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随着知识经济的全球化快速发展,现代人力资源管理的思想的普及,我国公共部门的管理模式也如企业一般越来越科学、规范。扁平化是公共部门内部改革的普遍趋势,未来公共部门将更加注重横向联系,注重分权和授权,中层管理者的作用将会越发突出。目前公共部门人力资源管理机制尚不健全,尤其对于中层管理者的激励因素把握不够到位。本文从经典的需求理论与激励理论出发,结合公共部门中层管理者的普遍特征,从工作报酬、人际关系、成就需求三个方面分析他们的激励因素。
With the rapid development of globalization of knowledge economy and the popularity of modern human resources management, the management mode of public sector in our country is more and more scientific and standardized. Flattening is a common trend in public sector reform. In the future, the public sector will pay more attention to horizontal ties and focus on decentralization and empowerment. The role of mid-level managers will become increasingly prominent. At present, the public sector human resource management mechanism is not perfect, especially for the middle managers’ lack of motivation. Based on the classic demand theory and motivation theory, combining with the common features of mid-level managers in the public sector, this paper analyzes their motivation factors from three aspects: working pay, interpersonal relationship and achievement needs.