【作者】 卫琳；

【导师】 赵定涛；

【作者基本信息】 中国科学技术大学 ， 管理科学与工程， 2007， 博士

【摘要】 自20世纪60年代提出心理契约概念以来，其理论价值和实践意义已经得到较为广泛的认同。尽管其中的某些概念和相关理论一直处于探索和争论之中，但是由于其涉及的问题具有重要的理论和应用价值，因此它也成为组织行为学和人力资源管理领域研究的热点问题之一。经过近五十年的发展，心理契约在企业管理的应用方面取得了许多成果，并为组织的人力资源开发与管理开辟了新的路径。但是目前对于公共管理领域的研究成果相对缺乏。由于我国公务员具有政务与事务官员的双重角色，因此对其心理契约研究具有重要的意义，对提高公务员的工作满意度，提升政府行政组织的管理效能具有积极的作用。本文以我国政府行政组织和公务员为研究主体，将心理契约理论和方法引入到我国公共管理领域并开展实证分析研究。针对政府行政组织与公务员之间心理契约问题进行探讨，旨在观察政府行政组织与公务员之间心理契约交互影响的动态发展过程，分析心理契约主体心理互动过程和行为因果关联，使政府行政组织和公务员认识心理契约存在的客观性和交互影响作用的重要性。揭示契约主体双方的期望要素内涵，通过建立公务员心理契约的双向多维度结构模型和动态演化模型，为政府行政组织进一步实施公务员心理契约管理提供了理论依据。同时对公务员心理契约的研究也拓展了传统心理契约的研究领域，为探求政府行政组织人力资源开发和管理提供了新的思路。本文的主要工作与重要研究成果归纳为以下三个方面：1、揭示了我国公务员心理契约期望要素内涵并进行期望要素的重要性测定，建立了公务员心理契约的双向多维度结构模型。具体研究结果表现在三个方面：(A)采用问卷调查的方式与统计分析方法相结合，在理论和现实状况分析的基础上，通过假设——调查——检验等研究环节，揭示公务员心理契约期望要素内涵。研究结果得到了政府行政组织对公务员的心理契约所包含的十个期望要素和公务员对政府行政组织的心理契约所包含的十个期望要素。(B)针对公务员心理契约期望要素进行重要性测定，得到了不同行政级别公务员的心理期望要素的重要程度分布。(C)采用多元统计分析中的因素分析方法，对我国公务员心理契约的内在成份和结构维度进行探讨，研究结果验证了我国公务员心理契约是双向多维度结构，并建立了公务员心理契约的双向多维度结构模型。2、通过对我国公务员心理契约现状进行调查与分析，得到了一些比较重要的结论，为政府行政组织有的放矢地制定人力资源开发与管理的相关制度和激励措施提供了实证参考依据。主要研究结论有：(A)大部分公务员愿意继续留职，主要是基于公务员职业的稳定性。(B)在政府行政组织中，不论公务员行政级别的高低，都有相当比率的公务员对于未来的职业发展前景存在说不清楚或者预期不好的感觉，同时公务员对职业生涯发展规划的需求十分强烈，但是政府行政组织在公务员的职业生涯发展管理上尤显薄弱。(C)不同行政级别的公务员对于为政府事业奉献而预期政府行政组织给予回报的主要形式体现在组织认可、群众认可和晋升三个方面，其内容主要涉及非物质奖励。(D)政府行政组织中的创新动力主要来自较高行政级别的厅、处级公务员，即政府行政组织中的领导层，而较低行政级别的科级与科员级公务员的创新动力不足。(E)不同行政级别的大部分公务员认为政府行政组织(或代理人)的口头承诺或暗示的兑现程度不大，其中很大部分厅、处级公务员对于政府行政组织(或代理人)不兑现的口头承诺或暗示没有反应，而科级与科员级公务员的反应显得更为强烈。(F)大部分公务员感受不到职业成就感。3、结合我国国情，分析公务员心理契约的特性和影响因素，揭示心理契约的历程周期性，设计共建和谐心理契约的原则，建构心理契约的动态演化模型，提出心理契约的管理策略和建议。主要研究工作体现在：(A)比较分析了我国公务员心理契约与其他赢利性组织与组织成员之间心理契约的异同。(B)分析影响公务员心理契约的显性因素、隐性因素以及政府行政组织与公务员双方交互影响的作用，为政府行政组织与公务员共建和谐心理契约奠定了基础。(C)依据制度学和契约理论，揭示公务员心理契约的历程周期性，设计共建和谐心理契约的原则，建构政府行政组织与公务员之间心理契约的动态演化模型，并提出心理契约的管理策略和对策建议。论文的最后部分是对全文的总结，说明了本研究工作中的核心创新点，指出研究中存在的不足，并对今后的研究工作和可能的发展方向做了进一步的展望。更多还原

【Abstract】 Since the concept of psychological contract was proposed in 1960, it has been widely accepted both in theory and in practice. It has also become one of the key points at the field of organization behavior and human resource management even though there are always some divarications in the concepts and methods of psychological contract. After the psychological contract development progressed near fifty years, it has been reached a lot of theory achievements and widely applied in enterprise management. But it is still relatively seldom applied in the area of public administration.The psychological contract analysis can take an important role in public administration because the most of Chinese civil servants have dual figures, a combination of government officeholder and part officeholder. The study on the psychological contract of Chinese civil servants will promote both the government efficiency and civil servants professional satisfaction. This dissertation introduces psychological contract into public administration and discusses some key problems of psychological contract between government organizations and civil servants. By observing the dynamic process of how government and civil servants are mutually affected through psychological contract and analyzing the consequence of those interactive effects, this dissertation suggest government and civil servants to recognize the objectivity of psychology contract and its important value. This study identifies the civil servants’ attitude to the factors at different levels of government and establishes the multi-dimensions psychological contract structure model that includes the expectation of both government and civil servants. This thesis not only extends the traditional application area of psychological contract but also offers some new views for government human resource management. The main results of this dissertation are listed as below.(1) To identify key factors of expected requirements of Chinese civil servants and government and establish psychological contract structure model by three steps: (A) Based on a questionnaire survey and statistical analysis, this study identifies the ten key expected requirements of government on its civil servants and the another ten key factors from the adverse direction by the methods of hypothesis, survey, analysis and test. (B) To determine the distribution of the weights of those’ twenty requirements by analyzing the importance of the requirements obtained by questionnaire survey. (C) To establish the psychological contract structure model which includes eight aspects that are extracted by principal component analysis. The model shows that Chinese civil servant psychology contract model is multi-dimensional and interactive between civil servants and government sections.(2) The conditions of psychological contract of Chinese civil servants were investigated to draw some valuable conclusions. Some important conclusions which can give valuable suggestions on the topic of motivation of Chinese civil servants are showed as: (A) The professional stability is the main reason for civil servants to stay in government. (B) The requirement of professional planning for different kind of civil servants is very strong. But most of administrations can not meet those requirements. (C) The main expected return of Chinese civil servants is acknowledged by leaders and colleagues. Of course, the position promotion is also main expectation. The Chinese civil servants generally pay more attention to spiritual return than material return. (D) The innovation impetus comes mainly from the higher leader of the government and there is few stimulus for general civil servants to innovate. Those results can offer new views for government to design a fair and transparent mechanism. (E) If leaders always can not realize their promises or implications the civil servants from different levels have different reaction, which higher level civil servants almost have few negative feelings and reactions but lower grade civil servants are on the contrary. (F) Most of Chinese civil servants can’t experience the feeling of achievements.(3) Based on the characters of government and Chinese civil servants, the developing stages of psychological contract are decided and some management strategies are proposed. The main works are as follows. (A) The psychological contract difference between profit organization and non-profit organization are compared in Chinese environment. (B) Both direct and non-direct factors that affect civil servants psychological contract are investigated and the interactive relation of those two kinds of factors is analyzed. These results are valuable to harmonize psychological contract between government and civil servants. (C) Based on the contract theory, the life cycle of the civil servants psychological contract are described and dynamical developing model is proposed. The different management strategies are designed corresponding to forming stage, implementing stage, realizing stage and developing stage, etc. The final part of this dissertation mainly includes conclusion, explanation of innovation results and some insufficient works. Forward issues of civil servants psychological contract are also suggested in this part.更多还原