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nnaires 30
4.2.3 Individual interview 31
4.3 DIFFERENCE OF QUANTITATIVE AND QUALITATIVE METHODOLOGY 31
4.4 REASON TO SELECT COMBINED METHODOLOGIES 32
4.5 RESEARCH SITE 32
4.6 RESEARCH DESIGN 33
4.7 RESEARCH POPULATION 33
4.8 SAMPLING 34
4.9 RESEARCH MATERIALS 34
4.10 STATISTICAL TOOLS 34
4.11 DATA COLLECTION 34
4.12 LIMITATION 35
4.13 ETHICAL ISSUES 35
CHAPTER FIVE FINDING 37
5.1 INTRODUCTION 37
5.2 CASE STUDIES 37
5.2.1 Telephone interview 37
5.2.1.1 The contents of psychological contract 37
5.2.1.2 Principal influencing factors 38
5.2.1.3 The defects of the staff psychological contract 39
5.2.2 Questionnaire survey 41
5.2.2.1 Scale reliability analysis 41
5.2.2.2 Scale validity analysis 41
5.2.2.3 Content of psychological contract 41
5.2.2.4 Corporate responsibility classification 42
5.2.2.5 Staff obligation classification 46
5.2.3 Internal differences analysis 50
5.2.3.1 Sex difference from the psychological contract of knowledge workers 50
5.2.3.2 Individual differences of age about the psychological contract of knowledge workers 52
5.2.3.3 Individual differences of work seniority of the psychological contract of knowledge workers 53
5.2.3.4 Individual differences of academic qualification 55
5.3 DISCUSSION OF FINDING 57
CHAPTER FIVE CONCLUSIONS 60
BIBLIOGRAPHY 63
APPENDIX I 66
APPENDIX II 73

Chapter One Introduction

1.1 Context
In the knowledge economy time, the knowledge becomes the determining factor of deciding whether a country have the competitive ability, the knowledge workers become the object which each country captures day by day, how to establish knowledge workers management system which can perfect effectively attract, detain, train and drive them, is the key of the enterprise winning the superiority in the competition. Because the knowledge workers maintain independence, take the self-value realization and like mobile strongly and so on, they become the difficulty of the enterprise management. (Amar D, 2002) It is difficult for the enterprise and knowledge workers to maintain relations only depending on the labour contract, thus to establish relations of the labour contract and the psychological contract as the dual link strategy partner has become the new tendency. On the one hand, it requests enterprise to definite regulations the duty and the benefit relations of knowledge workers and the enterprise, which based on the market laws (labour contract); On the other hand, it requests the enterprise and the knowledge workers to establish the common prospect together, achieve the mutual recognition in the common prospect about core values, pay attention to knowledge workers’ expectation of enterprise's psychology, in order to establish psychology understanding, trusts and pledges between the enterprise and the knowledge workers (psychological contract), complete knowledge workers’ independent management, form the strategy partner relations which the enterprise and the knowledge workers all can win, and causes them growing and developing together final本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。