【摘要】：隨著全球化、市場化、信息化和科技進(jìn)步的不斷加速，經(jīng)濟(jì)和社會各項(xiàng)事業(yè)在蓬勃發(fā)展的同時(shí)，也引發(fā)出社會公共管理的各種新問題，西方各國政黨和政府部門紛紛進(jìn)行人力資源制度改革以適應(yīng)這一經(jīng)濟(jì)社會劇烈變化。我國黨政機(jī)關(guān)部門也正實(shí)行深化干部人事制度改革，處于這一時(shí)期的人和組織都面臨著種種的變革，面臨著亟需解決個人與組織匹配的問題。 本研究，從公務(wù)員與組織的匹配角度進(jìn)行研究，不再僅僅強(qiáng)調(diào)公務(wù)員個人和特定崗位的匹配，，還注重個人價(jià)值觀和組織價(jià)值觀、個人內(nèi)在特點(diǎn)和政府組織主要特點(diǎn)之間的匹配等；其次，從人和組織匹配角度對公務(wù)員工作態(tài)度、工作績效的影響進(jìn)行研究。在上述理論基礎(chǔ)上，結(jié)合BA市公務(wù)員隊(duì)伍自身及干部人事管理等現(xiàn)狀和存在問題，通過SPSS統(tǒng)計(jì)工具對BA市黨政機(jī)關(guān)單位、鄉(xiāng)鎮(zhèn)公務(wù)員共計(jì)420個調(diào)查樣本進(jìn)行探索性因子分析、描述性統(tǒng)計(jì)及相關(guān)分析、契合度分析、階層回歸分析等，進(jìn)而更有針對性地對BA市提出改善公務(wù)員與組織匹配的建議和對策。 經(jīng)過BA市公務(wù)員與組織匹配的實(shí)證研究，發(fā)現(xiàn)：除性別外，其他不同特征的公務(wù)員個體對公務(wù)員與組織匹配、工作態(tài)度及工作績效的影響是不相同的。通過階層回歸分析得出，公務(wù)員的接受教育程度、行政級別對公務(wù)員工作滿意度、組織承諾有正向相關(guān)，進(jìn)入本單位工作年限對工作滿意度、組織承諾有負(fù)向影響；年齡、受教育程度、行政級別對任務(wù)績效有正向相關(guān)；受教育程度、行政級別對關(guān)聯(lián)績效有正向相關(guān)。公務(wù)員的一致性匹配和互補(bǔ)性匹配對工作態(tài)度的工作滿意度因子有顯著正相關(guān)，互補(bǔ)性匹配對組織承諾因子有顯著正相關(guān)，但一致性匹配對組織承諾因子沒有顯著相關(guān)性；公務(wù)員的一致性匹配和互補(bǔ)性匹配對工作績效的任務(wù)績效因子有顯著正相關(guān)，互補(bǔ)性匹配對關(guān)聯(lián)績效因子有顯著正相關(guān)，但一致性匹配對關(guān)聯(lián)績效因子沒有顯著相關(guān)性。經(jīng)過一系列研究，我們可以通過控制這些變量有針對性地制定如何加強(qiáng)BA市公務(wù)員與組織匹配的措施和對策。在文章最后，對本次研究的局限性進(jìn)行了一定說明。
[Abstract]:With the rapid development of globalization, marketization, informatization and scientific and technological progress, the economic and social undertakings have developed vigorously, and at the same time, they have also caused various new problems in social public management. Political parties and government departments in western countries have carried out human resource system reform to adapt to the drastic economic and social changes. The Party and government departments in our country are also carrying out the reform of the cadre and personnel system. The people and organizations in this period are all facing various changes and are facing the urgent need to solve the problem of the matching between the individual and the organization. This study, from the perspective of the matching between civil servants and organizations, not only emphasizes the matching of individual civil servants and specific posts, but also focuses on personal values and organizational values. The matching between individual internal characteristics and the main characteristics of government organization. Secondly, the influence of civil servants' work attitude and job performance is studied from the perspective of person and organization matching. On the basis of the above theory, combined with the present situation and existing problems of the civil servant team of BA city and the cadre and personnel management and so on, the exploratory factor analysis of 420 investigation samples of BA city party and government organs and township civil servants is carried out through SPSS statistical tool. Descriptive statistics and correlation analysis, coincidence analysis, stratification regression analysis and so on, and then put forward suggestions and countermeasures to improve the matching between civil servants and organizations in BA. Based on the empirical study of the matching between civil servants and organizations in BA city, it is found that the influence of civil servants with different characteristics on civil servants' organizational matching, work attitude and job performance is different except for gender. Through stratification regression analysis, it is concluded that the educational level of civil servants, administrative level of civil servants' job satisfaction, organizational commitment has a positive correlation, entering the unit years of work satisfaction, organizational commitment has a negative impact; age, Education level, administrative level has positive correlation with task performance, education level, administrative level has positive correlation with related performance. The consistency matching and complementary matching have significant positive correlation to the job satisfaction factor of the work attitude, the complementary matching has the significant positive correlation to the organizational commitment factor, but the consistency matching has no significant correlation to the organizational commitment factor. The consistency matching and complementary matching of civil servants have significant positive correlation to the task performance factor of job performance, complementary matching has significant positive correlation to the correlation performance factor, but the consistency matching has no significant correlation with the correlation performance factor. Through a series of studies, we can make the measures and countermeasures of how to strengthen the match between the public servant and the organization in BA city by controlling these variables. At the end of the article, the limitations of this study are explained.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：D630.3

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