基层公务员心理契约问题及对策研究

发布时间：2018-03-28 10:38

本文选题：心理契约　切入点：公务员　出处：《长安大学》2015年硕士论文

【摘要】：广义的心理契约指的是存在于组织和成员之间的一系列无形、内隐、不能书面化的期望,是在组织中各层级间、各成员间任何时候都广泛存在的没有正式书面规定的心理期望。狭义的心理契约指员工以自己与组织关系为前提,以承诺和感知为基础,自己和组织间彼此形成的责任和义务的各种信念。文章依据社会交换理论、人际关系理论、期望理论等基础理论进行分析研究,同时运用实证研究方法通过对基层公务员展开调研,并结合其他资料,对政府机构和公务员他们之间心理契约关系进行研究,意图在于分析他们之间交互关系的动态心理契约发展变化,从而揭示契约政府与公务员之间的心理契约内涵,为更加科学的管理公务员的心理契约提供了理论基础。本文将心理契约理念引入到政府组织变革中进行研究,以延安市为例,分析公务员与政府部门和谐关系的构建,从研究行政组织公务员心理契约现状出发,分析双方心理契约内容动态变化倾向,也就是分析双方之间心理契约内容哪些已经不能平衡两者之间心理期望,即剖析数据得出双方之间心理契约内容预期有哪些没有得以实现,从而有利于政府机关更准确地把握公务员的内在的实质的心理方面的动态倾向,分析基层公务员心理契约的转变和影响因素,找出阻碍政府机构和国家公务员心理契约和谐一致的原因,发现他们双方之间心理契约的具体要素,将其作为形成和谐基层公务员的心理契约的重要依据和来源,从而重构政府行政部门与公务员个人之间和谐心理契约关系,为提高政府行政组织的管理效率、加强公务员的忠诚度和满意度、开发政府行政部门人力资源等提出了有针对性的新思路和新方法。
[Abstract]:A broad sense of psychological contract refers to a series of intangible, implicit, unwritten expectations that exist between the organization and its members. There is no formal written psychological expectation among the members at any time. A narrow psychological contract means that employees are based on their commitment and perception on the premise of their own relationship with the organization. Based on the basic theories of social exchange theory, interpersonal relationship theory, expectation theory, etc. At the same time, using the empirical research method, through the investigation of grass-roots civil servants, and combined with other data, the psychological contract relationship between government agencies and civil servants is studied. The intention is to analyze the development and change of the dynamic psychological contract between them, so as to reveal the connotation of the psychological contract between the contract government and the civil servant. It provides a theoretical basis for more scientific management of the psychological contract of civil servants. This paper introduces the concept of psychological contract into the reform of government organizations to study, taking Yan'an as an example, to analyze the construction of harmonious relationship between civil servants and government departments. Based on the study of the present situation of the psychological contract of civil servants in administrative organizations, this paper analyzes the dynamic change tendency of the content of psychological contract between the two parties, that is, the analysis of which content of the psychological contract between the two parties can no longer balance the psychological expectation between the two parties. That is to say, analyzing the data to get the expected content of the psychological contract between the two sides has not been realized, so as to help the government agencies more accurately grasp the dynamic tendency of the civil servants' intrinsic and substantial psychological aspects. This paper analyzes the changes and influencing factors of the psychological contract of the grass-roots civil servants, finds out the reasons that hinder the harmonious and consistent psychological contract between the government agencies and the national civil servants, and finds out the specific elements of the psychological contract between them. Taking it as the important basis and source of forming the harmonious psychological contract of the civil servants at the grass-roots level, so as to reconstruct the harmonious psychological contract relationship between the administrative departments of the government and the individual civil servants, in order to improve the management efficiency of the administrative organizations of the government. To strengthen the loyalty and satisfaction of civil servants and to develop the human resources of the administrative departments of the government, this paper puts forward some new ideas and methods.
【学位授予单位】：长安大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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