Psychological Contract For The New Generation Of Knowledge Workers And Job Performance: Organizational Socialization Regulation

Competition, use and creation of knowledge, rational allocation of resources among enterprises, ultimately have to rely on knowledge workers that are the carrier of knowledge. It becomes a problem to be concerned by the company in new economic era. That is encouraging the new generation of knowledge workers groups that is autonomy, individual, diverse and innovative a greater degree of their power to create value for the enterprise. Therefore, It is important that to improve their job performance levels of the enterprise by the new generation of knowledge workers. Psychological contract is to maintain the organization and membership of the link, to maintain and develop the relationship between employees and the organization of inner strength. the socialization degree of organization affect their future performance of employees in the enterprise and the organization. So It is significant to create a vibrant organization by playing the role of psychological contract and the degree of socialization of organization.To explore the relationship between psychological contract and job performance of new generation of knowledge workers, the paper first describes the concept features and structures of the new generation of knowledge workers, and reviews the definitions, content and features of psychological contract, organizational socialization and job performance. Finally, establish the theoretical model of the relationship between the psychological contract and employee performance of new generation of knowledge workers. And make assumptions on the basis of existing theory and research status. We were predicting and measuring investigation by the collation and review of the literature and the design of a knowledge-based psychological contract, organizational socialization, job performance-related scales. Then the data were analyzed for survey by SPSS statistical software and draw conclusion. Studies have shown that:(1) There are different individuals context and organizational context of the new generation of knowledge workers in different psychological contract, organizational socialization and job performance (2) Psychological contract of new generation of knowledge workers can be classified as both transactional and relational dimensions. Degree of organizational socialization can be classified as work competency, organizational and political, organizational culture and organizational social relationships socialization. Employee performance can be divided into two dimensions:task performance and contextual performance (3) Psychological contract of the new generation of knowledge workers were positively correlated as employee performance (4) Degree of social organization of the new generation of knowledge workers were positively correlated as employee performance (5) organizational socialization can be regard as regulation between the psychological contract and job performance.