本文關(guān)鍵詞：公務(wù)員工資制度改革研究　出處：《鄭州大學(xué)》2015年碩士論文　論文類(lèi)型：學(xué)位論文

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【摘要】：公務(wù)員工資作為公務(wù)員的勞動(dòng)收入,體現(xiàn)著公務(wù)員的勞動(dòng)價(jià)值,不僅在吸引、保留、和激勵(lì)公務(wù)人員方面發(fā)揮著重要作用,而且影響到公務(wù)員的工作績(jī)效和政府組織的管理績(jī)效。公務(wù)員工資制度是國(guó)家公務(wù)員制度的重要組成部分,也是收入分配的重要內(nèi)容。公務(wù)員工資分配,涉及廣大公務(wù)人員的經(jīng)濟(jì)收入和切身利益,事關(guān)國(guó)民經(jīng)濟(jì)和社會(huì)發(fā)展的大局。當(dāng)前,我國(guó)公務(wù)員工資制度存在著法制不夠完善,整體水平偏低,地區(qū)間、部門(mén)間不合理差距較大以及公務(wù)員工資決定機(jī)制及正常增長(zhǎng)機(jī)制不夠尚未形成等問(wèn)題。本文以人力資源管理理論為基礎(chǔ),借鑒管理學(xué)、經(jīng)濟(jì)學(xué)、社會(huì)學(xué)等相關(guān)理論,采取文獻(xiàn)研究法和比較分析法,比較分析國(guó)內(nèi)外公務(wù)員工資制度,深入分析當(dāng)前我國(guó)公務(wù)員收入分配領(lǐng)域特別是工資制度的有關(guān)問(wèn)題,梳理當(dāng)前公務(wù)員工資制度改革的主要障礙,并提出相應(yīng)的政策建議。本文的主要?jiǎng)?chuàng)新點(diǎn),是把公務(wù)員工資制度改革放在我國(guó)宏觀改革的大背景下,樹(shù)立頂層設(shè)計(jì)的改革理念,跳出公務(wù)員工資制度改革的視域來(lái)審視改革本身,并厘清了公務(wù)員工資制度改革障礙,著重論述了從完善相關(guān)立法、加強(qiáng)頂層設(shè)計(jì)、推動(dòng)政府職能轉(zhuǎn)變,統(tǒng)籌推進(jìn)改革的角度,提出相應(yīng)的思路及對(duì)策。
[Abstract]:Civil servants' salaries, as the labor income of civil servants, reflect the labor value of civil servants. They not only play an important role in attracting, retaining and motivating public servants, but also affect the performance of civil servants and the management performance of government organizations. The wage system of civil servants is an important part of the national civil service system, and is also an important content of the income distribution. The salary distribution of civil servants involves the economic income and vital interests of the public servants, which is related to the overall situation of the national economy and social development. At present, there are many problems in the wage system of civil servants in China, such as inadequate legal system, low overall level, unreasonable gap between regions and departments, and insufficient wage mechanism and normal growth mechanism of civil servants. This paper is based on the theory of human resource management, from the management science, economics and sociology, adopting literature research method and comparative analysis method, the comparative analysis of domestic and international civil servant salary system, in-depth analysis of the current civil servant income distribution of our country especially relevant problems of salary system, the main obstacles and combs the current civil servant salary system reform, and put forward the corresponding policy suggestions. The main innovation of this paper is to reform the civil service wage system on the background of China's macroeconomic reform, set up the reform of the top-level design concept, from the reform of civil servant salary system the perspective of reform itself, and to clarify the obstacles of reforming the civil servant salary system, emphatically discusses the perfection of relevant legislation, to strengthen top-level design, promote the transformation of government functions, promote the overall development of reform, puts forward ideas and corresponding countermeasures.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：D630.3

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本文編號(hào)：1340988