我国公务员的激励机制与优化策略研究——以自然资源督察为例  

A Research on Civil Servant Incentive Mechanism and Optimization Strategy——A Case Study of Natural Resources Supervision Organization

作　　者：张帆[1] 魏凌 叶剑平[3] ZHANG Fan;WEI Ling;YE Jianping(不详)

机构地区：[1]北京化工大学公共管理系 [2]深圳市规划和自然资源局 [3]中国人民大学公共管理学院

出　　处：《理论与现代化》2021年第1期91-97,共7页Theory and Modernization

基　　金：国家社会科学基金青年项目“劳动者平衡工作与生活的互动过程及策略研究”,项目编号:16CSH012;中央高校基本科研业务费专项资金“公共管理学科建设”,项目编号:XK1901-08-02。

摘　　要：随着国家治理现代化水平的提升和反腐败工作的推进,我国公务人员的工作环境快速变化、工作标准不断提高。如何调动公务员工作积极性,充分激励干部担当作为的意义更为重要。通过对5个自然资源督察机构进行走访调研,根据督察人员的激励需求,可以看出当前激励机制的主要问题在于多元化激励不足、激励奖酬与激励预期存在矛盾,以及在降低相对剥夺感方面缺乏制度安排。为此,应积极构建个性化激励机制,不断调整激励奖酬,注重提高公务人员的相对公平感。With the improvement of the level of national governance modernization and the promotion of anti-corruption work,the working environment of civil servants in China is changing rapidly,and the working standards are constantly improving.Therefore,it is of great significance to mobilize the enthusiasm of civil servants and fully motivate cadres.Based on the investigation of five natural resources supervision institutions and the analysis of the incentive needs of inspectors,this paper finds that the main dilemma of the current incentive mechanism lies in the lack of diversified incentives,the contradiction between incentive rewards and incentive expectations,and the lack of institutional arrangements in reducing the sense of relative deprivation.Therefore,we should actively build personalized incentive mechanism,adjust incentive reward according to incentive expectation,and attach importance to the relative fairness of civil servants.

关 键 词：激励需求 公务员激励 工作制度 相对剥夺感 激励困境 

分 类 号：D630.3[政治法律—中外政治制度]