多样性管理、心理福利与公务员的周边绩效——基于美国联邦政府的调查
发布时间：2018-12-11 17:17
【摘要】：近年来,随着越来越多的女性、少数族群进入美国联邦政府的管理层,公共管理学术界和实务界开始关注多样性管理的影响,但相关研究主要集中在多样性管理对公务员任务绩效的影响,鲜有文献深入研究政府部门多样性管理与公务员周边绩效的关系。论文根据已有的多样性管理理论、心理福利理论、周边绩效理论和程序公平感理论,首次以美国联邦政府为背景实证检验了多样性管理与公务员周边绩效之间的关系,以及心理福利、程序公平感在其中所发挥的中介、调节作用。以2015年美国联邦政府421 748名公务员的大样本调查为依据,研究发现:多样性管理能够显著影响公务员的周边绩效,且心理福利在其中发挥了部分中介作用;程序公平感在多样性管理与心理福利的关系中具有显著的正向调节作用。论文的研究结论有利于丰富政府部门多样性管理的理论研究,并且为政府部门提高员工周边绩效提供了有价值的政策启示。
[Abstract]:In recent years, with more and more women, minority groups entering the management of the United States federal government, public administration academia and practice began to pay attention to the impact of diversity management. However, the related studies mainly focus on the impact of diversity management on the performance of civil servants, and there are few literatures on the relationship between the diversity management of government departments and the performance of civil servants. Based on the existing diversity management theory, psychological welfare theory, peripheral performance theory and procedural fairness theory, this paper examines the relationship between diversity management and civil servants' peripheral performance for the first time under the background of the United States Federal Government. As well as psychological welfare, the sense of procedural fairness in which play an intermediary, regulatory role. Based on a large sample survey of 421,748 civil servants in the United States in 2015, it is found that: diversity management can significantly affect the performance of civil servants, and psychological welfare plays a part of the intermediary role; The sense of procedural fairness plays a significant positive role in the relationship between diversity management and psychological welfare. The conclusions of this paper are helpful to enrich the theoretical research on the diversity management of government departments and provide valuable policy inspiration for government departments to improve the performance of employees.
【作者单位】： 华侨大学政治与公共管理学院/政治发展与公共治理研究中心;美国加州州立大学富乐顿分校公共行政系;
【基金】：福建省高等学校新世纪优秀人才支持计划资助项目 国家社科基金(11CSH069) 福建省行政管理学会2016年重点项目(2016A01)
【分类号】：D771.2
，
本文编号：2372929
[Abstract]:In recent years, with more and more women, minority groups entering the management of the United States federal government, public administration academia and practice began to pay attention to the impact of diversity management. However, the related studies mainly focus on the impact of diversity management on the performance of civil servants, and there are few literatures on the relationship between the diversity management of government departments and the performance of civil servants. Based on the existing diversity management theory, psychological welfare theory, peripheral performance theory and procedural fairness theory, this paper examines the relationship between diversity management and civil servants' peripheral performance for the first time under the background of the United States Federal Government. As well as psychological welfare, the sense of procedural fairness in which play an intermediary, regulatory role. Based on a large sample survey of 421,748 civil servants in the United States in 2015, it is found that: diversity management can significantly affect the performance of civil servants, and psychological welfare plays a part of the intermediary role; The sense of procedural fairness plays a significant positive role in the relationship between diversity management and psychological welfare. The conclusions of this paper are helpful to enrich the theoretical research on the diversity management of government departments and provide valuable policy inspiration for government departments to improve the performance of employees.
【作者单位】： 华侨大学政治与公共管理学院/政治发展与公共治理研究中心;美国加州州立大学富乐顿分校公共行政系;
【基金】：福建省高等学校新世纪优秀人才支持计划资助项目 国家社科基金(11CSH069) 福建省行政管理学会2016年重点项目(2016A01)
【分类号】：D771.2
，
本文编号：2372929
本文链接：https://www.wllwen.com/guanlilunwen/jixiaoguanli/2372929.html
