中国公务员身份退出的困境与应对机制研究
发布时间：2018-07-31 14:59
【摘要】：我国公务员制度已经建立了完善的入口管理机制,公务员退出机制虽然也得以建立但并不顺畅。公务员制度建立以后,我国出台了一系列关于公务员退出的政策,并尝试多种退出方式,力求推动公务员队伍代谢机制正常化,提高公共部门活力与效率。但是目前的公务员队伍仍然因为稳定性强而流动性差的问题饱受舆论诟病。即使《中华人民共和国公务员法》中明确了开除、辞职、辞退等退出方式,但在实践中常常少使用或不使用,退休仍然是公务员退出的主要形式。公务员职业稳定性没有被打破,公务员队伍仍然处在旱涝保收的“铁饭碗”体制中。建立健全公务员退出机制,有利于优化公务员队伍人力资源配置效率,并通过“威胁——激励”方式,激发公务员队伍的创造性与活力,提升公共服务质量和效率。论文共分为六个部分。第一部分为绪论,简要说明了选题背景、选题意义、研究思路与研究内容等,并界定了研究的相关概念,对国内外研究成果进行了文献回顾,提出了论文的理论基础。第二部分是在回溯我国公务员退出机制建立和发展历程的基础上,分析了公务员退出机制的现实困境,一方面存在退出困难的问题,即主动退出难、被动退出难、鼓励退出失效;另一方面存在困扰退出的伴生性问题,包括退出后行为监管虚化、人才逆淘汰、舆论情绪化的困境。第三部分是在前述对退出困境的认识基础上,从观念机制、制度机制、现实机制三个方面分析了公务员退出困境的形成机制。第四部分为则是借鉴了西方国家公务员退出中的有益经验,包括任用上的聘任制、公务员退出方式、退出的保障机制及对于公务员退出后行为的监管。第五部分则是依据前述分析的基础上,提出的应对公务员退出困境的路径,包括在任用机制上实行更具弹性的聘任机制,在保障机制上将公务员纳入社会保险机制并建立再就业机制,严格考核机制与监督机制,并通过观念引导建立正确的权力观与职业观。最后一个部分则对全文进行了总结,并展望了下一步的研究方向。
[Abstract]:China's civil service system has established a perfect import management mechanism, although the civil servant withdrawal mechanism has been established, but not smooth. Since the establishment of the civil service system, China has issued a series of policies on the withdrawal of civil servants, and tried various ways to promote the normalization of the metabolic mechanism of the civil servants and to improve the vitality and efficiency of the public sector. But the current civil service is still because of strong stability and poor mobility has been criticized by the public opinion. Even though the "Civil servant Law of the people's Republic of China" clearly states the means of withdrawal, such as dismissal, resignation, dismissal and so on, it is often used less or not in practice, and retirement is still the main form of withdrawal of civil servants. Civil servants' occupational stability has not been broken, the civil service is still in the "iron rice bowl" system. The establishment and improvement of the withdrawal mechanism of civil servants is conducive to optimizing the efficiency of human resources allocation of civil servants, and to stimulate the creativity and vitality of the civil servants through the way of "menacing and encouraging", and to improve the quality and efficiency of public service. The thesis is divided into six parts. The first part is the introduction, which briefly explains the background of the topic, the significance of the topic, the research ideas and research content, and defines the relevant concepts of the study, reviews the domestic and foreign research results, and puts forward the theoretical basis of the paper. The second part is based on the retrospect of the establishment and development of the exit mechanism of civil servants in our country, and analyzes the realistic predicament of the withdrawal mechanism of civil servants. On the one hand, there is the difficulty of exiting, that is, it is difficult to withdraw actively and passively. On the other hand, there are some accompanying problems that haunt withdrawal, including the weakness of behavior supervision after withdrawal, the adverse elimination of talents and the emotional dilemma of public opinion. The third part analyzes the formation mechanism of the exit dilemma of civil servants from three aspects: the concept mechanism, the system mechanism and the realistic mechanism. The fourth part is to draw lessons from the beneficial experience of the western countries in the withdrawal of civil servants, including the appointment system, the mode of exit of civil servants, the security mechanism of withdrawal and the supervision of the behavior of civil servants after withdrawal. The fifth part is based on the above analysis, proposed ways to deal with the plight of civil servants, including the implementation of a more flexible appointment mechanism in the appointment mechanism. In terms of security mechanism, civil servants should be brought into the social insurance mechanism and re-employment mechanism should be established, the examination mechanism and supervision mechanism should be strictly enforced, and the correct view of power and occupation should be established through concept guidance. The last part summarizes the full text and looks forward to the next research direction.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
[Abstract]:China's civil service system has established a perfect import management mechanism, although the civil servant withdrawal mechanism has been established, but not smooth. Since the establishment of the civil service system, China has issued a series of policies on the withdrawal of civil servants, and tried various ways to promote the normalization of the metabolic mechanism of the civil servants and to improve the vitality and efficiency of the public sector. But the current civil service is still because of strong stability and poor mobility has been criticized by the public opinion. Even though the "Civil servant Law of the people's Republic of China" clearly states the means of withdrawal, such as dismissal, resignation, dismissal and so on, it is often used less or not in practice, and retirement is still the main form of withdrawal of civil servants. Civil servants' occupational stability has not been broken, the civil service is still in the "iron rice bowl" system. The establishment and improvement of the withdrawal mechanism of civil servants is conducive to optimizing the efficiency of human resources allocation of civil servants, and to stimulate the creativity and vitality of the civil servants through the way of "menacing and encouraging", and to improve the quality and efficiency of public service. The thesis is divided into six parts. The first part is the introduction, which briefly explains the background of the topic, the significance of the topic, the research ideas and research content, and defines the relevant concepts of the study, reviews the domestic and foreign research results, and puts forward the theoretical basis of the paper. The second part is based on the retrospect of the establishment and development of the exit mechanism of civil servants in our country, and analyzes the realistic predicament of the withdrawal mechanism of civil servants. On the one hand, there is the difficulty of exiting, that is, it is difficult to withdraw actively and passively. On the other hand, there are some accompanying problems that haunt withdrawal, including the weakness of behavior supervision after withdrawal, the adverse elimination of talents and the emotional dilemma of public opinion. The third part analyzes the formation mechanism of the exit dilemma of civil servants from three aspects: the concept mechanism, the system mechanism and the realistic mechanism. The fourth part is to draw lessons from the beneficial experience of the western countries in the withdrawal of civil servants, including the appointment system, the mode of exit of civil servants, the security mechanism of withdrawal and the supervision of the behavior of civil servants after withdrawal. The fifth part is based on the above analysis, proposed ways to deal with the plight of civil servants, including the implementation of a more flexible appointment mechanism in the appointment mechanism. In terms of security mechanism, civil servants should be brought into the social insurance mechanism and re-employment mechanism should be established, the examination mechanism and supervision mechanism should be strictly enforced, and the correct view of power and occupation should be established through concept guidance. The last part summarizes the full text and looks forward to the next research direction.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
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