【摘要】：隨著社會經(jīng)濟發(fā)展對地質工作要求的不斷提高，加之地質工作長周期性、高風險性、強探索性的特點，地質工作面臨的挑戰(zhàn)日益加大。 地質調查是認識地球、開發(fā)利用地球資源，保障人與自然協(xié)調發(fā)展的一項基礎性、公益性地質工作，是服務經(jīng)濟社會可持續(xù)發(fā)展的公共事業(yè)。遵循市場經(jīng)濟規(guī)律和地質工作規(guī)律，借鑒發(fā)達國家的經(jīng)驗，建精建強公益性地質調查隊伍是地質調查工作長期、穩(wěn)定、可持續(xù)發(fā)展的需要。而健全完善人才的長效激勵機制，充分調動地質人才的主動性、積極性、創(chuàng)造性是隊伍建設的重要保障因素。 論文“中國地質調查局人才保障——問題及對策研究”，力求在總結前人研究成果的基礎上，借助于人力資本理論、雙因素理論、 ERG理論、期望理論和綜合激勵理論，，基于相關數(shù)據(jù)和實證資料展開系統(tǒng)研究。論文的研究工作與取得的成果如下： 1、從人才組織保障、后勤保障、經(jīng)費保障三要素全面分析了中國地質調查局人才保障現(xiàn)狀及存在的問題。 2、運用人力資本理論、雙因素理論、 ERG理論、綜合激勵理論等理論，結合美國地質調查局（USGS）和澳大利亞地質調查局（GA）的實證研究剖析了影響我國地質調查人才可持續(xù)發(fā)展的原因。 3、在上述研究基礎上，從人才隊伍的軟、硬環(huán)境建設；完善人才激勵機制等方面提出了保障地質調查人才持續(xù)發(fā)展的對策建議。 論文取得的創(chuàng)新性包括：（1）全面系統(tǒng)的實證案例分析：對美國地質調查局（USGS）和澳大利亞地質調查局（GA）的人才激勵體系、機制、模式進行了詳盡的剖析；（2）理論與實踐的緊密結合：運用公共管理相關理論對公益性地質人才保障要素進行了比較全面的分析。
[Abstract]:With the continuous improvement of the requirements of social and economic development for geological work, coupled with the long periodicity, high risk and strong exploratory characteristics of geological work, the challenges faced by geological work are increasing day by day. Geological survey is a foundation for understanding the earth, developing and utilizing the earth's resources and ensuring the coordinated development of man and nature. Public welfare geological work is a public utility that serves the sustainable development of economy and society. Following the law of market economy and geological work, drawing lessons from the experience of developed countries, building and strengthening the public welfare geological survey team is the need of long-term, stable and sustainable development of geological survey work. Perfecting the long-term incentive mechanism of talents and fully mobilizing the initiative, enthusiasm and creativity of geological talents are the important guarantee factors for team construction. On the basis of summing up the previous research results, this paper tries to sum up the previous research results, with the help of human capital theory, two-factor theory, ERG theory, expectation theory and comprehensive incentive theory. Based on the relevant data and empirical data to carry out systematic research. The research work and achievements of this paper are as follows: 1. The present situation and existing problems of talent support in China Geological Survey are comprehensively analyzed from the three elements of talent organization support, logistics support and financial support. 2. Using human capital theory, two-factor theory, ERG theory, comprehensive incentive theory and other theories, Based on the empirical study of American Geological Survey (USGS) and Australian Geological Survey (GA), this paper analyzes the reasons that affect the sustainable development of geological survey talents in China. 3. On the basis of the above research, this paper puts forward some countermeasures and suggestions to ensure the sustainable development of geological survey talents from the aspects of the construction of soft and hard environment of talent team and the improvement of talent incentive mechanism. The innovations of this paper include: (1) A comprehensive and systematic empirical case study: a detailed analysis of the talent incentive system, mechanism and model of the United States Geological Survey (USGS) and the Australian Geological Survey (GA); (2) the close combination of theory and practice: this paper makes a comprehensive analysis of the guarantee elements of public welfare geological talents by using the relevant theories of public management.
【學位授予單位】：中國地質大學（北京）
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：D630.3

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