我国乡镇公务员激励机制要素的构成与改善

在建设社会主义新农村的大背景下,如何改善乡镇公务员的管理激励机制,提高基层行政效率和效能,是基层政府改革的重要命题。当前我国乡镇公务员激励机制的要素主要有政治责任感、公务员工资、工资外收入、职位晋升、职业优越感和参考决策等。而各要素在乡镇公务员管理激励实践中或多或少存在着激励低效或失灵的问题。改进乡镇政府公务员激励机制要素的构成主要应逐步淡化物质利益激励的色彩,重视精神层面的激励;加强公务员管理的竞争机制,推动各个激励要素产生激励力量;破除短期心理,建立包含社会主义乡镇民主价值观的激励文化和相对应的激励机制。     

论心理契约在维护政府信用中的功能

由于法治政府治理路径的不完全性,政府信用缺失仍是政府发展过程中公认的顽疾.心理契约承延了传统契约的民主、平等、合作、诚信题意,融入了情感、需要、期望等个体要素,对政府信用主体有正向激励、增强聚合、稳定心理、自我监督和节约成本功能,故而能够维护、提高政府信用.     

政府文化与公务员心理契约：置于统一分析框架的尝试

心理契约是个体人格的组织化，政府文化是政府的人格化；公务员心理契约的“个性”与政府文化的“共性”的互动关系是推动政府管理绩效提升的原动力。尝试将二者内在机理、耦合向度置于统一的分析框架内研究，进一步明确政府文化与公务员心理契约构建的互动新维，改善政府管理绩效。     

心理契约与工作绩效研究——以山东省J市某政府部门为例

在一个组织里,心理契约直接决定和影响着员工的工作态度,公务员心理契约的满足程度与工作绩效成正相关。其中,心理契约是变量,其维持和违背都会直接影响工作绩效和工作满意度,而满意度的高低又影响着工作绩效。有效实施公务员心理契约管理,应明确公务员职业生涯各阶段的特点,实施有针对性的管理;保持期望的动态平衡,不断维护和调整心理契约;构建以人为本的激励机制,为心理契约的实现提供保障。     

契约经济学视阈下的政府公信力问题述论

政府与公民之间的契约关系不完全、信息不对称、目标不相容是造成政府公信力递减的主要原因.契约理论认为,民主政治模式下政府与公民的关系是包含多个层面的契约关系.如果排除经济发展方式、社会发展阶段和国际政治环境等其它因素的影响,仅从契约经济学的视角出发,政府与公民间的契约是天然的不完全契约,并且存在“目标不相容”、“信息不对称”等委托代理问题.可以通过自我执行机制与激励策略修正政府与公民间的契约关系,提升政府公信力.     

应用KPI技术考量公务员绩效的学理分析

KPI指标是支撑绩效管理的核心.建立基于战略的KPI体系可分为三个步骤:确定政府组织级KPI,确定部门级KPI和确立公务员岗位KPI.在应用KPI方法进行量化管理时应注意:不同岗位应有不同的KPI指标组合,不同部门的KPI指标应有不同的特点和着重点;评估手段可量化,可操作;激励指标与责任指标相结合.应用KPI技术考量公务员绩效的有效性主要表现在:KPI法通过设定关键绩效指标来激励、引导公务员提高自身绩效来实现政府的中、短期战略目标,KPI法是通过基于关键成功因素法来得到政府级的KPI,然后结合部门的职责、当期业务重点,或直接承接政府KPI或用工作责任--组织结构矩阵法分解政府级KPI来得到部门KPI,再应用此方法得到公务员个人KPI.由此将公务员的行为统领和引导到战略目标上来,从而增强了组织的核心竞争力和持续保持高绩效.     

应用KPI技术考拗员绩效的学理分析

KPI指标是支撑绩效管理的核心.建立基于战略的KPI体系可分为三个步骤:确定政府组织级KPI,确定部门级KPI和确立公务员岗位KPI.在应用KPI方法进行量化管理时应注意:不同岗位应有不同的KPI指标组合,不同部门的KPI指标应有不同的特点和着重点;评估手段可量化,可操作;激励指标与责任指标相结合.应用KPI技术考量公务员绩效的有效性主要表现在:KPI法通过设定关键绩效指标来激励、引导公务员提高自身绩效来实现政府的中、短期战略目标,KPI法是通过基于关键成功因素法来得到政府级的KPI,然后结合部门的职责、当期业务重点,或直接承接政府KPI或用工作责任--组织结构矩阵法分解政府级KPI来得到部门KPI,再应用此方法得到公务员个人KPI.由此将公务员的行为统领和引导到战略目标上来,从而增强了组织的核心竞争力和持续保持高绩效.     

动机与激励:行政人员的行为心理分析

对行政人员的行政行为的心理分析包括三个方面行政个体的行政行为动机;有效激励的措施;行政个体的角色定位.人类行为是个人与环境两者的函数.不同的理论学派对个人或环境因素的强调程度往往是不同的.人们通常根据认知论或增强论的观点来对行政人员的工作予以激励.其中用得最多的是两种激励模型期望模型和工具模型.     

民众社会公平期望的结构及其预测机制

本研究旨在编制民众社会公平期望问卷及对影响民众社会公平期望的机制进行初步探索.在广泛访谈的基础上,经过问卷的编制、初洲和再测,形成了三个维度,即分配公平、程序公平和公平控制;问卷内部一致性信度为0.96,验证性因素分析结果证明了问卷具有较好的结构效度.通过问卷编制发现:民众的社会公平期望在年龄和职业上存在显著差异,在年龄差异上,41～50岁年龄段的民众程序公平期望最低,31～40岁年龄段的男性社会公平期望水平要远高于女性；在职业差异上,无业人员的分配公平期望最低,而国家机关和事业单位的工作人员公平控制期望最高.同时研究发现了积极社会信念在公平体验和公平期望之间起到部分中介作用,研究没有发现过去生活满意度对公平期望的预测作用.     

浅谈我国女性公务员的职务激励

公务员激励是公务员管理活动的一项基本职能,是政府刨设各种既能朝向组织目标又能满足个人合理需要的物质性和精神性条件,持续激发公务员的动机的心理过程,以调动公务员的行为积极性的管理活动.我国女性公务员的特殊性使得强化其职务激励具有必要性.完善我国女性公务员职务激励,应该考虑职务安排上的男女平等和职务安排上的女性特征.     

工资的省际差异与平衡——一个基于效用均衡观点的分析

近几年来,公务员的工资在不断地上涨,而同时存在的事实是:各地公务员的工资收入存在着较大的差异,公务员的工资与其它行业的工资相比也存在着很大的差异。对于公务员工资是高是低的争论由来已久,那么,如何衡量公务员工资的高低?公务员工资调整的依据是什么?以Adams的公平理论和Niskanen的官员(Bureaucrats)效用模型为基础,结合修正的Mulligan,Sala-I-Martin人力资本投入模型,计算了全国各个省(自治区、直辖市)的均衡水平工资。结果表明:东部地区的均衡工资与实际水平偏离较小,而西部欠发达地区偏离较大。经过分析为公务员工资的调整提供了一个定量分析的参考依据。     

Interpreting Administrative Change: Bureaucratic Self‐Interest and Institutional Inheritance in Government

Between 1946 and 1995, Danish central government had been subject to numerous reorganization initiatives. Based on the assumption of self‐interest motivated and risk‐averse bureaucrats, these initiatives are analyzed in a long‐term historical perspective. It is argued that civil servants both feel a strong incentive to and have good chances of defending the existing organization. This creates a historical bias in favor of whatever organizations were created in the past. Still, the mutual dependence between political executives and their civil servants opens up for bargaining dynamics allowing for mostly incremental change. While ideology has been unimportant in the development of central government organization, broadly shared ideas about reform may account for some instances of radical reform, consistently opposed by Danish civil servants.     

地方政府信用影响因素及影响机理研究——基于116个县级行政区域的调查

信任危机是最深刻的危机,如何提升政府信用水平,重塑政府公信力是政府和学术界面临的共同问题。在对信用与信任两个概念进行严格区分,并对政府信用内涵进行清晰界定之后,根据以往研究成果,文章提出了公务员素质、政府能力、制度环境及信用文化对地方政府信用影响的四个假设,进而构建了地方政府信用影响机理的概念模型。在对我国116个县级行政区域问卷调查的基础上,运用回归分析和路径分析等方法首次定量考察了公务员素质、政府能力、制度环境及信用文化四个变量对作为公共主体的地方政府的信用水平的影响强度、影响路径。结果表明,制度环境对地方政府信用的影响最强,影响路径最为复杂。信用文化、政府能力、公务员素质对政府信用的影响依次减弱,且公务员素质只能通过政府能力间接影响政府信用。因此,在信用政府建设过程中,需要重点优化地方制度环境并加强信用文化建设,同时也要积极提高政府能力和公务员队伍素质。     

公民伦理与公职人员的思想道德建设

国家公职人员中存在的腐败现象有着深刻的历史文化背景。中国社会几千年封建专制历史所形成的"差序格局"中的熟人社会交往方式,对当前的公职人员的工作与处事方式有着根深蒂固的影响。西方社会中影响深远广泛的是"契约论"精神,形成了分权制衡的格局,有利于公民权力空间的成长。当前中国社会经济的发展促成了公民社会的逐步形成,中国传统的伦理观念已难以适应公共交往领域,治理公职人员的腐败行为要大力培养民众的公民意识,尤其公职人员自身的公民意识和公民伦理道德观念,从而保障国家和政府职能的正当行使和公民权益的实现。     

Living in the Past? Change and Continuity in the Norwegian Central Civil Service

In this article, the authors describe the changes that have taken place in the Norwegian civil service over the past 30 years, focusing on demographic changes in education and gender and on changes in civil servants' tasks, attitudes, and contact patterns. The changes are analyzed using tenure, structural, and demographic perspectives. The unique empirical database is provided by surveys conducted every 10 years of civil servants in the ministries since 1976. The main empirical findings are that there has been a combination of robustness and change. The findings show little support for the generational version of a tenure perspective, meaning that civil servants are not living in the past. The structural perspective, illustrated by the importance of formal position, best explains the variations in civil servants' contact patterns and attitudes, followed by the career version of a tenure perspective. Demography, as represented by different educational backgrounds and gender, also has an effect.     

Individualized Contracts For Top Public Servants: Copying Business,Path-Dependent Political Re-Engineering—or Trobriand Cricket?

This article compares the "contractualization" of senior civil-service employment in New Zealand and the UK over the past decade. It argues the conventional interpretation of the introduction of individual contracts for senior civil servants—as part of a worldwide process of modernizing the public sector by mimicking private-sector practice—neither explains major differences between the two cases nor the many ways in which private business practice was in fact not followed in either case. "Political re-engineering" seems to have been a more important impetus in a form that was highly path-dependent and did not produce convergent outcomes. But even so, it does not follow that the outcome of the new contract regimes adopted for top civil servants necessarily follows the intentions of the architects of reform, as is shown by discussing two prominent cases in which the new contractualized accountability arrangements were tested and an element of "Trobriand cricket" (that is, a game played differently from the intentions of those who introduced it) entered into the contractualization of senior civil-service terms.     

Innovation,voice, and hierarchy in the public sector: Evidence from Ghana's civil service

Research on innovation in government often focuses on ideas introduced by senior leaders or managers, but ideas from public servants themselves are an important and underexplored channel for improving performance in government bureaucracies. We provide new evidence on the potential for bottom‐up work process innovation, using data from 744 individual and team innovation plans and 51 qualitative interviews in Ghana's civil service. In contrast to common negative stereotypes of developing country bureaucrats, most officials do have meaningful ideas for improving performance. However, the overwhelming constraint to voicing these ideas is hostility by supervisors to new ideas from their subordinates. We argue that this anecdotally common yet understudied behavior is consistent with theories of psychological attachment to hierarchy rather than alternative theories rooted in material, structural, or cultural resistance to employee voice and innovation. We discuss implications for bottom‐up work process innovation in government and interventions to promote it.     

组织支持感、学习价值观对公务员廉政教育学习投入的影响

在我国,针对公务员开展的廉政教育是党风廉政建设和反腐败斗争的重要组成部分。借鉴组织支持理论和学习投入理论,探讨组织支持感、学习价值观对公务员廉政教育学习投入的影响,提出以学习价值观为中介变量的理论模型。通过对244位公务员问卷调查的数据进行层次回归分析和中介效应检验,实证了公务员的组织支持感对其参与廉政教育的学习投入有着显著正向影响,并且学习价值观在它们之间起部分中介作用。因此,组织支持理论与学习投入理论适用于公务员廉政教育情境。在开展廉政教育实践过程中,既要注意提高公务员的组织支持感,也要注重干预和调节其学习价值观。     

我国公务员廉政基金制度建设之构想

＂勤政廉政基金＂制度是一种＂经济学治腐＂的手段,它突出了经济学治腐的重要地位,对国家公务员廉洁执法、廉洁奉公、廉洁自律起到警钟长鸣的效果,实行公务员勤政廉政基金制度可减少公务员违法违纪行为的发生。近年来,我国公务员屡屡发生违法违纪案件,严重影响公务员形象,教训十分深刻,通过对公务员勤政廉政基金含义、基本特征、基金组成、基金制度作用及意义和实行勤政廉政基金制度可行性的分析,探索惩戒和激励机制并举,纪律约束与经济奖惩挂钩,从制度层面上不断加强和完善廉政制度建设的新思路和新做法。     

The Compound Machinery of Government: The Case of Seconded Officials in the European Commission

This article explores the compound machinery of government. Attention is directed toward decision making within the core executive of the European Union—the European Commission. The article studies seconded national civil servants (SNEs) hired on short‐term contracts. The analysis benefits from an original and rich body of surveys and interview data derived from current and former SNEs. The decision‐making dynamics of SNEs are shown to contain a compound mix of departmental, epistemic, and supranational dynamics. This study clearly demonstrates that the socializing power of the Commission is conditional and only partly sustained when SNEs exit the Commission. Any long‐lasting effect of socialization within European Union's executive machinery of government is largely absent. The compound decision‐making dynamics of SNEs are explained by (1) the organizational affiliations of SNEs, (2) the formal organization of the Commission apparatus, and (3) only partly by processes of resocialization of SNEs within the Commission.