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List of Tables

Table 4- 1 Interview of the HR managers 17
Table 4- 2 The questionnaire of employees’ psychological contract 21
Table 4- 3 The general situation of the Questionnaire 23
Table 4- 4 The general statistical results of the three dimensions 23
Table 4- 5 Compensation benefit 24
Table 4- 6 Interpersonal relationship 25
Table 4- 7 Employee development 26

 
Chapter One  Literature Review

1.1 Psychological Contract

The origin of psychological contract could date back to Hawthorne Studies of Myao in 1920s. It’s found in Hawthorne Studies that generally some social factors, such as morale, sense of belonging, and effective management lead to the increase of efficiency. This management requires studying people’s behavior especially the collective behavior, and takes effect by interpersonal interaction of incitement, persuasion, leading, and information communication. According to Hawthorne Studies, people’s attention to the factors that influence personal work efficiency and productivity shifts from external equipment environment to personal internal world. Meanwhile, the management behavior also shifts from managing external equipment to factors of influencing personal Psychology. Though the concept of psychological contract was not put forward yet at that time, it has been widely implicated in management world from psychology perspective.

Bibliography

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