A Study On Volunteer Management Strategy Based On The Perspective Of Psychological Contract

China’s voluntary service is developing into an increasingly socialized industry participated in by modern citizens in a large scale. With the wider scope and the higher quality, voluntary service is moving from volunteer’s personal act into an organizational behavior: accepting service programs based on experts’ suggestions, then establishing program-centered volunteer service teams. This change can not only represent voluntary service’s professionalization, but also promote voluntary organization’s long-term development.Under the sunflower is a service program brought up by Beijing Teenager Life Education Base and X Foundation, setting students of three schools for migrant workers’ children as the service targets. In this program, every executive team has about 30 volunteers, which means the team has the characteristics of both high stability and low wastage rate. Volunteers in this program are not the staff of the organization, they won’t depend on the organization either physically or mentally, which means the organization can’t use the rules and regulations or other powerful ways to control and manage volunteers’ acts. So the reason why volunteers participated in the program for a long run is the agreement of the psychological contract between them and the organization.As a successful volunteer management case, Under the Sunflowers is worthy for us to find the experience behind. Based on the program’s volunteer management experience, this research uses psychological contract, especially material support, personal emotion and interpersonal environment as the theory perspective, interviewed program volunteers and managers to find out the way they achieve the contract, how they act under the contract and the influence contract has on their emotion and behavior intention. According to the analysis, the research brings up some suggestions for the development of volunteer management. In the beginning, we should pay attention to the formation of volunteers’ psychological contract by focusing on the organization and social value of the program, how to promote volunteer’s growth and the reasonable arrangement of the work. At the middle of the program developing, we need to pay attention to volunteers’ psychological contract changes when they are trained and providing service, support volunteers in fields like personal emotion, material and interpersonal environment, in order to inspire their continuous passion into the program. While at the end of the program, we have to show volunteers more respect and approval to achieve the agreement of psychological contract between us. Above all, we should solve the problems in managing the volunteer teams by handling specific program, and discover the volunteer management mode by analyzing the psychological contract between volunteers and managers in every part of the program running.