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税费改革后,面对日益加剧的村干部非职业化管理困境,越来越多的地方开始推行村干部职业化试点,试图通过激励系统的重新设计来解决村干部不胜任的难题。当前村干部职业化重在解决工资待遇、工作环境等保健因素,却忽视了基于自我实现的激励因素,而后者则更为重要。村干部职业化的实质是通过激励系统再造,使村干部热爱自己的工作,具备基本技能,并从工作中获得满足感和成就感。村干部职业化是一种诱致性制度变迁,其意味着传统士绅模式的终结。干部职业化管理要重新设计科学的村干部激励系统,处理好职业化和官僚化的关系、专业化知识与地方性知识的关系,着力建立统一的职业化村干部人才市场。
In the face of the increasing non-professional management difficulties of village cadres after the tax-fee reform, more and more localities began to carry out pilot projects of village cadres’ professionalization and tried to solve the incompetence of village cadres by redesigning incentive systems. At present, the professionalization of village cadres focuses on the solution of health care factors such as wages and working conditions, while neglecting the motivation factors based on self-actualization, while the latter is even more important. The essence of the village cadres’ professionalization is to encourage the village cadres to love their work, encourage them to have basic skills, and get satisfaction and accomplishment through their work. The professionalization of village cadres is a kind of induced institutional change, which means the end of the traditional gentry model. Professional management cadres to redesign the scientific village cadre incentive system, handle the relationship between professional and bureaucratic, specialized knowledge and local knowledge, focus on the establishment of a unified professional village cadre talent market.