The research on IT employee psychological contract and organizational performance

Psychological Contract exists between the employee and the organization, and also plays an important role in the employee´s expectations and organizational performance. Psychological contracts are consist of the beliefs that employees hold regarding the terms and conditions of the exchange agreement between themselves and their organizations. To make human resource policy realistically and feasibly and enforce the employees´ rights, it is necessary to use psychological contracts to get to know what the employees expect to the organizations, and the employees´ view on the job and the values. Therefore, the research of state-owned employees´ psychological contracts and its effect on their human performance has some practical benefits, especially in such an intensively competitive market environment. This paper tries to cause a heuristic argument exploring the relation between psychological contract and staff outcome. It analyzed and summarized the relationship between the psychological contracts of IT enterprises staff and the organizational performance, and gave specific recommendations to the managers.