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首页> 外文期刊>Open Journal of Social Sciences >An Empirical Study on the Relationship between Psychological Contract and Job Satisfaction of the Cenozioc Employees
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An Empirical Study on the Relationship between Psychological Contract and Job Satisfaction of the Cenozioc Employees

机译：新生代员工心理契约与工作满意度关系的实证研究

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摘要

How to manage the cenozioc employees to maximize the value of their human capital has always been a problem that plagues the practice world. However, the research on the relationship between the psychological contract and job satisfaction of the cenozioc employees is still scarce. This study examines the relationship between the psychological contract and job satisfaction of the cenozioc employees based on 142 valid data collected through structured questionnaire survey. The empirical results show that the cenozioc employees’ job return satisfaction has positive correlation with the normative responsibility of organization, interpersonal responsibility of organization, developmental responsibility of organization, normative responsibility and developmental responsibility of employee, and has negative correlation with the interpersonal responsibility of employee. The cenozioc employees’ job content satisfaction is positively correlated with the developmental responsibility of organization, normative responsibility and developmental responsibility of employee. The cenozioc employees’ job relationship satisfaction is positively correlated with the interpersonal responsibility of organization and developmental responsibility of employee. The research conclusion has be in favor of the complete understanding of the theory of psychological contract and improvement of job satisfaction of the cenozioc employees from the perspective of psychological contract.
机译：如何管理新生代员工以最大化其人力资本的价值一直是困扰实践界的问题。然而，对新生代员工的心理契约与工作满意度之间关系的研究仍然很少。这项研究基于结构化问卷调查收集的142个有效数据，考察了新生代员工的心理契约与工作满意度之间的关系。实证结果表明，新生代员工的工作回报满意度与组织的规范责任，组织的人际责任，组织的发展责任，员工的规范性责任和发展责任呈正相关，与员工的人际责任呈负相关。 。新生代员工的工作内容满意度与组织的发展责任，员工的规范责任和发展责任成正比。新生代员工的工作关系满意度与组织的人际责任和员工的发展责任呈正相关。研究结论有利于从心理契约的角度全面理解心理契约理论，提高新生代员工的工作满意度。

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