| Talent is always the core competitiveness of organizing Sustainable development.Independent colleges， as the emerging field of education in our country，whoseHRM(Human resources management) boundary is quiet fuzzy. The school authoritiescan neither provide a relative stable job security nor perfect welfare structure like publiccolleges. They can’t insist on the principle "distribution according to work, payattention to efficiency†like most enterprises, either. What’s more, the school authoritymaintains the labor relationships between school and staff by the form of harsheconomic contract, which reflects the "computational" feature apparently.And theinterpersonal relationship in many independent colleges is quiet intense. The stafffluidity is high, but their loyalty is low.It will produce a continuous negative effect onthe long-term development for independent colleges, the faculty’s of mental health andstability. Under this situation which knowledge economy and flexible management isbecoming popular increasingly, the psychological contract,as a psychologicalconnection between employees and employer, which in many fields has been proved tomake up for the deficiency of the traditional personnel management mechanismeffectively. Undoubtedly, it provides a new selection for the human resourcemanagement system in independent collegesThe thesis consists of four chapters. The first chapter puts forward the researchbackground, the significance, the basic technical path and relevant core concepts.Inchapter two, the research which domestic and overseas scholars have done to thepsychological contract and domestic university teachers’ psychological contract will bereviewed. The third chapter is the empirical research analysis.Taking the CK institutefor example，it achieves the staff’s psychological contract content in independencecolleges through interview and questionnaire investigation.And the two dimensions"work responsibility and development responsibility" which are on the basis of experts’opinions are extracted.They include15factors: the compensation and benefits, collegedevelopment, professional skills and so on. What’s more, the formation, performanceand reason of the psychological contract in independent colleges are analyzed. Itbelieves that there are three aspects to impact the formation of the psychologicalcontract: the social environment factors, the unique development environment andteaching concepts of independent colleges, and the individual differences of staff.The staff’s employment situation, college’s running capacity and concept and workerdifferences have significant effect on the performance of psychological contract.Andusing SPSS statistical software take T test to the demographic characteristics of staff’spsychological contract breach.And using the correlation analyses the effect ofpsychological contract breach.Basing on the results of empirical analysis，the fourth chapter puts forward in therepair strategy for the psychological contract in independent colleges. Firstly, payattention to repair the staff’s psychological contract in time.Secondly, establish themulti-level and flexible talent management mechanism. Thirdly, promote theestablishment of democratic and service management system in independent colleges，construct good interpersonal environment，and strengthen hardware and softwareinvestment.Fourthly, execute the diversified of career planning policy. The last strategyis that staff must set up healthy occupational ethics consciousness and cultivate theawareness of master。The last part summarizes the final results, points out the deficiencyof this thesis, and looks forward to the future research. |
