The Study On Validation Of Incentive Mechanism Of Junior Civil Servants

To build a civil servants team with high sense of responsibility, high quality andstrong ability is the essential condition of construction of service oriented governmentwith people’s satisfaction. Junior civil servants bear the brunt of the civil servantssystem, and are the backbone of construction of grassroots regime, which directlycontact with the masses. The attitude that they treat work will directly affect theprestige and image of the party and the government in the eyes of the people, evenhave important influence on the healthy and stable development of social economy.However, the reality that can’t ignore is that there is a certain gap between variousaspects ability and literacy of junior civil servants in our country and the requirementof building a service-oriented government. The reason is that the incentivemechanism of junior civil servants is not perfect and complete. Therefore, further toexplore the validity problem of the incentive mechanism of junior civil servants, andto establish and improve the incentive mechanism of junior civil servants, is not onlythe need to develop the theory of incentive system, but also an urgent need to solvepractical problems.For judging whether or not incentive mechanism is valid, we must have correctcognize about incentive current situation of junior civil servants, whether or not theyare satisfied with the current work and what they need, in order to judge whether thecurrent incentive mechanism has reached their expectations. And if it did not meetexpectations, then we should how to improve and so on. Based on the study of theseproblems, this paper firstly presents systematically the research achievements ofincentive problems of junior civil servants, and analyzes influence factors andevaluative dimensions of validity of the incentive mechanism. Secondly this paperstudies the incentive current situation of junior civil servants, by conductinga sampling survey on junior civil servants of Jinjiang city of Fujian province with themethod of combining interviews and questionnaire. Generally speaking, we foundthat the current incentive mechanism of junior civil servants is not valid enough, and based on this, we further analyze the problems and inadequacies existing in theincentive process. Finally this paper puts forward corresponding pointed solutionsand improvement measures, in order to have some innovation in the relatedtheoretical research and provide references for policy-making of the relevantdepartments.