公務(wù)員激勵(lì)模式研究——從薪酬待遇分析我國(guó)公務(wù)員激勵(lì)模式

摘 要
政府公務(wù)員的激勵(lì)是公務(wù)員管理的重要內(nèi)容，在現(xiàn)代市場(chǎng)經(jīng)濟(jì)日趨發(fā)達(dá)的今天，人民的生活生產(chǎn)水平已經(jīng)大大地提高，公務(wù)員作為勞動(dòng)者的一分子，薪酬待遇是其勞動(dòng)和服務(wù)的所得，其薪酬問題不僅是經(jīng)濟(jì)問題、社會(huì)問題，也是一個(gè)政治問題。公務(wù)員薪酬體系的設(shè)計(jì)，不僅影響到公務(wù)員自身的生活水平，而且直接影響公務(wù)員工作的積極性和隊(duì)伍的穩(wěn)定性，關(guān)系到公共行政管理的效率和公正性，甚至?xí)绊懮鐣?huì)公眾與政府之間的關(guān)系，對(duì)整個(gè)國(guó)家都有著至關(guān)重要的影響。因此，在這里，我將從薪酬待遇的角度出發(fā)，探討我國(guó)當(dāng)前的公務(wù)員薪酬待遇的基本狀況，以我國(guó)公務(wù)員激勵(lì)模式為歸宿點(diǎn)，對(duì)我國(guó)公務(wù)員的薪酬待遇結(jié)構(gòu)體系作出全面的分析與評(píng)價(jià)，以期能從薪酬待遇的角度為我國(guó)公務(wù)員激勵(lì)模式的發(fā)展和完善作出應(yīng)有地貢獻(xiàn)。
關(guān)鍵詞：激勵(lì)、薪酬、物質(zhì)激勵(lì)、公務(wù)員

            Discusses the system of stimulation of official from
the official’s salary and rewards system
ABSTRACT
 The system of stimulation of government official is an important part in official managements. Nowadays, with the development of social economy, the people’s live standard has been improved. Government official is also a laborer. Salary and rewards are also the income of work and service. The salary and rewards are not only an economic problem, a social problem, but also a political problem. The design of official’s salary and rewards system  not only influence official’s live standard, but also affect the stability of the ranks of the civil servants and their work enthusiasm directly,but also concern the efficiency and fairness of the public administration, even will affect therelationship of the social public and the governmentthe and the whole country. So, in here, I explore the basic states of official salary and rewards from the angle of salary and rewards. My goal is to analyze and eva luate official’s salary and rewards system. I hope I can make my due contribution to the system of stimulation of government official’s development and improvement.
Key words: stimulation, salary and rewards, government official

 目錄
摘 要 II
ABSTRACT III
引 言 1
一、公務(wù)員激勵(lì)與薪酬的基本理論 2
（一）激勵(lì)的基本理論 2
（二）公務(wù)員薪酬的基本內(nèi)涵 2
（三）公務(wù)員薪酬激勵(lì)的作用 3
二、當(dāng)前我國(guó)公務(wù)員薪酬激勵(lì)的基本狀況與問題 5
（一）我國(guó)公務(wù)員薪酬激勵(lì)傳統(tǒng)歷史的不利影響 5
（二）公務(wù)員薪酬管理體制缺少依據(jù)和細(xì)則 6
（三）薪酬改革相對(duì)滯后，薪酬制度缺乏透明度 6
三、完善我國(guó)公務(wù)員薪酬待遇結(jié)構(gòu)，促進(jìn)公務(wù)員隊(duì)伍建設(shè) 9
（一）以“經(jīng)濟(jì)人”為假設(shè)，注重公務(wù)員的利益原則 9
（二）借鑒新加坡政府“高薪養(yǎng)廉”中的監(jiān)督機(jī)制的經(jīng)驗(yàn)，健全現(xiàn)有的監(jiān)督機(jī)制，并在此基礎(chǔ)上構(gòu)建多幣的縱橫交錯(cuò)的立體監(jiān)督體系。 10
（三）以企業(yè)員工工資水平為“坐標(biāo)”，對(duì)公務(wù)員工資實(shí)行調(diào)查制 11
五、結(jié)論 13
參考文獻(xiàn)： 14
致謝 15