Job Performance Management Model and Related Strategies Based on Psychological Contract

The profit of an organization (institution) and the realization of benefits often depend on the job performance of employees. With the intensification of global competition and the accompanying factors such as institutional restructuring and organizational change, organizations (institutions) can not only rely on economic contracts and institutional contracts to motivate employees to ensure the sustainable development. Psychological contract play an increasingly important role in job performance management and employee incentive. From the perspective of psychological contract, this paper analyzes the relationship between psychological contract and job performance management, and then puts forward the performance management model and related strategies based on psychological contract, in order to provide a theoretical basis for the management of organizations (Institutions).