本文選題：公務(wù)員 + 薪酬激勵　； 參考：《內(nèi)蒙古大學(xué)》2015年碩士論文

【摘要】：作為國家人力資本保值、增值的一個重要方面,公務(wù)員薪酬管理日益成為學(xué)者們關(guān)注的熱點。由于種種原因,我國目前的公務(wù)員薪酬的激勵作用不明顯,從而導(dǎo)致了公務(wù)員工作積極性差,滋生腐敗和人才流失等后果。針對上述情況,從激勵理論的角度出發(fā),對我國的公務(wù)員薪酬激勵機制進行分析,具有重要的理論意義和現(xiàn)實意義。薪酬制度的調(diào)整有利于提高公務(wù)員的工作積極性及避免腐敗。根據(jù)“經(jīng)濟人”假設(shè)理論,如果我們能及時地建立起一套與當(dāng)前的社會經(jīng)濟發(fā)展相適應(yīng)的、科學(xué)的、合理的公務(wù)員薪酬激勵機制,不僅能滿足公務(wù)員的正當(dāng)物質(zhì)利益需求,更能引導(dǎo)和發(fā)展其高級需要,激發(fā)公務(wù)員自覺增強服務(wù)意識、培育服務(wù)技能、改進服務(wù)方式和提高服務(wù)品質(zhì)。本文從薪酬的含義、構(gòu)成、功能等入手,運用問卷調(diào)查與定量分析相結(jié)合的方法,對B市公務(wù)員薪酬激勵機制中存在的問題進行分析,研究各種相關(guān)因素對公務(wù)員薪酬激勵機制的影響,進而闡述B市公務(wù)員薪酬激勵機制不足的種種表現(xiàn),在增強公務(wù)員薪酬制度激勵功能的對策建議中,針對基層公務(wù)員晉升空間不足,工資結(jié)構(gòu)存在股級斷層的狀況,提出實行職務(wù)和級別工資雙軌制,以滿足基層公務(wù)員增資和自我實現(xiàn)的需要,增強對基層公務(wù)員的激勵功能,最終形成一套解決B市公務(wù)員薪酬激勵機制效能不足的設(shè)計方案,為B市公務(wù)員薪酬制度的構(gòu)建這一項復(fù)雜的系統(tǒng)工程提供參考和幫助。
[Abstract]:As an important aspect of maintaining and increasing the value of national human capital, civil servant salary management has become a hot spot of scholars. Due to various reasons, the incentive effect of civil servants' salary is not obvious, which leads to the poor enthusiasm of civil servants, the breeding of corruption and brain drain and other consequences. In view of the above situation, it is of great theoretical and practical significance to analyze the incentive mechanism of civil servants in China from the angle of incentive theory. The adjustment of salary system helps to improve the enthusiasm of civil servants and avoid corruption. According to the hypothesis of "economic man", if we can set up a set of scientific and reasonable incentive mechanism for civil servants' salary and incentive in time, it can not only meet the legitimate material interests of civil servants, but also meet the needs of civil servants' legitimate material interests. It can guide and develop its senior needs, stimulate civil servants to consciously strengthen their service awareness, cultivate service skills, improve service methods and improve service quality. Starting with the meaning, composition and function of salary, this paper analyzes the problems existing in the salary incentive mechanism of civil servants in B city by means of questionnaire survey and quantitative analysis. This paper studies the influence of various related factors on the civil servants' salary incentive mechanism, and then expounds the various manifestations of the insufficiency of the civil servant's salary incentive mechanism in B city. In the countermeasures and suggestions to enhance the incentive function of the civil servant's salary system, In view of the lack of room for promotion of grass-roots civil servants and the existence of a fault in the wage structure, it is proposed that the dual track system of post and grade salary should be implemented to meet the needs of increasing funds and self-realization of grass-roots civil servants, and to enhance the incentive function of grass-roots civil servants. Finally, it forms a set of design scheme to solve the problem of insufficient efficiency of civil servants' salary incentive mechanism in B city, which provides reference and help for the construction of this complicated system project of civil servant compensation system in B city.
【學(xué)位授予單位】：內(nèi)蒙古大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630

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本文編號：2072665