Research On The Influence Of Civil Servants’ Psychological Contract On Innovation Behavior

Socialism with Chinese characteristics has entered a new era and has made historic achievements in building a moderately prosperous society in an all-round way.Standing at the intersection of two centenary histories,China’s development is still in an important period of strategic opportunities with bright prospects and severe challenges.In the nineteen report,General Secretary Xi Jinping pointed out: all comrades in the party must be ambitious,be vigilant in peace and danger,brave in reform and innovation,never rigidities and never stagnate,unite and lead the people of all nationalities in China to win the battle of building a moderately prosperous society in an all-round way and strive to win the great victory of social characteristics with Chinese characteristics.As the implementers of national policies,civil servants can not promote the transformation of government functions and realize the modernization of national governance system and governance ability without the continuous innovation and progress of civil servants in various departments.Therefore,how to stimulate the innovative behavior of civil servants has become an important issue of government innovation,which is the realistic background of this paper.Through the review of literature,we know that there are many influencing factors of innovation behavior,and scholars at home and abroad have made a lot of exploration.Among them,psychological contract,as a measure of the implicit expectation of the individual for the organization,is one of the important indicators to study the relationship between the individual and the organization.The existence of psychological contract makes the individual and the organization form unwritten implicit responsibility after the written contract is signed.These unwritten implicitresponsibilities largely determine how the individual works in the organization and the attitude towards work.Civil servants are a relatively special group in the society.They hold the power given by the state in their hands.They perform the duty of public service and are supervised by the public at the same time.They have more complex and richer psychological activities than the general members of the society.Therefore,in order to make civil servants in the process of performing their duties emerge more innovative behavior,we need to explore its influencing factors and mechanism from the perspective of psychological cognition.Therefore,from the perspective of psychological contract,the author analyzes the impact of organizational identity and promotion opportunity perception on innovation behavior.This study first reviews the related researches on psychological contract,innovation behavior,organizational identity,promotion opportunity perception,and then puts forward theoretical research models and hypotheses based on incomplete contract theory,expectation theory and social identity theory.The results show that:psychological contract has a significant positive correlation with civil servant innovation behavior.Organizational identity plays a part of intermediary role between civil servants’ psychological contract and innovation behavior,and promotion opportunity perception has a regulatory effect on organizational identity.Promotion opportunity perception regulates the relationship between organizational identity and innovation behavior.Finally,according to the research conclusion,the corresponding management enlightenment is put forward: to build a harmonious psychological contract,we must take scientific career development management as the premise;focus on the implementation of non-material rewards to stimulate the initiative,enthusiasm and creativity of civil servants;carefully and standardize the oral commitment or suggestion of government administrative organizations or agents to avoid or reduce the breach or rupture of psychological contract The negative impact of the occurrence;adopt diversified incentive measures to improve the sense of professional achievement of civil servants in order to stimulate their innovative behavior.