上海市公务员去职意向实证调查研究

发布时间：2018-08-22 14:42

【摘要】：公务员,是行使国家行政权力、执行国家公务的人员,是维持国家机器正常运转的根本力量,重要性不言而喻。近年来,各种网站及媒体对于公务员的离职的情况争相报告,使公务员辞职这一现象成为了社会关注的焦点,也引起了社会普遍关注。尤其是在“十八大”以后,各类法律法规的出台,使公务员这个原本炙手可热的工作,渐渐地失去了它原本闪耀的光泽。越来越多的公务员选择了离开所谓“金饭碗”的工作岗位,去到企业中大展身手。那么,公务员“辞职潮”是否真的会出现?若全国各地出现大量的公务员辞职而形成一股潮流,即所谓的“辞职潮”,那么小则影响一个地方的党政机关工作的正常开展,大则影响一个地区的发展改革稳定。是什么因素影响了公务员对其工作岗位的态度的变化,产生了离开的想法?所以,研究公务员的去职意向,对于维持公务员队伍的稳定性是十分重要。目前,国内的研究大多都停留在对公务员辞职管理法规和辞职现象的分析,一些文献对于讨论的公务员辞职涵盖辞去公职和辞去领导职务的情况有所分析,但对于上海市公务员去职意向的调查研究十分罕见,一些发表文献由于时间和资金的限制,缺少问卷调查等实证数据的支撑。本文是要通过对国内外研究文献的梳理,同时,在对上海市公务员的去职意向的调查、数据分析及研究,来弥补这一不足。本选题研究基于Price-Mueller模型,在学习了该模型之后进行展开,并结合特质因素理论和激励理论由上海市公务员的工作、日常生活、心理状态等多个维度来设计调查问卷,并选取了上海市各区各公共部门的数百名公务员作为问卷调查对象,采用网络调研的方法,在获得调查数据后,以公务员的去职意向为因变量,以工作满意度、晋升机会、工作压力、心理状态及薪酬等因素作为自变量提出研究假设,通过一系列的研究分析和验证,确认了研究数据的真实有效性,从而确定了假设的结果。最后本文针对研究假设提出了一些相关的改进对策于建议。建议公务员应当从自身出发,分析并规划自己的职业,完善自己在工作岗位上的工作能力,不能只向钱看。而对于政府部门而言,首先,管理部门应当重视如何去改进和完善上海市各公共部门的晋升机制。第二,用人单位应当重视公务员的工作压力。第三,各部门的管理层要重视如何使公务员的保持良好的心态。第四,要完善公务员的薪酬制度,使公务员的薪资可以与企业的员工有竞争力。
[Abstract]:The civil servant is the person who exercises the state administrative power and carries out the state official duties, and is the fundamental force to maintain the normal operation of the state machine, the importance of which is self-evident. In recent years, all kinds of websites and media report on the situation of civil servant leaving, which makes the phenomenon of civil servant resignation become the focus of social attention, but also aroused the general concern of the society. Especially after the 18th National Congress, the introduction of various laws and regulations, so that civil servants, this originally hot job, gradually lost its original shining luster. More and more civil servants have chosen to leave the so-called "golden rice bowl" to go to the enterprise. So, will there really be a "wave of resignation" among civil servants? If a large number of civil servants resign in all parts of the country to form a trend, that is, the so-called "resignation tide," then the small will affect the normal development of the work of the party and government organs in a place, and the development, reform and stability of a region. What factors affect the change in the attitude of civil servants to their jobs, resulting in the idea of leaving? Therefore, it is very important to study the intention of leaving the civil service to maintain the stability of the civil service. At present, most of the domestic studies have focused on the analysis of civil servants' resignation management laws and regulations and the phenomenon of resignation. Some documents have analyzed the situation of civil servants' resignation from public office and leading positions, which are covered by the discussion of the resignation of civil servants. However, it is rare to investigate the intention of civil servants in Shanghai, and some published documents are lack of empirical data such as questionnaire survey because of time and fund constraints. This article is to make up for this deficiency by combing the domestic and foreign research literature, at the same time, in the investigation, data analysis and research of Shanghai civil servants' intention to leave. This research is based on Price-Mueller model, after studying the model, the questionnaire is designed by combining the theory of trait factors and incentive theory from the work, daily life, psychological state of civil servants in Shanghai. In addition, hundreds of civil servants from various public departments in various districts of Shanghai were selected as the subjects of the questionnaire. After obtaining the survey data and taking the intention of civil servants to leave as dependent variables, the paper took job satisfaction and promotion opportunities as the dependent variables, using the method of network investigation. As independent variables, work stress, mental state and salary are considered as independent variables. Through a series of analysis and verification, the validity of the research data is confirmed, and the results of the hypotheses are determined. Finally, this paper puts forward some relevant improvement countermeasures and suggestions for the research hypothesis. It is suggested that civil servants should start from their own, analyze and plan their own profession, improve their working ability on the job, and not only look at the money. For the government, first of all, the management should pay attention to how to improve and improve the promotion mechanism of Shanghai public sector. Second, the unit of choose and employ persons should attach importance to the work pressure of civil servants. Third, the management of various departments should attach importance to how to maintain a good attitude of civil servants. Fourth, to improve the civil service pay system so that civil servants can be competitive with the employees of enterprises.
【学位授予单位】：云南财经大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D630.3

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