【作者】 李莉；

【导师】 翟军亮；

【作者基本信息】 中国矿业大学 ， 公共管理（专业学位）， 2023， 硕士

【摘要】 “十四五”规划中提出“加强基层社会治理队伍建设”,党的二十大在完善社会治理体系中也提出“完善网格化管理、精细化服务”。目前,专职网格员作为基层社会治理的新生力量,逐步融入群众,然而实践中专职网格员的工作积极性却因管理政策的缺失和激励性不足受很大影响。中外学者普遍开展激励理论研究。国内学者还从专职网格员自身发展角度探究政策激励、考核中探索激励因素、从员工满意度探究政策激励。国外学者从基层工作者的激励、探究满足对于激励的作用等方面进行研究。然而学界对专职网格员管理政策激励功能研究甚少,对于专职网格员管理政策的激励优化研究更是凤毛麟角。首先,本文以渔沟镇专职网格员管理政策激励情况为案例进行分析,并对全市专职网格员管理政策的激励情况开展问卷调查。其次,立足现行的专职网格员管理政策,通过努力与绩效成正比、绩效与奖励成正比、奖励与满意度成正比等三个方面深入分析现行的管理政策以及激励效果,发现努力与绩效成正比中对标的评估政策、身份界定政策不足、考核政策中存在不科学问题;对标绩效与奖励成正比中存在资金保障政策缺失、薪资待遇政策调整滞后、激励政策滞后;对标奖励与满意度成正比中,现行的晋升政策、精神激励政策、物质激励政策缺失,培训体系缺乏系统性等问题进行分析与归纳。最后,基于期望理论,分析现行的管理政策激励情况与期望理论推导的政策优化之间的差距,提出在评估政策上需要建立专职网格员自我评估政策、组织目标公示制度;在身份界定政策中需要明确界定专职网格员身份的政策;在考核政策中需要弥补政策漏洞,落实现行政策、建立科学考核评估体系、厘清专职网格员网格工作职责,实施专职网格员职能准入机制;在资金保障政策中,需要加强激励政策宣传,制定资金保障政策;在薪资待遇政策中,制定完善薪资待遇政策;在激励政策中,需要与时俱进完善激励政策;在晋升政策中,需要开辟多条晋升通道、开辟入党绿色通道;在精神激励政策中,需要丰富精神类的奖励表彰活动;在物质激励政策中,需要丰富物质类的奖励活动,扩大奖励差距;在培训体系中,需要系统制定培训政策。最终,结合建立政策落实监督机制、数据共享打通部门壁垒的联动机制、制定正负面清单及定期调研与自查机制等保障机制,对专职网格员管理政策的激励功能进行优化,彻底激发专职网格员的工作积极性。更多还原

【Abstract】 “The 14 th five-year plan” proposed “Strengthens the grass-roots social management troop construction”.The 20 th National Congress of the Communist Party of China also proposed to improve the grid management and fine service in the improvement of social governance system.At present,as a new force of grass-roots social governance,full-time grid members are gradually integrated into the masses.However,in practice,the enthusiasm of full-time grid members is greatly affected by the lack of incentive policies.At the same time,domestic scholars also explore policy incentives from the perspective of the development of full-time grid member,explore the incentive factors in the assessment,from staff satisfaction to explore policy incentives.Foreign scholars from the grass-roots workers in the incentive,explore the role of satisfaction for the incentive and so on.However,there are few researches on the motivation of full-time grid members in the academic circle,especially on the optimization of the policy motivation of full-time grid members.First of all,this thesis takes Yugou town grid policy incentives as a case for analysis,and the City Grid Policy Incentives Questionnaire survey.Secondly,from the current policy incentives for full-time grid members,through the effort and performance,performance and reward,reward and satisfaction,reward and satisfaction is proportional to the three aspects of in-depth analysis of the current incentive policy and policy implementation,it is found that there are some unscientific problems in the evaluation policy,the identity definition policy and the evaluation policy The lack of fund guarantee policy,the lag of salary and treatment policy adjustment,and the lag of incentive policy are proportional to the performance of the bid and the reward,promotion policy,spiritual incentive policy,material incentive policy,lack of systematic training system and other issues analyzed and summarized.Finally,combining and applying the expectation theory,the thesis analyzes the gap between the current incentive policy and the policy optimization derived from the expectation theory,the thesis points out that it is necessary to establish the policy of self-evaluation of full-time grid members and the system of publicizing organizational goals in the evaluation policy,to clearly define the policy of full-time grid members in the identity definition policy,and to make up for the policy loopholes in the evaluation policy,to implement the current policy,establish a scientific assessment system,clarify the responsibilities of full-time grid member,implement the full-time grid member function access mechanism;in the fund guarantee policy,in the salary policy,the salary policy should be formulated and improved;in the incentive policy,the incentive policy should be improved with the times;in the promotion policy,we need to open up more channels for promotion and green channels for joining the party.In the spiritual incentive policy,we need to enrich the spiritual award and recognition activities.In the material incentive policy,we need to enrich the material award activities,expand the reward gap;in the training system,the need for systematic development of training policies.Finally,it optimizes the policy incentives for full-time grid members by establishing a monitoring mechanism for policy implementation,a linkage mechanism for data sharing to break through departmental barriers,a positive-negative list,and a regular investigation and self-examination mechanism,thoroughly stimulate the enthusiasm of full-time grid members.更多还原