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    行政組織倫理視角下基層公務員激勵體制探究

    時間:2016-05-24 來源:未知 作者:學術堂 本文字數:3780字

        本篇論文目錄導航:

    【題目】行政組織倫理視角下基層公務員激勵體制探究 
    【第一章】我國地方公務員激勵機制探析緒論 
    【第二章】行政組織倫理基本概念界定  
    【第三章】我國基層公務員的激勵現狀 
    【第四章】我國基層公務員激勵問題的新分析框架 
    【第五章】當前基層公務員激勵困境的原因分析 
    【第六章】當前我國基層公務員激勵問題的解決之道 
    【結語/參考文獻】基于行政組織倫理的基層公務員激勵研究結語與參考文獻 



      摘要

      “郡縣治則天下安,縣域強則國家富。”在我國,公務員 90%是科級以下干部,70%在縣以下機關。作為政府與群眾之間的媒介,基層公務員是政府公共職能的承擔者和公共權力的具體執行者,是老百姓接觸最多的公務員群體。因此基層公務員的服務態度和工作效率不僅代表了政府的公共服務能力,而且影響著社會公眾對政府形象的認知和評價。然而,就目前的情況而言,我國現有的公務員激勵仍然存在著角色沖突、利益沖突、權力沖突等諸多倫理失范的問題,并不能有效激發基層公務員的工作熱情。這就造成了我國公務員激勵機制與基層公務員激勵無法適從的尷尬局面。

      現有關于我國基層公務員激勵問題的研究主要是建立在關注“人”的激勵機制的視角之上的,研究的核心是圍繞對我國基層公務員激勵造成直接影響的激勵機制的四個環節,即績效考核制度、晉升制度、薪酬福利制度以及獎懲制度。在這一分析框架中,具有整體行為且擁有較大行為能力的“組織”以及化解組織困境關鍵所在的“倫理”往往被忽視。事實上,組織作為一個目標集合體,自身就具有一定的塑造力和影響力。行政組織是行政管理的主體,也是行政管理的載體,一切行政管理活動也都要依靠行政組織機構來推行。而傳統研究方法在分析激勵機制的四個環節之時,不管其解決途徑如何,最終也都要落實到組織當中去運行。

      該組織是我國基層公務員每天身處的層級環境,也是一切關于基層公務員激勵機制得以良好運行的基本保障。因此,要真正透析我國基層公務員激勵問題,我們就必須將組織內部的激勵困境因素與組織本身的倫理困境因素二者相結合,融入到一個新的分析框架之中,化解組織所面臨的倫理沖突和激勵困境,從而有效地發揮行政組織對我國基層公務員的激勵作用。

      為了彌補現有分析框架的不足,本研究將視角從關注“人”轉向重視“組織”,在借鑒行政倫理理論的基礎上,構建起一個基于行政組織倫理視角的全新分析框架。基于此,本文分析得出目前我國基層公務員激勵尚存在角色沖突、利益沖突、權力沖突的問題。這些問題產生的原因主要包括三個方面,即行政組織內部的倫理沖突:組織認同的倫理失范;行政組織之間的倫理沖突:組織承諾的倫理失范;行政組織與外部社會的倫理沖突:組織反饋的倫理失范。因此,為了化解行政組織的倫理沖突,解決基層公務員激勵問題,本文立足于行政組織倫理分析框架并結合傳統視角中激勵機制的相關內容,主要從加強激勵機制的制度倫理化建設和完善激勵保障的倫理制度化建設這兩個方面來探索我國基層公務員激勵問題的解決之道。

      關鍵詞:基層公務員;激勵;行政組織倫理;組織

      ABSTRACT

      “If the county is in proper governance, the country is stable; if the county is strong,the country is prosperous”. In China, the grass-roots civil servants accounts for ninetypercent of the whole civil servant group, seventy percent are in the county or following.

      As a medium between the government and the masses, the grass-roots civil servants arethe person who take the responsibility for government's public functions and implementof the public power specifically, to be the most contacted civil servant groups with themasses. Therefore, the work efficiency and attitude of the grass-roots civil servants notonly represent the public service ability of government, but also affect the public'scognition and evaluation of government image. However, in practice, there are stillsome problems such as role conflict, conflict of interest, power conflict in the existingchinese incentive mechanism of the civil servants which can not stimulate theenthusiasm of the grass-roots civil servants effectively, which resulted in theembarrassed situation that the incentive mechanism of the civil servants can not adapt tothe incentive of the grass-roots civil servants.

      The existing research on the incentive of the grass-roots civil servants is based onthe perspective of the incentive mechanism around the “people”. The core of theresearch is the four aspects of the incentive mechanism which has direct impact on thegrass-roots civil servants in China, that is the performance evaluation system, thepromotion system, the salary system and the system of rewards and punishment. In thisframework, the “organization” which has the overall behavior and a greater capacity andthe key to resolve the plight of the organization are often ignored. In fact, as a collectionof objects, the organization has a certain shape and influence. The administrativeorganization is the main body of the administrative management, also is the carrier ofthe administrative management, all the administrative activities also must rely on theadministrative organization to carry out. While the traditional research methods in theanalysis of the four aspects of the incentive mechanism, regardless of its solution, itultimately has to implement the organization to run. The organization is the dailyhierarchy environment of the grass-roots civil servants, and all the basic guarantee ofthe grass-roots civil service incentive mechanism to run well. Therefore, in order toanalyze the incentive problems of grass-roots civil servants in China, we must combinethe internal incentive dilemma factor and the ethical dilemma of the organization itselfinto a new analytical framework, to resolve the conflict of organization ethics, as to playan effectively role of administrative organizations to the grass-roots civil servants inChina.

      In order to make up for the shortcomings of the existing analytical framework, thisstudy focuses on the “organization” from the perspective of “people”, and constructs ananalytical framework based on the administrative ethics. On this basis, this paperanalyzes the problems of the role conflict, conflict of interest and power conflict in thegrass-roots civil servants in China. The reasons of the grass-roots civil servantsincentive problems mainly include three aspects, that is, the ethical conflicts in theadministrative organization: ethical misconduct of the organizational identification, theethical conflicts between the administrative organization: ethical misconduct oforganizational commitment, the administrative organization' ethical conflicts with theexternal society: ethical misconduct of organizational feedback. Therefore, in order toresolve the administrative ethics conflict, solve the problem of grass-roots civil servantsincentive, this article is based on the framework of administrative organization ethicsand the relevant content of the traditional perspective, to explore the solution of chinesegrass-roots civil servants incentive problems mainly in two aspects: strengthen theinstitutional ethics construction of the incentive mechanism and consummate ethicalinstitution construction of incentive guarantee.

      Keywords: grass-roots civil servants; incentive; administrative organization ethics;organization


      目錄

      第一章 緒論

      第一節 研究背景

      第二節 研究意義

      第三節 方法選擇與思路框架

      第四節 文獻綜述

      第二章 基本概念界定

      第一節 行政組織倫理的內涵界定

      第二節 行政組織倫理的基本內容

      第三節 我國基層公務員的概念

      第三章 我國基層公務員的激勵現狀

      第一節 我國基層公務員激勵機制的歷史沿革

      第二節 當前我國基層公務員激勵存在的倫理失范問題

      第四章 行政組織倫理視角:我國基層公務員激勵問題的新分析框架

      第一節 傳統分析框架的局限:被忽視的倫理

      第二節 研究視角的轉換:從關注“人”到重視“組織”

      第三節 基于行政組織倫理視角的新分析框架

      第五章 行政組織倫理視角:當前我國基層公務員激勵困境的原因分析

      第一節 行政組織內部的倫理沖突:組織認同的倫理失范

      第二節 行政組織之間的倫理沖突:組織承諾的倫理失范

      第三節 行政組織與外部社會的倫理沖突:組織反饋的倫理失范

      第六章 行政組織倫理視角:當前我國基層公務員激勵問題的解決之道

      第一節 加強激勵機制的制度倫理化建設

      第二節 完善激勵保障的倫理制度化建設

      結語

      參考文獻

      附錄

      致謝

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