【作者】 吴敏；

【导师】 范逢春；

【作者基本信息】 四川大学 ， 行政管理， 2021， 硕士

【摘要】 青年公务员本应是组织中最活跃的力量,然而在现实工作中或由于受到根深蒂固的传统思想的影响,或由于个体心理状态、主观感知等因素,政府组织中的青年公务员倾向于保持沉默以应对各种工作情境。沉默行为是不利于组织长远发展和国家的长足进步的。当前我国正处于百年未有之大变局中,又正值十四五宏伟蓝图的开局之年。新时期对于我国的发展而言既是机遇又是挑战。各级政府要进一步提升治理能力,国家治理体系才能得到进一步的完善,这也意味着充分调动广大干部群体的工作积极性,促进政府组织里的沟通与交流是迫切需要的。因此,分析当前青年公务员的差序氛围感知对其沉默行为的影响作用以及路径,有利于把握青年公务员沉默行为的逻辑从而采取相应的措施,进行针对性地改进与调适,力图从组织与个体两方面去激发青年公务员的工作积极性,敢于勇于乐于建言献策,减少沉默行为,从而实现个人与组织的双向成长。本文基于社会交换理论、资源保存理论、社会认知理论,在前人的相关研究基础上,构建了差序氛围感知对青年公务员沉默行为影响的理论模型。其中,青年公务员的差序氛围感知是自变量,指的是其对组织中的上下级间、成员间的相互依附、偏私对待、亲信角色等现象的感知程度;沉默行为是因变量,指的是公务员在工作中不发表意见的情况,分为三种不同原因的沉默,包括默许性沉默、防御性沉默以及漠视性沉默;还引入自我效能感作为中介变量,探索其中介作用。在文献梳理与理论解读的基础上,本研究提出差序氛围感知显著正向影响青年公务员沉默行为、自我效能感在差序氛围感知对沉默行为的影响中起中介作用两类别共计20条假设并逐一验证。本研究中的青年公务员界定为:年龄低于40周岁,职务在科级及以下,依法履行公职、纳入国家行政编制且由国家财政负担工资福利的工作人员。调研地点为成都市,根据分层随机抽样的方法选取了6个区县的政府所在地展开调研,进行问卷发放。迫于现实情况本次问卷发放采取线上线下相结合的方式,最终,线上回收问卷226份,线下回收100份,总计326份,有效问卷为315份,并对4名青年公务员进行了深度访谈。数据收集整理完成后主要借助于SPSS25.0和AMOS24.0两个软件开展数据分析,包括各变量的描述性统计分析;各变量在人口统计学特征上的均值差异分析;差序氛围感知对沉默行为的回归分析;自我效能感的中介效应检验。通过检验发现在20条假设中共有11条成立,3条部分成立,6条不成立。具体研究结果如下:一是差序氛围感知及其三个分维度都显著正向影响青年公务员沉默行为,其中偏私对待与默许性沉默的正向影响关系较为突出;二是差序氛围感知对自我效能感具有显著负向影响;三是自我效能感在差序氛围感知对沉默行为的影响中起到部分中介作用,其中人际效能维度的中介效应不显著。根据实证分析结果与理论基础的指导,解决公共部门中青年公务员的沉默行为需要从个体与组织两方面入手。首先,个体要从心理层面改变依附性人格,从行为上自我规范,组织要加强制度约束与平等氛围的打造以此来降低行政组织内部差序氛围感知度;其次,个体要不忘初心,领导要转变风格,组织要多元化考核与激励来提升青年公务员的自我效能感;最后,可以通过组织培训、团队建设、鼓励建言等方式,营造更加开放更有活力的现代化政府组织文化氛围。本研究的创新点在于:一是将“差序”这一本土化概念与公务员的层级结构联系起来;二是将青年公务员作为研究对象,拓展了差序氛围感知和沉默行为的研究范围;三是探索了差序氛围感知、沉默行为、自我效能感的多重关系及相互影响。更多还原

【Abstract】 Young civil servants should be the most active force in the organization,but in reality due to the influence of deep-rooted traditional ideas,or due to factors such as individual psychological state,subjective perception and so on,young civil servants tend to remain silent at work.Silence behavior is detrimental to the long-term development of the organization and the rapid progress of the country.Our country is currently undergoing changes unseen in a century,and it is also the beginning of the 14 th Five-Year Plan.The new era is an opportunity and also a challenge for our country’s development.Governments at all levels must enhance their governance capabilities to further improve the national governance system.This also means that it is an urgent need to fully mobilize the enthusiasm of the majority of cadres and promote communication in organizations.Therefore,analyzing the influence and path of young civil servants’ differential atmosphere perception on their silence behavior is conducive to grasping the logic of young civil servants’ silence behavior and adopting measures to encourage them to be willing to offer suggestions and reduce silence behavior,so as to realize the two-way growth of individuals and organizations.Based on social exchange theory,resource conservation theory,social cognitive theory and previous studies,this paper constructs a theoretical model of the influence of differential atmosphere perception on the silence behavior of young civil servants.Young civil servants’ perception of differential atmosphere is an independent variable,which refers to the degree of their perception of phenomena such as the interdependence,partial treatment or trusted roles between superiors and subordinates;silence behavior is the dependent variable,it is the case of civil servants not expressing opinions at work,which can be divided into three types,including acquiescent silence,defensive silence and disregarding silence.Self-efficacy is introduced as a mediating variable.Based on literature review and theoretical interpretation,this research proposes the perception of differential atmosphere significantly positively affects the silence behavior of young civil servants,and self-efficacy plays a mediating role in the influence of perception of differential atmosphere on silence behavior.There are 20 hypotheses in total and were tested one by one.Young civil servants in this study are defined as: those who are younger than40 years old,whose positions are at the section-level or below,perform public duties in accordance with the law,are included in the national administrative staff,and are paid by the state finances.The survey took place in Chengdu.The government locations in 6 districts and counties were selected according to the stratified random sampling method.Due to the actual situation,this questionnaire was distributed online and offline.In the end,226 questionnaires were collected online and 100 were collected offline,totaling 326.The valid questionnaires were315,and 4 young civil servants were interviewed in depth.After the completion of data collection and sorting,data analysis is carried out mainly with the help of SPSS25.0 and AMOS24.0 software,including descriptive statistical analysis of each variable;analysis of the mean difference of each variable in demographic characteristics;regression analysis of the perception of differential atmosphere on silence behavior;test of the mediating effect of self-efficacy.Through the test,it is found that 11 of the 20 hypotheses are valid,3 are partially valid,and 6 are not valid.The specific research results are as follows: firstly,the perception of differential atmosphere and its three sub-dimensions significantly positively affect the silence behavior of young civil servants,among which the positive relationship between partial treatment and acquiescent silence is more prominent;secondly,perception of differential atmosphere has a significant negative effect on the self-efficacy;thirdly,self-efficacy plays a part of the mediating role in the influence of differential atmosphere perception on silence behavior,the mediating effect of interpersonal efficacy is not significant.According to the results of empirical analysis and the guidance of theoretical basis,solving the silence behavior of young civil servants in the public sector needs to start from both the individual and the organization.First of all,individuals must change their dependent personality from the psychological level and self-regulate their behavior.Organizations must strengthen institutional constraints and create an atmosphere of equality in order to reduce the perception of the differential atmosphere within the administrative organization;secondly,individuals must not forget their original intentions and leaders should change their leadership style,the organization should diversify assessments and incentives to enhance the self-efficacy of young civil servants;finally,through organizational training,team building,and encouragement of offering suggestions,we can create a more open and vibrant modern government organizational culture.The innovations of this research are: firstly,it links the localized concept of "differential order" with the hierarchical structure of civil servants;secondly,it takes young civil servants as the research object and expands the research scope of differential atmosphere perception and silence behavior;thirdly,it explores the multiple relationships and mutual influences of differential atmosphere perception,silence behavior,and self-efficacy.更多还原