本文選題：少數(shù)民族女性干部　切入點(diǎn)：內(nèi)蒙古　出處：《大連理工大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：我國(guó)是一個(gè)多民族國(guó)家,地區(qū)發(fā)展不均衡是我國(guó)的一個(gè)基本特點(diǎn),特別是少數(shù)民族集中的地區(qū)發(fā)展尤為緩慢,這不僅僅是歷史和地域的原因造成的,人才的缺乏是其中的主要原因。公共部門干部作為社會(huì)公眾公共利益的代表,有責(zé)任把各種方針政策貫徹到群眾中去,有責(zé)任帶領(lǐng)廣大少數(shù)民族群眾大力發(fā)展經(jīng)濟(jì),在少數(shù)民族地區(qū)的發(fā)展中起著決定性的作用。要促進(jìn)我國(guó)社會(huì)的均衡發(fā)展,必須建立起一支高素質(zhì)的少數(shù)民族干部隊(duì)伍,其中包括少數(shù)民族女性干部的建設(shè)。黨的十四屆四中全會(huì)通過的《決定》中規(guī)定,要把培養(yǎng)和選拔德才兼?zhèn)涞念I(lǐng)導(dǎo)干部作為新的偉大工程的一個(gè)重要環(huán)節(jié),并且指出要加強(qiáng)少數(shù)民族干部、婦女干部的選拔任用工作。如何科學(xué)有效的培養(yǎng)少數(shù)民族女性干部,提高其能力和素質(zhì)成為當(dāng)今學(xué)術(shù)界以及公共部門面臨的重要課題。本文是針對(duì)內(nèi)蒙古少數(shù)民族女性干部的選拔任用問題,首先,整理了國(guó)內(nèi)相關(guān)的文獻(xiàn),在前人研究的基礎(chǔ)上對(duì)女性干部、少數(shù)民族女性干部等概念進(jìn)行了總結(jié)和分析,以進(jìn)一步明確女性特別是內(nèi)蒙古少數(shù)民族女性干部的特點(diǎn)和選拔的條件。其次,以民族理論和政策、社會(huì)性別理論、職業(yè)自我效能理論、性別人力資本理論為基礎(chǔ),采用理論分析與實(shí)證分析相結(jié)合的方法,分析、歸納總結(jié)了內(nèi)蒙古在選拔任用少數(shù)民族女性干部中存在的問題及不足,并以職業(yè)自我效能理論為分析框架,進(jìn)一步剖析了少數(shù)民族女性干部選拔任用中仍舊存在問題的原因,指出少數(shù)民族女性干部選拔任用存在不足的影響因素。最后,提出了完善內(nèi)蒙古公共部門少數(shù)民族女性干部選拔任用的路徑設(shè)計(jì)。雖然我國(guó)歷來重視對(duì)于少數(shù)民族女性干部的選拔任用,但是實(shí)際中由于重男輕女等各種原因的存在,女性干部在個(gè)人發(fā)展中并沒有得到充分的空間與條件,學(xué)術(shù)界對(duì)于少數(shù)民族女性干部選拔任用的研究也并不多,更多的是針對(duì)少數(shù)民族干部或者女性干部,將少數(shù)民族與女性干部結(jié)合起來的較少,理論研究明顯滯后于民族地區(qū)發(fā)展的實(shí)際需要。本文試圖通過針對(duì)性的研究,給出完善少數(shù)民族女性干部選拔任用的合理對(duì)策,建立起高素質(zhì)的干部隊(duì)伍,以進(jìn)一步促進(jìn)內(nèi)蒙古地區(qū)的發(fā)展,促進(jìn)建設(shè)我國(guó)和諧社會(huì)的偉大目標(biāo)的實(shí)現(xiàn)。
[Abstract]:China is a multi-ethnic country, and uneven regional development is a basic characteristic of our country, especially the slow development of areas where ethnic minorities are concentrated, which is not only caused by historical and regional reasons. The lack of qualified personnel is the main reason. As representatives of the public interest, public sector cadres have the responsibility to carry out various principles and policies among the masses and to lead the broad masses of ethnic minorities to vigorously develop their economy. In order to promote the balanced development of our society, we must build up a contingent of high-quality minority cadres. Among them are the construction of minority women cadres. The "decision" adopted by the fourth Plenary session of the 14 CPC Central Committee stipulates that training and selecting leading cadres with both moral and talented qualities should be regarded as an important link in the new great project. It also points out that the selection and appointment of minority cadres and women cadres should be strengthened, and how to train minority women cadres scientifically and effectively, To improve their ability and quality has become an important issue facing the academic and public sectors. This paper aims at the selection and appointment of female cadres of minority nationalities in Inner Mongolia. On the basis of previous studies, this paper summarizes and analyzes the concepts of female cadres and female cadres of ethnic minorities in order to further clarify the characteristics and selection conditions of female cadres, especially those of minority nationalities in Inner Mongolia. Based on national theory and policy, social gender theory, occupational self-efficacy theory, gender human capital theory, this paper uses the method of combining theoretical analysis with empirical analysis to analyze, This paper summarizes the problems and shortcomings in the selection and appointment of minority female cadres in Inner Mongolia, and takes the theory of professional self-efficacy as the analytical framework to further analyze the reasons for the problems in the selection and appointment of minority female cadres. It is pointed out that there are some influential factors in the selection and appointment of minority female cadres. This paper puts forward a way to perfect the selection and appointment of minority women cadres in the public sector of Inner Mongolia. Although our country has always attached importance to the selection and appointment of minority women cadres, in practice there are various reasons, such as preference for boys over women. Female cadres do not have sufficient space and conditions in their personal development. The academic research on the selection and appointment of female cadres from ethnic minorities is not much, but more directed at minority cadres or female cadres. The theoretical research is obviously lagging behind the actual needs of the development of minority nationality areas. This paper tries to give some reasonable countermeasures to perfect the selection and appointment of minority women cadres through targeted research. In order to further promote the development of Inner Mongolia and the realization of the great goal of building a harmonious society in our country, we should set up a contingent of high-quality cadres.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D630.3;D669.68

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本文編號(hào)：1644565