| Job satisfaction is the subjective feelings and perceptions of the staff towards the organization and work of, which has a direct impact on the behavior of members of the organization. More and more managers hope to achieve a higher employee satisfaction and therefore how to improve employee satisfaction, has become a major research focus. In recent years, more and more scholars and managers realize that in addition to the formal economic contract, there is implied, not in writing of the contract between the organization and employees, which are also regulation and behavior guidance of the members and cannot be ignored in the management process. Psychological contract is an inherent expectation and job satisfaction is a subjective evaluation of the members towards organization and job which is embodied in organizational behavior. Exploring the inherent relationship between psychological contract and job satisfaction, and digging the intrinsic impact mechanism towards job satisfaction, is beneficial for the manager to grasp the fundamental needs of the staff and take targeted management strategies.Compared to ordinary members, civil servants is a special group, because they not only have to make an effort for the organizational development, and more importantly, civil servants bear the fulfillment and implementation of the social responsibility of the public interest, and therefore the management of civil servants is crucial. Based on Psychological Contract, accurately grasp the inherent expectations and demands of civil servants and take targeted measures to increase their job satisfaction and motivation, enthusiasm and skills to serve the people, so as to improve government services and public administration capacity.In this paper, we choose the staff from the Administration for Industry&Commerce (AIC) of Huimin County, Shandong Province, to explore the relationship between psychological contract and job satisfaction. Combined the practical experience of Huimin County with psychological contract theory, this paper proposes some suggestions and countermeasures to improve the management of the civil servants’job satisfaction.In this study, we choose field research methods, including data collection and questionnaires, interviews, etc. to gain the related information of staff in Huimin AIC. This paper uses SPSS17.0to analyze the questionnaires. Statistical methods used in the analysis are mainly reliability and validity, descriptive statistical analysis, variance analysis (including the independent sample t test, univariate analysis), correlation analysis and regression analysis. Firstly, a hypothesis is proposed that the psychological contract of the staff in Huimin AIC has a positive correlation with job satisfaction and the psychological contract could impact the situation of job satisfaction, as well as the different dimensions of the psychological contract with dimensions of job satisfaction.Through statistical analysis, psychological contract and job satisfaction of staff in Huimin AIC Civil exist a positive correlation and various dimensions of the psychological contract also have a significant impact on the job satisfaction. The fulfillment of the psychological contract of cadres and workers in Huimin AIC brings higher job satisfaction, which verifies the initial hypothesis. The fourth chapter of the paper interprets and analyzes the conclusion, mainly summarized the practical experience in the process of constructing the "learning organizations", that each dimension of the psychological contract are fulfilled eventually lead to higher job satisfaction. Finally, based on the theory of the psychological contract and job satisfaction and combined with practical experience in Huimin AIC, suggestions and countermeasures are put forward to improve job satisfaction of civil servants through psychological contract, so as to provide reference for human resource management in other public sectors. Finally, the article points out the shortcomings of this study and follow-up work to carry out. |
PDF Full Text Request