Research On The Perspective Of Psychological Contract Of Grass-roots Civil Servants' Career Development

The concept of psychological contract became a hot issue in the field of organizational behavior and human resource management since the late 1960 s.Scholars at home and abroad has widely recognized on its theory value and application value. Basic-level government is the most close to the people in our country and directly serve the masses administrative organ, which is the important bridge between party government and the people. Chinese scholars had already begun a preliminary study on the psychological contract content and contract breach aspects, but there is few study on a particular object. Therefore, this study use civil servants at the grassroots level in Chongqing as the research object, research on the features of psychological contract and discuss the relationship between the psychological contract and civil servants career development which makes a further enrichment and development of the psychological contract theory.This paper use a variety of ways for research including literature analysis, interview method, questionnaire survey method, statistical analysis and etc, which mainly includes three aspects: psychological contract and career development of civil servants at the grassroots level questionnaire, an empirical analysis of the psychological contract, career development strategy analysis of the grass-roots civil servants in Chongqing based on psychological contract. The main conclusions of this study are as follows:1. This paper respectively from two aspects and eight elements to interpret the relationship between psychological contract and the grass-roots civil servants career development, and career development elements throughout the organization and responsibility of civil servants. Two aspects are the psychological contract of organization to public servants and the psychological contract of civil servants to organization. The psychological contract of organization to public servants includes four dimensions: personal accomplishment, work ability, organization recognized, career development, etc, and the psychological contract of civil servants to the organization includes four dimensions: the rights for organization expectations, environment support, value recognition, and career development.2. Gender, age, working years, academic and administrative levels such as individual actual situation will affect their perception of psychological contract. And sample characteristics show that the civil servants at the grass-roots level to the organization's identity is different.3. T Career development factors of civil servants at the grass-roots level have greatest effect in the psychological contract through regression analysis, indicating a strong positive prediction function.4. Civil servants at the grass-roots level have little significant sense of psychological contract violation, and most of them want to stay at grass-roots government because of the stability of the career. The contract violation of civil servants at the grass-roots level for the career development factor and value identity factor in the organization responsibility is relatively significant.5. This paper gives suggestions for career development, according to current situation of psychological contract of grass-roots civil servants. This paper explore the psychological contract violation of grass-roots civil servants perceptual process and discuss the career development management strategy of grass-roots civil servants from "selection, education, use and retention" four aspects, so as to improve the performance of civil servants at the grass-roots level.