The Reasons And Countermeasures Of Counter-productive Behavior Of Labor Dispatch Workers In G Company Of Manufacturing Industry From The Perspective Of Psychological Contract

With the diversified development of China's market economy and the in-depth promotion of the reform of enterprise employment system,labor dispatch has played a positive role in optimizing the human resource structure of enterprises,sharing the recruitment risk and reducing the cost of employment,and has become an indispensable and important choice for enterprise employment.However,labor dispatch work is a special professional group,they do not directly enter into employment contract relationship with the enterprise,they often have a lack of personal sense of belonging and security,and are paralyzed to the enterprise prospect and personal transportation.Compared with regular workers,their feelings and emotions are easy to be ignored by managers,and their reasonable interests are more vulnerable to damage.Therefore,it is easy to perceive psychological contract violation and produce Counter-productive behavior.This phenomenon is especially obvious in manufacturing enterprises due to the limitations of the quality level of labor dispatch workers and factory environment.This paper analyzes the counter productive behavior of labor dispatch workers in G company of manufacturing industry,summarizes the domestic and foreign literature,sets up a questionnaire to analyze the performance and causes of Counter-productive behavior,and reveals the psychological contract and its three sub dimensions(normative dimension,interpersonal dimension and development dimension)and counterproductive behavior and its two sub dimensions(Organization Oriented Counter-productive behavior and interpersonal directed Counter-productive behavior)There was a significant positive correlation between production behavior.The survey results show that there are some problems in the labor dispatch of G company,such as irregular employment management,lack of supervision andmanagement mechanism of salary,opaque performance appraisal,strong leadership and management style,lack of humanistic care,poor feedback channels,lack of work autonomy,and lack of systematic career planning.These problems lead to different degrees of heart of labor dispatch workers in three sub dimensions The breach of management contract will lead to the counterproductive behavior directed by organization and interpersonal,which will cause serious loss to enterprise operation and management.From the perspective of psychological contract,this paper analyzes the influencing factors and deep-seated causes of labor dispatch workers' counterproductive behavior,Starting from the maintenance and compensation of psychological contract in three dimensions,the paper puts forward improvement measures such as strengthening salary supervision and management,optimizing performance appraisal system,improving working environment,paying attention to leadership management fairness,strengthening humanistic care,paying attention to employee feedback,and expanding career promotion channels.In order to improve the sense of belonging and identity of labor dispatch workers,improve job satisfaction,strengthen the psychological contract relationship,effectively alleviate the anti production behavior of labor dispatch,and promote the healthy and orderly development of human resource management of G company.The research results of this paper have both generality and particularity,which have strong applicability to other manufacturing enterprises,and provide certain reference for other enterprises to improve the status quo of labor dispatch workers' counterproductive behavior and improve the level of human resource management.