Research On Job Satisfaction For Scientific Researchers In The Institutions Of Military Industry Based On Psychological Contract Theory

As the gathering place of talents,the institutions of military industry are playing a more and more important role in promoting the progress of science and technology,strengthening the transformation of achievements,and facilitating the process of national modernization.However,the management and operation system of current government-sponsored institutions are created and developed chiefly under the planned economy system,causing some inappropriate affairs as to the socialist market economy system.Specifically,the personnel management mode of the administrative organs has been used for a long time in military industry institutions,no human resource management system suited to its characteristics has been formed,causing the decreasing of job satisfaction,and the employee turnover rate increases year by year.This is directly related to the inadequate incentive mechanism within the military industry institutions.By taking some effective incentives to meet the needs of staffs,we can improve their work performance.Therefore,this research work is of great significance.In this work,we tried to do some study on the incentive systems for scientific researchers in the institutions of military industry based on psychological contract theory,the target is to find out which dimension of excitation is more important for researchers in military industry institutions,then we can raise the corresponding incentive measures.The focus of the study is to analyze the survey data based on the questionnaire survey,testing the psychological contract dimensions of scientific research personnel in military industry institutions.Besides,more specifically,the importance of different dimensions of psychological contract should be analyzed,providing supports for the scientific and effective management and incentive measures.Morover,we also try to explore the differences of individual characteristics of employees in different psychological contract dimensions.On the basis of the above empirical analysis,this paper puts forward strategic suggestions for the management and incentive of scientific research personnel in military institutions.Based on the verification and analysis of the above questions,three conclusions can be obtained as follows:(1)The psychological contract of scientific research personnel in military institutions can be normally divided into three dimensions,including transaction dimension,development dimension and team member dimension.And through the empirical tests,the importance of these three dimensions from high to low is ranked as development dimension,transaction dimension and team member dimension.(2)This thesis uses the single factor variance to analyze the influence of gender,age,education,professional title,length of service and type of work on employee psychological contract.Based on the results,we can know that there are several significant differences in view of psychological contract team members among researchers of different ages;significant differences in view of psychological contract transaction dimension among researchers of different working years;and also the significant differences in the value of work types on transaction dimension and team member dimension.Other aspects have no significant impact on psychological contract dimensions.(3)The relationship between psychological contract and job satisfaction has been analyzed and highly positive correlation has been obtained.From different dimensions,the more important the employee thinks,the more difficult the employer is to meet its expectations,and the lower job satisfaction will be.Finally,based on the influence of psychological contract and composition on the satisfaction degree of scientific researchers in military industry institutions,we put forward the incentive strategies from the aspects of organizational culture,salary system,performance appraisal system,management mechanism,career development channel and communication channel.