导　　师： 宋铁波

学科专业： 120202

授予学位： 硕士

作　　者： ;

机构地区： 华南理工大学

摘　　要： 我国政府部门的高行政成本和低行政效率一直以来被公众所诟病。众所周知，公务员难考是中国的一大特色，正因为难考，加入公务员队伍的门槛越来越高。近年来，许多高学历的优秀人才加入到了公务员队伍，公务员队伍的素质在不断提高。但是，一个不可否认的事实是，高素质的队伍始终和较低的行政效率挂上了钩。问题既然不出在能力上，难道出在意愿上或是制度上。以往的探究，大多数从就事论事的角度，根据经验和推理来得出结论，比较少地从实证研究的角度来说明问题。由于缺乏实证研究的支持，有些结论的得出过于草率，其科学性有待检验。鉴于此，本论文利用调查问卷及统计分析等实证研究的方法，从组织行为学的视角，研究组织承诺与公务员工作绩效的关系问题，以期为政府相关部门引入科学管理、提高工作效率以有益的启示，从而缓解高行政成本和低行政效率的矛盾。 在研究对象的选取上，考虑到珠三角发达地区海关公务员面临的执法风险和廉政风险均很高，本研究主要将该地区的海关公务员列为研究对象，探究其组织承诺与工作绩效的关系，使本研究更具有现实意义和参考价值。在大量阅读国内外关于组织承诺和工作绩效有关的研究文献和成果的基础之上，采用问卷调查和统计分析的方法，对公务员组织承诺的构成、工作绩效的构成、组织承诺各维度对工作绩效各维度的影响值、不同个人属性变量下组织承诺和工作绩效水平的差异性进行研究。 研究结果表明，感情承诺对任务绩效和周边绩效有显著的正向影响作用。理想承诺对任务绩效和周边绩效有显著的正向影响作用。经济承诺和规范承诺对周边绩效存在负向影响关系。不同个人属性变量下，其组织承诺和工作绩效水平存在显著的差异性。政府的决策者可以从增强感情承诺水平、真正做到“以人为本”；增强理想承诺水平，创造更多进步途径；重视沟通，重视合理的薪酬改善等方面来增进公务员的责任感、使命感、荣誉感、归属感，从而提高其工作绩效。 Our government always has been criticized by the high administrative cost and lowadministrative efficiency. As we all know, working in the government is a good job in China,sometimes, more than10,000people applied only one position in the government, nowadays,more and more Masters and Doctors work in the government, we should say that, the civilservants /(people who work in the Chinese government/) must have high quality and strongability, but why high cost and low efficiency exists as a fact? In recent years, from the angleof management theory, the study on the relationship of organizational commitment and jobperformance becomes hot spot. As a kind of special civil servant, Customs officer has the comparative higherenforcement risk and corruption risk, this study aimed to explore the relationship of Customsofficers’ organizational commitment and job performance in the developed area, hope toprovide practical suggestions for policymakers. Based on the review of relevant papers andtheories of organizational commitment and job performance, this study defined the relevantconcepts, chose more than200Customs officers who work in the Pearl-River Delta assamples, through questionnaire and SPSS statistics analysis, found how organizationalcommitment effect the job performance of Customs officers. The results show that affective commitment and ideal commitment have significantpositive effect on job performance, while normative commitment has significant negativeeffect on job performance. The policymakers may focus more on the practical problemswhich young Customs officers must face, create more promotion opportunities and trainingopportunities, strengthen the feeling of fairness and warmness, so as to increase their feelingof responsibility and duty and promote the job performance.

关 键 词： 组织承诺 工作绩效 公务员 海关

分 类 号： [D630.3]

领　　域： [政治法律] [政治法律]