我国公务员薪酬制度改革研究——基于激励理论视角

中图分类号：密级：UDC：本校编号：10652公共管理硕士专业学位论文论文题目：我国公务员薪酬制度改革研究——基于激励理论视角研究生姓名：谢辉学号：20121252000109校内指导教师姓名：吕庆春职称：教授校外指导教师姓名：职务职称：申请学位等级：硕士专业方向：公共管理学习形式：全日制论文提交日期：2014年3月9日论文答辩日期：公共管理硕士专业学位论文我国公务员薪酬制度改革研究—基于激励理论视角ResearchonsalarysystemreformofCivilservantsinChina------Basedontheincentivetheoryperspective作者姓名：谢辉指导教师：吕庆春西南政法大学SouthwestUniversityofPoliticalScienceandLaw论文独创性的声明本人郑重声明：所呈交的学位论文是本人在导师指导下进行的研究工作及取得的研究成果。尽我所知，除了文中特别加以标注和致谢的地方外，论文不包含其他人已经发表或撰写过的研究成果，也不包含为获得西南政法大学或其他教育机构的学位或证书而使用过的材料。对于与我一同工作的同志对本研究所做的任何贡献，均已在论文中作了明确的说明并表示谢意。学位论文作者签名:签字日期:年月日学位论文版权使用授权书本学位论文作者完全了解西南政法大学有关保留、使用学位论文的规定。即：学校有权保留所送交的论文，允许论文被查阅和借阅，可以公布论文内容，可以采用影印、缩印或扫描等复制手段保存论文，可以向有关部门和机构送交论文的纸质复印件和电子版本。(保密的学位论文在解密后适用本授权书)学位论文作者签名:导师签名:签字日期：年月日签字日期：年月日1内容摘要公务员作为一种职业，公务员薪酬是绝大多数公务员及其家庭生活的主要经济来源，在物质是满足生存需求第一条件的今天，科学合理的薪酬制度在增加公务员的责任感和荣辱感、提高行政效率、降低行政成本方面具有不可替代的激励作用。目前，我国的公务员薪酬制度是以2006年工资改革为基础，对补贴和福利通过几次微调后形成的“职级工资制”。由于薪酬待遇的结构不合理，公务员薪酬收入增加主要依靠职务晋升来实现，这种制度不可避免的会形成“官本位”的行政文化导向。县及县以下机关的广大基层公务员，由于机关级别和领导职数的限制，通过职务晋升提升薪酬待遇的是凤毛麟角。在不能普遍提升待遇的情况下，目前的薪酬制度对广大基层公务员的激励效果差强人意。本文在介绍公务员薪酬制度的相关概念和原理的基础上，阐述了我国几次公务员薪酬制度改革的内容与特点，分析了我国公务员薪酬激励方面还存在的一些缺陷。同时从薪酬结构、制度特色等方面介绍美国、英国、新加坡、法国公务员的薪酬制度，总结了部分西方国家在薪酬激励方面的主要特点。在此基础上，结合“经济人”假设理论、“双因素”激励理论、宽带薪酬理论提出了我国公务员薪酬制度的改进建议，主要是通过建立规范透明的公务员薪酬水平调整制度，合理调整薪酬结构，建立多轨制的薪酬晋升通道和虚拟社保指数数据库来完善公务员的流转机制，建立向基层倾斜的宽带绩效薪酬制度来实现公务员薪酬制度激励作用的最大化。关键词：公务员；薪酬；待遇；制度改革AbstractAsoneoftheprofession,themainincomeofmostcivilservantsandtheirfamilycomesfromtheirsalary.Nowadaysthematerialisthefirstconditiontomeettheneedsforsurvival.Reasonablesalarysystemcontributestoenhancingcivilservants'responsibility,senseofhonor,takingtoimproveadministrativeefficiencyandreducingtheadministrativecost.Atpresent,basedonthewagereformin2006,thecivilservants'salarysystemisthepost-ranksalarysystem,whichcomesfromseveralfineadjustmentsonsubsidiesandwelfare.Duetotheunreasonablesalarystructure,civilservants'payreliesmainlyonpromotiontoachievehigherincome,whichinevitablycomestotheformationoftheadministrativecultureofrankingofofficials.Becauseofthelimitationofauthoritylevelandthenumberofleadershippositions,rarecivilservantsfromcountyandbellowingorganscangethighersalarythroughpromotion.Unabletopromotethetreatmentsituation,thecurrentsalarysystemhaspoorincentiveeffecttothegrass-rootscivilservants.Onthebasisofintroducingtherelatedconceptsandprinciplesofcivilservicesalarysystem,thispaperexpoundedthecontentandfeaturesofseveralsalarysystemreform,andanalyzedsomedefectsofcivilservant'ssalaryincentivesysteminourcountry.MeanwhilebyintroducingcivilservantsalarysystemfromaspectsofsalarystructureandsystemcharacteristicintheUnitedStates,Britain,SingaporeandFrance,thispapersummarizedsomefeaturesofthewesterncountriesintermsofsalaryincentive.Onthisbasis,combiningwiththetheoryofeconomicmanhypothesis,doublefactorsincentivetheory,broadbandpaytheory,thispaperputforwardSuggestionsforimprovementinthesystemofourcountry'scivilservantsalarysystem.Thispapersuggestedtheestablishmentofstandardandtransparentcivilservantssalaryadjustmentsystem,rationaladjustmentonthesalarystructure,multitracksalarysystempromotionchannel,andavirtualsocialsecurityindexdatabase,toimprovecivilservantflowmechanismandestablishabroadbandsalarysystemwhichinclinestothegrassroots,tomaximizetheeffectsofincentivesalarysystem.Keywords:civilservant;salary;benefits;systemreform1目录一、引言„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„1（一）选题背景与研究意义„„„„„„„„„„„„„„„„„„„„„„1（二）文献综述与研究现状„„„„„„„„„„„„„„„„„„„„„„3（三）研究思路与重点难点„„„„„„„„„„„„„„„„„„„„„„5（四）研究方法„„„„„„„„„„„„„„„„„„„„„„„„„„„6（五）创新之处„„„„„„„„„„„„„„„„„„„„„„„„„„„6二、薪酬管理的相关理论„„„„„„„„„„„„„„„„„„„„„„„„„„7（一）公务员薪酬的定义及内涵„„„„„„„„„„„„„„„„„„„„„„7（二）公务员薪酬管理制度的理论基础.„„„„„„„„„„„„„„„„„„9三、我国公务员薪酬制度的变迁与存在的问题„„„„„„„„„„„„„„„11（一）我国公务员薪酬制度的变迁„„„„„„„„„„„„„„„„„„„„11（二）公务员薪酬改革中存在的问题„„„„„„„„„„„„„„„„„„„15四、国外公务员薪酬制度比较„„„„„„„„„„„„„„„„„„„„„„„17（一）美国公务员薪酬制度„„„„„„„„„„„„„„„„„„„„„„„17（二）英国公务员薪酬制度„„„„„„„„„„„„„„„„„„„„„„„18（三）新加坡公务员薪酬制度„„„„„„„„„„„„„„„„„„„„„„18（四）法国公务员薪酬制度„„„„„„„„„„„„„„„„„„„„„„„19（五）国外公务员薪酬激励改革的发展趋势„„„„„„„„„„„„„„„„20五、我国公务员薪酬激励制度改进的构想„„„„„„„„„„„„„„„„„„21（一）完善公务员薪酬结构„„„„„„„„„„„„„„„„„„„„„„„21（二）健全公务员薪酬水平调整机制„„„„„„„„„„„„„„„„„„„23（三）公务员薪酬体系的改进„„„„„„„„„„„„„„„„„„„„„„25参考文献„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„28致谢„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„31我国公务员薪酬制度改革研究——基于激励理论视角1引言（一）选题背景与研究意义1．选题来源“国家公务人员”简称公务员，部分国家和地区又称“政府雇员”，区别于其他为非政府组织服务的“非政府雇员”，是一种职业。虽然我国作为一个社会主义国家，公务员基本是“党的干部”，有着崇高的政治道德价值理念，绝大多数都是为党、国家和人民的利益服务而不是一己私利工作的。但是薪酬是绝大多数公务员及其家庭的唯一生活来源，是公务员生存和发展的经济保障；合理的薪酬也有助于增加公务员工作的责任感和荣誉感。因此一个科学合理的薪酬制度更能够规范公务员行为、激发工作活力，进而提高工作效率。目前，我国的公务员薪酬制度是在2006年公务员制度改革的基础上通过几次政策微调形成的，公务员薪酬结构设计不合理、薪酬管理制度不健全等弊端未能得到根本该改变。群众抱怨部分公务员官僚主义严重、工作效率低下、灰色收入多；与此同时，基层公务员抱怨工资低的现象不时出现，更有少数基层公务员因为工资低而兼职开“摩的”而被查处的新闻见诸报端。党的十八大提出到2020年要我国要全面建成小康社会，全国人均收入相对于2010年要翻一番，这表明我国即将进入跨越式发展的战略机遇期。在2013年2月出台的《深化收入分配制度改革若干意见》中，提出了“深化收入分配制度改革，切实解决一些领域分配不公问题，防止收入分配差距过大，规范收入分配秩序”1，“使发展成果更多更公平惠及全体人民，为逐步实现共同富裕奠定物质基础和制度基础。”2这表明改革收入分配制度，提升城乡居民收入水平已经成为政府改革的重要任务。我国2006年工资改革中公务员薪酬调查制度和正常调整机制的缺失，使我国公务员薪酬标准至今未能根据经济发展水平作出相应调整，8年来随着经济的发展，物价的上涨，公务员实际生活水平不断下降，薪酬水平也远远低于企业相应职位薪酬水平的1国务院办公厅：《国务院批转发展改革委等部门关于深化收入分配制度改革若干意见的通知》，国发〔2013〕