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公务员绩效是公共部门人力资源管理领域的难点问题。自佩里、怀斯(1990)在《公共服务的动机基础》中提出公共服务动机概念以来,公共服务动机研究便开启了解读公务员绩效影响因素的新视角。本研究选取北京市警察作为我国公务员的代表,探讨个人-组织匹配对公共服务动机和公务员工作绩效的调节作用。个人-组织匹配程度较高时,公共服务动机对员工的工作绩效有着显著的正向影响。个人-组织匹配程度较低时,公共服务动机对员工的工作绩效有着显著的负向影响。在具体的管理实践中,公共部门管理者应将公共服务动机纳入到人力资源管理的方方面面。强化公共服务动机与公务员行为之间的关系,将公共服务动机融入到公共部门人力资源管理过程中。
The performance of civil servants is a difficult issue in the field of human resources management in the public sector. Since Perry and Wise (1990) put forward the concept of public service motivation in the motivation basis of public service, the study of public service motivation has opened a new perspective to interpret the influencing factors of civil service performance. This study selects Beijing police as the representative of civil servants in our country, and explores the regulatory function of personal-organization matching on the motivation of public service and the performance of civil servants. When the personal-organizational match is high, the motivation of public service has a significant positive impact on the employee’s job performance. When the personal-organizational match is low, the public service motivation has a significant negative impact on the employee’s job performance. In specific management practices, public sector managers should incorporate public service motivation into all aspects of human resource management. Strengthen the relationship between public service motivation and civil service behavior, public service motivation into the public sector human resources management process.