致谢
感谢宋妍老师的悉心指导，初期选题存在定位不清晰的情况，宋老师不厌其
烦的回复我的疑问，她严谨的治学态度，孜孜不倦的求知精神不仅在授课中体现，
更在指导论文中值得我学习。
感谢中国矿业大学三年来为我们授课的各位老师们，正是你们的谆谆教诲让
已工作的我重新正视人生，树立终身学习的观念。感谢中国矿业大学为我提供三
年宝贵的学习机会。

摘要
激励是人力资源管理的重要手段之一。公务员激励不仅能激发公务员个人积
极投入工作，提升公务员队伍的活力，而且对于建设高效、创新的政府具有重要
的现实意义。
基层公务员是我国公务员队伍中的庞大基石，是推动经济、社会、民生等重
点工作高质量发展的动力源泉。当前，形式主义、官僚主义问题仍然存在，文山
会海、督查考核过多增加了基层公务员的工作负担，同时由于激励措施不强，造
成了消极怠工风气的形成，不利于公务员队伍的健康发展，与当前构建服务型政
府的现实要求相背离。
本文基于对公务员激励机制的理论研究为基础，同时以双因素理论为理论依
据，选取 H市 H区进行重点研究，主要采用文献研究法、问卷调查法进行信度
效度、现状和差异性分析并结合实地访谈的方法，发现 H市 H区目前基层公务
员激励总体满意度偏低的情况，其中保健因素中工作环境、工资薪酬和其他福利
待遇满意度低显著，激励因素中的晋升不畅、考核和培训机制满意度低等问题突
出。为达到更好的激励 H市 H区基层公务员效果，通过深入分析其内部原因，
从保健因素角度建议改善工作环境、建立公平的薪酬机制和完善其他福利待遇，
同时从激励因素角度建议拓宽晋升渠道、深化科学的考核制度和建立健全培训制
度，以此提高 H市 H区基层公务员的工作积极性，推动 H市 H区基层公务员管
理水平，提升 H市 H区政府行政办事效率，树立有效型、创新型政府新形象。
关键词：基层公务员；激励机制；双因素理论
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Abstract
Motivation is an important management tool for human resources. Civil service
incentives not only motivate individual civil servants to actively engage in their work
and enhance the vitality of the civil service, but also have important practical
significance for building an efficient and innovative government.
Grass-roots civil servants are the huge cornerstone of China's civil service, and
the source of power to promote the high-quality development of the economy, society,
people's livelihood and other key work. At present, the problems of formalism and
bureaucracy still exist, and the excessive paperwork and inspection and assessment
have increased the work burden of grassroots civil servants, while the weak incentives
have caused the formation of a culture of negativity, which is not conducive to the
healthy development of the civil service team and is contrary to the current realistic
requirements of building a service-oriented government.
This paper is based on the theoretical study of civil servants' incentive
mechanism, while using two-factor theory as the theoretical basis, and selects H city
H district to focus on the study, mainly using literature research method, questionnaire
survey method for reliability validity, current situation and variance analysis and
combined with field interviews, and finds that the current overall satisfaction of
grassroots civil servants' incentive in H city H district is low, among which the work
environment, salary The low satisfaction of health care factors such as working
environment, salary and other welfare benefits, and the low satisfaction of motivation
factors such as poor promotion, assessment and training mechanism are prominent. In
order to achieve a better effect of motivating the grassroots civil servants in H city H
district, through an in-depth analysis of their internal reasons, it is suggested from the
perspective of health care factors to improve the working environment, establish a fair
salary mechanism and improve other welfare benefits, while from the perspective of
motivation factors it is suggested to broaden promotion channels, deepen the scientific
assessment system and establish a sound training system, so as to improve the
motivation of the grassroots civil servants in H city H district, promote H city H
district management level of grassroots civil servants, improve the administrative
efficiency of H city H district government, and establish a new image of effective and
innovative government.
Keywords: Grass roots civil servants; Incentive Mechanism; Motivator-hygiene
Theory
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