| 公务员职业承诺及形成过程研究 |
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| 引用本文： | 王颖,杨梦遥,王笑宇.公务员职业承诺及形成过程研究[J].科研管理,2021,42(6):194-201. |
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| 作者姓名： | 王颖 杨梦遥 王笑宇 |
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| 作者单位： | 北京师范大学政府管理学院，北京100875 |
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| 基金项目： | 国家社会科学基金项目:“人口结构转变的经济影响及其替代因素研究”(18BRK002，2018.06—)。 |
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| 摘 要： | 应用投资模型对在职公务员的职业承诺现状及影响因素进行探究，并基于角色扮演理论和社会交换理论，引入领导-成员交换关系作为调节变量，探讨其在职业承诺形成过程中的调节作用。462个有效样本的研究结果表明：投资模型理论能够很好的解释公务员的职业承诺及其产生过程，其中，职业满意度与职业投入对职业承诺有显著的正向影响；外在职业机会感知对职业承诺有显著的负向影响；领导-成员交换关系在职业投入对职业承诺的影响关系中有显著的调节作用，与领导存在“高质量”交换关系的个体的职业投入对职业承诺的影响强于“低质量”交换关系的个体。
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| 关 键 词： | 公务员 职业承诺 投资模型 领导-成员交换关系 |
| 收稿时间： | 2020-11-09 |
| 修稿时间： | 2021-05-28 |
A research on the career commitment of civil servants and its formation process |
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| Wang Ying,Yang Mengyao,Wang Xiaoyu.A research on the career commitment of civil servants and its formation process[J].Science Research Management,2021,42(6):194-201. |
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| Authors: | Wang Ying Yang Mengyao Wang Xiaoyu |
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| Institution: | School of Government Administration, Beijing Normal University, Beijing 100875, China |
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| Abstract: | The working pressure of civil servants in China is higher than before, but their welfare treatment is lower. Great changes have taken place in the professional environment of civil servants. The previous research on career commitment mainly focuses on teachers, doctors, nurses and other professional professions, but the research on civil servants is very lack. In addition, previous studies have a great randomness in the selection of variables influencing factors of career commitment. This paper focuses on the influencing factors and generating mechanism of civil servants′ career commitment, which is of great significance for strengthening the stability of civil servants and cultivating the correct career motivation of civil servants in China.
From the perspective of individual dependence, the investment model considers that individual commitment is affected by satisfaction, investment scale and the quantity and quality of alternative choices. It is used to explore the current situation and influencing factors of the career commitment of in-service civil servants. In the process of career commitment formation, individuals compare and weigh the gap between the results and expectations. If the results are higher than or in line with their own expectations, they will show high career satisfaction, which becomes the attraction of the career. Moreover, the individual′s investment in his career has become the gate or obstacle for him to leave this career. The more investment, the more difficult it is for him to make the decision to leave his career. At the same time, the more alternative choices, the more likely an individual is to leave his original career. On this basis, this paper analyzes the impact of career satisfaction, career investment and the perception of alternative job opportunities on career commitment. And based on the role-playing theory and social exchange theory, the leader-member exchange relationship is introduced as a moderating variable to explore its moderating role in the formation process of career commitment.
In the empirical stage, questionnaires are sent out to civil servants in 8 provinces and cities including Beijing, Tianjin, Hebei and Guangdong. And the validity rate of the questionnaire reached the general standard. The reliability，validity analysis and common method deviation test of the data were carried out, and the analysis of variance and structural equation model test were carried out by software such as AMOS and SPSS. Through the analysis of 462 valid samples, the structural equation model (SEM) test results show that the investment model can explain the career commitment of civil servants and its formation process. Career satisfaction and career investment have a significant positive impact on career commitment; the perception of alternative job opportunities has a significant negative impact on career commitment; leader-member exchange relationship plays a moderating role in the impact of career investment on career commitment. The impact of career investment on career commitment of individuals with "high quality" leader-member exchange relationship is stronger than that of individuals with "low quality" leader-member exchange relationship.
According to the conclusion of the analysis, combined with the social background and the current situation of the construction of civil servants, this paper puts forward the following countermeasures and suggestions to enhance the career commitment of civil servants. First, increase the stickiness between civil servants and their professions. Second, understand individual needs and improve career satisfaction. Third, establish and improve the performance appraisal system and reward and punishment mechanism. Fourth, improve the leadership ability, and enhance the exchange relationship of leadership members. |
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| Keywords: | civil servant career commitment investment model leader-member exchange relationship |
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