绩效考评公平感与地方政府公务员工作满意度的关系研究
发布时间：2018-08-27 13:41
【摘要】：近年来,地方政府公务员工作满意度普遍下降,导致做事散漫、办事推诿、行事怠慢等现象产生。如今,这种现象已对老百姓心目中良好的地方政府形象产生了恶劣的影响,长而久之,终将会成为建立服务型政府的一大阻碍。在地方人员管理整个流程中,绩效考评占据着关节的位置,极有可能会影响地方政府公务员的工作满意度。然而,绩效考评原本是中立的,影响干部职工工作态度及行为的关键是他们对绩效考评的体验与感受,而绩效考评公平感又是其中最常见、最重要的。现今,中国政府正处于高速转型时期,绩效考评不公的现象在地方政府部门普遍存在。那么,是否是因为地方政府的绩效考评不公,所以造成了基层公务员工作满意度下降了?为了探索这一问题的答案,本文将以西部某县地方政府公务员为调研对象,来探讨绩效考评公平感与工作满意度的关系。文章首先阐述了本文的研究意义及方法,再对相关概念进行界定,由于调查对象本身的原因,所以将地方政府公务员的概念限定在了县一级。另外,通过理论综述,总结出现有关于绩效考评公平感、工作满意度的研究成果以及相关基础理论,并以此作为建立文章的研究模型、提出本文研究假设的依据。本文采用问卷调查的方式,针对绩效考评公平感与地方政府公务员的关系情况,在西部某县地方政府公务员之间开展了问卷调查。然后,利用统计软件SPSS和AMOS对收集到的202名地方政府公务员相关信息进行实证分析,其检验结果为本文的研究构思提供实证依据。基于研究理论构建和202名地方政府公务员有效问卷的实证分析,本文的研究结论显示:①绩效考评分配公平感与地方政府公务员工作满意度及其各维度(外在满意度、内在满意度)正相关;②绩效考评程序公平感与地方政府公务员内在满意度正相关;③绩效考评程序公平感与地方政府公务员整体工作满意度及外在满意度之间不存在显著正相关;④绩效考评互动公平感与地方政府公务员整体工作满意度及外在满意度正相关;⑤绩效考评互动公平感与地方政府公务员内在满意度之间不存在显著正相关。
[Abstract]:In recent years, the job satisfaction of local government civil servants has generally declined, resulting in slackness, prevarication and neglect. Nowadays, this phenomenon has had a bad effect on the image of good local government in the eyes of the common people, and it will eventually become a big obstacle to the establishment of service-oriented government for a long time. In the whole process of local personnel management, performance evaluation occupies a joint position, which may affect the job satisfaction of local government civil servants. However, the performance appraisal is originally neutral, the key to affect the work attitude and behavior of cadres and workers is their experience and feeling of performance evaluation, and the sense of fairness is the most common and most important. At present, the Chinese government is in a period of high-speed transition, the phenomenon of unfair performance appraisal exists widely in local government departments. So, is it because of the unfair performance evaluation of local governments, resulting in a decline in job satisfaction of grass-roots civil servants? In order to find out the answer to this question, this paper will study the relationship between the sense of fairness in performance appraisal and job satisfaction by taking the civil servants of local government in a county in the west of China as the research object. This paper first expounds the significance and methods of this study, then defines the related concepts. Because of the reasons of the investigation object itself, the concept of local government civil servants is limited to the county level. In addition, through the theoretical review, the paper summarizes the research results on performance evaluation fairness, job satisfaction and related basic theories, and uses it as the research model to establish the research model of this paper, and puts forward the basis of the research hypotheses in this paper. According to the relationship between the sense of fairness in performance appraisal and the civil servants of local government, this paper carries out a questionnaire survey among local government civil servants in a county in the west of China. Then, the statistical software SPSS and AMOS are used to analyze the relevant information of 202 local government civil servants. The test results provide the empirical basis for the research ideas of this paper. Based on the research theory construction and the empirical analysis of 202 effective questionnaires of local government civil servants, the conclusion of this paper shows that the sense of fairness in the performance appraisal of 1 and the job satisfaction of local government civil servants and their dimensions (external satisfaction). (2) the sense of fairness in the performance appraisal process is positively correlated with the internal satisfaction of local government civil servants; (3) there is no significant positive correlation between the fair sense of performance appraisal procedure and the overall job satisfaction and external satisfaction of local government civil servants. 4 the interactive and fair sense of performance evaluation has positive correlation with the overall job satisfaction and external satisfaction of local government civil servants. 5 there is no significant positive correlation between the sense of interactive fairness and the internal satisfaction of local government civil servants.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
本文编号：2207465
[Abstract]:In recent years, the job satisfaction of local government civil servants has generally declined, resulting in slackness, prevarication and neglect. Nowadays, this phenomenon has had a bad effect on the image of good local government in the eyes of the common people, and it will eventually become a big obstacle to the establishment of service-oriented government for a long time. In the whole process of local personnel management, performance evaluation occupies a joint position, which may affect the job satisfaction of local government civil servants. However, the performance appraisal is originally neutral, the key to affect the work attitude and behavior of cadres and workers is their experience and feeling of performance evaluation, and the sense of fairness is the most common and most important. At present, the Chinese government is in a period of high-speed transition, the phenomenon of unfair performance appraisal exists widely in local government departments. So, is it because of the unfair performance evaluation of local governments, resulting in a decline in job satisfaction of grass-roots civil servants? In order to find out the answer to this question, this paper will study the relationship between the sense of fairness in performance appraisal and job satisfaction by taking the civil servants of local government in a county in the west of China as the research object. This paper first expounds the significance and methods of this study, then defines the related concepts. Because of the reasons of the investigation object itself, the concept of local government civil servants is limited to the county level. In addition, through the theoretical review, the paper summarizes the research results on performance evaluation fairness, job satisfaction and related basic theories, and uses it as the research model to establish the research model of this paper, and puts forward the basis of the research hypotheses in this paper. According to the relationship between the sense of fairness in performance appraisal and the civil servants of local government, this paper carries out a questionnaire survey among local government civil servants in a county in the west of China. Then, the statistical software SPSS and AMOS are used to analyze the relevant information of 202 local government civil servants. The test results provide the empirical basis for the research ideas of this paper. Based on the research theory construction and the empirical analysis of 202 effective questionnaires of local government civil servants, the conclusion of this paper shows that the sense of fairness in the performance appraisal of 1 and the job satisfaction of local government civil servants and their dimensions (external satisfaction). (2) the sense of fairness in the performance appraisal process is positively correlated with the internal satisfaction of local government civil servants; (3) there is no significant positive correlation between the fair sense of performance appraisal procedure and the overall job satisfaction and external satisfaction of local government civil servants. 4 the interactive and fair sense of performance evaluation has positive correlation with the overall job satisfaction and external satisfaction of local government civil servants. 5 there is no significant positive correlation between the sense of interactive fairness and the internal satisfaction of local government civil servants.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
【参考文献】
相关博士学位论文 前1条
1 骆静;知识员工绩效评估公平感及其对工作态度的影响研究[D];华中科技大学;2007年
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