Research On The Problem Of The Separation Of The Grass-roots Civil Servants From The Perspective Of Psychological Contract

Under the background of globalization and the increased competition among countries, the construction of civil servants to form a team of high quality and strong stability is vital to promote the development of society and the comprehensive national strength. Based on psychological contract theory, this paper discusses the problems that the government faced about the high turnover intention of civil servants in China.Based on the analysis of related articles,this paper selected the civil servants who work in Hebei, Henan, Hunan, Heilongjiang, Sichuan, Beijing and Shanghai,etc, as the research object, and implemented the investment by the psychological contract and turnover intention questionnaireAccording to the related theories and the purpose of this study, we put forward the research hypotheses. Data analysis of the effective recycling questionnaire by SPSS21.0 found that there are three dimensions in psychological contract’s two parts respectively, and two dimensions in turnover intention. Using the method of independent sample t-test and single factor variance to test the different influence of demographic variables on the psychological contract and turnover intention; Using correlation analysis to test whether there is a significant correlation between psychological contract and turnover intention; By regression analysis to test whether psychological contract has significant prediction effects on turnover intention. And results of the data analysis above has verified the part of the research hypothesis.According to the results of data analysis, this paper has analyzed the cause of civil servants’ turnover intention problem, mainly from the perspective of psychological contract. And has discussed how to establish good psychological contract and to lower turnover intention from the perspective of organizational management and human resources management : first of all, build a good mechanism of psychological contract from all aspects of human resource management; secondly, strengthen the construction of organization culture of government; thirdly, optimize the ecosystem of organization human resource.