from PCI questionnaire to research their relationships. Cross-sectional data from distinct samples provided strong support for the idea that transactional, relational and ideological components of the psychological contract are distinct. In the third study, we take the revised Chinese ideological contract scale, job satisfaction scale, emotional commitment scale and organizational citizenship behavior scale, from two points of"the obligation of organization on staff"and"the obligation of staff on organization"to begin our study. The results show there is significantly positive correlation between them. Ideological contract is power predict of job satisfaction, emotional commitment, organizational citizenship behavior.