名校选调生:政策创新还是人才浪费——基于J省的案例研究  

China's Public Servants Recruitment from Top Universities:Policy Innovation or a Waste of Talents——A Case Study on J Province

作　　者：于君博[1] 滕亮[1] 

机构地区：[1]吉林大学行政学院

出　　处：《甘肃行政学院学报》2015年第2期31-42,126,共12页Journal of Gansu Administration Institute

基　　金：国家自然科学基金项目"基于社会公平正义多维内涵和动态特征的公共政策议程设定研究"(71203075);吉林省社会科学基金项目"国家治理体系与治理能力现代化的微观基础"(2014B11);大学生创新创业项目(2014A23067)

摘　　要：从知名学府招录应届毕业生到地方党政机关出任公务员的做法,正在成为地方党政领导为引进人才、提升政府效能而竞相效仿的政策创新。本研究针对J省清华大学选调生进行问卷调查及深度访谈,探索名校选调生政策的运行机制与问题。研究发现:选调生们对工作和生活状态感受的差异主要受到自身生活质量、工作环境、晋升前景三个主要因素的影响;而每个主要因素又分别受收入水平、婚姻状态、领导的关心程度、与同事和领导关系融洽度、获得培训与锻炼的机会以及晋升公平程度等变量的影响。最后,是J省名校选调生政策在设计、执行与连续性方面存在的问题导致了选调生们在选择前述变量的属性时发生分化,进而解释了三个主要因素的形成机理。The practice of recruiting public servants from top university graduates, which aims at bringing in more talented people so as to enhance government performance, has spread across local Party committees and local governments in China. By using survey data and in-depth interview records of J province's recruits from Tsinghua University, this study attempts to explore the operating mechanism of such practice and its consequential problems. The research findings include that: quality of life, working environment and prospect for promotion are three latent factors mediating the recruits' satisfaction toward the policy practice.Furthermore, the income level, marital status, attention from supervisors, closeness with colleagues, possibility of obtaining meaningful training and assignments and fairness of promotion, have been respectively identified as variables that associate with three latent factors. The connections among policy disruptions due to leadership turnover, discretions in policy implementation and these associating variables are examined in the end.

关 键 词：名校选调生制度 基层公务员 公务员激励机制 政策连续性 公共服务动机 公务员管理 

分 类 号：C962[经济管理—人力资源管理] D262.2[政治法律—政治学]