基层公务员敬业度与组织公平感、自我管理关系的初步研究

发布时间：2018-07-31 07:59

【摘要】：作为政府公权力具体执行者的公务员,往往面对复杂的决策环境并被赋予较大的“行政自由裁量权”,因此很难对公务员的绩效作出科学考评。20世纪90年代以来,西方研究者开辟了“敬业度”这一新的研究视角,并通过大量实证研究证实敬业度可以对员工的工作态度、工作绩效和组织绩效有较好的预测作用。目前国内关于企业员工敬业度的研究比较充分,对于公务员敬业度的研究却较少。本研究在深入分析现有研究成果的基础上,从本土化环境出发,针对公务员队伍特点,开发出敬业度量表、组织公平感量表、自我管理量表。敬业度量表有认同组织、工作投入、额外付出三个维度,每个维度有3个题项。组织公平感量表有分配公平、程序公平、互动公平三个维度,每个维度有3个题项。自我管理量表有自我认知、自我规划、自我提升、自我激励四个维度,共15个题项。通过网络,本研究最终收集到216份有效数据,并采用SPSS 22.0软件对数据进行了信度与效度分析、描述性统计分析、独立样本T检验、单因素方差分析、Pearson相关分析、回归分析和中介作用检验。得到的主要结论有:1)我国基层公务员的敬业度处于中等偏上水平,组织公平感较差,自我管理的水平较高;2)性别、年龄、受教育程度、行政级别、工龄对敬业度、组织公平感、自我管理的某些维度有显著影响;3)组织公平感与敬业度中度正相关;4)自我管理与敬业度中度正相关;5)组织公平感与自我管理弱正相关;6)自我管理在组织公平感与敬业度之间起到部分中介作用。结合研究结论,本文提出构建公平的组织环境、提升领导干部的管理理念、加强对基层公务员的培养、提高基层公务员的自我管理水平等四条对策建议。
[Abstract]:As the concrete executors of the public power of the government, the civil servants often face the complicated decision-making environment and are endowed with the "administrative discretion", so it is difficult to make a scientific evaluation of the performance of the civil servants since the 1990s. Western researchers have opened up a new perspective of "engagement", and through a large number of empirical studies, it has been proved that engagement can be a good predictor of employees' work attitude, job performance and organizational performance. At present, the domestic research on employee engagement is more adequate, but the research on civil servant engagement is less. On the basis of in-depth analysis of the existing research results and from the localization environment, according to the characteristics of the civil service, the paper develops a measurement table of engagement, a sense of organizational fairness scale, and a self-management scale. There are three dimensions of engagement measurement: identification organization, work commitment and extra cost. Each dimension has three item items. There are three dimensions of organizational justice: distributive fairness, procedural fairness and interactive fairness. Each dimension has three items. There are four dimensions of self-cognition, self-planning, self-promotion and self-motivation. Through the network, 216 valid data were collected, and the reliability and validity of the data were analyzed by SPSS 22.0 software, descriptive statistical analysis, independent sample T test, single factor variance analysis and Pearson correlation analysis. Regression analysis and intermediary test. The main conclusions are as follows: (1) the engagement of grass-roots civil servants in our country is at the middle and upper level, the sense of organizational fairness is poor, and the level of self-management is relatively high. 2) gender, age, education level, administrative level, length of service to engagement, organizational fairness, etc. Some dimensions of self-management have significant impact on organizational justice. 3) moderate positive correlation between organizational justice and engagement. 4) moderate positive correlation between self-management and engagement. 5) weak positive correlation between organizational justice and self-management. Engagement plays a part of the intermediary role. Combined with the conclusion of the research, this paper puts forward four countermeasures and suggestions, such as constructing a fair organizational environment, promoting the management concept of leading cadres, strengthening the training of grass-roots civil servants, and improving the self-management level of grass-roots civil servants.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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