本文選題：少數(shù)民族 + 基層公務(wù)員　； 參考：《蘭州大學(xué)》2015年碩士論文

【摘要】：我國少數(shù)民族地區(qū)因為自然歷史等原因長期落后于漢族地區(qū),經(jīng)濟的“馬太效應(yīng)”直接波及到人才工作上,少數(shù)民族地區(qū)普遍出現(xiàn)“本地人才留不住,外地人才引不來”的困局,反過來又制約了民族地區(qū)的經(jīng)濟社會發(fā)展。為了改善這一惡性循環(huán),更有效的激勵基層公務(wù)人員投身民族地區(qū)建設(shè)。在廣泛借鑒國內(nèi)外學(xué)者的優(yōu)秀研究成果基礎(chǔ)上,以人力資本理論、激勵理論和社會網(wǎng)絡(luò)理論作為理論支撐,本文將“晉升速度”作為因變量,性別、民族、年齡、學(xué)歷、專業(yè)、任職屬地變動情況、任職經(jīng)歷、籍貫、學(xué)校、父親職業(yè)共計10個因素作為自變量,選取L自治州226名縣處級正職領(lǐng)導(dǎo)干部的個人信息為研究樣本,系統(tǒng)分析了影響基層公務(wù)員晉升的相關(guān)因素以及L自治州公務(wù)員隊伍建設(shè)存在的問題。研究結(jié)果表明年齡、學(xué)歷、企業(yè)經(jīng)歷、部隊經(jīng)歷、父親職業(yè)為公務(wù)員、黨校、共7個因素顯著影響公務(wù)員的晉升速度。除籍貫為本省非本州產(chǎn)生負影響外,其余六項皆與晉升速度正相關(guān)。訪談了解到民族地區(qū)公務(wù)員隊伍建設(shè)存在結(jié)構(gòu)不合理、機制不健全等四方面主要問題。因此,本文從干部選拔任用機制、考核監(jiān)督機制、人才培養(yǎng)機制和干部流動機制四大角度提出針對性的改革建議。
[Abstract]:Due to natural history and other reasons, ethnic minority areas in China have been lagging behind the Han nationality areas for a long time. The "Matthew effect" of the economy has directly affected the work of talents, and "local talents cannot be retained" in minority areas. The difficulty of attracting foreign talents restricts the economic and social development of ethnic areas. In order to improve this vicious circle, more effective incentives for grass-roots civil servants to devote themselves to the construction of ethnic areas. On the basis of extensive reference to the outstanding research achievements of domestic and foreign scholars, this paper takes the theory of human capital, incentive theory and social network theory as the theoretical support. This paper regards "promotion speed" as the dependent variable, gender, nationality, age, education, specialty, etc. There are 10 factors as independent variables, such as the change of position location, service experience, place of origin, school and father occupation. The personal information of 226 leading cadres at county level in L Autonomous Prefecture is selected as the research sample. The related factors affecting the promotion of grass-roots civil servants and the problems existing in the construction of civil servants in L Autonomous Prefecture are systematically analyzed. The results showed that age, educational background, enterprise experience, army experience, father's occupation as civil servant and party school had a significant effect on the promotion speed of civil servants. Except for the negative influence of the native region, the other six items are positively related to the speed of promotion. The interview found that there are four main problems in the construction of civil servants in minority areas, such as unreasonable structure and imperfect mechanism. Therefore, this paper puts forward some reform suggestions from four angles: cadre selection and appointment mechanism, examination and supervision mechanism, talent training mechanism and cadre turnover mechanism.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630.3

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本文編號：1807880