Research On Staff Incentive Strategies Based On Psychological Contract

This paper is an empirical study based on the psychological contract on J Company,which is an enterprise in the education and training industry,with the purpose of seeking a set of practical and feasible incentive strategies for the company’s staffs.J Company,headquartered in Xiamen,has set up a branch in Guangdong province in early 2017 and has achieved a rapid development within two years.A set of seemingly reasonable and perfect employee incentive mechanism is employed nowadays by the company’s human resource department,but,in fact,there are many problems in personnel management and motivation,such as low enthusiasm of employees,more complaints and other issues are increasingly prominent.On the surface,these problems are caused by the imperfection of the company’s policies or systems.However,if further considering its deep-seated reasons and its consequences,we may find these problems are related to employees’ psychological contracts.Psychological contract is an implicit and mutual expectation between the organization and the staff.It is also the intermediary and bridge connecting the two ends.The purpose of motivation is to mobilize and motivate employees to work actively and creatively,and finally to achieve organizational and personal goals.In the process of motivation,if an enterprise wants to obtain a good incentive effect,it should take the needs and expectations of its employees as the starting point,and combine the two to achieve an ideal result on the premise of combining the objectives of the enterprise.However,the needs and expectations of employees are subjective,dynamic and diverse,which,therefore,must be guided.Empirical studies have shown that psychological contract is an important factor affecting job satisfaction,job performance,staff drain and so on.If we do not pay attention to it,it will affect the realization of organizational goals.Based on the theory of psychological contract,this paper tries to explore the contents of employees’ psychological contract in J company by using methodologies of interview and questionnaire,both of whose designs were based on the three-dimension structure of psychological contract.And then,the author,according to the collected data,will find out which dimension the employees in J company require the most and which dimension they attach more importance to.Finally,the corresponding countermeasures and suggestions can be proposed according to the survey results.