激励-贡献导向下心理契约差异对公务员离职倾向的影响——基于公共服务动机和变革态度的综合分析
发布时间：2019-07-29 20:02
【摘要】：依据"八项规定"、"六项禁令"、职务职级并行等变革举措给公务员职责要求、薪酬晋升等带来重要变化的现状,本研究从不同工作要求-资源类型的公务员心理契约差异来分析变革后他们在变革态度、离职倾向方面的差异。基于贡献-激励理论,本研究设计抽样框对不同省份不同单位的公务员进行半结构化访谈及问卷调查,研究结果表明,当公务员处于工作要求低于工作资源时,激励导向的心理契约令他们更支持变革、积极工作;反之,贡献导向契约关系令他们抵制变革、倾向离职。本研究从贡献-激励视角拓展了变革背景下公务员离职倾向、心理契约的相关研究,从内、外动机存在"挤出效应"拓展了自我决定理论的相关研究,剖析了变革背景下公务员抵制变革、离职的动机,为相关部门交叉运用发展性和物质性激励、识别并激发公务员公共服务动机、知人善任等变革管理提供了有价值的启示。
[Abstract]:According to the "eight regulations", "six bans", parallel job grades and other reform measures to bring important changes to the responsibility requirements of civil servants, salary promotion and so on, this study analyzes the differences in change attitude and turnover intention of civil servants from the psychological contract differences of different job requirements-resource types. Based on the contribution-incentive theory, this study designed a sample frame to conduct semi-structured interviews and questionnaires among civil servants in different provinces and different units. The results show that when civil servants are in lower work requirements than their work resources, the incentive-oriented psychological contract makes them more supportive of change and positive work; on the contrary, the contribution-oriented contractual relationship makes them resist change and tend to leave. From the perspective of contribution and incentive, this study expands the related research of civil servants' turnover intention and psychological contract under the background of change, expands the relevant research of self-determination theory from the existence of "crowding out effect" of internal and external motivation, analyzes the motivation of civil servants to resist change and leave under the background of change, makes cross-use of developmental and material incentives for relevant departments, and identifies and stimulates the motivation of civil servants' public service. Change management such as knowing people and doing well provides valuable enlightenment.
【作者单位】： 上海交通大学国际与公共事务学院;西南大学政治与公共管理学院;
【基金】：国家自然科学基金项目(71002035)国家自然科学基金项目(71673185)
【分类号】：D630.3
[Abstract]:According to the "eight regulations", "six bans", parallel job grades and other reform measures to bring important changes to the responsibility requirements of civil servants, salary promotion and so on, this study analyzes the differences in change attitude and turnover intention of civil servants from the psychological contract differences of different job requirements-resource types. Based on the contribution-incentive theory, this study designed a sample frame to conduct semi-structured interviews and questionnaires among civil servants in different provinces and different units. The results show that when civil servants are in lower work requirements than their work resources, the incentive-oriented psychological contract makes them more supportive of change and positive work; on the contrary, the contribution-oriented contractual relationship makes them resist change and tend to leave. From the perspective of contribution and incentive, this study expands the related research of civil servants' turnover intention and psychological contract under the background of change, expands the relevant research of self-determination theory from the existence of "crowding out effect" of internal and external motivation, analyzes the motivation of civil servants to resist change and leave under the background of change, makes cross-use of developmental and material incentives for relevant departments, and identifies and stimulates the motivation of civil servants' public service. Change management such as knowing people and doing well provides valuable enlightenment.
【作者单位】： 上海交通大学国际与公共事务学院;西南大学政治与公共管理学院;
【基金】：国家自然科学基金项目(71002035)国家自然科学基金项目(71673185)
【分类号】：D630.3
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