The Psychological Contract’s Influence On Staff Performance

Psychological contract is the concept proposed by Aegris in the1960s and then defined by Levinson. In the early stage it describes the unwritten contract between staff and enterprise, extrinsic contract and intrinsic contract.Then it was defined as the mutual responsibility for staff and enterprise, it embodied the mutual responsibility and duty. With the entry of the staff the enterprise will sign the normal contract with them, there still exists psychological expectations among the staff that is the psychological contract. Meanwhile, the enterprise takes the expectations to reach the standard by the mutual suppression for mutual responsibility and duties.The research depends on the psychological contract and the staff performance to propose the psychological contract influences staff performance theoretical model by the literature review. Kickul and Lester(2001) divided the psychological contract into extrinsic contract and intrinsic contract and logistics case study the remarkable impacts of psychological contract for the staff performance. Through the theoretical research to analysis the extrinsic contract and intrinsic contract impacts the staffs’task performance contextual performance. Based on the factor of external and inner psychological contract, the paper proposes some advises for business management and the staff career development. The enterprise should have the reasonable salary distribution system, from the Maslow-Need-hierarchy theory the relationship of the enterprise and staff and satisfied the staff’s self-fulfillment, To improve the performance the enterprise is not the only to depend on, it is also need to mobilize the staff’s all positive factors.Finally, it point out this paper’s deficiencies and the innovation of thesis.