Research On Psychological Contract Impact On Knowledge Workers’ Creativity In Enterprise

In the era of knowledge economy, the competitiveness of enterprises is mainly embodied in creation, utilization and appreciation of knowledge, which mostly comes from the workers’ creativity. The influence on creativity factors of knowledge workers has been explored a lot in existing literature, in which only the leadership, leadership style, organizational innovation atmosphere level has been researched yet and the influence on creativity from psychological level has always been be ignored. As a general cognitive model of reference, the psychological contract can help the knowledge workers easily make evaluation of their work, which provides a basis for systematic study on knowledge workers’ creativity. Therefore, study on the impacts of psychological contract on knowledge workers’ creativity including the internal mechanism has become highly necessary.Previous studies have shown that good psychological contract and creative self-efficacy will help promote the workers’ creativity, but the research is still in the initial stage. Based on this, this paper has discussed the impacts of psychological contract on knowledge workers’ creativity and the role of creative self-efficacy between psychological contract and knowledge workers’ creativity through separately defining psychological contract, the knowledge workers’ creativity and creative self-efficacy as independent variable, dependent variable and intermediary variable. Firstly based on a review of the literature on related field, a conceptual model has been built including hypothesis. Then with the basic data acquired by questionnaire and the help of SPSS19.0, the descriptive statistical analysis, reliability analysis, exploratory factor analysis, correlation analysis and regression analysis has been done, on the account of which the theoretical model and research hypothesis has been verified further. Finally the conclusion of the study and some suggestion has been made.Through the empirical test, the conclusion can be drown as the follows: firstly, the differences exists in the impacts of three dimensions of psychological contract on knowledge workers’ creativity. The interpersonal psychological contract and developmental psychological contract have significant positive influence on the knowledge workers’ creativity, while the normal psychological contract shows nothing; secondly, the three dimensions of psychological contract has significant positive effect on, which shows that the better the psychological contract between workers and enterprise is, the better and higher the knowledge workers’ perception of "organization obligation" and the creative self-efficacy are; thirdly, the creative self-efficacy has significant positive effect on the knowledge workers’ creativity, which tells that the stronger the creative self-efficacy of knowledge workers is,the higher their creativity is; finally, the creative self-efficacy plays a partial mediating role between psychological contract and knowledge workers’ creativity. That is to say, psychological contract not only has significant positive influence on the knowledge workers’ creativity, but also exerts indirect influence on employee creativity by affecting creative self-efficacy. Among them, creative self-efficacy plays a partial mediating role of interpersonal and developmental psychological contract, but shows non-significant in the intermediary effect between normal psychological contract and knowledge workers’ creativity.