Research On The Management Of "The Post-80s" Civil Servants’ Psychological Contract

In recent years, through public examination and recruitment, the national party and government body at all levels have taken a large number of outstanding post-80s college graduates in the civil servant system. As a new power to government body,"The post-80s"civil servants stepped onto the professional stage with distinctive mark of time and culture. As a special group in the civil servant system,"The post-80s" civil servants not only have to perform supervised public management functions, but also have to meet the individual characteristics of independent thinking, respect of freedom and diversified value orientation, which caused a richer and more complicated psychological activity than other social members. The Psychological contract is an implicit, informal, unpublished assembly with mutual expectations and subjective understanding, which exists between the subjects of the contract. It exists in the management of the civil servants by the administrative organization, with a greater influence on the administrative mentality, behavior and results than the explicit economic contracts. Therefore, more attention should be paid to the psychological needs of post-80s civil servants, besides their material needs. The introduction of the theory of psychological contract to the field of public administration provides us with a new perspective on the research of the management of post-80s civil servants.The article with our country "The post-80s" civil servants as the research subject, based on the psychological contract of civil servants post-80s concept, characteristics and importance of exploring, compilation of post-80s the questionnaire of psychological contract of civil servants, reveals "The post-80s" civil servants on the organization’s expectations connotation. As a result of the occupation career management seriously insufficient, affected by traditional administrative culture influence, personal factors as well as the incentive system is not perfect, so that "The post-80s" psychological contract of civil servants has five aspects:First, based on the stability and the prospects for development needs, are willing to stay at their work. Second, the economic income and promotion longing are under pressure at work,, work brings negative effect. Third, expected return to the promotion and organization form of honor, when expectations, easily lead to go-slow.Fourth, the post-80s civil servants have strong needs of career development, while there is no complete career planning and management. Fifth, most post-80s civil servants have strong needs to reveal their own value.According to the current status of the post-80s civil servants’ psychological contract and its influential factors, several suggestions are made as follows:Firstly, organizations and employees are encouraged to work together to build a reasonable career plan, in order to build a common vision for post-80s civil servants’ psychological contract. Secondly, from the perspective of organization culture, institutional environment, stress management and human capital management, a people-centered working environment should be created to optimize the post-80s civil servants. Finally, from the perspective of training mechanism, salary management and promotion mechanism, a multi-encouraging mechanism should be completed, in order to meet the needs of post-80s civil servants and to provide a mechanism for maintaining the dynamic development of post-80s civil servants’ psychological contract.