公務員激勵模式研究——從薪酬待遇分析我國公務員激勵模式

摘 要
政府公務員的激勵是公務員管理的重要內(nèi)容，在現(xiàn)代市場經(jīng)濟日趨發(fā)達的今天，人民的生活生產(chǎn)水平已經(jīng)大大地提高，公務員作為勞動者的一分子，薪酬待遇是其勞動和服務的所得，其薪酬問題不僅是經(jīng)濟問題、社會問題，也是一個政治問題。公務員薪酬體系的設計，不僅影響到公務員自身的生活水平，而且直接影響公務員工作的積極性和隊伍的穩(wěn)定性，關系到公共行政管理的效率和公正性，甚至會影響社會公眾與政府之間的關系，對整個國家都有著至關重要的影響。因此，在這里，我將從薪酬待遇的角度出發(fā)，探討我國當前的公務員薪酬待遇的基本狀況，以我國公務員激勵模式為歸宿點，對我國公務員的薪酬待遇結構體系作出全面的分析與評價，以期能從薪酬待遇的角度為我國公務員激勵模式的發(fā)展和完善作出應有地貢獻。
關鍵詞：激勵、薪酬、物質(zhì)激勵、公務員

            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、公務員激勵與薪酬的基本理論 2
（一）激勵的基本理論 2
（二）公務員薪酬的基本內(nèi)涵 2
（三）公務員薪酬激勵的作用 3
二、當前我國公務員薪酬激勵的基本狀況與問題 5
（一）我國公務員薪酬激勵傳統(tǒng)歷史的不利影響 5
（二）公務員薪酬管理體制缺少依據(jù)和細則 6
（三）薪酬改革相對滯后，薪酬制度缺乏透明度 6
三、完善我國公務員薪酬待遇結構，促進公務員隊伍建設 9
（一）以“經(jīng)濟人”為假設，注重公務員的利益原則 9
（二）借鑒新加坡政府“高薪養(yǎng)廉”中的監(jiān)督機制的經(jīng)驗，健全現(xiàn)有的監(jiān)督機制，并在此基礎上構建多幣的縱橫交錯的立體監(jiān)督體系。 10
（三）以企業(yè)員工工資水平為“坐標”，對公務員工資實行調(diào)查制 11
五、結論 13
參考文獻： 14
致謝 15