Research On The Relationship Between Psychological Contract And OCB Of Knowledge-based Employee:the Mediation Role Of Organizational Identification

With the advent of the era of knowledge economy,knowledge becomes an important driving force,will replace some of the traditional resources,such as capital,manpower,etc.,to become an important driving force to maintain market competitiveness..Knowledge-based employees,as the carrier of knowledge,its knowledge creation,use,dissemination,value add to the development of enterprises.Therefore,how to carry out effective training,management and preservation of knowledge workers is a hot topic between business and theoretical circles,and it is also an important means to establish organizational competitive advantage.On the one hand,because of the characteristics of the knowledge-based employees themselves,such as low loyalty,strong mobility,and fast-paced lifestyles lead to personal values on the short-term contractual relationship,traditional management approach has been challenged,scholars try to build a flexible organization and employee relationship through the management of psychological contract.On the other hand,with high knowledge level and autonomy,the organizational citizenship behavior of knowledge-based employees helps to reduce the friction within the organization and speed up the operation efficiency of the organization,thus promoting the organizational performance.Therefore,this paper starts from the perspective of psychological contract,discusses the content structure of psychological contract of knowledge-based employees,and studies the influence of psychological contract on organizational citizenship behavior.In this paper,quantitative and qualitative combination of research methods have been used.First,this paper summarizes the previous research by literature analysis,and then use the questionnaire to collect the sample data,and finally come to the conclusion by the analysis of the data.The full text is divided into six chapters.The behavior logic of the paper is based on the background of the research,the significance of the research and the value of the research,the basic framework of the full text of the paper,and then the concept definition of the relevant variable dimension mentioned in the paper.The theoretical model and the research hypothesis of this paper are put forward.Finally,the data collected by the data research software are used to analyze and model the data.Finally,the relevant conclusions are put forward according to the previous analysis results and the future research direction is forecasted.The fifth chapter is data analysis and model verification,SPSS17.0 software was used to analyze the sample data,reliability and validity analysis,correlation analysis,regression analysis,and to verify the hypothesis and obtain the research results.Chapter 6 is the conclusion and prospect of the research.Based on the research results,the corresponding management suggestions are put forward,the shortcomings of this research are pointed out,and the research topic is forecasted.Through the empirical analysis,this paper draws the following conclusions: First,the psychological contract type in the transaction,relationship type,the development of three variables in the organization of citizens have a significant positive impact on the psychological relationship between employees psychological behavior is positively related;The variable that plays a positive positive effect on organizational identity is the psychological contract of knowledge workers.Thirdly,the variables that play a positive effect on the behavior of organizational citizenship are knowledge workers.Finally,the psychological contract of knowledge workers has an influence on organizational citizenship behavior.Variable organizational identity in the impact play a mediating role.Following the conclusions of the study,it puts forward some management suggestions as follows.First,active and effective communication,not only can help fully understand the content of knowledge workers psychological contract,but also bring organization's own attention and support to the knowledge staff.Second,companies had better strengthen career management,provide adequate promotion and development opportunities and carry out professional skills training.Third,improving the organizational identification should be admitted.On one hand,staff with the same value may be a good choice when hiring,on the other hand staff should be trained on the identity of organization.