本文選題：心理契約　切入點：公務員　出處：《長安大學》2015年碩士論文

【摘要】：廣義的心理契約指的是存在于組織和成員之間的一系列無形、內隱、不能書面化的期望,是在組織中各層級間、各成員間任何時候都廣泛存在的沒有正式書面規(guī)定的心理期望。狹義的心理契約指員工以自己與組織關系為前提,以承諾和感知為基礎,自己和組織間彼此形成的責任和義務的各種信念。文章依據(jù)社會交換理論、人際關系理論、期望理論等基礎理論進行分析研究,同時運用實證研究方法通過對基層公務員展開調研,并結合其他資料,對政府機構和公務員他們之間心理契約關系進行研究,意圖在于分析他們之間交互關系的動態(tài)心理契約發(fā)展變化,從而揭示契約政府與公務員之間的心理契約內涵,為更加科學的管理公務員的心理契約提供了理論基礎。本文將心理契約理念引入到政府組織變革中進行研究,以延安市為例,分析公務員與政府部門和諧關系的構建,從研究行政組織公務員心理契約現(xiàn)狀出發(fā),分析雙方心理契約內容動態(tài)變化傾向,也就是分析雙方之間心理契約內容哪些已經(jīng)不能平衡兩者之間心理期望,即剖析數(shù)據(jù)得出雙方之間心理契約內容預期有哪些沒有得以實現(xiàn),從而有利于政府機關更準確地把握公務員的內在的實質的心理方面的動態(tài)傾向,分析基層公務員心理契約的轉變和影響因素,找出阻礙政府機構和國家公務員心理契約和諧一致的原因,發(fā)現(xiàn)他們雙方之間心理契約的具體要素,將其作為形成和諧基層公務員的心理契約的重要依據(jù)和來源,從而重構政府行政部門與公務員個人之間和諧心理契約關系,為提高政府行政組織的管理效率、加強公務員的忠誠度和滿意度、開發(fā)政府行政部門人力資源等提出了有針對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.
【學位授予單位】：長安大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：D630.3

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本文編號：1675972