Study On Career Management Countermeasures Of Junior Grass-roots Staff In Gansu Coalfield Geology Bureau Based On Psychological Contract

Under the new geological exploration situation,Gansu Coalfield Geological Bureau,as a public institution,has been transformed.In order to further develop the working potential of employees,this paper takes the junior grass-roots staff of Gansu Coalfield Geological Bureau as the research object,according to the career development stages theory and equity theory,through the questionnaire investigation and statistical analysis,grasp and understanding of young worker at the grass-roots level characteristics and requirements of different career delve into young worker at the grass-roots level in the career management in the promotion of fair and organize activities of promotion equity,self-knowledge,career information and support training in four aspects,and then,from the perspective of psychological contract in combination with both the staff career management experience of state-owned geological exploration units,career management measures are put forward.The questionnaire survey found that the three psychological contract dimensions of normative contract,interpersonal contract and development contract were significantly correlated with the four dimensions of career management and its promotion equity,self-knowledge,career information and support training.The multiple regression models are all good.Through statistical analysis,induces(1)the young worker at the grass-roots level to Gansu Coalfield Geological Bureau career management of the overall evaluation on the low side,(2)for the content of the career management understanding is not deep,(3)youth worker group evaluation at the grass-roots level difference in three different problems,and through multiple regression model to find the relationship between psychological contract and employee career management,from the standard contract development,interpersonal contract,contract of three dimension of psychological contract has carried on the analysis of the causes.Combined with the sorting and analysis of the career management experience of employees in state-owned geological exploration units inand outside the province,this paper gives some Suggestions on the career management of young workers at the grass-roots level from three dimensions of psychological contract:(1)From the point of standard contract,to maintain stable development,in order to establish the basis of career planning,strengthen the enthusiasm with performance,let the worker to the pursuit of personal development,and with a diversity of welfare increase the sense of belonging,inspire confidence in the individual development,(2)from the point of social contract,to people-centered,meet different phase and group staff's career development,to establish the cultural atmosphere,in the activities to self-knowledge,(3)from the point of development contract,clear responsibilities,job design,promote the flow of people,let the career development direction,and strengthen the education and training,to be prepared for the career development.This paper summarizes the problems of promotion equity,self-knowledge,career information and support and training in four career development management dimensions of Gansu Coalfield Geological Bureau,and analyzes the problems from three psychological dimensions of normative contract,interpersonal contract and development contract,and provides Suggestions on management measures.It is of theoretical significance to enrich and deepen the study of career management in China,as well as practical significance to promote the development of units and personal growth.