在我国提出建设服务型政府，政府机关不断进行机构改革的同时，农村经济 社会也在日新月异发展中，这就要求乡镇机关的干部能够作出调整，提升自身素 质及工作能力。因此，开展乡镇干部管理与建设机制研究有着重要的意义，通过 人员流动机制和绩效考评机制，能够极大提升乡镇政府人员的管理能力。本文拟 以老工矿区峰峰矿区所辖乡镇为分析蓝本，探寻基层干部管理中存在的问题和原 因，并尝试提出解决方案，为完善我国行政系统的干部管理体系提供参考。 本文梳理总结了国内外对公务员流动的已有研究文献，对论文研究的背景、 意义进行介绍，概述国内外有关文献，并确定研究方法、技术路线，明确论文结 构及研究内容；对相关的概念做出界定，同时，又对人力资源流动理论进行了分 析，阐述库尔特勒温的场论、库克曲线、目标一致理论等，奠定文章研究理论 基础；对河北省邯郸市峰峰矿区的乡镇干部情况进行了介绍，实证分析乡镇干部 流动影响因素，从而找出乡镇干部流动本质原因；就邯郸市峰峰矿区乡镇干部流 动本质原因展开分析，详细探讨了该现象带来的负面影响作用；针对优化邯郸市 峰峰矿区乡镇干部流动的建议和对策，结合相关的研究成果和当地的实际情况， 提出营造有利于乡镇干部流动的人文环境，优化邯郸市峰峰矿区乡镇干部流动组 织领导机制，优化乡镇干部流动激励保障机制，建立健全邯郸市峰峰矿区乡镇干 部流动激励和约束机制。 关键词， 乡镇干部；界内流动；对策；峰峰矿区III Abstract With the reform of government institutions and the streamlining of personnel to the local government, the requirements for the quality and ability of township cadres have been continuously improved in the construction of new socialist countryside and new urbanization, and township cadres are facing severe challenges. Improving the mobility mechanism of township cadres, enhancing the ability of township cadres to perform their duties, and formulating a scientific and perfect cadre performance appraisal system are inevitable choices for improving the management performance of township cadres. This paper intends to use the towns and villages of Fengfeng mining area in the old industrial and mining area as the blueprint to explore the problems and causes in the management of grassroots cadres, and try to propose solutions to provide reference for improving the cadre management system of China's administrative system. This paper summarizes the existing research literature on civil servant rotation exchanges at home and abroad. On the basis of previous studies, the author uses Kurt Lewin's field theory, Cook curve, and Zhongsong Yilang's goal-consistent theory as the theory. Based on the research, the rotation of the middle-level cadres in the township and township organs of the old industrial and mining area was selected as the research case, and the research methods such as interview method, questionnaire survey method, literature data method and case analysis method were used. First of all, the author summarizes the main problems existing in the rotation of middle-level cadres in the township and township organs of the Fengfeng mining area in the old industrial and mining area. Secondly, from the aspects of ideological understanding and human environment factors, organizer and participant factors, institutional and procedural factors, etc. The reasons for the above problems are analyzed. Finally, based on the rotation of the middle-level cadres in the township and township organizations in the old industrial and mining area, the author tries to optimize the peak of the old mining area. The countermeasures for the rotation of the middle-level cadres in the township and township organs of the mining area include the construction of a positive and dynamic rotation and exchange of humanities environment, optimization of theIV leadership of the middle-level cadre rotation exchange organization of the township and township organs in the old industrial and mining area, prediction and regulation, assessment and evaluation, incentive guarantee, and full supervision. And other mechanisms. Keywords: Township Cadres;Intra-Border Flows; Countermeasures;Fengfeng;V 目 录 第一章 绪 论................................................................................................................ 1 一、选题背景及研究意义.......................................................................................... 1 （一）研究背景...................................................................................................... 1 （二）研究意义...................................................................................................... 1 二、研究方法及技术路线.......................................................................................... 2 （一）研究方法...................................................................................................... 2 （二）技术路线...................................................................................................... 2 三、论文结构及内容.................................................................................................. 3 第二章 基本概念界定及相关理论基础 ....................................................................... 5 一、基本概念界定...................................................................................................... 5 （一）乡镇干部概念界定...................................................................................... 5 （二）公务员流动机制.......................................................................................... 5 二、国内外研究现状.................................................................................................. 6 （一）国外研究现状.............................................................................................. 6 （二）国内研究现状.............................................................................................. 8 三、激励理论和社会网络理论................................................................................ 10 （一）激励理论.................................................................................................... 10 （二）社会网络理论............................................................................................ 10 四、本章小结............................................................................................................ 11 第三章 邯郸市峰峰矿区乡镇干部流动现状研究分析 ............................................. 12 一、峰峰矿区及其公务员概况................................................................................ 12 （一）峰峰矿区介绍............................................................................................ 12 （二）公务员概况................................................................................................ 13 二、问卷调查情况.................................................................................................... 15 三、乡镇干部流动意愿的影响因素........................................................................ 18 （一）组织因素.................................................................................................... 18 （二）管理者的管理风格.................................................................................... 19 （三）事业发展空间............................................................................................ 20VI （四）组织文化氛围............................................................................................ 20 （五）工作内容.................................................................................................... 21 （六）同事间的人际关系.................................................................................... 22 （七）个人因素.................................................................................................... 22 四、研究结论............................................................................................................ 27 （一）个人因素相关结论.................................................................................... 27 （二）组织因素相关结论.................................................................................... 27 五、本章小结............................................................................................................ 28 第四章 邯郸市峰峰矿区乡镇干部流动原因分析 ..................................................... 29 一、邯郸市峰峰矿区乡镇干部流动的本质原因.................................................... 29 （一）“经济人”的趋利性.................................................................................... 29 （二）个人能力素质的差异性............................................................................ 30 （三）流动机制的不完善.................................................................................... 31 （四）管理体制的僵化........................................................................................ 32 （五）对社会关系网络的高依赖性.................................................................... 32 二、邯郸市峰峰矿区乡镇干部流动或不流动的后果............................................ 33 （一）加剧公务员队伍结构的失衡.................................................................... 33 （二）降低行政组织的工作效率........................................................................ 34 三、本章小结............................................................................................................ 36 第五章 优化邯郸市峰峰矿区乡镇干部流动的对策和措施..................................... 37 一、完善干部的选拔任用工作制度........................................................................ 37 （一）完善干部选拔任用中的评价考核系统.................................................... 37 （二）健全干部退出机制.................................................................................... 38 二、优化邯郸市峰峰矿区乡镇干部流动组织领导机制........................................ 38 （一）明确组织人事部门的职能和定位............................................................ 38 （二）采用现代电子信息化管理手段................................................................ 39 （三）制定邯郸市峰峰矿区乡镇干部流动工作战略规划................................ 39 （四）丰富邯郸市峰峰矿区乡镇干部流动的形式............................................ 40 三、优化机关乡镇干部流动激励保障机制............................................................ 41 （一）完善机关乡镇干部流动激励机制............................................................ 41 （二）完善机关乡镇干部流动保障机制............................................................ 41 四、优化乡镇干部流动全程监督机制.................................................................... 42VII （一）加强组织人事部门自身监督.................................................................... 42 （二）充分发挥多种渠道监督合力.................................................................... 42 （三）严格执行乡镇干部流动工作纪律............................................................ 42 五、本章小结............................................................................................................ 43 第六章 结论与展望.................................................................................................... 44 一、结论.................................................................................................................... 44 二、展望.................................................................................................................... 45