The Research On Psychological Contract Between Government And Civil Servant Of China

Since the concept of psychological contract was proposed in 1960, it has been widely accepted both in theory and in practice. It has also become one of the key points at the field of organization behavior and human resource management even though there are always some divarications in the concepts and methods of psychological contract. After the psychological contract development progressed near fifty years, it has been reached a lot of theory achievements and widely applied in enterprise management. But it is still relatively seldom applied in the area of public administration.The psychological contract analysis can take an important role in public administration because the most of Chinese civil servants have dual figures, a combination of government officeholder and part officeholder. The study on the psychological contract of Chinese civil servants will promote both the government efficiency and civil servants professional satisfaction. This dissertation introduces psychological contract into public administration and discusses some key problems of psychological contract between government organizations and civil servants. By observing the dynamic process of how government and civil servants are mutually affected through psychological contract and analyzing the consequence of those interactive effects, this dissertation suggest government and civil servants to recognize the objectivity of psychology contract and its important value. This study identifies the civil servants' attitude to the factors at different levels of government and establishes the multi-dimensions psychological contract structure model that includes the expectation of both government and civil servants. This thesis not only extends the traditional application area of psychological contract but also offers some new views for government human resource management. The main results of this dissertation are listed as below.(1) To identify key factors of expected requirements of Chinese civil servants and government and establish psychological contract structure model by three steps: (A) Based on a questionnaire survey and statistical analysis, this study identifies the ten key expected requirements of government on its civil servants and the another ten key factors from the adverse direction by the methods of hypothesis, survey, analysis and test. (B) To determine the distribution of the weights of those' twenty requirements by analyzing the importance of the requirements obtained by questionnaire survey. (C) To establish the psychological contract structure model which includes eight aspects that are extracted by principal component analysis. The model shows that Chinese civil servant psychology contract model is multi-dimensional and interactive between civil servants and government sections.(2) The conditions of psychological contract of Chinese civil servants were investigated to draw some valuable conclusions. Some important conclusions which can give valuable suggestions on the topic of motivation of Chinese civil servants are showed as: (A) The professional stability is the main reason for civil servants to stay in government. (B) The requirement of professional planning for different kind of civil servants is very strong. But most of administrations can not meet those requirements. (C) The main expected return of Chinese civil servants is acknowledged by leaders and colleagues. Of course, the position promotion is also main expectation. The Chinese civil servants generally pay more attention to spiritual return than material return. (D) The innovation impetus comes mainly from the higher leader of the government and there is few stimulus for general civil servants to innovate. Those results can offer new views for government to design a fair and transparent mechanism. (E) If leaders always can not realize their promises or implications the civil servants from different levels have different reaction, which higher level civil servants almost have few negative feelings and reactions but lower grade civil servants are on the contrary. (F) Most of Chinese civil servants can't experience the feeling of achievements.(3) Based on the characters of government and Chinese civil servants, the developing stages of psychological contract are decided and some management strategies are proposed. The main works are as follows. (A) The psychological contract difference between profit organization and non-profit organization are compared in Chinese environment. (B) Both direct and non-direct factors that affect civil servants psychological contract are investigated and the interactive relation of those two kinds of factors is analyzed. These results are valuable to harmonize psychological contract between government and civil servants. (C) Based on the contract theory, the life cycle of the civil servants psychological contract are described and dynamical developing model is proposed. The different management strategies are designed corresponding to forming stage, implementing stage, realizing stage and developing stage, etc. The final part of this dissertation mainly includes conclusion, explanation of innovation results and some insufficient works. Forward issues of civil servants psychological contract are also suggested in this part.