A地區(qū)公務(wù)員離職意愿及其相關(guān)因素的實證研究
發(fā)布時間：2018-08-31 15:23
【摘要】：十八大以來出臺的“八項規(guī)定”、中央和地方的幾輪巡視,催生了公務(wù)員新焦慮癥,一些人產(chǎn)生了離職意愿,一些人開始考慮放棄“鐵飯碗”。公務(wù)員離職潮真的到來了嗎?是個別現(xiàn)象引發(fā)關(guān)注,還是公務(wù)員這一職業(yè)正在悄然發(fā)生變化?這都讓我們不容忽視,這要求我們認真分析公務(wù)員離職的原因及規(guī)律,并在此基礎(chǔ)上強化政府指引下的公務(wù)員職業(yè)生涯管理,改革滯后的體制,減少公務(wù)員離職所帶來的安全隱患。本文以A地區(qū)公務(wù)員為例,綜合運用實地調(diào)查、訪談等多種方法,分析A地區(qū)公務(wù)員產(chǎn)生離職意愿現(xiàn)狀,探討A地區(qū)公務(wù)員產(chǎn)生離職意愿的原因,并提出解決問題的對策措施。全文共分為六章,第一章提出了本文研究的背景和意義、概念和理論；第二章進行文獻綜述的整理；第三章進行研究設(shè)計；第四章進行實證分析；第五章進行結(jié)果的討論；第六章提出相關(guān)的建議。研究發(fā)現(xiàn),A地區(qū)公務(wù)員產(chǎn)生離職意愿的原因有以下幾點：主要是報酬太低,工作條件不盡如人意；其次是照顧家庭、事業(yè)前景與其他個因。加班時間、技能發(fā)揮、預(yù)見性、角色清晰度、工作意義、認可度、領(lǐng)導(dǎo)方式、信任度、工作反饋、社區(qū)感、工作家庭沖突、健康狀況、壓力、工作場所暴力對公務(wù)員離職意愿有顯著的正向影響；工作節(jié)奏、情感需求、疲潰感、就業(yè)不安全感、組織承諾、工作滿意度與離職意愿呈顯著負相關(guān)。研究的價值在于解決問題,作者認為管理者應(yīng)該適當(dāng)?shù)臏p少加班,減少員工的工作負荷,適當(dāng)?shù)脑鰪姽ぷ鞴?jié)奏、滿足員工的情感需求、減少一些不必要的技能發(fā)揮,應(yīng)該創(chuàng)造一個和諧、積極向上的工作環(huán)境,努力做到公平公正的分配任務(wù),得到下屬的認同和信任,減少工作場所暴力的發(fā)生,從而有效地保證A地區(qū)未來發(fā)展對人才的需要,最終提高人力資源管理和使用的力度和效率,吸引和留住優(yōu)秀的公務(wù)員,實現(xiàn)個人與組織的共同發(fā)展,這也是本文研究的宗旨。
[Abstract]:The "eight regulations" issued since the 18th National Congress, and several rounds of inspections by the central and local governments, have given rise to new anxiety among civil servants, some people have developed a desire to leave their jobs, and some have begun to consider giving up their "iron rice bowls." Is the tide of civil servants leaving office really here? Is it an individual phenomenon that causes concern, or is the profession of civil servants quietly changing? All these allow us to ignore them. This requires us to seriously analyze the causes and laws of civil servants leaving their posts, and on this basis, to strengthen the career management of civil servants under the guidance of the government and to reform the lagging system. Reduce the security risks caused by the departure of civil servants. Taking the civil servants in area A as an example, this paper analyzes the present situation of civil servants' intention to leave in A area by means of field investigation, interviews and other methods, probes into the causes of civil servants' intention to leave in A area, and puts forward some countermeasures to solve the problems. The paper is divided into six chapters. The first chapter puts forward the background and significance of this study, the concept and theory; the second chapter carries on the literature review arrangement; the third chapter carries on the research design; the fourth chapter carries on the empirical analysis; the fifth chapter carries on the result discussion; The sixth chapter puts forward the related suggestions. The study found that there are several reasons for civil servants' willingness to leave their jobs: pay is too low, working conditions are not satisfactory, the second is to take care of families, career prospects and other reasons. Overtime, skill play, predictability, role clarity, job meaning, recognition, leadership, trust, job feedback, sense of community, work-family conflict, health status, stress, Workplace violence had a significant positive impact on the turnover intention of civil servants, while work rhythm, emotional needs, burnout, job insecurity, organizational commitment and job satisfaction were negatively correlated with turnover intention. The value of the study is to solve the problem, the author believes that managers should reduce overtime, reduce the workload of employees, properly enhance the pace of work, meet the emotional needs of employees, and reduce some unnecessary skills. We should create a harmonious and positive working environment, strive to achieve a fair and equitable distribution of tasks, gain the recognition and trust of subordinates, and reduce the incidence of workplace violence, thus effectively ensuring the future development of the A area for talent needs. Finally improve the strength and efficiency of human resource management and use attract and retain excellent civil servants and achieve the common development of individuals and organizations which is also the purpose of this paper.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630.3
本文編號：2215396
[Abstract]:The "eight regulations" issued since the 18th National Congress, and several rounds of inspections by the central and local governments, have given rise to new anxiety among civil servants, some people have developed a desire to leave their jobs, and some have begun to consider giving up their "iron rice bowls." Is the tide of civil servants leaving office really here? Is it an individual phenomenon that causes concern, or is the profession of civil servants quietly changing? All these allow us to ignore them. This requires us to seriously analyze the causes and laws of civil servants leaving their posts, and on this basis, to strengthen the career management of civil servants under the guidance of the government and to reform the lagging system. Reduce the security risks caused by the departure of civil servants. Taking the civil servants in area A as an example, this paper analyzes the present situation of civil servants' intention to leave in A area by means of field investigation, interviews and other methods, probes into the causes of civil servants' intention to leave in A area, and puts forward some countermeasures to solve the problems. The paper is divided into six chapters. The first chapter puts forward the background and significance of this study, the concept and theory; the second chapter carries on the literature review arrangement; the third chapter carries on the research design; the fourth chapter carries on the empirical analysis; the fifth chapter carries on the result discussion; The sixth chapter puts forward the related suggestions. The study found that there are several reasons for civil servants' willingness to leave their jobs: pay is too low, working conditions are not satisfactory, the second is to take care of families, career prospects and other reasons. Overtime, skill play, predictability, role clarity, job meaning, recognition, leadership, trust, job feedback, sense of community, work-family conflict, health status, stress, Workplace violence had a significant positive impact on the turnover intention of civil servants, while work rhythm, emotional needs, burnout, job insecurity, organizational commitment and job satisfaction were negatively correlated with turnover intention. The value of the study is to solve the problem, the author believes that managers should reduce overtime, reduce the workload of employees, properly enhance the pace of work, meet the emotional needs of employees, and reduce some unnecessary skills. We should create a harmonious and positive working environment, strive to achieve a fair and equitable distribution of tasks, gain the recognition and trust of subordinates, and reduce the incidence of workplace violence, thus effectively ensuring the future development of the A area for talent needs. Finally improve the strength and efficiency of human resource management and use attract and retain excellent civil servants and achieve the common development of individuals and organizations which is also the purpose of this paper.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630.3
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