本文關(guān)鍵詞： 基層公務(wù)員 薪酬激勵(lì) 對(duì)策　出處：《東北師范大學(xué)》2015年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：薪酬是影響吉林省基層公務(wù)員工作積極性的重要因素,它直接關(guān)系到行政效率的高低,應(yīng)當(dāng)引起社會(huì)的充分重視,本文主要是對(duì)吉林省的基層公務(wù)員薪酬激勵(lì)進(jìn)行分析和研究,從吉林省基層公務(wù)員的薪酬激勵(lì)現(xiàn)狀來(lái)看,其薪酬激勵(lì)作用并不明顯,薪酬水平也低于市場(chǎng)的平均水平,所以導(dǎo)致了很多優(yōu)秀人才的流失,造成了高素質(zhì)人才的短缺,長(zhǎng)期下來(lái),可能會(huì)引起吉林省基層部門(mén)的工作效率不高,基層公務(wù)員工作積極性下降等惡性循環(huán)。由此得知,完善薪酬激勵(lì)制度是提高吉林省基層公務(wù)員的工作效率和積極性的根本。本文主要是探討在社會(huì)主義市場(chǎng)經(jīng)濟(jì)體制下,怎樣運(yùn)用薪酬激勵(lì)來(lái)使其工作效率得到提升,通過(guò)對(duì)吉林省基層公務(wù)員的具體數(shù)據(jù)進(jìn)行分析,了解到基層公務(wù)員的薪酬主要是與職務(wù)掛鉤的,但是基層公務(wù)員的職位有限,以至于晉升受到限制,工資增長(zhǎng)也較緩慢。另一方面,基層公務(wù)員的福利待遇難以得到落實(shí),績(jī)效考核也只是走形式,極大的影響了基層公務(wù)員的工作積極性。薪酬激勵(lì)沒(méi)有起到太大的作用。針對(duì)吉林省基層公務(wù)員薪酬激勵(lì)中存在的問(wèn)題,本文運(yùn)用馬克思設(shè)想的按勞分配理論、馬斯洛提出的需要層次理論、赫茨伯格提出的雙因素理論、弗隆姆的期望理論以及亞當(dāng)斯的公平理論等激勵(lì)理論對(duì)基層公務(wù)員薪酬激勵(lì)問(wèn)題進(jìn)行了分析研究,提出了完善吉林省基層公務(wù)員薪酬激勵(lì)的對(duì)策和建議。
[Abstract]:Salary is an important factor that affects the enthusiasm of grass-roots civil servants in Jilin Province. It is directly related to the level of administrative efficiency and should be paid full attention by the society. This paper mainly analyzes and studies the salary incentive of grass-roots civil servants in Jilin Province. Judging from the current situation of salary incentive of grass-roots civil servants in Jilin Province, the role of salary incentive is not obvious, and the salary level is also lower than the average level of the market, so it leads to the loss of a lot of excellent talents, resulting in the shortage of high-quality talents. In the long run, it may cause a vicious circle such as the inefficiency of the grass-roots departments in Jilin Province and the decline in the enthusiasm of grass-roots civil servants. It is essential to improve the working efficiency and enthusiasm of the grass-roots civil servants in Jilin Province to perfect the salary incentive system. This paper mainly discusses how to use the salary incentive to improve the work efficiency under the socialist market economy system. By analyzing the specific data of grass-roots civil servants in Jilin Province, we know that the salaries of grass-roots civil servants are mainly linked to their positions, but the posts of grass-roots civil servants are limited, so that their promotion is restricted. Wage growth is also relatively slow. On the other hand, the welfare benefits of grass-roots civil servants are difficult to implement, and performance appraisal is only a formality. It has greatly affected the work enthusiasm of the grass-roots civil servants. The salary incentive has not played a great role. In view of the problems existing in the salary incentive of the grass-roots civil servants in Jilin Province, this paper applies the theory of distribution according to work envisaged by Marx. Maslow's theory of hierarchy of needs, Herzberg's two-factor theory, Fromm's expectation theory and Adams's fair theory have analyzed and studied the incentive problem of grass-roots civil servants' compensation. This paper puts forward the countermeasures and suggestions to improve the salary incentive of the basic civil servants in Jilin Province.
【學(xué)位授予單位】：東北師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：D630.3

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本文編號(hào)：1546704