EMPLOYEE PSYCHOLOGICAL CONTRACT AND JOB SATISFACTION IN IT ENTERPRISE OF CHINA

Abstract

As a technology-intensive enterprise centered on innovation, IT companies are key to maintaining high competitiveness and high productivity (Wang, 2015). However, enterprises have experienced many problems in the rapid development process, such as excessive work pressure, low mood, frequent loss, and low job satisfaction (Liu, 2017). These problems not only endanger the physical and mental health and professional development of employees, but also bring huge losses to enterprises (Gomez, 2015). How to improve employees' job satisfaction from the perspective of psychological contract, mobilize their enthusiasm and creativity, and improve work efficiency has become an important goal of modern human resource management (Zhou, 2015).

This study takes the IT enterprise employees as the research object, selects the psychological contract as the independent variable and uses the questionnaire and statistical analysis method to study the relationship of the psychological contract of IT employees on the job satisfaction. Specifically, based on the mature psychological contract theory and job satisfaction theory, this paper sorts out the connotation, dimension and relationship between the psychological and psychological contract and job satisfaction, and finally constructs the theoretical hypothesis model of this study. Through statistical analysis of various measurement methods, conclusions are drawn.

Through this research, it is expected to provide a valuable reference for the study of psychological contract and job satisfaction, and at the same time play a guiding role in the practice of human resource management.