BA市公务员与组织匹配及其影响的实证研究与应用
发布时间：2018-08-04 13:08
【摘要】：随着全球化、市场化、信息化和科技进步的不断加速，经济和社会各项事业在蓬勃发展的同时，也引发出社会公共管理的各种新问题，西方各国政党和政府部门纷纷进行人力资源制度改革以适应这一经济社会剧烈变化。我国党政机关部门也正实行深化干部人事制度改革，处于这一时期的人和组织都面临着种种的变革，面临着亟需解决个人与组织匹配的问题。 本研究，从公务员与组织的匹配角度进行研究，不再仅仅强调公务员个人和特定岗位的匹配，，还注重个人价值观和组织价值观、个人内在特点和政府组织主要特点之间的匹配等；其次，从人和组织匹配角度对公务员工作态度、工作绩效的影响进行研究。在上述理论基础上，结合BA市公务员队伍自身及干部人事管理等现状和存在问题，通过SPSS统计工具对BA市党政机关单位、乡镇公务员共计420个调查样本进行探索性因子分析、描述性统计及相关分析、契合度分析、阶层回归分析等，进而更有针对性地对BA市提出改善公务员与组织匹配的建议和对策。 经过BA市公务员与组织匹配的实证研究，发现：除性别外，其他不同特征的公务员个体对公务员与组织匹配、工作态度及工作绩效的影响是不相同的。通过阶层回归分析得出，公务员的接受教育程度、行政级别对公务员工作满意度、组织承诺有正向相关，进入本单位工作年限对工作满意度、组织承诺有负向影响；年龄、受教育程度、行政级别对任务绩效有正向相关；受教育程度、行政级别对关联绩效有正向相关。公务员的一致性匹配和互补性匹配对工作态度的工作满意度因子有显著正相关，互补性匹配对组织承诺因子有显著正相关，但一致性匹配对组织承诺因子没有显著相关性；公务员的一致性匹配和互补性匹配对工作绩效的任务绩效因子有显著正相关，互补性匹配对关联绩效因子有显著正相关，但一致性匹配对关联绩效因子没有显著相关性。经过一系列研究，我们可以通过控制这些变量有针对性地制定如何加强BA市公务员与组织匹配的措施和对策。在文章最后，对本次研究的局限性进行了一定说明。
[Abstract]:With the rapid development of globalization, marketization, informatization and scientific and technological progress, the economic and social undertakings have developed vigorously, and at the same time, they have also caused various new problems in social public management. Political parties and government departments in western countries have carried out human resource system reform to adapt to the drastic economic and social changes. The Party and government departments in our country are also carrying out the reform of the cadre and personnel system. The people and organizations in this period are all facing various changes and are facing the urgent need to solve the problem of the matching between the individual and the organization. This study, from the perspective of the matching between civil servants and organizations, not only emphasizes the matching of individual civil servants and specific posts, but also focuses on personal values and organizational values. The matching between individual internal characteristics and the main characteristics of government organization. Secondly, the influence of civil servants' work attitude and job performance is studied from the perspective of person and organization matching. On the basis of the above theory, combined with the present situation and existing problems of the civil servant team of BA city and the cadre and personnel management and so on, the exploratory factor analysis of 420 investigation samples of BA city party and government organs and township civil servants is carried out through SPSS statistical tool. Descriptive statistics and correlation analysis, coincidence analysis, stratification regression analysis and so on, and then put forward suggestions and countermeasures to improve the matching between civil servants and organizations in BA. Based on the empirical study of the matching between civil servants and organizations in BA city, it is found that the influence of civil servants with different characteristics on civil servants' organizational matching, work attitude and job performance is different except for gender. Through stratification regression analysis, it is concluded that the educational level of civil servants, administrative level of civil servants' job satisfaction, organizational commitment has a positive correlation, entering the unit years of work satisfaction, organizational commitment has a negative impact; age, Education level, administrative level has positive correlation with task performance, education level, administrative level has positive correlation with related performance. The consistency matching and complementary matching have significant positive correlation to the job satisfaction factor of the work attitude, the complementary matching has the significant positive correlation to the organizational commitment factor, but the consistency matching has no significant correlation to the organizational commitment factor. The consistency matching and complementary matching of civil servants have significant positive correlation to the task performance factor of job performance, complementary matching has significant positive correlation to the correlation performance factor, but the consistency matching has no significant correlation with the correlation performance factor. Through a series of studies, we can make the measures and countermeasures of how to strengthen the match between the public servant and the organization in BA city by controlling these variables. At the end of the article, the limitations of this study are explained.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D630.3
本文编号：2163981
[Abstract]:With the rapid development of globalization, marketization, informatization and scientific and technological progress, the economic and social undertakings have developed vigorously, and at the same time, they have also caused various new problems in social public management. Political parties and government departments in western countries have carried out human resource system reform to adapt to the drastic economic and social changes. The Party and government departments in our country are also carrying out the reform of the cadre and personnel system. The people and organizations in this period are all facing various changes and are facing the urgent need to solve the problem of the matching between the individual and the organization. This study, from the perspective of the matching between civil servants and organizations, not only emphasizes the matching of individual civil servants and specific posts, but also focuses on personal values and organizational values. The matching between individual internal characteristics and the main characteristics of government organization. Secondly, the influence of civil servants' work attitude and job performance is studied from the perspective of person and organization matching. On the basis of the above theory, combined with the present situation and existing problems of the civil servant team of BA city and the cadre and personnel management and so on, the exploratory factor analysis of 420 investigation samples of BA city party and government organs and township civil servants is carried out through SPSS statistical tool. Descriptive statistics and correlation analysis, coincidence analysis, stratification regression analysis and so on, and then put forward suggestions and countermeasures to improve the matching between civil servants and organizations in BA. Based on the empirical study of the matching between civil servants and organizations in BA city, it is found that the influence of civil servants with different characteristics on civil servants' organizational matching, work attitude and job performance is different except for gender. Through stratification regression analysis, it is concluded that the educational level of civil servants, administrative level of civil servants' job satisfaction, organizational commitment has a positive correlation, entering the unit years of work satisfaction, organizational commitment has a negative impact; age, Education level, administrative level has positive correlation with task performance, education level, administrative level has positive correlation with related performance. The consistency matching and complementary matching have significant positive correlation to the job satisfaction factor of the work attitude, the complementary matching has the significant positive correlation to the organizational commitment factor, but the consistency matching has no significant correlation to the organizational commitment factor. The consistency matching and complementary matching of civil servants have significant positive correlation to the task performance factor of job performance, complementary matching has significant positive correlation to the correlation performance factor, but the consistency matching has no significant correlation with the correlation performance factor. Through a series of studies, we can make the measures and countermeasures of how to strengthen the match between the public servant and the organization in BA city by controlling these variables. At the end of the article, the limitations of this study are explained.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D630.3
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