The Research On Working Behaviour And Incentive Mechanism Of College-graduate Village Official

The college-graduate village official plan is to select the cadres from outstanding college graduates.This plan was fully implemented in 2008 and the accumulated number of the college-graduate village official(abbreviated as CGVO in the rest part of this abstract)was over 1 million.As the “fresh blood”,they were educated and trained to undertake the work of grassroots management and social governance.The CGVO plan has explored a feasible way of solving the talent shortage in rural area,promoting the rational talents flow between rural and urban areas,and training rural grassroots cadres for Party and governments.However,in the past decade,the CGVO plan was not completely as desired.According to the current situations,there are still some problems to an extent,such as “inactive behaviour”,“little intention of stay”,and “incompetency”.The reason is that: firstly,the working environment in rural areas is seriously inconsistent with the expectation of CGVOs;secondly,the existing system pattern and incentive level is not sufficient to cultivate an active CGVO.In this case,improving the motivation of CGVOs and optimisation of their behaviour have become the urgent issues to be studied and solved.In view of the issues mentioned,this research constructed a working behaviour analysis framework of CGVOs by referring the organisational behaviour theory,principal-agent theory,motivation theory and other related theories.This research starts with the current working behaviour of CGVOs,then applies the the fuzzy comprehensive evaluation method,statistical analysis method,scenario simulation,case analysis and other methods to evaluate the current working situation of CGVOs in perspectives of the members of the village committee,the villagers,and the CGVOs.Moreover,the factors which can affect work enthusiasm,stability and effectiveness are investigated.This dissertation provides theoretical and empirical basis to the improvement of work enthusiasm,stability and effectiveness of CGVOs.The contents of this dissertation are organised as follows:Chapter 1 is introduction.Starting from the background of the new rural construction,building a moderately prosperous society in an all-round way and the current problems in the work of CGVOs,this chapter shows the purpose and significance of studying the working behaviour of CGVOs.On this basis,by centring the incentive problem,the paper makes a comprehensive and objective review of the relationship between job satisfaction,voluntary willingness,dedication,working attitude and working behaviour,and the related issues of CGVOs.According to the purpose of the study,research ideas,research methods are defined,and the scope of the research is defined.Finally,the innovation of this research is summarised.Chapter 2 is about the working behaviour of CGVOs and other relevant theoretical basis.Firstly,some key concepts were defined,such as "CGVO","dedication","working behaviour”,“intention of stay” and “incentive mechanism” etc.Secondly,this chapter positions the working behaviour of CGVOs,then elaborated the working behaviour goal,content,classification and characteristics of CGVO.Thirdly,it introduces the theoretical basis of the study which mainly include the principal-agent theory,organisational behaviour theory,behavioural science and other related theories.Finally,normative analysis method is used to construct the analysis framework of work behaviour of CGVO.Chapter 3 is about the motivation and behaviour of CGVOs.Firstly,this chapter introduces the selection of sample area and the design scale.Secondly,descriptive statistics is used to analyse and evaluate the motivation and behaviour of CGVOs in terms of three perspectives,CGVOs,members of village committee,and villagers.It is concluded that the working responsibility,working enthusiasm and working competence of CGVOs need to be further improved.Chapter 4 is fuzzy comprehensive evaluation of the work behaviour of CGVOs.This chapter uses the fuzzy comprehensive evaluation method,by using the construction work behaviour evaluation system,to evaluate the working engagement and the status of effectiveness of working behaviour of CGVOs.It is concluded that the working engagement and effectiveness of CGVOs are currently in the "general" level.Chapter 5 analyses the factors about the degree of working engagement.This chapter constructs the theoretical model of working engagement by using the self-determination theory,the extrinsic and intrinsic motivation of CGVOs.The factors affecting work engagement are analysed by the Oprobit model and case study.The results show that some extrinsic motivations,such as the promotion policy,income level,the significance of work,self-efficacy,conscientiousness,and some intrinsic motivations,such as working interests,sense of achievement,independent demand,demand competency and identity,have significant positive effects.The level of development of local economy does not obviously affect the CGVOs.Chapter 6 is about the path analysis of factors of working behaviour of CGVOs.Based on the existing literature,this chapter sorts out the specific conceptual model of the impact of human capital,psychological capital and external environment which affect the behaviour of CGVOs.By using the SEM path analysis model,this chapter empirically explores the specific influence mechanism and effect distribution of human capital,psychological capital and external environment on the behaviour of CGVO.The results show that,in the factors that affect the work of CGVOs,in the order of effect of work behaviour,factors are ranked as psychological capital,human capital and external environment.The self-persistence variable and years of working experience of CGVO are significant.The external environment of teamwork atmosphere and village governance norms show little effect on working behaviour of CGVOs.Chapter 7 analyses the factors about intention of stay of CGVOs.it is proposed that the intention of stay mainly depends on the attraction of the job itself and external opportunities by constructing the theoretical model of “intention of stay" of CGVOs.Ologit model,case study and further simulation demonstrates the followings: generally,job satisfaction and stay intention of CGVOs are not high;factors significantly related to intention of stay include work motivation,demographic variables,parents occupation prestige,social acceptance and other factors.Improving the income level,adding more directly promotion places for outstanding cadres,and increasing the political opportunities such as promotion to national civil servants can significantly improve the job satisfaction of CGVOs and increase their intention to stay.Skills training,extended term of profession,setting up special funds,supporting entrepreneurship and improving working autonomy are not effective in improving job satisfaction and stay intention of CGVOs.Chapter 8 is the design of incentive mechanism for CGVOs.According to the above theoretical analysis and empirical analysis,this chapter determine the incentive factors of CGVOs.This chapter calculates the opportunity cost of CGVOs and their income expectations.According to the calculation,this chapter illustrates that the reference value of basic wage shall be compared with the previous year average annual wage standard of local private companies employment,then design the salary structure of CGVOs;It is also illustrated that CGVOs can be motivated by building labor market for them.The design of the labor market is discussed;the CGVOs can be better motivated by constructing promotion system,and well-designed assessment criteria for promotion.Chapter 9 is final conclusions and further policy recommendations.According to the concluding remarks in previous chapters,this dissertation makes the following recommendations in order to better motivate the CGVOs to stay and work better in rural area: 1)improve the CGVO promotion system,set up exception of long-term cooperative game;2)modify the distributive rules,improve their income level and welfare;3)focus more on the graduates who show more responsibility in recruitment;4)pay more attention to the development of psychological capital of CGVOs;5)refine the pattern of cultivating CGVOs: selection,targeted recruitment,special training,employment in their hometowns.