| Because of various factors such as nature and history, the ethnic minority areas in China lagged behind the Han area for a long time. "Matthew effect" of the economy directly affected the working of talent. Ethnic minority areas are generally faced with the problem that local talents can’t retain while nonlocal talents not come. It restricts the economic and social development of the ethnic minority areas in turn. In order to improve the cycle, more effective incentive the construction of civil servants in ethnic minority areas, this article refer extensively to domestic and foreign scholars, especially the Landry, Bo.Z, Wu Yun and others’good researches. On the basis of research results on the human capital theory, incentive theory and social network theory as the theoretical support, this article put "promotion rate" as the dependent variable, as gender, nationality, age, educational background, professional, earthly changes, through his tenure, native place, school, father’s career total of 10 factors as independent variables. Select 226 L autonomous prefecture county level at the leading cadre’s personal information as the data sample, analyze the related factors affecting the grass-roots civil servants promotion and problems existing in the L autonomous prefecture civil servants team construction.The results showed that:age, education background, business experience, military experience, father’s occupation for civil servants, party school. All of these factors were positively correlated to promotion speed expect the native place for Gansu province nor L autonomous prefecture. Through the interview, I find that the construction of civil servants in national regions exists four aspects problems. So, this article offers some corresponding reform suggestions from the assessment of cadre selection and appointment mechanism, the supervision mechanism, talent cultivation mechanism and cadre flow mechanism four angles. |
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