近几年来，随着政府机构、政府职能、人事制度的不断调整、转变和改革，公共部门 的人力资源开发管理已逐步成为行政管理学研究的热点问题。良好的激励机制是吸引留住 人才、激发人才活力的关键所在。中国人民银行作为我国的中央银行，兼具机关单位和金 融机构的特性，其主要职能为贯彻落实货币政策、维护区域金融稳定、提供金融服务等。 现今，随着经济金融迅猛发展，我国央行正面临如何更好提升分支机构员工的工作动力和 主动性、增强员工满意度和办事效率这一艰巨任务。 本研究首先对激励机制相关理论及其研究现状进行了综述，接着将中国人民银行 WZ 市中心支行作为研究对象，介绍 WZ 市中心支行的组织架构、人员结构情况和近几年人员 流失情况，并通过与组织人事部门开展访谈，了解 WZ 市中心支行现行主要激励机制。在 联系 WZ 市中心支行现行激励机制实际情况的基础上，设计激励机制满意度问卷调查，在 在职干部和离职人员中开展问卷调查，分析现行激励机制存在的不足。最后，从 WZ 市中 心支行人力资源发展战略全局出发，结合国内外流行的激励理论，对现行激励机制进行优 化，即采取宽带薪酬体系、打造网络式晋升通道、采取科学考核体系、优化精神激励、优 化培训开发及提供职业规划等激励机制。 本研究旨在针对中国人民银行 WZ 市中心支行现行激励机制的不足，提出改进建议，以 期基层央行的人员稳定性和工作主动性能够增强，使基层央行充分发挥为经济金融平稳运行 保驾护航的作用，也能为系统内的其他基层央行或其他商业银行提供参考、借鉴价值。 关键词，中国人民银行；人员流失；激励机制；优化浙江理工大学硕士专业学位论文 II Abstract In recent years, with the constant adjustment, transformation and reform of government institutions, government functions and personnel systems, the human resource development and management of the public sector has gradually become a hot issue in the study of administrative management. Good incentive mechanism is the key to attract and retain talents and stimulate their vitality. As the central bank of China, the people's bank of China has the characteristics of both institutions and financial institutions. Its main functions are to implement monetary policies, maintain regional financial stability and provide financial services. Nowadays, with the rapid development of economy and finance, the central bank of China is faced with the arduous task of how to improve the work motivation and initiative of staffs in branches and enhance their satisfaction and efficiency. First of all, this study on incentive theory and its research status are summarized, then takes the WZ central branch as the research object, introduces the WZ central branch organization structure, personnel structure and personnel loss situation in recent years, and through interview with the personnel department to find out the current main motivation mechanism. Based on the actual situation of the current incentive mechanism of the WZ central branch, the satisfaction questionnaire survey of the incentive mechanism was designed, carried out among the in-service cadres and the resigned staff to analyze the deficiencies of the current incentive mechanism. Finally, according to the global human resources development strategy of the WZ central branch, combined with domestic and foreign popular incentive theory, optimize the current incentive mechanism, namely take broadband pay system, to build network promotion channels, adopt scientific appraisal system, spiritual motivation, optimize the training development and providing incentives such as career planning. This study aimed at current incentive shortage of the WZ central branch of the people's bank of China, putting forward the improvement mechanism, making the grassroots central bank personnel stability and the economic and financial running smoothly, also providing the reference value for other grassroots central bank within the system or other commercial Banks . Key Words: the People's Bank of China; Brain drain; Incentive mechanism; Optimization浙江理工大学硕士专业学位论文 III 目 录 摘要................................................................................................................................................I Abstract.........................................................................................................................................II 目 录.............................................................................................................................................III 1 绪 论...........................................................................................................................................1 1.1 研究背景及问题提出..........................................................................................................1 1.2 研究意义..............................................................................................................................1 1.2.1 理论意义.....................................................................................................................1 1.2.2 实践意义.....................................................................................................................2 1.3 研究内容及框架..................................................................................................................2 1.3.1 研究内容.....................................................................................................................2 1.3.2 研究框架.....................................................................................................................3 1.4 研究方法与技术路线..........................................................................................................3 1.4.1 主要研究方法.............................................................................................................3 1.4.2 技术路线.....................................................................................................................4 1.5 主要创新点..........................................................................................................................5 2 基础理论与文献综述.................................................................................................................6 2.1 激励理论..............................................................................................................................6 2.1.1 内容型激励理论.........................................................................................................6 2.1.2 过程型激励理论.........................................................................................................7 2.1.3 行为改造型激励理论.................................................................................................8 2.2 相关研究综述......................................................................................................................8 2.2.1 国外中央银行激励理论的相关研究.........................................................................8 2.2.2 国内商业银行激励理论的相关研究.........................................................................9 2.2.3 国内公务员、事业单位激励理论的相关研究.........................................................9 2.2.4 国内基层央行激励理论的相关研究.......................................................................10 2.3 研究评述............................................................................................................................10 3 中国人民银行 WZ 市中心支行概况及激励机制.................................................................. 12 3.1 中国人民银行 WZ 市中心支行概况................................................................................12 3.1.1 组织架构...................................................................................................................12 3.1.2 人力资源构成情况...................................................................................................13 3.2 中国人民银行 WZ 市中心支行人才流失概况................................................................15 3.3 中国人民银行 WZ 市中心支行现行的激励机制............................................................19 3.3.1 薪酬激励...........................................................