Research Of The Impact On Work Performance Of The Country-level Civil Servants By Psychological Contract And The Self-efficacy

In recent years, the psychological contract and self-efficacy is the research focus inthe field of organizational behavior and human resource management. Highself-efficacy can effectively improve the working efficiency. Solid, good psychologicalcontract to play a crucial role in the management of the organization and enhance workperformance. This article attempts to use the psychological contract and self-efficacyfor public sector research, To explore the psychological contract and self-efficacyimpact on work performance of civil servants. And self-efficacy in the intermediary roleof the psychological contract and work performance. Then, departure from thepsychological contract and self-efficacy, and proposed the correspondingcountermeasures and suggestions to improve the work performance of civil servants.This article base on the review the related research of the psychological contract,self-efficacy and work performance. Then it is in the form of questionnaire investigationfor County-level civil servants in two counties in Shaanxi Province. Use spss17.0software on data analysis and processing, research hypothesis to explore two aspects:firstly, analyzed demographic variables in the civil servants’ psychological contract andself-efficacy differences; Secondly, analysis psychological contract and self-efficacyimpact on work performance. The mainly conclusions is following:1. Demographic variables in the differences of civil servants’ psychologicalcontract and self-efficacy: Gender in each dimension of the psychological contract thereis no significant difference, but a significant difference in each dimension of self-efficacy; Age there are significant differences in each dimension of thepsychological contract and in each dimension of self-efficacy; Degree in eachdimension of the psychological contract are significantly different, in interpersonalefficacy and creative efficacy has significant difference, but there is no significantdifference in cognitive work efficacy. Rank in each dimension of the psychologicalcontract and in each dimension of self-efficacy were significant differences.2. About the psychological contract and self-efficacy impact on work performance:(1) The every dimensions of the psychological contract and work performance showed asignificant positive correlation, and can effectively predict work performance; Theevery dimensions of self-efficacy and work performance is significantly positive, andcan effectively predict work performance.(2) Self-efficacy in the developingpsychological contract and work performance totally intermediary role.Finally, according to the results of the research, this paper gives counter measuresand proposals mainly on improve the pay and benefits system, cultivating humanityenvironment, improve training mechanisms, improving the promotion prospects,increasing self-efficacy, and hope to be able to benefit the management of civil servants.