村干部人情网络对其工作绩效的影响研究

发布时间：2018-09-07 12:42

【摘要】：我国是一个农业大国，农业、农村和农民这三大问题，一直是我国建设和发展的首要问题。到目前为止，村民自治确实取得了一些令人宽慰的成果，而其中对于村民自治的效果扮演重要角色的就是村干部。在广大农村地区，村干部是党的路线、方针、政策的贯彻者和实施者，是社会主义新农村建设的带头人和领跑者，其工作优劣对于整个农村社会经济的发展起着至关重要的作用，村干部的工作绩效直接反映了新农村建设的具体成效。中国是一个有着五千年悠久历史的文明古国，“礼尚往来”是中华民族不可磨灭的传统习俗。人情交换、礼物馈赠是人类社会中重要的社会交往和社会交换的方式。在现代社会，人情已然成为联结私人性的生活和公共性的工作的纽带，是化公为私机制中的核心要素，也即村干部在运用感情来做工作，一方面是调动感情，另一方面是积累感情。从理论上说，工作是公的，人情是私的，两者应该径渭分明，而现实却并不如此。私的人情交往处理好了，公的工作也就容易做了。考察村干部的人情网络对村干部工作绩效的影响是本文的一个创新点。本文通过回顾大量的文献，借鉴员工绩效的相关理论、结构测量以及人情网络相关理论，结合现代背景，根据研究目的和研究意义，提出了本文的研究假设：村干部的人情网络与其工作绩效呈正相关关系；且村干部的人情网络是通过影响村干部自身的性格、工作态度，来影响其工作绩效的。本文借鉴Van Scotter和Motowidlo(1996)编制的三维度的员工绩效测量量表，并根据本文具体的研究对象对各个题项作出了修订，最终制成了包括18个测量题目的村干部工作绩效测量量表，其中包括任务绩效和周边绩效两大类，其中将周边绩效又分为人际促进和工作贡献两个子维度。对于村干部人情网络的测量，本文选取目前学界对于村干部人情网络、社交网络所广泛应用的测量标准，即“村干部过年至家中拜年的村民人数”这一题项。本文以浙江省杭州市、衢州市、绍兴市与山东省烟台市、泰安市、莱芜市六市共18个乡镇为调研对象，，共收集有效问卷226份，符合有效样本量的要求。利用OLS估计得出其相关性，再利用基于R2的夏普利值分解得出人情网络在影响村干部工作绩效的诸多因素中的贡献排名。村干部人情网络影响其工作绩效是多途径多渠道的。本文主要从人情网络影响村干部的性格、工作态度两个渠道进行检验。运用OLS估计方法，引入了两个交叉项，分别是村干部人情网络与性格交互项、村干部人情网络与工作态度交互项，从而检验村干部人情网络影响工作绩效的途径。实证研究结果表明，村干部的人情网络与其工作绩效有显著的正相关关系，并且得出村干部人情网络影响工作绩效的途径：性格、工作态度。最后，本文分析了研究的意义，并在此基础上提出了参考性建议，并指出本文的局限性。
[Abstract]:China is a large agricultural country, agriculture, rural areas and farmers these three major issues, has been the construction and development of China's primary issues. So far, villagers'autonomy has indeed made some comfortable results, and the effect of villagers' autonomy plays an important role in the village cadres. In the vast rural areas, village cadres are the way of the Party. Lines, principles, policy implementers and implementers are the leaders and leaders in the construction of a new socialist countryside. The quality of their work plays a vital role in the development of the whole rural social economy. The performance of village cadres directly reflects the concrete results of the construction of a new countryside. In ancient Ming Dynasty, courtesy was an indelible traditional custom of the Chinese nation. Exchange of human feelings and gifts were important ways of social exchanges and exchanges in human society.
In modern society, human relations have become a link between private life and public work, a key element in the mechanism of turning public into private, that is, village cadres use emotion to do their work. On the one hand, they mobilize emotion, on the other hand, they accumulate emotion. However, this is not the case in reality. If the private human relations are handled properly, the public work will be easy to do.
By reviewing a large number of literatures, referring to the relevant theories of employee performance, structural measurement and human relationship network theory, combined with modern background, according to the purpose and significance of the study, this paper puts forward the hypothesis of this study: the human relationship network of village cadres is positively related to their work performance; and the human relationship network of village cadres is through shadow The characteristics and attitude of the village cadres affect their performance.
This paper draws lessons from the three-dimensional employee performance measurement scale developed by Van Scotter and Motowilo (1996) and revises each item according to the specific object of study in this paper. Finally, a village cadre performance measurement scale including 18 measurement topics is developed, which includes task performance and peripheral performance, in which peripheral performance is included. For the measurement of village cadres'human relationship network, this paper chooses the widely used measurement criteria of village cadres' human relationship network and social network, that is, "the number of villagers from village cadres'New Year celebration to their families".
This paper takes 18 townships of Hangzhou, Quzhou, Shaoxing, Yantai, Tai'an and Laiwu as the research objects, and collects 226 valid questionnaires, which meet the requirements of valid sample size. This paper mainly examines the influence of human relationship network on the character and work attitude of village cadres. Using OLS estimation method, two cross-terms are introduced, which are the interpersonal network and personality interaction of village cadres, and village cadres. The interpersonal network of the Ministry and the work attitude are used to examine the ways in which the interpersonal network of village cadres affects work performance.
Empirical results show that there is a significant positive correlation between the village cadres'personal network and their work performance, and draw the way that the village cadres' personal network affects work performance: personality, work attitude.
Finally, this paper analyzes the significance of the study, and on this basis puts forward some suggestions for reference, and points out the limitations of this paper.
【学位授予单位】：浙江财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D422.6;D630.3

【参考文献】