威海市综合管理类年轻公务员激励问题分析与改进研究

发布时间：2018-05-02 11:48

本文选题：年轻公务员 + 激励　；参考：《哈尔滨工业大学》2013年硕士论文

【摘要】：近年来，随着公务员考试录用制度的深入开展，越来越多的年轻人通过考试的形式补充到公务员队伍中，这些年轻公务员因自身鲜明的时代特征和群体特征而具有知识型员工的典型特点，并且因其处于职业生涯初期又面临着这样那样的问题，传统的的激励原则、方法已经不能有效地激励年轻公务员。但是，公共管理研究领域对于在确保对其他公务员群体公平、公正、合理地进行激励这一大前提下，如何激励年轻公务员至今没有进行有全面、系统、有针对性的分析。基于此，本文选取综合管理类这一类别的公务员，从公共管理的视角，结合知识型员工激励等理论，对年轻公务员的激励问题和改进进行了专题研究。本文首先分析了综合管理类年轻公务员的特殊性，并将威海市综合管理类年轻公务员激励的问题和改进措施作为研究对象，然后在梳理了国内外研究现状的基础上，提出综合管理类年轻公务员属于知识型员工这一命题，并将职业发展规划、组织情境、职业道德三方面的因素纳入综合管理类年轻公务员激励框架。通过采用调查问卷的方式对综合管理类年轻公务员和人事管理者分别进行了调查，分析总结出了威海市综合管理类年轻公务员激励现状、存在的问题，研究结果显示，目前威海市对综合管理类年轻公务员关心和重视程度不够，对其激励特殊性的认识不足，并且在对其进行激励时缺乏针对性，，最终导致薪酬激励、精神激励、负激励、职业道德激励等方面的激励效度较差。研究结果显示，激励理念陈旧、管理方式落后、激励方式过于简单、职业发展规划体系缺失、缺乏系统化的组织情境体系建设、职业道德建设乏力等因素是导致威海市目前对综合管理类年轻公务员激励不足的主要原因。本文根据调查，提出了威海市综合管理类年轻公务员激励五点建议，并在此基础上阐述了威海市综合管理类年轻公务员激励改进的目标、原则和改进措施。
[Abstract]:In recent years, with the in-depth development of the civil service examination and recruitment system, more and more young people have been added to the civil service through the form of examinations. These young civil servants have the typical characteristics of knowledge workers because of their own distinctive characteristics of the times and groups, and because they are in the early stages of their careers, they are faced with problems of one kind or another. The method can no longer effectively motivate young civil servants. However, under the premise of ensuring fair, fair and reasonable incentives to other civil servants, the research field of public administration has not carried out a comprehensive, systematic and targeted analysis of how to motivate young civil servants so far. Based on this, this paper selects the comprehensive management category of civil servants, from the perspective of public management, combined with the theory of knowledge staff motivation, the incentive problem and improvement of young civil servants are studied. This paper first analyzes the particularity of the young civil servants of comprehensive management, and takes the incentive problems and improvement measures of the young civil servants of Weihai City as the research object, and then combs the current research situation at home and abroad. This paper puts forward the proposition that young civil servants of comprehensive management belong to knowledge workers, and puts the three factors of career development planning, organizational situation and professional ethics into the incentive framework of young civil servants of comprehensive management. Through the investigation of young civil servants and personnel managers of integrated management by questionnaire, the paper analyzes and summarizes the current situation of incentive of young civil servants of comprehensive management in Weihai City, the existing problems, and the results of the research show that, At present, Weihai has not paid enough attention and attention to the young civil servants of comprehensive management, and has insufficient understanding of the particularity of its incentive, and it lacks pertinence when it is encouraged, which ultimately leads to salary incentive, spiritual incentive and negative incentive. The incentive validity of professional ethics incentive is poor. The results show that the motivation concept is old, the management style is backward, the incentive way is too simple, the career development planning system is missing, and the systematic organization situation system construction is lacking. The lack of professional ethics is the main reason for the lack of incentive to the young civil servants of comprehensive management in Weihai City. Based on the investigation, this paper puts forward five suggestions on the incentive of young civil servants of Weihai City, and on this basis expounds the objectives, principles and improvement measures for the incentive and improvement of young civil servants of Weihai City.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D630.3

【参考文献】