중국공무원의 유인체계에 관한 연구

Abstract

Abstract

A Study on Incentive System of Chinese Civil Servants

Wang Zhongping Advisor : Prof. Han In-Sub Ph. D. Department of Public Administration, Graduate School of Chosun University. In western countries, many kinds of incentive theories have been widely used in private-corporations to raise worker’s enthusiasm for working efficiency and encourage their potential originality. Whereas in public organizations, the characteristics of the organizations as well as the particularity of the management system on human resources cause the incentive issue to be ignored often, which directly make certain influences on working efficiency and expected goals. Therefore, in order to achieve goals effectively, it is significant to arouse civil servants’ enthusiasm to work hard and well. Hence, the study on the special characteristics of public organizations and civil servants should be given high priority, which is the precondition of the establishment of the scientific civil service. After the implement of Reform and Open in China, China’s public organizations have been undergoing many big revolutions and much development, which undoubtedly embodied the special characteristics of public organization on the points of politics, economy and laws. These characteristics directly determine the qualities and characters of Chinese Civil Service System, and also guarantee the working to encourage civil servants to abide by law. Encouraging the incentive of the civil servants is the focus in the working of civil service management and also a process to arouse their enthusiasm to activity. In the process, if the results cannot be achieved to be fair, equal, overall and transparent, the goal of the administrative management is also hard to accomplish. Therefore, in order to make good use of the civil servants incentive policy, it is better and necessary to learn the advantages when the policy applied on in the private corporations. In Chapter IV, through the comparison on incentive system between the public organizations and private corporations, we can get that the incentive system is not only an important system in the management of human resources, but it is also a treasure to raise the public organizations’ working efficiency. Thereafter, it is not hard to realize that there are both different and common points between the two organizations. Besides, through the analysis on the instances about workers in Personnel Department, we learn that there are shortcomings in the current incentive system on civil servants, such as, in the process of incentive, some unfair, unequal issues come out often with the problems such as ignoring development of workers' personality and formatting the old methods. With these problems, the work of the public organizations undoubtedly turns out to be going slowly and the working goal to be also unclear. In order to resolve these problems, a what-if analysis is arranged in Chapter V, which is to institute a kind of "flexible government structure," in which the incentive system on civil servants is restricted from out and in with the difference on the degrees. But the establishment of the model has to be carried on under systematic analysis and bold attempt based on new scientific angel of view and theories.