乡镇公务员公共服务动机对工作投入影响的实证研究——以新疆维吾尔自治区十地区为例
|
摘要
提高乡镇公务员的工作投入水平将有助于实现基层政府公共部门的高效治理和乡村振兴。以383名新疆维吾尔自治区乡镇公务员为样本,运用回归分析法分析了乡镇公务员的公共服务动机和工作投入现状及其关系。结果表明,乡镇公务员公共服务动机处于较高水平,工作投入处于中等偏上水平。并且工作投入在性别、年龄、婚姻状况、工龄上存在显著差异,男性、已婚、年龄较大、工龄较长的乡镇公务员普遍表现出较高的工作投入水平。乡镇公务员公共服务动机及其各维度均能正向影响工作投入。
Improving the job engagement of township civil servants can contribute to achieve the efficient governance and rural revitalization of basic-level government's public sectors. Taking 383 township civil servants in Xinjiang as an example, the public service motivation, current situation and its relation of job engagement of township civil servants by regression analysis method are further analysed.The research results show that the township civil servants' public service motivation is in high level, the job engagement is above average. And the job engagement exists significant difference on sex, age, marital status and working years, the male married elder township civil servants with long working years show the high job engagement standard generally. The township civil servants' public service motivation and its dimensions can affect the job engagement positively.
Improving the job engagement of township civil servants can contribute to achieve the efficient governance and rural revitalization of basic-level government's public sectors. Taking 383 township civil servants in Xinjiang as an example, the public service motivation, current situation and its relation of job engagement of township civil servants by regression analysis method are further analysed.The research results show that the township civil servants' public service motivation is in high level, the job engagement is above average. And the job engagement exists significant difference on sex, age, marital status and working years, the male married elder township civil servants with long working years show the high job engagement standard generally. The township civil servants' public service motivation and its dimensions can affect the job engagement positively.
引文
[1] SCHAUFELI W B,BAK KER A B,SALANOVA M. The measurement of work engagement with a short questionnaire:A cross-national study[J].Educational&psychological measurement,2006,66(4):701-716.
[2] RABINOWITZ S,HALL D T. Organizational research on job involvement[J].Psychol Bul,1977,84(2):265-288.
[3] KAHN W A. Psychological conditions of personal engagement and disengagement at work[J].Academy of management journal,1990,33(4):692-724.
[4]杨坚,吴悦,张研.医护人员工作投入、工作倦怠对离职倾向与任务绩效的预测[J].中国卫生事业管理,2017,34(1):60-64.
[5] WATKINS C E,TIPTON R M,MANUS M,et al. Role relevance and role engagement in contemporary school psychology[J].Professional psychology research&practice,1991,22(22):328-332.
[6] BROWN S P,LEIGH T W. A new look at psychological climate and its relationship to job involvement,effort,and performance[J].J Appl Psychol,1996,81(4):358-368.
[7]汪群,赵梦雨,李卉,等.新生代员工工作价值观与工作绩效:工作投入的中介效应[J].兰州大学学报(社会科学版),2017,45(4):36-43.
[8]苏伟琳,林新奇,丁贺.核心自我评价对员工创新行为的影响机制———工作投入的中介作用[J].软科学,2018,32(7):52-55.
[9]柯江林,吴丹,孙健敏.心理资本对工作投入、主观幸福感与沉默行为的影响:交互效应与效应比较[J].心理与行为研究,2015,13(6):804-810,845.
[10]曾海洋,李中斌,马俊.组织支持感对工作投入的影响:特质性感恩的调节作用[J].企业经济,2016(5):121-127.
[11]何立,凌文辁.领导风格对员工工作绩效的作用:组织认同和工作投入的影响[J].企业经济,2010(11):65-68.
[12]宣燚斐,谢宝国,马娜娜.职业成长机会对员工工作投入的影响:基于自我决定理论的视角[J].中国人力资源开发,2018,35(2):141-152.
[13] PERRY J L,WISE L R. The motivational bases of public service[J].Public administration review,1990,50(3):367-373.
[14] RAINEY H G. Reward preferences among public and private managers:In search of the service ethic[J].American review of public administration,1982,16(4):288-302.
[15]祝军.青年公务员公共服务动机对工作投入的影响研究[J].中国青年政治学院学报,2013,32(5):77-81.
[16]朱光楠,李敏,严敏.公务员公共服务动机对工作投入的影响研究[J].公共行政评论,2012,5(1):122-144,181.
[17]包元杰,李超平.公共服务动机的测量:理论结构与量表修订[J].中国人力资源开发,2016(7):83-91.
[18]吴明隆.问卷统计分析实务SPSS操作与应用[M].重庆:重庆大学出版社,2010.
[2] RABINOWITZ S,HALL D T. Organizational research on job involvement[J].Psychol Bul,1977,84(2):265-288.
[3] KAHN W A. Psychological conditions of personal engagement and disengagement at work[J].Academy of management journal,1990,33(4):692-724.
[4]杨坚,吴悦,张研.医护人员工作投入、工作倦怠对离职倾向与任务绩效的预测[J].中国卫生事业管理,2017,34(1):60-64.
[5] WATKINS C E,TIPTON R M,MANUS M,et al. Role relevance and role engagement in contemporary school psychology[J].Professional psychology research&practice,1991,22(22):328-332.
[6] BROWN S P,LEIGH T W. A new look at psychological climate and its relationship to job involvement,effort,and performance[J].J Appl Psychol,1996,81(4):358-368.
[7]汪群,赵梦雨,李卉,等.新生代员工工作价值观与工作绩效:工作投入的中介效应[J].兰州大学学报(社会科学版),2017,45(4):36-43.
[8]苏伟琳,林新奇,丁贺.核心自我评价对员工创新行为的影响机制———工作投入的中介作用[J].软科学,2018,32(7):52-55.
[9]柯江林,吴丹,孙健敏.心理资本对工作投入、主观幸福感与沉默行为的影响:交互效应与效应比较[J].心理与行为研究,2015,13(6):804-810,845.
[10]曾海洋,李中斌,马俊.组织支持感对工作投入的影响:特质性感恩的调节作用[J].企业经济,2016(5):121-127.
[11]何立,凌文辁.领导风格对员工工作绩效的作用:组织认同和工作投入的影响[J].企业经济,2010(11):65-68.
[12]宣燚斐,谢宝国,马娜娜.职业成长机会对员工工作投入的影响:基于自我决定理论的视角[J].中国人力资源开发,2018,35(2):141-152.
[13] PERRY J L,WISE L R. The motivational bases of public service[J].Public administration review,1990,50(3):367-373.
[14] RAINEY H G. Reward preferences among public and private managers:In search of the service ethic[J].American review of public administration,1982,16(4):288-302.
[15]祝军.青年公务员公共服务动机对工作投入的影响研究[J].中国青年政治学院学报,2013,32(5):77-81.
[16]朱光楠,李敏,严敏.公务员公共服务动机对工作投入的影响研究[J].公共行政评论,2012,5(1):122-144,181.
[17]包元杰,李超平.公共服务动机的测量:理论结构与量表修订[J].中国人力资源开发,2016(7):83-91.
[18]吴明隆.问卷统计分析实务SPSS操作与应用[M].重庆:重庆大学出版社,2010.
© 2004-2018 中国地质图书馆版权所有 京ICP备05064691号 京公网安备11010802017129号 地址：北京市海淀区学院路29号 邮编：100083 电话：办公室：(+86 10)66554848；文献借阅、咨询服务、科技查新：66554700 |