本文将心理契约理论与方法引入到我国公共管理领域,阐述研究了政府与公务员之间心理契约的必要性和实施心理契约管理的可能性。分析了我国具体环境下影响政府与公务员之间心理契约的显性与隐性因素,并给出共建和谐心理契约的十个原则。最后在分析心理契约内涵和结构的基础上,构建了心理契约的动态演化模型并就演化过程中的各个阶段提出了相应的管理策略。

Based on the significance of organizational and personal psychology, the psychology contract is introduced into public administration in China. After discussing the possibility of implementing psychology contract between Chinese government and the public servant, both evident and obscure factors that will impact on psychology contract are depicted. Ten principles are presented for up-building the concordant psychology contract of public servant. Finally, a psychology contract dynamic model is proposed and some strategies are discussed corresponding to the different phases of the model.