Research On The Relationship Among Psychological Contract Organization Commitment And Work Performance

With the development of the Times, with "80" and "90" for the age characteristics of the new generation employees in organizational development process are gradually served as the nucleus, which begin to enter the society stage central. Therefore, the study of new generation employees is increasingly important. Psychological contract and organizational commitment is the important factors to affect organizational members work performance of important factors in the organization, the strength of the psychological contract and the discretion of the organizational commitment will produce important influence to employees organizational behavior, thus affect the employee performance. This study defines the connotation of Cenozoic employee, sums up the new generation staff having the values pluralism, high-end sex knowledge level, professional view polytrophic, life style optional sex, high sexual characteristic self consciousness. Based on theory literature review of psychological contract, organizational commitment and job performance, through empirical analysis the relationship of psychological contract and organizational commitment to job performance, and puts forward some corresponding Suggestions of management.This paper uses SPSS17.0software for data statistical analysis, the results of the study show that the psychological contract dimensions of new generation staffs and work performance are significant correlation dimension, real responsibility and development respectively to task performance and surrounding performance are significantly related; The five dimensions of Organization commitment to the two dimensions of job performance have clear significant role, namely affective commitment, ideal commitment, normative commitment, economic commitment, opportunity commitment to task performance and surrounding performance having significantly positive effect.Based on the analysis of research background and questionnaire research conclusion, this study from the perspective of organization and management puts forward the strategies of promoting the new generation staffs’work performance. First, strengthen the dynamic management of the psychological contract. The main measures include strengthening the management creation of psychological contract stable psychological contract structure, establishing and regularly updating the psychological contract files, setting up the psychological contract violation mechanism; Secondly, set up a full range of organizational development responsibility. The main measures include providing competitive salary incentive mode, improving realize personal value environment, constructing new generation staff challenges platform; Third, cash economic commitment to guarantee Cenozoic staffs physical and mental health. The main measures include ensuring employee’s health and paying attention to employee mental health; Fourth, provide emotional support to realize the life and work of the "win-win". The main measures include establishing exhaust pressure mechanism, enhancing job enrichment, improving the subjective well-being; Finally, improve the organizational commitment to establish various security measures. The main measures include establishing the enterprise high organizational commitment, providing the necessary work conditions, attracting common values of the new generation staffs.