Abstract

In the context of the rapidly evolving economic landscape, the relationship between the psychological contracts of newly-graduated entry-level employees and their job satisfaction has emerged as a pivotal research topic within the realm of organizational management. The psychological contract, an informal and subjective promise of employment relations, directly influences employees' attitudes and performance. Various types of psychological contracts, such as transactional, relational, and developmental, to some extent, impact employees' job satisfaction. By effectively managing psychological contracts, enterprises can enhance employees' job satisfaction, thereby achieving a win-win situation. This article elucidates the impact mechanism of psychological contracts on job satisfaction and proposes a series of measures to improve the job satisfaction of newly-graduated entry-level employees. These measures include establishing a robust psychological contract, providing systematic introductory training, fostering a supportive work environment, implementing fair performance management, and promoting teamwork and social interaction.

Keywords: 

recent university graduates, psychological contract, job satisfaction, corporate management, employee relations

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