本文選題：新常態(tài) + 基層公務(wù)員　； 參考：《福建農(nóng)林大學(xué)》2017年碩士論文

【摘要】：新常態(tài)對(duì)基層公務(wù)員提出新的要求,中央"八項(xiàng)規(guī)定"、"六項(xiàng)禁令"以及"反對(duì)四風(fēng)"則對(duì)基層公務(wù)員形成強(qiáng)有力的約束,經(jīng)常發(fā)生公務(wù)員不作為現(xiàn)象。在這樣的背景下,如何制定有效的激勵(lì)機(jī)制,激發(fā)基層公務(wù)員的積極性,具有重要的現(xiàn)實(shí)意義。為了提升基層公務(wù)員對(duì)本職工作的積極性和滿意度,本文以莆田市涵江區(qū)為例,以馬斯洛的需求層次理論、赫茨伯格的雙因素理論、弗魯姆的期望理論和亞當(dāng)斯的公平理論為理論基礎(chǔ),闡釋新常態(tài)下基層公務(wù)員的激勵(lì)機(jī)制可能面對(duì)的難題,理清基層公務(wù)員的激勵(lì)制度框架,分析其成效,并通過(guò)問(wèn)卷調(diào)查了解他們當(dāng)前對(duì)工作的滿意度,分析基層公務(wù)員激勵(lì)機(jī)制滿意度的影響因素。研究表明:導(dǎo)致涵江區(qū)基層公務(wù)激勵(lì)滿意度不高的主要原因是組織制度不夠完善、績(jī)效考核作用不明顯、獎(jiǎng)懲效果不理想、培訓(xùn)缺乏創(chuàng)新性、晉升激勵(lì)效用低。針對(duì)問(wèn)題,提出完善組織制度、完善正常工資晉升機(jī)制、完善工作考核制度、加大對(duì)公務(wù)員工作實(shí)績(jī)的獎(jiǎng)勵(lì)、完善培訓(xùn)工作制度、創(chuàng)造更多公平晉升機(jī)會(huì)等方面改善基層公務(wù)員激勵(lì)機(jī)制,提高公務(wù)員激勵(lì)滿意度的政策建議,以期為人社部門優(yōu)化激勵(lì)機(jī)制提供參考。
[Abstract]:The "eight regulations", "six prohibitions" and "opposing the four winds" of the central government place a strong constraint on grass-roots civil servants, and civil servants often do not act. Under this background, how to establish effective incentive mechanism and stimulate the enthusiasm of grass-roots civil servants has important practical significance. In order to promote the enthusiasm and satisfaction of grass-roots civil servants to their own work, this paper takes Hinjiang District of Putian City as an example, taking Maslow's theory of demand hierarchy and Herzberg's two-factor theory. Based on Fromm's expectation theory and Adams's fair theory, this paper explains the problems that the incentive mechanism of grass-roots civil servants may face under the new normal, clarifies the framework of incentive system of grass-roots civil servants, and analyzes its effectiveness. And through the questionnaire survey to understand their current job satisfaction, analysis of grass-roots civil servants incentive mechanism satisfaction factors. The research shows that the main reasons leading to the low satisfaction of civil service incentive at the grass-roots level in Hanjiang District are the imperfect organizational system, the inconspicuous function of performance appraisal, the unsatisfactory effect of rewards and punishments, the lack of innovation in training and the low utility of promotion incentive. Aiming at the problems, the paper puts forward to perfect the organization system, perfect the normal salary promotion mechanism, perfect the work appraisal system, increase the reward for the civil servants' work performance, perfect the training work system, To improve the incentive mechanism of grass-roots civil servants and improve the satisfaction of civil servants in order to provide a reference for the optimization of incentive mechanism.
【學(xué)位授予單位】：福建農(nóng)林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：D630.3

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