【摘要】：依據(jù)"八項規(guī)定"、"六項禁令"、職務(wù)職級并行等變革舉措給公務(wù)員職責(zé)要求、薪酬晉升等帶來重要變化的現(xiàn)狀,本研究從不同工作要求-資源類型的公務(wù)員心理契約差異來分析變革后他們在變革態(tài)度、離職傾向方面的差異�；谪暙I(xiàn)-激勵理論,本研究設(shè)計抽樣框?qū)Σ煌》莶煌瑔挝坏墓珓?wù)員進(jìn)行半結(jié)構(gòu)化訪談及問卷調(diào)查,研究結(jié)果表明,當(dāng)公務(wù)員處于工作要求低于工作資源時,激勵導(dǎo)向的心理契約令他們更支持變革、積極工作;反之,貢獻(xiàn)導(dǎo)向契約關(guān)系令他們抵制變革、傾向離職。本研究從貢獻(xiàn)-激勵視角拓展了變革背景下公務(wù)員離職傾向、心理契約的相關(guān)研究,從內(nèi)、外動機(jī)存在"擠出效應(yīng)"拓展了自我決定理論的相關(guān)研究,剖析了變革背景下公務(wù)員抵制變革、離職的動機(jī),為相關(guān)部門交叉運用發(fā)展性和物質(zhì)性激勵、識別并激發(fā)公務(wù)員公共服務(wù)動機(jī)、知人善任等變革管理提供了有價值的啟示。
[Abstract]:According to the "eight regulations", "six bans", parallel job grades and other reform measures to bring important changes to the responsibility requirements of civil servants, salary promotion and so on, this study analyzes the differences in change attitude and turnover intention of civil servants from the psychological contract differences of different job requirements-resource types. Based on the contribution-incentive theory, this study designed a sample frame to conduct semi-structured interviews and questionnaires among civil servants in different provinces and different units. The results show that when civil servants are in lower work requirements than their work resources, the incentive-oriented psychological contract makes them more supportive of change and positive work; on the contrary, the contribution-oriented contractual relationship makes them resist change and tend to leave. From the perspective of contribution and incentive, this study expands the related research of civil servants' turnover intention and psychological contract under the background of change, expands the relevant research of self-determination theory from the existence of "crowding out effect" of internal and external motivation, analyzes the motivation of civil servants to resist change and leave under the background of change, makes cross-use of developmental and material incentives for relevant departments, and identifies and stimulates the motivation of civil servants' public service. Change management such as knowing people and doing well provides valuable enlightenment.
【作者單位】： 上海交通大學(xué)國際與公共事務(wù)學(xué)院;西南大學(xué)政治與公共管理學(xué)院;
【基金】：國家自然科學(xué)基金項目(71002035)國家自然科學(xué)基金項目(71673185)
【分類號】：D630.3

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