The Phenomenal Analysis And Countermeasures To The Civil Servants Resignation Based On The Psychological Contract

For a long time,the local taxation Bureau as a "power" sector has gotten the sought after position in the public official test.However,with the system deepening of reform,the separation rate of the once popular department continue to increase.Especially,The general office of the CPC central committee and General Office of the State Council of the People’s Republic of China announced “the reform program aimed at deepening the taxation system” in February 2016.Instead of changing the phenomenon which the rising of employee flow rate after reforms,the separation rate excessively more high.Throughout the years between 2013 and 2017,the separation rate rose to 10% from 0.06%.HN local taxation Bureau holds professional jobs,and undertakes great roles in the economic development of HN province.After the laborers leaving their post,it always spends a lot of time training new employee to fill the jobs.Therefore,the continuity of the work will be restricted greatly.It will directly affected the taxation legal relationship.In this case,it is important to research the theory on the separation rate of HN local taxation Bureau.Generally speaking,there are two influential factors of the intention of employee turnover.On the one hand,the reason why the employees resigned because the internal thrust from the existing environment,itself caused by factors which cannot control,it being turned down for the job.On the other hand,the reason why the employees resigned because the pull of the external circumstances.We call the phenomenon that things are always better somewhere other than where you are.Under the corporate effect between internal and external,it causes the employees quit their jobs.For the employees who work in HN local taxation Bureau,the internal thrust means the pretty goddamned stressful and unpleasant experiences in reality.The experiences have a source that work-related stimulus.This section includes the work itself,the rewards for the job,the career development,and the interpersonal relationships and so on.The pull of the external circumstances reflected in those job offers from outside would provide higher wages and further expands opportunities.It turned towards a better future after they left office.The paper selects 280 civil servants who are from the chief organs of the local taxation Bureau and its constituent departments as investigated object in this study.It interviewed several dozen former employees through the structured interview method,thus determine the required arguments,by introducing the variable,and based on the psychological contract scale and the turnover intention,the paper developed the special questionnaires.It looked at getting data from the questionnaires,then it used statistical software to deal with the data.According to the result of demonstrate,it provided an in-depth discussion about the relationship of the various dimensions.And then,it determines the cause of the civil servants` resignation.There are many reasons caused leaving job,one is that it is hard to get respect,two is that it is small for the promotion space,three is that it is low pay for the job,four is that organizational reform destroy the psychological contract scale.In this situation,the paper puts forward the theory to improve the effectiveness of the local taxation Bureau management and enhance the ability of the rural public service.It has real-life relevance to reduce the human capital being washed away,strengthen the cohesion of the Taxation affairs team and improve working efficiency.Meanwhile,It can be referred to further reforming the system.