Research On Staff Incentive Of Non-profit Organization Based On Psychological Contract

Since China’s reform and opening up，as independent of the government and theenterprise’s "third sector"，Non-Profit Organization began to participate in our country’senvironmental protection，education，health and other public welfare activities. To this day，NPO has showed vigorous development situation in China which plays an important role inthe social and public affairs，but at the same time，the NPO is fraught with so many problemsand underexcitation is one of them.As a core subject in human resources management，incentive is quite important in thefield of enterprise management. There is no doubt incentive has the same importance in thefield of NPO management. Although so many scholars had carried on the exploration anddiscussion with the incentive problem of NPO，but the related research is not deep enough.Due to the rapid development of non-profit organizations in our country，so the study of NPOemployee incentive is of great theoretical significance and practical significance.Psychological contract is a kind of employees’ cognition which refers to the respectiveresponsibilities and obligations of the employees and organization. It is a kind ofnon-economic contract between the organization and employees. It is just suitable forvoluntary and non-profit. Psychological contract can be used to analyze the relationshipbetween NPO and employees and it provides a new angle of view to the research of nonprofitemployee incentive. So it can provide the basis for the human resource management researchof NPO. This paper has four parts.The first chapter is the introduction，introduce the topic background and significance ofthis paper. Combing the psychological contract theory and the employee nonprofit researchAt home and abroad for the later study，define the key concepts.The second chapter is theoretical analysis，analysis the characteristics of the nonprofitorganization staff，and then probe into the employees’ psychological contract content anddimension of nonprofit organization. Combined with the exposition of the psychologicalcontract incentive theory in this paper，explore the role of psychological contract for NPOemployees incentive employee.The third chapter is about the dilemma analysis of the analysis of NPO employees’ incentive mechanism in the level of psychological contract by the empirical research ofGuangzhou Volunteers’ Union. Through the way of questionnaire and interview to survey thepresent situation of Guangzhou Volunteers’ Union staffs in the level of psychologicalcontract，then analyze its status quo and difficulties through interviewing. Then analysis thenecessity of the employees incentive mechanism which is based on psychological contract，make matting for the next chapter.Chapter four is the corresponding incentive paths which are respectively correspondingfour dimensions of NPO employee psychological contract. The first thing is to designreasonable pay structure，include designing reasonable salary structure and building thescientific performance appraisal system; Secondly creating a good environment，includecreating a good working environment and paying attention to the emotional communicationwith employees; Once again guiding employees’ career development，include providing theopportunity to participate in the management，riching staff training system and Guiding theemployees’ career development; Finally advocating common organizational culture， includeBuilding organizational culture motivation，forming a flexible humanistic management andbuilding effective incentives for honor.