發(fā)布時(shí)間：2019-04-11 19:39

【摘要】：隨著社會(huì)主義和諧社會(huì)建設(shè)進(jìn)程的加快,社會(huì)上的專家學(xué)者越來越重視對(duì)公務(wù)員激勵(lì)機(jī)制進(jìn)行研究,十八大以來,中央出臺(tái)了一系列關(guān)于公務(wù)員的政策,加強(qiáng)了對(duì)公務(wù)員的管理,同時(shí)更加注重對(duì)公務(wù)員的激勵(lì),這樣的背景下,本文以A縣公務(wù)員激勵(lì)機(jī)制為主要的研究個(gè)案,結(jié)合相關(guān)的激勵(lì)理論,運(yùn)用以問卷調(diào)查為主的研究方式,對(duì)A縣公務(wù)員如何建立完善的激勵(lì)機(jī)制進(jìn)行研究。本文首先對(duì)激勵(lì)機(jī)制、公務(wù)員等相關(guān)概念進(jìn)行了明確的界定,在運(yùn)用雙因素理論等激勵(lì)理論的基礎(chǔ)上,通過采用文獻(xiàn)研究法、比較研究法、問卷和訪談方法對(duì)公務(wù)員工資機(jī)制、公務(wù)員地區(qū)津貼、崗位津貼和獎(jiǎng)金制度、公務(wù)員各種福利激勵(lì)機(jī)制等進(jìn)行了深入的研究,總結(jié)了現(xiàn)行的公務(wù)員激勵(lì)機(jī)制具有我國(guó)政府性質(zhì)的特殊性、法律規(guī)定的嚴(yán)格性、考核機(jī)制的間接性和素質(zhì)要求的全面性等特點(diǎn)。然后,以A縣的公務(wù)員為研究對(duì)象,研究、設(shè)計(jì)了相關(guān)的問卷調(diào)查,針對(duì)A縣公務(wù)員群體進(jìn)行了問卷調(diào)查。通過這份問卷調(diào)查,發(fā)現(xiàn)了影響A縣公務(wù)員工作積極性和工作態(tài)度的主要因素有工資福利、競(jìng)爭(zhēng)上崗、公開選拔等,而精神建設(shè)和明察暗訪等因素對(duì)受訪者的有效性則偏低,同時(shí),A縣公務(wù)員現(xiàn)行激勵(lì)機(jī)制存在分級(jí)制度不合理、公平性欠缺、精神激勵(lì)模式單一、競(jìng)爭(zhēng)機(jī)制缺失等特征。最后,總結(jié)出A縣公務(wù)員激勵(lì)機(jī)制存在工資整體水平偏低、工資結(jié)構(gòu)不合理等的薪酬問題,考核內(nèi)容不全面、考核機(jī)制流于形式、考核結(jié)果區(qū)分度不高等的績(jī)效考核問題,以及職務(wù)數(shù)量的限制、部門領(lǐng)導(dǎo)的主觀考慮、普通公務(wù)員跨鄉(xiāng)鎮(zhèn)調(diào)動(dòng)少等晉升依據(jù)不合理等問題。究其根源,主要是政治體制不完善、管理體制不科學(xué)、法律約束不嚴(yán)格、公務(wù)員的“公仆意識(shí)”淡薄、“官本位”思想等的影響。通過對(duì)國(guó)內(nèi)激勵(lì)經(jīng)驗(yàn)的價(jià)值及借鑒,本文提出關(guān)于完善公務(wù)員激勵(lì)機(jī)制的重要措施如:堅(jiān)持公務(wù)員激勵(lì)機(jī)制的原則,精神與物質(zhì)激勵(lì)相結(jié)合,以精神激勵(lì)為主,建立福利、考核、晉升和薪酬等的制度保障,希望能對(duì)其他地區(qū)的公務(wù)員激勵(lì)機(jī)制的構(gòu)建起到借鑒作用。
[Abstract]:With the acceleration of the process of building a harmonious socialist society, experts and scholars in society pay more and more attention to the study of the incentive mechanism of civil servants. Since the 18th National Congress, the Central Committee has issued a series of policies on civil servants. Strengthen the management of civil servants, at the same time pay more attention to the incentive of civil servants, under this background, this paper takes the incentive mechanism of civil servants in County A as the main case study, combining with the relevant incentive theory. This paper studies how to establish a perfect incentive mechanism for civil servants in County A by means of questionnaire survey. Firstly, this paper defines the relevant concepts of incentive mechanism, civil servants and so on. On the basis of using the two-factor theory and other incentive theories, this paper adopts the methods of literature research, comparative study, questionnaire and interview to analyze the salary mechanism of civil servants. The regional allowance, post allowance and bonus system for civil servants, and various welfare incentive mechanisms for civil servants have been studied in depth, and the current incentive mechanism for civil servants has the particularity of our government and the strictness of the legal provisions, and it is concluded that the current incentive mechanism of civil servants has the particularity of our government. The indirectness of the examination mechanism and the comprehensiveness of the quality requirements. Then, taking the civil servants in County A as the research object, the paper designs the relevant questionnaire survey, and carries on the questionnaire survey to the civil servant group in A County. Through this questionnaire survey, it is found that the main factors affecting the work enthusiasm and attitude of the civil servants in County A are salary and welfare, competition for employment, open selection, and so on. However, the effectiveness of factors such as spiritual construction and explicit and covert interviews on the interviewees is on the low side. At the same time, the current incentive mechanism of civil servants in County A is characterized by unreasonable grading system, lack of fairness, singleness of spiritual incentive mode and lack of competition mechanism. Finally, it concludes that the incentive mechanism of civil servants in County A has the problems of low overall salary, unreasonable salary structure and so on. The assessment content is not comprehensive, the assessment mechanism is formalistic, and the assessment results are not highly differentiated. As well as the limitation of the number of posts, the subjective consideration of the department leaders, and the unreasonable basis for the promotion of ordinary civil servants in cross-township mobility. The main causes are the imperfection of the political system, the unscientific management system, the lack of strict legal constraints, the weak sense of public servants, and the influence of the idea of "official standard". Based on the value and reference of domestic incentive experience, this paper puts forward some important measures to improve the civil servant incentive mechanism, such as adhering to the principle of civil servant incentive mechanism, combining spirit with material motivation, focusing on spiritual motivation and establishing welfare. The system guarantee of assessment, promotion and salary can be used for reference to the construction of civil servants' incentive mechanism in other areas.
【學(xué)位授予單位】：華僑大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D630.3

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本文編號(hào)：2456691