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行政组织伦理视角下基层公务员激励体制探究

时间:2016-05-24 来源:未知 共3780字
作者:学术堂 单位:

    本篇论文目录导航:

【题目】行政组织伦理视角下基层公务员激励体制探究 
【第一章】我国地方公务员激励机制探析绪论 
【第二章】行政组织伦理基本概念界定  
【第三章】我国基层公务员的激励现状 
【第四章】我国基层公务员激励问题的新分析框架 
【第五章】当前基层公务员激励困境的原因分析 
【第六章】当前我国基层公务员激励问题的解决之道 
【结语/参考文献】基于行政组织伦理的基层公务员激励研究结语与参考文献 



  摘要

  “郡县治则天下安,县域强则国家富。”在我国,公务员 90%是科级以下干部,70%在县以下机关。作为政府与群众之间的媒介,基层公务员是政府公共职能的承担者和公共权力的具体执行者,是老百姓接触最多的公务员群体。因此基层公务员的服务态度和工作效率不仅代表了政府的公共服务能力,而且影响着社会公众对政府形象的认知和评价。然而,就目前的情况而言,我国现有的公务员激励仍然存在着角色冲突、利益冲突、权力冲突等诸多伦理失范的问题,并不能有效激发基层公务员的工作热情。这就造成了我国公务员激励机制与基层公务员激励无法适从的尴尬局面。

  现有关于我国基层公务员激励问题的研究主要是建立在关注“人”的激励机制的视角之上的,研究的核心是围绕对我国基层公务员激励造成直接影响的激励机制的四个环节,即绩效考核制度、晋升制度、薪酬福利制度以及奖惩制度。在这一分析框架中,具有整体行为且拥有较大行为能力的“组织”以及化解组织困境关键所在的“伦理”往往被忽视。事实上,组织作为一个目标集合体,自身就具有一定的塑造力和影响力。行政组织是行政管理的主体,也是行政管理的载体,一切行政管理活动也都要依靠行政组织机构来推行。而传统研究方法在分析激励机制的四个环节之时,不管其解决途径如何,最终也都要落实到组织当中去运行。

  该组织是我国基层公务员每天身处的层级环境,也是一切关于基层公务员激励机制得以良好运行的基本保障。因此,要真正透析我国基层公务员激励问题,我们就必须将组织内部的激励困境因素与组织本身的伦理困境因素二者相结合,融入到一个新的分析框架之中,化解组织所面临的伦理冲突和激励困境,从而有效地发挥行政组织对我国基层公务员的激励作用。

  为了弥补现有分析框架的不足,本研究将视角从关注“人”转向重视“组织”,在借鉴行政伦理理论的基础上,构建起一个基于行政组织伦理视角的全新分析框架。基于此,本文分析得出目前我国基层公务员激励尚存在角色冲突、利益冲突、权力冲突的问题。这些问题产生的原因主要包括三个方面,即行政组织内部的伦理冲突:组织认同的伦理失范;行政组织之间的伦理冲突:组织承诺的伦理失范;行政组织与外部社会的伦理冲突:组织反馈的伦理失范。因此,为了化解行政组织的伦理冲突,解决基层公务员激励问题,本文立足于行政组织伦理分析框架并结合传统视角中激励机制的相关内容,主要从加强激励机制的制度伦理化建设和完善激励保障的伦理制度化建设这两个方面来探索我国基层公务员激励问题的解决之道。

  关键词:基层公务员;激励;行政组织伦理;组织

  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


  目录

  第一章 绪论

  第一节 研究背景

  第二节 研究意义

  第三节 方法选择与思路框架

  第四节 文献综述

  第二章 基本概念界定

  第一节 行政组织伦理的内涵界定

  第二节 行政组织伦理的基本内容

  第三节 我国基层公务员的概念

  第三章 我国基层公务员的激励现状

  第一节 我国基层公务员激励机制的历史沿革

  第二节 当前我国基层公务员激励存在的伦理失范问题

  第四章 行政组织伦理视角:我国基层公务员激励问题的新分析框架

  第一节 传统分析框架的局限:被忽视的伦理

  第二节 研究视角的转换:从关注“人”到重视“组织”

  第三节 基于行政组织伦理视角的新分析框架

  第五章 行政组织伦理视角:当前我国基层公务员激励困境的原因分析

  第一节 行政组织内部的伦理冲突:组织认同的伦理失范

  第二节 行政组织之间的伦理冲突:组织承诺的伦理失范

  第三节 行政组织与外部社会的伦理冲突:组织反馈的伦理失范

  第六章 行政组织伦理视角:当前我国基层公务员激励问题的解决之道

  第一节 加强激励机制的制度伦理化建设

  第二节 完善激励保障的伦理制度化建设

  结语

  参考文献

  附录

  致谢

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