干部公共服务动机、胜任力与工作绩效关系研究——基于多项式回归与响应面分析的探索  

A Study of the Relationships among Public Service Motivation,Competence and Job Performance:An Exploration Based on Polynomial Regression and Response Surface Analysis

作　　者：林亚清 蓝浦城[3] Yaqing Lin;Pucheng Lan

机构地区：[1]厦门大学公共政策研究院 [2]厦门大学人才战略研究所 [3]厦门大学公共事务学院

出　　处：《公共行政评论》2023年第2期84-104,197,198,共23页Journal of Public Administration

基　　金：国家社科基金后期资助项目“公务员变革行为形成机制与推进路径研究”(21FZZB014);福建省社会科学研究基地重大项目“干部担当作为视域下的公共服务质量提升研究”(FJ2020JDZ005)。

摘　　要：新时代党和国家对广大干部提出了新要求,“想干事、能干事、干成事”为干部队伍建设与管理提供了新方向、新思路。论文整合了公共人力资源管理和公共组织行为学两大学科视角,以公共服务动机、胜任力、工作绩效和“绩效=行动意愿×行动能力”为切入点,对“想干事、能干事、干成事”的概念内涵和内在逻辑进行了解读,提出“多维工作绩效=公共服务动机×胜任力”。进一步地,根据公共服务动机与胜任力的高低组合将干部划分为四种类型,以F省2180名公务员为样本,实证研究表明:第一,“想干又能干”的干部常规型、适应型和主动型绩效最高,“不能干又不想干”的干部这三类工作绩效最低。第二,“想干但不能干”和“能干但不想干”的干部工作绩效介于上述两类干部之间,且前者比后者的常规型绩效更低、主动型绩效更高;但二者的适应型绩效无显著差异。第三,常规型绩效在公共服务动机与胜任力高低组合影响适应型绩效和主动型绩效的过程中发挥了重要的中介作用。研究为深入解读“想干事、能干事、干成事”的深刻内涵提供了新的理论视角与经验证据,也为完善干部选拔培养的制度设计、推进新时代干部队伍建设提供了重要启示。In the new era,the Party and the State have put forward new requirements for the cadres.The slogan“Want to Do,Can Do and Do Successfully”has provided new directions and new ideas for the construction and management of cadres.The study integrates the perspectives of Public Human Resource Management and Public Organizational Behavior.It takes public service motivation(PSM),competence(JC),job performance and“performance=willingness to perform×capacity to perform”as the entry point to interpret the concept connotation and internal logic of“Want to Do,Can Do and Do Successfully”,and proposes“multi-job performance=PSM×JC”.In this study,cadres were classified into four types according to the combination of PSM and JC.Using a sample of 2180 civil servants in F province,it was determined that:1.Cadres who“want to do and can do”had the highest routine,adaptive,and proactive performance;cadres who“cannot do and do not want to do”had the lowest performance mentioned above.2.The performance of cadres who“want to do but cannot do”and“can do but do not want to do”was between the first two.Compared to the latter,the former s routine performance was lower while their proactive performance was higher and adaptive performance was not significantly different.3.Routine performance played the key mediating role through which the combination of PSM and JC affects adaptive and proactive performance.This study provides a new theoretical perspective and empirical evidence for understanding the profound connotation of“Want to Do,Can Do and Do Successfully”.It can also be used in developing improvements in the institutional design of cadre selection and training and cadre team building in the new era.

关 键 词：公共服务动机 胜任力 工作绩效 干部队伍建设 

分 类 号：D63[政治法律—政治学]