On The Application Of The Psychological Contract To The Improvement Of Civil Servants' Job Satisfaction

At present, they have a great extent that most of the civil servants'job satisfaction dwells on life satisfaction index. Such as steady job; nice fat welfare; respected and so on. But it's just a small part of job satisfaction; the greater part is on the work of the satisfaction, pursuit of the ideal of work; the love of the organization; and the servant consciousness to serve for people and motherland. As the government's spokesmen, the behavior of civil servants has more external than other professional group, their attitude influence the achievement goals of the government. The evidence point that way, at present, the psychological contract between civil servants and public organization has not concluded the service work , it need to re-build. This paper is intend to enhance job satisfaction by build the psychological contract with civil servants, and discusses the practical application in management.On the first part of this paper that beginning with the concept of contract, to draw the concept of psychological contract. In the 1960s, Argyris introduced the concept of psychological contract from Social psychology to Management area. Thereafter, the research of Levinson and others make the concept more substantial. In 1980s, the concepts have controversy between the Monopoly and the Sharing with the applied research flourishing. The Monopoly is called"Rousseau school", they believed that the organization's role in the psychological contract is perceived to provide background; the subject of perceive is the employees. The Sharing is called"Classical school"; they convinced that the psychological contract involves the two sides, the research focus on"agents"to show the organizational side is feasible. In the research of Chinese scholars are borrowing narrowly defined concept, the major sector of perception is staff. Through the above description, this paper defined the concept as, on the basis of a written employment contract relationship, hidden in the heart of staff, the reciprocity exchange agreement about the expectation of return on their investment between staff and organization.Next, this paper introduces the research of psychological contract in Chinese. After Mr. Chen and others introduced the concept systematically in 2001, domestic research is booming, and focused on the applied research. In the paper make a summary for the psychological contract in the area of human resources management application. By introducing the reasons for the rise of psychological contrast research, hence to conclude that the application of psychological contract in the public organization will make the government adaptation the changes environment; tending toward perfection the agreement system of the public organization; make the civil servants roles clearly; reinforcement the reciprocal behaviors between civil servants and public organization; and it is more important that it will improving the civil servants'job satisfaction.Based on introduce the concept; contents and elements of job satisfaction in this paper part two, and introduce the status of civil servants'job satisfaction . This paper defined the job satisfaction as works attitude toward work, and the satisfaction will influenced on the job behavior of staff. By introducing the prospect of the job satisfaction of civil servants, the results demonstrated that there has a broad space in job satisfaction of civil servants at present. Because of the special status, the level of job satisfaction affects the performance of functions of state. Therefore, the development of civil servants'career, the reform of the administrative efficiency; building a harmonious society, all depend on improving job satisfaction of civil servants.In the third part is focus on the correlation analysis on psychological contract and job satisfaction. On the content, they are included in work satisfaction; performance award; interpersonal friendly etc., on the characteristics they are included in subjectivity; dynamic; fuzzy etc. By introducing the concept of psychological contract violation, discourse the psychological contract violation how to influence job satisfaction. It is confirmed that psychological contract and job satisfaction have a close connection.The fourth part is the focus of this paper, elaborates on that the specific application of psychological contract in improving job satisfaction of civil servants.(â… )Take values as a breakthrough point to improve the satisfaction of job itselfFirstly, we must select the candidate conform to the public organization's values. Through the job analysis and psychological tests, to confirmed that the values of candidate suitable the post, then building the psychological contract in recruitment stage.Secondly, working arrangements should comply with personality characteristics. The highest level of suitable personality characteristics with occupational can bring more satisfaction for staff, and enhance the role of compatibility.Finally, after select the qualified staff, organization should use job design and training to maintenance the psychological contract in long-term work, and try to avoid the job burnout.(â…¡)Take the fair system as a platform to improve the satisfaction of award at workFirstly, organization expressed the recognition to staff through the promptly commended, can specified direction to staff. Secondly, through participation in the career development of staff, integrate the goals of organization and individual, to enhance their achievement of cause. Finally, through the fair promotion and assessment, enhance staff's degree of trust to organization, and avoid the phenomenon that"bad money drives out good", enhance the excellent personnel's confidence in the career prospects. Then organization administrations should understand the content of psychological contract; understand the expectations of staff, and guide staff for timely to adjusted expectation, make the psychological expectation suitable reality.(â…¢)Equipped with appropriate resources to improve the satisfaction of background of workFirstly, the impact of the workplace environment to behavior is through the mood as the intermediate variables, in the arrangements aim at improving the occupational safety and comfort index.Secondly, social progress and development claimed improve government's efficiency, rich supply is the material guarantee for efficiency, the convenient tools can help employees completed the work successfully, raise achievement of work.Finally, the organization could choose flexible benefits in the staff welfare projects, needs of staff are vary from person to person, the form of choose by themselves can release the implicit requirements in the hearts of the staff, make the psychological contract concept come true.(â…£)Build harmonious interpersonal relationship to improve the satisfaction of workgroupChannels of communication can create harmonious interpersonal relations in the organization. Leadership is the behalf of organization; they can impact the staff in the psychological. They can"monitor"the clearly content of the psychological contract, and can influence the hidden and subtle risk factors. In addition to, the friendly and supportive relations of colleagues can raise the job satisfaction of staff.(â…¤)By participation management to improve the satisfaction of organizationIn the management of psychological contract of civil servants, through the training, set examples, and participatory management, to increasing the recognition of organization culture. In participatory management the policy-maker should seriously listen to the idea of policy implementation of grassroots, and timely feedback. The participatory management meets the requirement that they have been duly noted in organization, enhance their sense of responsibility as masters, provided a guarantee for the smooth implementation of decisions. This process also creates a new thinking perspective psychologically for civil servants; such psychological transposition should strengthen the vocation of organization of civil servants.