基于激励理论的基层公务员职务职级并行制度研究
发布时间：2018-09-18 10:02
【摘要】：近年来,公务员离职问题频繁发生,屡屡出现在大众的视野之内,日益成为社会的焦点问题,引起人们的普遍关注。有林林总总的因素造成公务员的离任,例如福利报酬、上班境遇、成长远景、进修遇会、潜力挖掘等等,这样的情况,在一定程度上降低了公共服务部门的工作效率,在很大程度上限制了基层公务员队伍的良好运行、建立和发挥,所以,为了提高公共服务部门的效率,我们务必采取强有力的对策予以应对,用来调动基层公务员工作的积极性和主观能动性。当然,其中的办法多种多样,职务激励就是一种能够有效激发公务员工作热情,提高公共部门工作效率的办法。2015年初,中央办公厅、国务院办公厅一起颁布了《关于县以下机关建立公务员职务与职级并行制度的意见》,正式明确了施行此项体制。创建县以下单位基层公务员职务与职级并行体制,是我国全面深化改革的主要课题,是应对公务员成熟成长的规律及客观要求,亦是公务员管理体制变革、强化基层公务员整体建设的重要办法。假设对公务员职务与职级并行体系进行改革,就应改变单纯的以职务晋升为主的“单轨体系”,加强职级的激励作用,将以职务激励为主变为职务与职级激励二者并行。这有助于强化基层公务员队伍建设,有助于拓宽基层公务员发展前景,有助于完备基层公务员工资制度,有助于推进公务员职业化。本文以公务员职务和职级的并行体系为研究对象,第一部分主要阐述了职务激励的重要性及必要性,还有职务激励的国内外研究状况,及课题研究的理论价值和实践价值,使得读者能够对本论文的探讨有概念上的认识;在本文的第二部分,笔者主要研究了职务激励的理论基础,它涉及到公务员的基本概念,同时介绍了激励理论的两种类型,包括内容型和过程型;本文第三部分主要深入研究了我国公务员职级制度和公务员职务制度的历史沿革,分阶段阐述了职务与职级发挥的不同作用;在本文的第四部分,笔者分析了职务并行制度的成就以及一些问题;本文第五部分对完备我国公务员职务职级并行体系提出了几点建议,包括加大政府财政预算等。本文以期经过对建立职务与职级并行体制的探讨来深入改变公务员福利报酬体制,减缓千军万马“挤独木桥”的冲突,以使得“当领导”不再是绝无仅有的利益导向,解决基层干部长期低水平的问题,切实提高公务员的积极性和主动性,抬升基层公务员的工作水平,从而抬升公共部门的工作效率。
[Abstract]:In recent years, the issue of civil servant turnover frequently occurs in the public vision, increasingly become the focus of the society, causing widespread concern. There are a variety of factors leading to the departure of civil servants, such as welfare pay, working conditions, prospects for growth, learning and meeting, tapping potential, and so on. To a certain extent, this situation has reduced the work efficiency of public service departments. In order to improve the efficiency of the public service sector, we must take strong countermeasures to deal with it, which to a large extent limits the good operation, establishment and development of the grass-roots civil service. It is used to mobilize the initiative and initiative of the basic civil servants. Of course, there are a variety of ways. Job motivation is a way to effectively stimulate the enthusiasm of civil servants and improve the efficiency of public sector work. In early 2015, the General Office of the Central people's Government, The General Office of the State Council jointly promulgated the opinions on the Establishment of the concurrent system of Civil servants' posts and ranks at and below the county level, and formally clarified the implementation of this system. The establishment of a parallel system of civil servants' posts and ranks at the grass-roots level in units below the county level is the main task of comprehensively deepening the reform in our country, the law and objective requirements of responding to the maturation and growth of civil servants, and the reform of the management system of civil servants. To strengthen the overall construction of grass-roots civil servants an important method. If we reform the parallel system of civil servants' position and rank, we should change the "single track system" which is based on the promotion of position, strengthen the incentive function of the rank, and change the main function of the position incentive into the two parallel systems of the position and the rank incentive. It is helpful to strengthen the construction of the civil servants at the grass-roots level, widen the development prospects of the civil servants at the grass-roots level, perfect the salary system of the civil servants at the grass-roots level, and promote the professionalization of civil servants. The first part mainly expounds the importance and necessity of job motivation, as well as the research situation at home and abroad, and the theoretical value and practical value of the subject research. In the second part of this paper, the author mainly studies the theoretical basis of job motivation, which involves the basic concepts of civil servants, and introduces the two types of incentive theory. The third part of this paper mainly studies the historical evolution of the civil service rank system and the civil service post system in China, and expounds the different roles of the post and the rank system in stages; in the fourth part of this article, The author analyzes the achievements and some problems of the post parallel system, and in the fifth part of this paper, puts forward some suggestions to complete the parallel system of civil servants' posts and ranks in our country, including increasing the government budget and so on. This article hopes to deeply change the civil servant welfare compensation system through the discussion of establishing the concurrent system of position and rank, and to alleviate the conflict of thousands of troops "crowding alone bridge", so that "being a leader" is no longer the unique benefit orientation. To solve the long-term low level of grass-roots cadres, improve the enthusiasm and initiative of civil servants, raise the level of work of grass-roots civil servants, so as to enhance the efficiency of the public sector.
【学位授予单位】：山东师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3
[Abstract]:In recent years, the issue of civil servant turnover frequently occurs in the public vision, increasingly become the focus of the society, causing widespread concern. There are a variety of factors leading to the departure of civil servants, such as welfare pay, working conditions, prospects for growth, learning and meeting, tapping potential, and so on. To a certain extent, this situation has reduced the work efficiency of public service departments. In order to improve the efficiency of the public service sector, we must take strong countermeasures to deal with it, which to a large extent limits the good operation, establishment and development of the grass-roots civil service. It is used to mobilize the initiative and initiative of the basic civil servants. Of course, there are a variety of ways. Job motivation is a way to effectively stimulate the enthusiasm of civil servants and improve the efficiency of public sector work. In early 2015, the General Office of the Central people's Government, The General Office of the State Council jointly promulgated the opinions on the Establishment of the concurrent system of Civil servants' posts and ranks at and below the county level, and formally clarified the implementation of this system. The establishment of a parallel system of civil servants' posts and ranks at the grass-roots level in units below the county level is the main task of comprehensively deepening the reform in our country, the law and objective requirements of responding to the maturation and growth of civil servants, and the reform of the management system of civil servants. To strengthen the overall construction of grass-roots civil servants an important method. If we reform the parallel system of civil servants' position and rank, we should change the "single track system" which is based on the promotion of position, strengthen the incentive function of the rank, and change the main function of the position incentive into the two parallel systems of the position and the rank incentive. It is helpful to strengthen the construction of the civil servants at the grass-roots level, widen the development prospects of the civil servants at the grass-roots level, perfect the salary system of the civil servants at the grass-roots level, and promote the professionalization of civil servants. The first part mainly expounds the importance and necessity of job motivation, as well as the research situation at home and abroad, and the theoretical value and practical value of the subject research. In the second part of this paper, the author mainly studies the theoretical basis of job motivation, which involves the basic concepts of civil servants, and introduces the two types of incentive theory. The third part of this paper mainly studies the historical evolution of the civil service rank system and the civil service post system in China, and expounds the different roles of the post and the rank system in stages; in the fourth part of this article, The author analyzes the achievements and some problems of the post parallel system, and in the fifth part of this paper, puts forward some suggestions to complete the parallel system of civil servants' posts and ranks in our country, including increasing the government budget and so on. This article hopes to deeply change the civil servant welfare compensation system through the discussion of establishing the concurrent system of position and rank, and to alleviate the conflict of thousands of troops "crowding alone bridge", so that "being a leader" is no longer the unique benefit orientation. To solve the long-term low level of grass-roots cadres, improve the enthusiasm and initiative of civil servants, raise the level of work of grass-roots civil servants, so as to enhance the efficiency of the public sector.
【学位授予单位】：山东师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3
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