Research On The Incentive Mechanism Of Basic Public Security Organs In The New Era From The Perspective Of Psychological Contract

With the transformation and development of the economy and society,various reforms have entered the deep water area,and various social contradictions have become increasingly prominent,bringing new challenges and reflections to the sustainable development of public security work.Although our police belong to the civil service,their work is dangerous,stressful,and arduous.The grassroots public security police have long been under high pressure,overload,and strong stress.The public injury rate and incidence rate are much higher than other civil servants.How to construct a scientific,complete and systematic incentive mechanism to maximize the use of police resources and stimulate the vitality of the team is one of the key issues to be solved urgently in the current public security work.However,the existing incentive model is difficult to achieve the expected results,so it is necessary to establish an informal psychological contract relationship between the public security organs and the civilian police.This paper takes the psychological contract as the perspective and uses the two theories of motivation theory and psychological contract as the basis to study the incentive problems of grassroots public security organs and provide new perspectives and methods for practice.First of all,this paper sorts out the concept of psychological contract,incentive mechanism,new era and grassroots public security organs and related theories.This part is the theoretical basis of the article.Then,combined with the practice of public security work in recent years,it summarizes the current situation of incentives for grassroots public security organs,and through empirical research,finds out the problems of public security organs' incentives,mainly low salary level,unreasonable overtime system,lack of culture construction,lack of leadership care,civil police personal development planning mechanism is not perfect,training is not systematic.In summary,it is mainly that there are insufficient dimensions of psychological contract transaction,the dimension of psychological contract relationship needs to be perfected,and the development dimension of psychological contract needs three aspects.Finally,based on the analysis of the problem,the article puts forward the improvement path.The transaction-based incentive measures include improving the compensation system,formulating an objective and fair performance appraisal system and establishing a reasonable reward and punishment system.The relationship-based incentives include creating a good law enforcement environment.Establish a people-oriented harmonious police camp atmosphere,enhance leadership care and trust for the police;development-oriented incentives include attention to the growth and career planning of young civilian police,and systematic and systematic training.