Companies how to build the psychological contract with employees

Abstract: At present most of the enterprises attach importance to establish labor contracts with employees to determine the relationship between the rights of employees and enterprises, obligations and interests, and for the psychological contract as the regulating relations between employees and the company paid insufficient attention to, not with the employees and to establish a common vision, based on a common vision to reach a consensus on core values, so that employees lack of corporate identity, business can not be concerted with this paper focuses on the business and staff in how to establish a psychological contract as a link strategic partnership.

Keywords: psychological contract labor relations labor contract

First, the psychological contract
Psychological contract that is a role expectations. Role expectations is group or others on the expectations of the role played by individual behavior, that is, groups or others that assume a role of individuals in a particular scenario should make any kind of behavioral responses. enterprise and its employees generally refers to the psychological contract between employees and enterprises associated with the establishment of a formal contract or agreement, the two sides there is an unwritten psychological contract, this agreement is between employees and enterprises on the other side of the have a series of subtle and implicit expectations - and expectations of both sides will be expected to meet some of their own needs. This provides a psychological contract between employers and employees look forward to. For example, companies are looking to seriously work employees, loyal to the company, obey, etc. , look forward to fair treatment of their employees, a reasonable allocation of tasks, to provide working conditions, etc. Most of the psychological contract hidden in people's hearts, to be both careful to observe, understand and estimate when the employee psychological contract implied in the role expectations not met, will make the job performance and job satisfaction have a negative impact, therefore, in order to achieve corporate profit targets, improve work performance, employees must meet the expectations of the role of business, that is, to establish and implement each of the psychological contract.


Second, the psychological contract with employees to establish the significance of
Enterprises through the establishment of the psychological contract with employees, so that the mutual attraction between employees and enterprises, employees are willing to accept the company's business goals and contribute to the ability to self.

1, increasing the staff of the company's identity. If companies and employees to establish a psychological contract between employees and enterprises to understand each other the desired behavior, the staff on the one hand to understand the company's core values ​​and business direction and development prospects, and the other but it is also clear that the enterprise development and the relationship between the development of its own employees, making employees aware of corporate and labor contracts between employees and the psychological contract is for the double bond of the strategic partnership between the common vision should be established , on this basis to reach a consensus on core values, so that employees and business relationship between trust and commitment, thereby increasing the company's recognition and identity, in the promotion of enterprise development, to achieve personal self-worth.

2, the loyalty of employees of enterprises increased psychological contract exists, so that employees understand the company's destiny and the fate of individual employees is closely linked, if the employee self-performance to meet the business requirements, then their personal career development in order to to achieve, so staff will continue to examine their psychological expectations and business relationship, and in accordance with the development of enterprises to adjust their own behavior, to maintain good relations and business, thereby increasing the company's loyalty.

3, so that employees clearly work together. Psychological contract allows employees to establish a clear corporate expectations of their role, know what to do and what not to do, can do how to do, and a clear direction and efforts of their own goals In this basis, between employees and the company reached a "tacit agreement", and enterprises can build trust and commitment between the employees to achieve self-management and eventually individuals and businesses grow and achieve win-win situation.


Third, how to establish the psychological contract with employees
1, passing through the recruitment of corporate real information to create a psychological contract basis in the recruitment of new employees of companies when it should be real and effective delivery of information, so that employees access to information based on choosing a business, ie, recruiting process should be the corporate culture, business development and corporate status and structure, product characteristics, wages, employee job content, wage demands, working conditions, environment and development opportunities, future development and so an accurate presentation to the candidates, the staff of the enterprise have a comprehensive knowledge and understanding of the real, but also make employees feel the integrity of business, so that candidates may also reduce the acceptance rate, but to a certain extent, reduce employee work expectations, and will not to feel cheated after business, enhance job satisfaction and company loyalty.

2, good corporate standards is the protection of the psychological contract. Business norms are established by businesses, corporate members should abide by a code of conduct. Enterprises to standardize their corporate members means that in certain situations the expectations of behavior and potential constraints it provides corporate members under certain environmental conditions, codes of conduct and rules of conduct, employee behavior is the influence and control the means of norms of good corporate commitment to making the business to employees with institutional guarantees to allow business people feel that he is contribution can be recognized and be rewarded, so good standards of business is the psychological contract between employees and enterprises to achieve significant protection
3, enterprises should keep its promise to improve the reliability of the psychological contract. Enterprises, although implementation of standards, but not effective, then the specification will become meaningless, so companies will only be there to make the line, words, and a letter to the staff truly believe that companies with each other in order to establish mutual trust between the sense of the psychological contract between the two sides to reach a reliable guarantee, such as corporate commitment in the recruitment process in a number of conditions must be in the process of employee one by one to fulfill, otherwise employees will feel cheated, work attitude will be negative, or even choose to leave the company. Links to free download http://www.hi138.com
4, fair pay system, to create a psychological contract mechanism. Remuneration policy and its cash situation is fair, clear, whether consistent with the aspirations of employees, employee satisfaction is important to ensure the factors employees not only refers to the expected return wages, as well as place of work, working hours, working conditions, working environment and opportunities for training and promotion policies, etc., which are a source of employees to experience a fair feeling when people think that is fair and equitable basis, they will experience from the work of Dao satisfaction, thus meeting the psychological expectations of the enterprise, it will be more trust companies, the psychological contract will be more solid and lasting.

5, supportive work environment to ensure the realization of the psychological contract.'s Support staff for the work environment from two aspects, one is a soft environment, namely, good interpersonal relationships, on the other hard environment that is comfortable working conditions . interpersonal social interaction means for employees to meet, so friendly and harmonious relationship and co-workers on the lower level will increase job satisfaction. Research has shown that higher levels of human relations is a decisive factor, when the direct superior to good Jie-ren meaning, friendly and fair, then employees will be more satisfied, more enterprises will trust, and corporate commitment have feelings, do not want to leave the business. employees care for the environment, both for personal comfort and safety, but also to better complete the work. Research shows that poor and dangerous working conditions will directly affect their physical and mental health and affect efficiency, will also have to leave behavior.

6, and timely communication to ensure that the dynamic adjustment of the psychological contract because of the labor contract at the signing period is relatively stable, while both companies and employees of the psychological contract is with the environmental changes. After the signing of labor contracts, along with the staff of the various stages of his career development, staff of the enterprise and self-understanding gradually deepened, demand also will be changed and these changes will bring about changes in the content of the psychological contract and if these changes are not promptly recognized and valued, it will be misleading. would affect employees ranging from emotions at work, loyalty and satisfaction decrease. weight will cause the breakdown of the psychological contract, the loss of core personnel, therefore, must pay attention to both the dynamic adjustment of the psychological contract due to the changing business environment conditions and people's psychological contract understanding of ambiguity, psychological contract breach is almost inevitable when the psychological contract breach occurs, companies should take effective measures to repair the psychological contract. first thing to do timely communication, such as business does not honor his difficulties because of staff commitment, managers can not buck or cover to avoid, but should make a timely manner to the employees to explain and illustrate, in order to achieve understanding and understanding of staff and secondly, as far as possible to take remedial or compensatory measures to mitigate the negative impact of psychological contract breach.

7, model-like figure, to enhance the persuasiveness of the psychological contract. Model-like figure with internal infections, incentives, call, inspired, alert and other functions, play an important role in demonstrations incentives when employees understand some of the success of staff development trajectory, it will be a profound education in terms of ideology, in spirit are greatly encouraged, caused a strong emotional resonance in the A model is a mirror, the face of an example, employees will first corporate commitment to looking forward, will be followed by the control Check yourself, do from the police from making, self-cultivation, morality, hope that, through their own efforts, but also have a good career, but also make the business more confidence, self confidence, so that businesses and employees The psychological contract has a strong persuasive and binding.

References:
[1] Zhang Yi-chun. Organizational Behavior [M]. Beijing: Tsinghua University Press, 2009.

[2] were Yun Zhang, Human Resource Management, Beijing: [M]. Electronic Industry Press, 2005.

[3] James • Heskett, John • Kurt corporate culture and business performance [M]. Beijing: Huaxia Publishing House, 2004. Links to free download http://www.hi138.com