科级公务员能力提升与职业发展激励对策研究

能力提升与职业发展是重要的报酬激励因素。调查研究发现,科级公务员职位胜任力"缺口"主要表现在综合分析能力、沟通协调能力和创新能力不足;职业晋升空间有限,职业发展满意度偏低;职位职责不够清晰,工作负荷较重。应以弥补胜任力"缺口"为导向,制定科级公务员分级分类的能力培训开发策略;应科学设计科级公务员职务职级并行制度、强化工作轮换交流机制和构建清晰的职位职责规范体系,综合运用多维职业发展激励手段,完善科级公务员报酬激励机制。     

十八大以来基层公务员自我效能感与职业倦怠探讨——以西南地区为例

受十八大以来基层工作环境、工作方式和人际关系改善的影响,基层公务员自我效能感有所提升;同时,虽然新时代基层公务员的工作压力更大、任务更重、加班更多,但他们的职业倦怠并没有明显增加。分析发现,基层公务员自我效能感与职业倦怠是负相关关系,且人际效能感与职业倦怠的关联性更大;虽然基层公务员职业倦怠受个体背景因素的影响较大,但根据科层制定律,职位才是影响基层公务员职业倦怠程度的根本因素。为此,应健全基层公务员激励机制、提高报酬待遇;应重视基层公务员心理健康、强化学习培训;应完善基层公务员评价机制、拓宽职位晋升渠道;应强化组织支持、营造良好工作环境。     

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。     

艰苦边远地区县乡机关公务员报酬激励现状与对策

在当前经济增长放缓、财政支出收紧、公务员经济性薪酬增长受到刚性约束的背景下,加强对艰苦边远县乡机关公务员非经济性报酬激励尤为重要.调查发现:艰苦边远地区基层机关工作负荷较重,公务员编制紧张;艰苦边远地区县乡机关公务员报酬激励取碍一定成效,但仍有不足.应采取放松过严的编制控制、增强工作本身的内在报酬激励、建立完善的绩效认可机制、引入工作生活平衡实践、增加培训与职业发展机会等手段,加强其非经济性报酬激励力度.     

北京市科级公务员量化考核研究

量化考核是公务员考核的一个难点,也是目前我国基层政府公务员考核工作需认真面对并要切实加以解决的一个重点。本文对近些年北京市公务员管理部门和部分行政机关开展的科级公务员量化考核的实践做了一个初步的经验性总结,并试图在理论上对目前北京市公务员量化考核的不足和下一步应该改进的政策建议加以分析和说明,旨在推进北京市公务员量化考核的实践,进一步完善北京市公务员的考核制度。     

公务员薪酬满意度水平变动与管理对策

加强对公务员薪酬满意度水平变动及其影响因素研究探索,对于推进我国公务员薪酬管理具有重要意义.基于对公务员问卷调查和教师薪酬满意度对比,研究发现公务员薪酬满意度处于中等水平,公务员薪酬满意度水平高于高校教师;除了男女公务员薪酬满意度几乎没有差异以外,不同学历、不同部门、不同职级的公务员薪酬满意度都表现出显著的变化规律.学历越高,薪酬满意度越低;公安部门薪酬满意度最低,税务部门次之;职级越低薪酬满意度越低.薪酬水平、对部门收入差距感知是影响公务员薪酬满意度的主要因素,应从提高薪酬水平、科学设计薪酬制度、科学调控部门之间收入差距、完善非经济性报酬激励体系设计等多方面加强薪酬激励,提高公务员薪酬满意度.     

科级公务员的特点和作用

在国家公务员职务层次中,科级是公务员晋升领导职务或非领导职务的第一个台阶,是人生仕途的“始发站”。只有当好初(科)级“官”,才能晋升中、高级“官”。因此,公务员能否当好科级领导,为人民干出实绩来,关系着自己一生仕途的前景和国家行政机关的正常运作及其工作效率的提高。明确科级公务员的特点、地位和作用,是争取做一个优胜者必备的领导科学知识。     

公务员工作压力与心理健康的关系研究

通过采用公务员工作压力调查问卷和生活满意度、症状自评(SCL-90)等量表对武汉市青山区公务员进行调查发现,公务员的工作压力主要来自工作性质和职业前景;不同年龄、职务、工作单位公务员的工作压力和心理健康情况存在显著差异。公务员的心理健康状况与工作压力呈显著性相关。因此,需要通过对公务员工作压力的管理来增进其心理健康水平。     

酒泉市开展科级干部轮岗交流工作的实践与思考

近年来，酒泉市不断探索科级干部管理的有效途径，积极推行竞争上岗、基层遴选等干部选任制度，实行科级干部精细化管理，加强科级干部日常考核和年终集中考核，市直部门、单位科级干部管理的科学化、规范化水平不断提高。但还存在一些亟待解决的问题。     

日本公务员的工资结构

日本非常重视公务员的工资问题,认为工资是根据按劳取酬原则对公务员工作的报酬;是公务员维持生活,实现自身再生产的资本;是公务员最重要的工作条件。因而公务员的工资水平及其合理程度对稳定公务员队伍、吸纳优秀人才、提高工作效率、减少社会分配不公具有重要意义。     

Confucius Meets Weber or “Managerialism Takes All”? Comparing Civil Servant Values in China and the Netherlands

ABSTRACT

This article assesses the validity of normative claims on how civil servant values in East Asian and Western European administrations differ. By triangulating quantitative and qualitative survey data from a sample of Chinese (n = 508) and Dutch (n = 238) civil servants, we aim to answer two main research questions: “How and why do ideal-type and real-life rankings of civil servant values differ between Chinese and Dutch civil servants?” and “Do differences reflect administrative traditions of both countries?” Our findings demonstrate that similarities exceed differences between value rankings. Surprisingly, ideal-type value rankings are more similar than real-life rankings, with only a few idiosyncratic differences reflecting administrative traditions. Chinese civil servants perceive institutional and systemic factors as reasons for incongruence between ideal-type and real-life rankings, whereas Dutch civil servants emphasize meso-level factors such as organizational public management reforms. We theorize on our results and we provide suggestions for future research.     

我国不同级别公务员心理契约的差异性分析

重点研究了我国政府中行政管理部门的公务员心理契约问题,主要目的是了解公务员心理契约所包含的要素、不同级别公务员对这些要素的重视程度和建立公务员的心理契约结构模型.在两轮问卷调查的基础上,明确了组织与公务员之间相互期望的各10个要素.利用t统计检验,表明不同级别公务员对期望要素的认识有显著的差别.应用因子分析方法,建立了公务员心理契约的结构模型,该模型显示组织与公务员之间双向心理契约共包含了8个主要方面.研究的主要结论是:盈利组织的心理契约与非盈利组织的心理契约之间的差异是明显的,不同级别的公务员对心理契约中的要素重要性认识程度是不同的.我国各级公务员(从科员到厅局级)主要将敬业精神、诚实忠诚、职业前景和公平公正待遇放在心理契约要素的最重要位置上,而物质激励则处于次位.政府中的创新动力主要来自领导层面,而较低级别的公务员创新动力不足.这些研究结果对政府各级组织建立公平、透明的运作机制具有参考价值.同时为设计相应的激励制度提供了新的视角.最后提出了我国公务员心理契约需要进一步研究的问题.     

Bureaucratic dilemmas: Civil servants between political responsiveness and normative constraints

The interaction between political executives and civil servants rests on a delicate balance between political responsiveness and the duty of civil servants and ministers to respect legal and other normative constraints on executive authority. In Danish central government, this balance is stressed by norms that define the correct behavior when the civil service provides ministers with political advice and assistance. Organizational factors strongly influence civil servants' behavior when they have to balance responsiveness against constraints on their role as political advisers. Moreover, civil servants working closely with ministers pay more attention to legal constraints than their peers among agency officials and specialists. Agency officials and specialists are much more prone to prioritize professional standards. We argue that this pattern can be generalized West European systems.     

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。     

Does it Matter Who Works at the Center? A Comparative Policy Analysis of Executive Styles

This article develops the concept of executive style to explore how variations in the relationships between politicians, career civil servants, and political appointees affect the types of policy outputs. A comparative analysis of home care policies in New Brunswick and Nova Scotia finds that the former’s civil service executive style – where professional civil servants work in close partnership with politicians in all phases of the policy process – led to the development of an innovative home care program with a long-term vision, whereas the latter’s politicized executive style – where politicians marginalize the role of civil servants in favor of political appointees – led to frequent changes in policy largely driven by short-term considerations.     

Ministerial Leadership and Endorsement of Bureaucrats: Experimental Evidence from Presidential Governments

Scholars have debated what constitutes effective ministerial leadership with respect to administrative competence versus political influence. The authors contribute experimental evidence to this debate through a unique survey design of endorsement experiments. Using original data from 949 national civil servants in South Korea, this article examines civil servants’ assessments of ministerial leadership in three central dimensions of public management: internal management, interbranch coordination, and policy formulation/implementation. Further, existing variation in the characteristics of agencies is used to test whether such variation induces systematic differences in civil servants’ responses. Findings show that that civil servants’ attitudes toward ministerial leadership are asymmetric in nature. Ministers with civil service backgrounds are endorsed in all three dimensions, whereas ministers with legislative backgrounds receive increased support only for interbranch coordination skills. The levels of support for ministers with different backgrounds also vary across agency types. This analysis has implications for public management practice and agency control in presidential governments.     

Road to Zambales: Impressions of barrio immersion as a training and development technique in the Philippines

The wide range of management training programmes for public servants in the Philippines is closely integrated into career development plans and involves practical work by trainees at village level. Trainees are required to reside in a village for varying periods of time to familiarize themselves with life among the rural poor. The aim is to train local people in self-reliant project management as well as to train civil servants in rural development. Close relations with villagers provides an invaluable experience for city-based officials. However, little effort is made to identify the needs of the rural poor. Client groups are selected at meetings dominated by local officials. Officials tend to be “hosted” by relatively wealthy families. Linkages with government agencies at the local level are not made and there is little organizational development among the rural poor to ensure the continuation of projects after the withdrawal of trainees. Nevertheless, the “barangay immersion” approach to management training for rural development has considerable potential.     

Practices and challenges of converting former fighters into civil servants: the case of Eritrea

This study critically discusses the practices and challenges of converting the former Eritrean fighters into civil servants and their management afterwards. The study finds that, although both categories of the Eritrean civil servants (ex and non‐ex‐fighters) have been working together since independence, ex‐fighter civil servants were given special privileges in a number of human resource management (HRM) practices, such as recruitment and selection, placement, promotion, training and compensation. That is, the political involvement in the management of the ex‐fighter civil servants was considerable, which in turn has led to a certain degree of politicisation in the civil service. The Eritrean experience draws a number of lessons with regard to process, treatment within the workplace and different perceptions on the part of the two categories of civil servant. Copyright © 2006 John Wiley & Sons, Ltd.     

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。     

Accountability and Leadership in Twenty‐First Century Whitehall

In July 2013 the UK's coalition government published “The Civil Service Reform Plan – One Year on”, reporting on progress against minister Frances Maude's objectives to shake up the civil service. This followed various reported disagreements between ministers and civil servants over policy implementation, and a research report commissioned by the government from think tank IPPR into lessons from overseas for civil service reform. This trio of short articles reviews the government's proposals from three perspectives: that of the lead author of the IPPR report, a former senior civil servant, and the chair of the House of Commons Public Administration Committee (PASC) which oversees the civil service. The authors take differing views on the proposals, which include introduction of ‘extended ministerial offices’, and greater control by ministers over choosing their civil servants. Should these be seen as useful next steps, worrying developments, and/or large and important enough to merit a Commission on the civil service, as PASC has suggested?