双因素理论视角下省级机关公务员的激励问题研究

发布时间：2018-06-30 04:46

本文选题：双因素理论 + 省级机关　；参考：《南京师范大学》2015年硕士论文

【摘要】：激励是管理活动中非常重要的组成部分。激励对于不同职业类型甚至同一职业类型中的不同群体,都存在差异性,而公务员领域的激励尤其具有其特殊性。本文以双因素理论为主,辅以相关激励理论作为理论基础,以省级机关公务员作为研究对象。通过对双因素理论作为指导,结合国内外对公务员激励的研究现状,以江苏省省级机关为例,选取部分省级机关公务员为调查对象开展访谈与问卷调查。由于不同个体公务员的激励需求存在差异,保健与激励因素并非绝对割裂,在一定条件下会互相转化。笔者在调查对象的选择上,注意在性别、年龄、职级、学历等要素上进行有效区分。结合双因素理论中,对于内在激励因素与外在保健因素的划分,设计出影响公务员激励的若干因素作为选项,对公务员对各因素的满意度情况进行调查与分析。在对问卷数据及结果进行有效分析基础上,尝试推导出省级机关公务员激励机制的现实及问题。激励因素在不同个体之间存在较大差异,且普遍满意度较低；保健因素中除薪酬之外,则一定程度存在过度化和不规范化的问题。从结果看,重要问题包括成就感较低、晋升空间有限、教育培训不到位、绩效评估考核不规范、薪酬结构不合理等。笔者从双因素理论的角度对存在问题进行分析,在上述结论的基础上从激励与保健因素两个角度,得出完善省级机关公务员激励机制的对策与措施：一方面抓住核心的激励因素,以提升公务员成就意识为宗旨,针对职业规划、晋升制度、责任感培养等方面提出具体措施；另一方面有选择性针对绩效考核制度、权力监督、工作环境、公务员薪酬等保健因素提出具体建议。
[Abstract]:Motivation is a very important part of management activities. There are differences in motivation for different occupational types or even different groups in the same occupational type, especially in the field of civil servants. This paper is mainly based on the theory of two factors, supplemented by the theory of relevant incentives, and takes the civil servants of provincial authorities as the object of study. Based on the theory of double factors and the current situation of the research on the motivation of civil servants at home and abroad, this paper takes the provincial organs of Jiangsu Province as an example, and selects some provincial civil servants as the objects of investigation to carry out interviews and questionnaires. Because of the difference of individual civil servants' incentive demand, health care and incentive factors are not absolutely separated, and they will transform each other under certain conditions. The author makes an effective distinction between gender, age, rank, educational background and so on. In combination with the theory of two factors, the internal incentive factors and the external health care factors are divided, and some factors affecting the incentive of civil servants are designed as the options to investigate and analyze the satisfaction degree of the civil servants to the various factors. Based on the effective analysis of the data and results of the questionnaire, this paper tries to deduce the reality and problems of the incentive mechanism for civil servants in provincial organs. The incentive factors are different among different individuals, and the general satisfaction degree is low, and in the health care factors, in addition to the salary, there are some problems of excessive and non-standardization in the health care factors. From the results, the important problems include low sense of achievement, limited space for promotion, inadequate education and training, non-standard performance appraisal, unreasonable salary structure and so on. The author analyzes the existing problems from the angle of two-factor theory, and on the basis of the above conclusion, from the two angles of motivation and health care, The countermeasures and measures to improve the incentive mechanism of civil servants in provincial organs are as follows: on the one hand, the core incentive factors should be grasped, the purpose of improving the civil servants' achievement consciousness should be taken as the purpose, and the specific measures should be put forward in such aspects as career planning, promotion system and responsibility training. On the other hand, some specific suggestions are put forward for health factors, such as performance appraisal system, power supervision, work environment, civil servant pay and so on.
【学位授予单位】：南京师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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