The Research On Psychological Gontract Of Expo Volunteers

Volunteer service is a kind of gratuitous act that people will spend their personal time and energy to serve the society based on moral conscience and social responsibility. Nowadays, in most sporting events, conferences, major cultural and artistic activities of the world, volunteers become an important supplement to full-time staffs and they can better satisfy the peak demand for human resources in the short and medium term during the activities. For volunteer service, there are no general wage-labor relations between volunteers and managers. It lacks a long-term labor contract on the basis of employment and payment as well as a control device for performance incentives. In the course of volunteer service, a range of problems such as the sloppy management of volunteers, low morale and work efficiency will emerge, and these problems will grow in intensity with the lapse of time. The 2010 Shanghai World Expo is going to open soon. The exposition, lasting 184 days, will host 70 million visitors and requires nearly 200 thousand volunteers. Compared to the Olympic Games or other large activities, the long time of volunteer service and the enormous number of Expo volunteers are unprecedented challenges for our initial stage of volunteer work.The paper focus on the Expo volunteers, leading psychological contract theory and methods into public administration and respectively researching the characteristics of psychological contract of the Expo volunteers, the formative processes of psychological contract of the Expo volunteers and the influencing factor of psychological contract of the Expo volunteers in accordance with the psychological contract issues between volunteer management organizations and volunteers. It puts forward management strategy based on the psychological contract: achieve the effective volunteer incentives through building favorable ideational psychological contract, growing psychological contract and relational psychological contract; reduce and actively respond to psychological contract by strengthening the communication of psychological contract, promptly mastering the psychological requirement of volunteers and understanding the status and expect of psychological contract to promote the job satisfaction of volunteers and provide references of management efficiency of the Expo volunteer team.