本文選題：公務(wù)員 + 心理測(cè)評(píng)　； 參考：《中國(guó)礦業(yè)大學(xué)》2015年碩士論文

【摘要】：近年來(lái),隨著大批公務(wù)員由于心理問(wèn)題導(dǎo)致自殺或其他犯罪活動(dòng)的報(bào)道屢屢曝光在在公眾面前,公務(wù)員心理健康越來(lái)越受到關(guān)注,而如何選用科學(xué)的測(cè)評(píng)方法使具有優(yōu)秀心理素質(zhì)的人才在眾多選拔者中脫穎而出,保證各級(jí)行政機(jī)關(guān)的空缺崗位獲得合適的人才,并為他們營(yíng)造公開(kāi)平等、競(jìng)爭(zhēng)擇優(yōu)的用人環(huán)境,成為重要的研究課題。本文從公務(wù)員選拔和公務(wù)員心理測(cè)評(píng)的起源入手,提出了公務(wù)員心理測(cè)評(píng)所應(yīng)有的理論依據(jù),公務(wù)員心理測(cè)評(píng)具有集心理學(xué)、組織行為學(xué)、人力資源諸學(xué)科多元合一的理論依據(jù)。具體分析了公務(wù)員心理測(cè)評(píng)的鑒定、診斷、導(dǎo)向、預(yù)測(cè)以及人文關(guān)懷等五方面的功能。分析了公務(wù)員心理測(cè)評(píng)的現(xiàn)狀,公務(wù)員心理測(cè)評(píng)存在著認(rèn)識(shí)不到位、設(shè)計(jì)欠科學(xué)、測(cè)評(píng)隊(duì)伍整體素質(zhì)不高、技術(shù)支持少等方面的問(wèn)題。大眾對(duì)心理學(xué)的隔膜、心理測(cè)評(píng)管理的缺位、合格測(cè)評(píng)人員的缺乏是制約公選心理測(cè)評(píng)發(fā)展應(yīng)用的根本原因。針對(duì)存在的問(wèn)題和原因提出了優(yōu)化公務(wù)員心理測(cè)評(píng)的對(duì)策和思路——程序規(guī)范化、量表中國(guó)化、手段現(xiàn)代化、測(cè)評(píng)資格化等,期望能對(duì)公務(wù)員心理測(cè)評(píng)的發(fā)展完善有一定的參考價(jià)值。
[Abstract]:In recent years, with a large number of reports of suicide or other criminal activities caused by psychological problems of civil servants frequently exposed to the public, the mental health of civil servants has received more and more attention. And how to select the scientific evaluation method to make the talents with excellent psychological quality stand out among many selectors, to ensure that the vacant posts of the administrative organs at all levels obtain the right talents, and to create an open equality for them, Competition for the best employment environment has become an important research topic. Starting from the origin of the selection of civil servants and the psychological evaluation of civil servants, this paper puts forward the theoretical basis for the psychological evaluation of civil servants. The psychological evaluation of civil servants has the characteristics of collective psychology, organizational behavior, and so on. The theoretical basis for the integration of various disciplines of human resources. The functions of appraisal, diagnosis, guidance, prediction and humanistic care of civil servant psychological evaluation are analyzed in detail. This paper analyzes the present situation of the psychological evaluation of civil servants. There are some problems in the psychological evaluation of civil servants, such as the lack of understanding, the unscientific design, the low overall quality of the evaluation team and the lack of technical support. The basic reason of restricting the development and application of public choice psychological evaluation is the gap of psychology, the absence of management of psychological evaluation and the lack of qualified evaluators. In view of the existing problems and reasons, this paper puts forward the countermeasures and train of thought to optimize the psychological evaluation of civil servants-standardization of procedure, Chinese scale, modernization of means, qualification of evaluation, etc. It is expected to have certain reference value for the development and perfection of the psychological evaluation of civil servants.
【學(xué)位授予單位】：中國(guó)礦業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D630.3

【共引文獻(xiàn)】

相關(guān)期刊論文 前1條

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本文編號(hào)：1854256