摘要
工资、监督与职业发展是三种主要的激励因素。在公共部门工资激励有限的情况下,职业发展的激励作用最为显著。在霍尔姆斯特罗姆(H olm strom )和梯罗尔(Tirole)的职业发展激励模型的基础上,引进监督机制和从业热情的因素,建立了职业发展的修正模型。运用该模型分析挂职和借调的工作努力程度,指出现行干部提拔机制中存在的若干问题和发展建议。
Salary, monitoring and career concerns are three major incentives for public servants. Comparing with limited salary stimulation, monitoring and career concerns play more important roles in public sectors. The author introduces the variables of monitoring and career passion to the career concerns models contributed by Holmstrom and Tirole. This mended model is applied to deduce the optimal working effort degree of public servants who are in temporary transfer. The author also points out some findings in the existing servant promotion system in China, and offers relevant suggestions about it.
出处
《公共管理学报》
2005年第2期87-91,96,共6页
Journal of Public Management
