ERG理论视角下西部边远地区“新生代”基层公务员激励路径探析

An Analysis of the Incentive Path of “New Generation” of Grassroots Civil Servants in the Remote Western Regions under ERG Theory

近年来,伴随着国家治理体系与治理能力现代化进程不断加快,越来越多的“新生代”公务员进入社会基层,特别是一些西部边远地区参与基层治理实践。西部边远地区一方面工作环境条件恶劣、工作任务繁重、激励考核机制也相对不够完善,再加上新生代基层公务员相对其他年龄段的基层公务员来说,他们有着相对更高的学历和更加鲜明的个性需求。基于此,本文在界定了西部边远地区“新生代”基层公务员特性的基础之上,从ERG理论视角下的生存需要、关系需要和成长需要三个层面出发,来分析西部边远地区“新生代”基层公务员激励机制存在的问题,据此提出具有针对性的对策建议。通过激励路径的完善来激发西部边远地区“新生代”基层公务员的工作内驱力。

In recent years, with the acceleration of the modernization of the national governance system and governance capabilities, more and more new-generation civil servants have entered the grassroots level of society, especially in some remote western regions to participate in primary-level governance. On the one hand, the remote western regions have poor working conditions, heavy work tasks, and relatively inadequate incentive and assessment mechanisms. In addition, the “new generation” of grassroots civil servants has relatively higher education and more distinctiveness than others. Based on this, this article defines the particularity of the “new generation” of grassroots civil servants. From the perspective of ERG theory, the three major needs of Existence, Relationship and Growth are used to analyze the incentive mechanism problems of the “new generation” of grassroots civil servants in remote western regions, and put forward targeted suggestions. Through the improvement of the incentive path, the internal driving force of the “new generation” of grassroots civil servants in the remote western regions will be stimulated.