摘要
边境民族地区乡镇公务员的频繁流动甚至流失,成为有效落实国家治边方略的现实制约。基于182份广西边境民族地区乡镇公务员问卷数据的定量研究,从工作嵌入视角深入探究公务员离职倾向的效应关系及其保留策略。研究发现:工作嵌入中的组织嵌入与家庭嵌入均对离职倾向有显著负向预测作用,组织嵌入的预测作用更明显,家庭嵌入次之;工作价值观中的声望型、社会型维度在工作嵌入与离职倾向关系中有重要负向调节作用;家庭嵌入、组织嵌入和工作价值观三者对离职倾向存在三重交互作用。为此,以创新差异化福利、“地方化”甄选机制与培训内容、“家庭友好制度”等留职策略,增强公务员扎根服务边境民族地区乡镇的嵌入度、获得感和幸福感,从而有效降低边境民族地区乡镇公务员的离职倾向,为边境治理提供人才支撑。
The frequent flow or even loss of township civil servants in border ethnic areas has become a realis-tic restriction for the effective implementation of the national border governance strategies.From the questionnaire data of 182 township civil servants in Guangxi border ethnic area,a quantitative study on the effect relationship and retention strategy of civil servants are deeply discussed from the perspective of job embeddedness.The results show that both organization embeddedness and family embeddedness in job embeddedness have significant negative pre-dicting effects on the turnover intention,and organization embeddedness is more obvious,followed by family embed-dedness;the prestige and social job values play important negative regulating roles in the relationship between job embeddedness and turnover intention;and family embeddedness,organization embeddedness and job values have three interactions on the turnover intention.To innovate differentiated welfare,“localized”selection mechanism and training content,“family-friendly system”and other retention strategies,and to strengthen their embeddedness,sense of gain and happiness of taking root and serving the towns in border ethnic areas,those effectively reduce the turnover intention of township civil servants in border ethnic areas,to provide talent support for border governance.
基金
广西高校人文社科重点研究基地区域社会治理创新研究中心资助项目。
关键词
边境民族地区
治边人才
工作嵌入
离职倾向
工作价值观
border ethnic areas
borderland governance talents
job embeddedness
turnover intention
job val-ues
