A地区公务员离职意愿及其相关因素的实证研究
发布时间：2018-08-31 15:23
【摘要】：十八大以来出台的“八项规定”、中央和地方的几轮巡视,催生了公务员新焦虑症,一些人产生了离职意愿,一些人开始考虑放弃“铁饭碗”。公务员离职潮真的到来了吗?是个别现象引发关注,还是公务员这一职业正在悄然发生变化?这都让我们不容忽视,这要求我们认真分析公务员离职的原因及规律,并在此基础上强化政府指引下的公务员职业生涯管理,改革滞后的体制,减少公务员离职所带来的安全隐患。本文以A地区公务员为例,综合运用实地调查、访谈等多种方法,分析A地区公务员产生离职意愿现状,探讨A地区公务员产生离职意愿的原因,并提出解决问题的对策措施。全文共分为六章,第一章提出了本文研究的背景和意义、概念和理论；第二章进行文献综述的整理；第三章进行研究设计；第四章进行实证分析；第五章进行结果的讨论；第六章提出相关的建议。研究发现,A地区公务员产生离职意愿的原因有以下几点：主要是报酬太低,工作条件不尽如人意；其次是照顾家庭、事业前景与其他个因。加班时间、技能发挥、预见性、角色清晰度、工作意义、认可度、领导方式、信任度、工作反馈、社区感、工作家庭冲突、健康状况、压力、工作场所暴力对公务员离职意愿有显著的正向影响；工作节奏、情感需求、疲溃感、就业不安全感、组织承诺、工作满意度与离职意愿呈显著负相关。研究的价值在于解决问题,作者认为管理者应该适当的减少加班,减少员工的工作负荷,适当的增强工作节奏、满足员工的情感需求、减少一些不必要的技能发挥,应该创造一个和谐、积极向上的工作环境,努力做到公平公正的分配任务,得到下属的认同和信任,减少工作场所暴力的发生,从而有效地保证A地区未来发展对人才的需要,最终提高人力资源管理和使用的力度和效率,吸引和留住优秀的公务员,实现个人与组织的共同发展,这也是本文研究的宗旨。
[Abstract]:The "eight regulations" issued since the 18th National Congress, and several rounds of inspections by the central and local governments, have given rise to new anxiety among civil servants, some people have developed a desire to leave their jobs, and some have begun to consider giving up their "iron rice bowls." Is the tide of civil servants leaving office really here? Is it an individual phenomenon that causes concern, or is the profession of civil servants quietly changing? All these allow us to ignore them. This requires us to seriously analyze the causes and laws of civil servants leaving their posts, and on this basis, to strengthen the career management of civil servants under the guidance of the government and to reform the lagging system. Reduce the security risks caused by the departure of civil servants. Taking the civil servants in area A as an example, this paper analyzes the present situation of civil servants' intention to leave in A area by means of field investigation, interviews and other methods, probes into the causes of civil servants' intention to leave in A area, and puts forward some countermeasures to solve the problems. The paper is divided into six chapters. The first chapter puts forward the background and significance of this study, the concept and theory; the second chapter carries on the literature review arrangement; the third chapter carries on the research design; the fourth chapter carries on the empirical analysis; the fifth chapter carries on the result discussion; The sixth chapter puts forward the related suggestions. The study found that there are several reasons for civil servants' willingness to leave their jobs: pay is too low, working conditions are not satisfactory, the second is to take care of families, career prospects and other reasons. Overtime, skill play, predictability, role clarity, job meaning, recognition, leadership, trust, job feedback, sense of community, work-family conflict, health status, stress, Workplace violence had a significant positive impact on the turnover intention of civil servants, while work rhythm, emotional needs, burnout, job insecurity, organizational commitment and job satisfaction were negatively correlated with turnover intention. The value of the study is to solve the problem, the author believes that managers should reduce overtime, reduce the workload of employees, properly enhance the pace of work, meet the emotional needs of employees, and reduce some unnecessary skills. We should create a harmonious and positive working environment, strive to achieve a fair and equitable distribution of tasks, gain the recognition and trust of subordinates, and reduce the incidence of workplace violence, thus effectively ensuring the future development of the A area for talent needs. Finally improve the strength and efficiency of human resource management and use attract and retain excellent civil servants and achieve the common development of individuals and organizations which is also the purpose of this paper.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
本文编号：2215396
[Abstract]:The "eight regulations" issued since the 18th National Congress, and several rounds of inspections by the central and local governments, have given rise to new anxiety among civil servants, some people have developed a desire to leave their jobs, and some have begun to consider giving up their "iron rice bowls." Is the tide of civil servants leaving office really here? Is it an individual phenomenon that causes concern, or is the profession of civil servants quietly changing? All these allow us to ignore them. This requires us to seriously analyze the causes and laws of civil servants leaving their posts, and on this basis, to strengthen the career management of civil servants under the guidance of the government and to reform the lagging system. Reduce the security risks caused by the departure of civil servants. Taking the civil servants in area A as an example, this paper analyzes the present situation of civil servants' intention to leave in A area by means of field investigation, interviews and other methods, probes into the causes of civil servants' intention to leave in A area, and puts forward some countermeasures to solve the problems. The paper is divided into six chapters. The first chapter puts forward the background and significance of this study, the concept and theory; the second chapter carries on the literature review arrangement; the third chapter carries on the research design; the fourth chapter carries on the empirical analysis; the fifth chapter carries on the result discussion; The sixth chapter puts forward the related suggestions. The study found that there are several reasons for civil servants' willingness to leave their jobs: pay is too low, working conditions are not satisfactory, the second is to take care of families, career prospects and other reasons. Overtime, skill play, predictability, role clarity, job meaning, recognition, leadership, trust, job feedback, sense of community, work-family conflict, health status, stress, Workplace violence had a significant positive impact on the turnover intention of civil servants, while work rhythm, emotional needs, burnout, job insecurity, organizational commitment and job satisfaction were negatively correlated with turnover intention. The value of the study is to solve the problem, the author believes that managers should reduce overtime, reduce the workload of employees, properly enhance the pace of work, meet the emotional needs of employees, and reduce some unnecessary skills. We should create a harmonious and positive working environment, strive to achieve a fair and equitable distribution of tasks, gain the recognition and trust of subordinates, and reduce the incidence of workplace violence, thus effectively ensuring the future development of the A area for talent needs. Finally improve the strength and efficiency of human resource management and use attract and retain excellent civil servants and achieve the common development of individuals and organizations which is also the purpose of this paper.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
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