【摘要】：近年來,地方政府公務(wù)員工作滿意度普遍下降,導(dǎo)致做事散漫、辦事推諉、行事怠慢等現(xiàn)象產(chǎn)生。如今,這種現(xiàn)象已對老百姓心目中良好的地方政府形象產(chǎn)生了惡劣的影響,長而久之,終將會成為建立服務(wù)型政府的一大阻礙。在地方人員管理整個流程中,績效考評占據(jù)著關(guān)節(jié)的位置,極有可能會影響地方政府公務(wù)員的工作滿意度。然而,績效考評原本是中立的,影響干部職工工作態(tài)度及行為的關(guān)鍵是他們對績效考評的體驗與感受,而績效考評公平感又是其中最常見、最重要的�，F(xiàn)今,中國政府正處于高速轉(zhuǎn)型時期,績效考評不公的現(xiàn)象在地方政府部門普遍存在。那么,是否是因為地方政府的績效考評不公,所以造成了基層公務(wù)員工作滿意度下降了?為了探索這一問題的答案,本文將以西部某縣地方政府公務(wù)員為調(diào)研對象,來探討績效考評公平感與工作滿意度的關(guān)系。文章首先闡述了本文的研究意義及方法,再對相關(guān)概念進(jìn)行界定,由于調(diào)查對象本身的原因,所以將地方政府公務(wù)員的概念限定在了縣一級。另外,通過理論綜述,總結(jié)出現(xiàn)有關(guān)于績效考評公平感、工作滿意度的研究成果以及相關(guān)基礎(chǔ)理論,并以此作為建立文章的研究模型、提出本文研究假設(shè)的依據(jù)。本文采用問卷調(diào)查的方式,針對績效考評公平感與地方政府公務(wù)員的關(guān)系情況,在西部某縣地方政府公務(wù)員之間開展了問卷調(diào)查。然后,利用統(tǒng)計軟件SPSS和AMOS對收集到的202名地方政府公務(wù)員相關(guān)信息進(jìn)行實證分析,其檢驗結(jié)果為本文的研究構(gòu)思提供實證依據(jù)�；谘芯坷碚摌�(gòu)建和202名地方政府公務(wù)員有效問卷的實證分析,本文的研究結(jié)論顯示:①績效考評分配公平感與地方政府公務(wù)員工作滿意度及其各維度(外在滿意度、內(nèi)在滿意度)正相關(guān);②績效考評程序公平感與地方政府公務(wù)員內(nèi)在滿意度正相關(guān);③績效考評程序公平感與地方政府公務(wù)員整體工作滿意度及外在滿意度之間不存在顯著正相關(guān);④績效考評互動公平感與地方政府公務(wù)員整體工作滿意度及外在滿意度正相關(guān);⑤績效考評互動公平感與地方政府公務(wù)員內(nèi)在滿意度之間不存在顯著正相關(guān)。
[Abstract]:In recent years, the job satisfaction of local government civil servants has generally declined, resulting in slackness, prevarication and neglect. Nowadays, this phenomenon has had a bad effect on the image of good local government in the eyes of the common people, and it will eventually become a big obstacle to the establishment of service-oriented government for a long time. In the whole process of local personnel management, performance evaluation occupies a joint position, which may affect the job satisfaction of local government civil servants. However, the performance appraisal is originally neutral, the key to affect the work attitude and behavior of cadres and workers is their experience and feeling of performance evaluation, and the sense of fairness is the most common and most important. At present, the Chinese government is in a period of high-speed transition, the phenomenon of unfair performance appraisal exists widely in local government departments. So, is it because of the unfair performance evaluation of local governments, resulting in a decline in job satisfaction of grass-roots civil servants? In order to find out the answer to this question, this paper will study the relationship between the sense of fairness in performance appraisal and job satisfaction by taking the civil servants of local government in a county in the west of China as the research object. This paper first expounds the significance and methods of this study, then defines the related concepts. Because of the reasons of the investigation object itself, the concept of local government civil servants is limited to the county level. In addition, through the theoretical review, the paper summarizes the research results on performance evaluation fairness, job satisfaction and related basic theories, and uses it as the research model to establish the research model of this paper, and puts forward the basis of the research hypotheses in this paper. According to the relationship between the sense of fairness in performance appraisal and the civil servants of local government, this paper carries out a questionnaire survey among local government civil servants in a county in the west of China. Then, the statistical software SPSS and AMOS are used to analyze the relevant information of 202 local government civil servants. The test results provide the empirical basis for the research ideas of this paper. Based on the research theory construction and the empirical analysis of 202 effective questionnaires of local government civil servants, the conclusion of this paper shows that the sense of fairness in the performance appraisal of 1 and the job satisfaction of local government civil servants and their dimensions (external satisfaction). (2) the sense of fairness in the performance appraisal process is positively correlated with the internal satisfaction of local government civil servants; (3) there is no significant positive correlation between the fair sense of performance appraisal procedure and the overall job satisfaction and external satisfaction of local government civil servants. 4 the interactive and fair sense of performance evaluation has positive correlation with the overall job satisfaction and external satisfaction of local government civil servants. 5 there is no significant positive correlation between the sense of interactive fairness and the internal satisfaction of local government civil servants.
【學(xué)位授予單位】：電子科技大學(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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相關(guān)博士學(xué)位論文 前1條

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本文編號：2207465