权责匹配视角下的基层公务员工作满意度研究

The Matching of Power and Responsibility and The Job Satisfaction of Grass-roots Civil Servants

近年来基层公务员的工作满意度的下滑造成"不作为"现象,其背后反映出基层公务员激励难的问题。为何现有激励措施难以真正提升基层公务员的工作满意度?究竟有哪些因素在制约着这些改革发挥作用?对此,本文提出一个权责匹配的分析视角,认为近年来的行政改革使得基层公务员的权责关系在对等关系、边界范围和风险控制三个层面发生了变化;权责不匹配通过补偿不足效应、自我逃避效应和认知失调效应三重机制削弱了基层公务员的满意度。这意味着在继续完善基层公务员激励措施的基础上,还应当从源头上优化基层公务员的权责关系,从而真正激发他们的积极性。

In recent years, the decline of grass-roots civil servants’ job satisfaction has brought about the phenomenon of "nonfeasance," which reflects the difficulty of grass-roots civil servants’ incentive. Why can’t the existing incentive measures truly improve the job satisfaction of grass-roots civil servants? What factors are restricting the role of these reforms? In view of these questions, this paper puts forward an analytical perspective of power and responsibility matching, and holds that the power and responsibility relationship of grass-roots civil servants has changed in three aspects due to the administrative reform in recent years: equivalence relationship, boundary range, and risk control. The power and responsibility mismatch weakens the satisfaction of grass-roots civil servants through three mechanisms, namely, compensation deficiency effect, self-escape effect, and cognitive imbalance effect. This means that on the basis of continuous improvement of incentive measures for grass-roots civil servants, we should also optimize the relationship between power and responsibility of grass-roots civil servants fundamentally, so as to actually stimulate their enthusiasm.