A Demonstration Research On China Civil Servants' General Performance Model

With increasing globalization and international competition,improving government efficiency is imperative. In order to adapt to the market economy, solve sorcial problems and removal of government ills, we gradually introduced the concepdt of government performance to the field of Public Administration in China, which draw on contemporary theory of Administrative Reform in Western countries. Politicians focus on personnel, while person focus on assessment. At present, the basic unit of our government is the civil servant. And the assessment of civil servants are mostly from germany, ability, diligence, achievements and incorruption. It is too general and no langer meet the development of the times. Based on this, this paper aims to build a comprehensive, objective and fair civil servants'performance model.Based on summing up the past literatures, the paper builds a model of Chia civil servants'performance and draws up the initial questionnaire. Through the analysing of a small sample of the questionnaire, we adjust the indicators and designing, then form the formal questionnaire. Through the explorosatory factoatr analysis and confirmatory factor analysis on the 580 samples which are collected in a nationwide by SPSS13.0 and LISREL8.70, we find that the performance model of leadership positions in the civil servants in China by the administrative performance, leadership performance, interpersonal performance, dedicated performance and adaptive performance of the five dimensions. And the non-leadership civil servants'performance model is composed of administrative performance, interpersonal performance, dedicated performance and adaptive performance. By analyzing the effection of various dimensions to the overall performance, we find that both for the leadership and non-leadership civil servants, the administrative performance all palys a major role, while the interpersonal performance is the weakest. At last, the variance analysis of sample data show that civil servants'performance are significantly different in age, education level, length of service and position of rank, but there is no significant gender differences.Finally, this paper draws the conclusion at the same time analysis its shortcomings and the direction and thinking for the follow-up study. This study proposes a system of civil servants'performance indicators, which has pioneering meaning for the future study.