The Research Of Rebuilding Employees’psychological Contract After Organization Structure Reform

In the face of fierce market competition, the enterprises pay more andmore attentions to their own core competitiveness. No matter what strategiesand plans, they all need employees to implement, so talent is an importantasset for enterprises. When enterprise strategic adjusted and dramaticallychanged, to ensure enterprise developing towards a predetermined orbit, theemployees must actively cooperate with and respond. So any strategic changemust consider the feelings of employees, and consider how to avoid thepsychological imbalance of employees, which are the important factors for anenterprise resulting in the loss of personnel and the negative impact or not.This study takes the staff of HO operation department in B Company asthe study object. Through the analysis of a series of behaviors by the staff after the change in the organizational structure, we innovatively reference theconcept of psychological contract. Based on the presentation of employees’negative attitude, dissects the essence of the psychological contract violation.Then through the questionnaire survey method, accurately positioning thecause of psychological contract violation, combining with the research resultsand the theory of psychological contract reconstruction, we carry out thedesigning of psychological contract reconstruction scheme for the HOOperation Department staff, and formulate the system and approach forrebuilding the employees’ psychological contract.Hoping the scheme can change the employees’ psychological state, andaccord the individual psychological expectation with the organization’sstrategic objective. The staff changes from passive acceptance into a driver ofthe change, and then eventually helps the B Company to implement the newstrategy successfully.Meanwhile, I hope the thinking and methods of psychological contractreconstruction design in this study can provide the reference and advice forthe enterprises, which are intended or have implemented organizationalchange, on strategic designing and rebuilding psychological contract.