Study On Staff Performance Appraisal Methods Based On Different Psychological Contract Situations

The human beings has entered an era dominated by knowledge economy since the21st century. It is an era of change that many enterprises adopt a number of reform measures such as large-scale organizational merger, recombination, layoff, cuts and the using of new management method. In a word, the change aims to strengthen these enterprises’ core competitiveness in the future and cut down their dimission rate. For this purpose, a large number of enterprises employ a series of motivation measures to increase their competitiveness and retain the core staff. Therefore, incentive system has become the focus of research in academia. Performance evaluation is always vital to these incentive means and different methods in different companies will affect the organizational performance while they have different influences on employee psychological support and recognition. The psychological contract are implicit in individual mental model and it is the deep driving force of motivation, occupation behavior, performance appraisal and commitment. Only the combination research of the two can be another senior incentives, so it will be linked to the performance appraisal methods in this paper.From a macro point of view, this research is mainly divided into two parts. The first part is the theory part and the second part is the empirical part. In the theoretical part, this paper firstly reviews the related literature concerning the relationship between the psychological contract, psychological contract theoretical basis, performance appraisal, performance appraisal theoretical basis and psychological contract and performance evaluation method, and the author puts forward the research model and research hypotheses on the basis of review. In the second part, this paper uses empirical method to prove the research hypothesis is valid through designing and giving out the questionnaire, analyzing the obtained data by the method of mathematical statistics after testing its reliability and validity, then draws a conclusion and takes the advantage of this result to provide reasonable suggestions for enterprise managers adopt appropriate performance appraisal methods.In this paper the main conclusions are:1. Transactional psychological contract has a significant difference in staff with different and position grade different degree.2. KPI performance appraisal method should be used in the condition of trans-actional psychological contract3. Relational psychological contract has different influences on employee with different length of service.4. Under the situation of transactional psychological contract, enterprise should adopt all-round performance appraisal method and team performance appraisal method.