新常态下莆田市涵江区基层公务员激励机制研究

发布时间：2018-06-01 18:22

本文选题：新常态 + 基层公务员　；参考：《福建农林大学》2017年硕士论文

【摘要】：新常态对基层公务员提出新的要求,中央"八项规定"、"六项禁令"以及"反对四风"则对基层公务员形成强有力的约束,经常发生公务员不作为现象。在这样的背景下,如何制定有效的激励机制,激发基层公务员的积极性,具有重要的现实意义。为了提升基层公务员对本职工作的积极性和满意度,本文以莆田市涵江区为例,以马斯洛的需求层次理论、赫茨伯格的双因素理论、弗鲁姆的期望理论和亚当斯的公平理论为理论基础,阐释新常态下基层公务员的激励机制可能面对的难题,理清基层公务员的激励制度框架,分析其成效,并通过问卷调查了解他们当前对工作的满意度,分析基层公务员激励机制满意度的影响因素。研究表明:导致涵江区基层公务激励满意度不高的主要原因是组织制度不够完善、绩效考核作用不明显、奖惩效果不理想、培训缺乏创新性、晋升激励效用低。针对问题,提出完善组织制度、完善正常工资晋升机制、完善工作考核制度、加大对公务员工作实绩的奖励、完善培训工作制度、创造更多公平晋升机会等方面改善基层公务员激励机制,提高公务员激励满意度的政策建议,以期为人社部门优化激励机制提供参考。
[Abstract]:The "eight regulations", "six prohibitions" and "opposing the four winds" of the central government place a strong constraint on grass-roots civil servants, and civil servants often do not act. Under this background, how to establish effective incentive mechanism and stimulate the enthusiasm of grass-roots civil servants has important practical significance. In order to promote the enthusiasm and satisfaction of grass-roots civil servants to their own work, this paper takes Hinjiang District of Putian City as an example, taking Maslow's theory of demand hierarchy and Herzberg's two-factor theory. Based on Fromm's expectation theory and Adams's fair theory, this paper explains the problems that the incentive mechanism of grass-roots civil servants may face under the new normal, clarifies the framework of incentive system of grass-roots civil servants, and analyzes its effectiveness. And through the questionnaire survey to understand their current job satisfaction, analysis of grass-roots civil servants incentive mechanism satisfaction factors. The research shows that the main reasons leading to the low satisfaction of civil service incentive at the grass-roots level in Hanjiang District are the imperfect organizational system, the inconspicuous function of performance appraisal, the unsatisfactory effect of rewards and punishments, the lack of innovation in training and the low utility of promotion incentive. Aiming at the problems, the paper puts forward to perfect the organization system, perfect the normal salary promotion mechanism, perfect the work appraisal system, increase the reward for the civil servants' work performance, perfect the training work system, To improve the incentive mechanism of grass-roots civil servants and improve the satisfaction of civil servants in order to provide a reference for the optimization of incentive mechanism.
【学位授予单位】：福建农林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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