“敲打”何以激“奋进”:政府绩效问责对干部担当动力的激励机制研究

How Spur Stimulates Impetus:A Study on the Incentive Mechanism of Government Performance Accountability for Cadres Take-Charge Motivation

近年来,我国各级政府普遍开展绩效问责工作,对绩效表现有待提升的部分干部进行“敲打”,以激发其担当作为。这也生发出一个重要理论问题:具有负向惩戒属性的绩效问责何以激发干部的正向担当动机?本研究引入行为公共管理学视角,利用面向基层干部的大样本问卷获取调查数据,并进行分层回归分析,探究绩效问责激励干部产生担当动力的内在机制。研究发现,干部对政府绩效问责的主观感知,构成了绩效问责激发担当动机的关键中间机制,且这一机制包含了干部对绩效问责目标与公正性的两方面感知。具体而言,感知程序公正、感知结果公正正向影响干部担当动力的产生,形成动力激发机制;感知目标过载负向影响干部担当动力的产生,形成动力抑制机制;感知目标适配意味着工作挑战性的不足,不利于干部产生更强担当动机;感知信息公正虽有必要性,但在“化压力为动力”的过程中缺乏贡献。此外,该机制还受工作年限的调节作用,即工作年限能在部分动力激发机制中起促进作用,又在部分动力机制中起减缓作用。上述发现意味着,绩效问责工作应强化干部对程序与结果公正性的感知,同时尽量减少其动力抑制效应的影响。本研究为打开绩效问责激发干部担当动力的机制“黑箱”提供了新的理论解释和实证证据。

In recent years,the Chinese government has carried out performance accountability for cadres at all levels,that is,to spur some cadres whose performance needs to be improved,so as to stimulate their take-charge motivation.This raises an important theoretical question:how can performance accountability activities with negative disciplinary attributes stimulating cadres'positive motivation to take responsibility?This study introduces the perspective of behavioral public administration,uses the large sample questionnaire survey data for cadres to conduct hierarchical regression analysis,and explores the internal mechanism of performance accountability incentive to generate cadres'motivation to take charge.The study finds that cadres'subjective perception of government performance accountability constitutes a key intermediate mechanism for performance accountability to stimulate their motivation,and this mechanism includes cadres'perception of the objective and justice of performance accountability.Specifically,perceived procedural justice and perceived outcome justice positively affect cadres'motivation to take charge,forming a motivation incentive mechanism.Perceived goal overload will negatively affect cadres'motivation to take charge and form a motivation inhibition mechanism.Perceived goal fitness reflects that the job mission is not challenging enough,which is not conducive to cadres'motivation to take more responsibility.Although perceived information justice is necessary,it lacks contribution in the process of turning pressure into motivation.In addition,the mechanism is also moderated by the working years,that is,the working years can promote part of the dynamic excitation mechanisms,and alleviate part of the dynamic mechanisms.The above findings imply that performance accountability work should strengthen cadres'perception of the fairness of procedures and results,while minimizing the impact of its motivational disincentive effect.This study provides new theoretical explanations and empirical evidence for opening the black box of performance accountability to stimulate the motivation of cadres.