The Research On The Relationship Between Psychological Contactand Employee’s Performance In Foreign Enterprise

Since the subprime mortgage crises swept the globe economy in2008, foreign enterprises in China has began to reduce the business costthrough layoffs and wage cutting, in order to help businesses ride out thestorm. But it also leads to the decline of the foreign-funded employee sloyalty and increase of the turnover rates. Besides the internalenvironment has become more and more uncertainty, which will result inthe loss of the core competitiveness of enterprises, and thus seriouslyaffect the long-term development. In this case, the invisible psychologicalcontract between employees and companies in foreign companies has asubtle influence on the performance of employees, which directly affectthe realization of the enterprise the ultimate business objectives.This paper selects more than300employees from three differentforeign enterprises in Beijing district to study, using the Rene SchalkPsychological Contract Questionnaire and Williams&Anderson JobPerformance Scale, and obtains the psychological contract and performance data. Through the exploratory factor analysis on the ReneSchalk Psychological Contract Questionnaire, we obtained three specificdimensions of the psychological contract, and then establish thehypothesized relationship between performance, and finally verify andcorrect that the assumptions the model by factor analysis and multi-levelregression analysis. The main findings of this paper are:Through the exploratory factor analysis on Rene SchalkPsychological Contract Questionnaire and Williams&Anderson JobPerformance Scale, we have obtained six specific dimensions of thepsychological contract on staff level and organizational level.1. Three specific dimensions of the staff-level include workingenthusiasm, staff reputation and career pursuit.2. Three specific dimensions of the organizational level includedevelopment space, job content and external security.After the analysis on the relationship between the variousdimensions of the psychological contract and employee performance byusing the multiple regression statistical analysis methods, we reach thefollowing conclusions:The dimensions of the "working enthusiasm" and "developmentspace" and "work content" and "external security" have a positive impacton employee s in-role performance. The dimensions of Employeereputation, career pursuit,"development space","work content " and "external security" have a positive impact on employees’ organizationalcitizenship behavior, in which the two dimensions of workingenthusiasm" and "work content" have higher the positive impact on theemployee s in-role performance, and the two dimensions of "developmentspace" and "external protection" have higher the positive impact on theemployee s organizational citizenship behavior.