基层政府承担着按照党和国家的决策部署促进经济发展、管理社会事务、服务人民 群众的重要职责。基层公务员是党和国家各项方针政策的具体执行者，是基层政府部门 顺利运作的人力资源保障。随着我国行政体制改革和服务型政府建设的持续推进，对基 层公务员工作能力、自身素质的要求逐步提高。基层公务员处于我国五级行政序列的最 末端，长期工作在第一线，工作任务重、身心压力大、薪资待遇低、晋升空间小，工作 热情受到抑制。基层公务员对其所属部门的归属感，对其所从事工作的荣誉感、责任感 和使命感有所动摇，组织承诺水平逐步降低。这不仅影响基层公务员的队伍建设，也影 响政府机关的整体效能和民众对政府的满意度。如何有效提升基层公务员的组织承诺水 平，以实现组织的可持续的发展，是基层政府机关面临的重要课题。因此了解基层公务 员的组织承诺现状，提升其组织承诺水平，对于稳定基层人员队伍、改善政府工作绩效 具有重要意义。 本文以此为研究方向，在系统整理组织承诺相关理论的基础上，选取开封市 L 区基 层公务员为研究对象，通过现场访谈和问卷调查，对基层公务员组织承诺现状和深层次 原因进行分析，并有针对性地提出提升基层公务员组织承诺的对策建议。问卷调查结果 发现，基层公务员的组织承诺水平整体表现一般，尤其是经济承诺、情感承诺与理想承 诺三个方面，均值较低。这也反映出基层公务员对其目前的薪酬福利、理想抱负实现以 及情感关怀等方面的不满意。通过访谈调查发现，影响基层公务员组织承诺的主要原因 有工作本身特性、薪酬待遇较低、职业发展空间不足、组织管理制约、个人认识有偏差、 社会环境影响等方面。基于组织承诺现状调查所反映出的问题与不足，本研究提出了相 应的对策建议，包括优化基层公务员工作环境、提高基层公务员经济待遇、拓宽基层公 务员职业发展空间、提升组织管理水平、加强个人主观认识改造、营造良好的社会环境， 以全面提升基层公务员的组织承诺水平，为开封市 L 区人力资源开发与管理提供依据， 也为建设人民满意的服务型政府提供参考。 关键词：基层公务员，组织承诺，组织承诺调查，优化提升III ABSTRACT Governments at the grassroots level assume the important responsibility of promoting economic development, managing social affairs and serving the people in accordance with the decisions and arrangements of the party and the state. Grass-roots civil servants are the specific executor of the party and the country's various policies, and are the human resources guarantee for the smooth operation of grass-roots government departments. With the continuous advancement of the reform of administrative system and the construction of service-oriented government, the requirements on the working ability and quality of grassroots civil servants are gradually improved. Grassroots civil servants are at the end of the five-level administrative sequence in China, and they work in the front line for a long time. They have heavy tasks, great physical and mental pressure, low salary and treatment, little room for promotion, and their work enthusiasm is restrained. Grass-roots civil servants have shaken their sense of belonging to their departments and their sense of honor, responsibility and mission in their work, and the level of organizational commitment has gradually decreased. This not only affects the team construction of grassroots civil servants, but also affects the overall efficiency of government institutions and the public satisfaction with the government. How to effectively improve the level of organizational commitment of grassroots staff, in order to achieve the sustainable development of the organization, is an important issue faced by grassroots government agencies. Therefore, it is of great significance to understand the status quo of the organizational commitment of grassroots civil servants and improve their organizational commitment level to stabilize the grassroots staff and improve the government performance. System and sorted in this paper, based on this research direction, organizational commitment, on the basis of related theory, selection of kaifeng L area of civil servants at the grass-roots level as the research object, through the field interview and questionnaire survey, and influence factors about the present situation of grass-roots civil servants organizational commitment is analyzed, and advances some Suggestions on promote grass-roots civil servants organizational commitment. The results of the questionnaire show that the organizational commitment level of grassroots civil servants is generally average, especially in economic commitment, emotional commitment and ideal commitment. It alsoIV reflects grassroots civil servants' dissatisfaction with their current pay and benefits, ambitions and emotional care. Through the interview survey, it is found that the main reasons affecting the organizational commitment of grassroots civil servants include the characteristics of the job, low salary and treatment, insufficient career development space, organizational management constraints, personal understanding deviation, social environment impact and other aspects. Based on the present situation of organizational commitment survey reflects the problems and deficiencies, this study puts forward the corresponding countermeasures and Suggestions, including optimization of grass-roots civil servants working environment, improve the civil servants at the grass-roots level economic benefits, broadening the grass-roots civil servants career development space, enhance the management level, strengthen personal subjective cognition reconstruction, creating a favorable social environment, in order to comprehensively enhance the level of civil servants at the grass-roots level of organizational commitment and to kaifeng L area provides the basis for human resource development and management, and provide reference for the construction of the people's satisfaction of service oriented government. KEY WORDS:Grassroots civil servants,Organizational commitment,Organizational commitment survey,Optimization of ascensionV 目 录 摘要............... I ABSTRACT.III 1 绪 论...........1 1.1 研究背景与意义..................1 1.1.1 研究背景.......................1 1.1.2 研究意义.......................2 1.2 国内外研究现状..................3 1.2.1 国外研究现状...............3 1.2.2 国内研究现状...............6 1.2.3 研究评述.....................10 1.3 研究内容、方法和技术路线...........................11 1.3.1 研究内容.....................11 1.3.2 研究方法.....................12 1.4 研究创新............................13 2 基本概念与相关理论基础......15 2.1 基本概念界定....................15 2.1.1 基层公务员.................15 2.1.2 组织承诺.....................16 2.2 相关理论基础....................17 2.2.1 心理契约理论.............17 2.2.2 组织支持理论.............18 2.2.3 双因素理论.................18 3 开封市 L 区基层公务员组织承诺现状及原因分析...........................19 3.1 开封市 L 区基层公务员基本情况..................19 3.2 开封市 L 区基层公务员组织承诺现状调查..19 3.2.1 调查问卷的设计.........19VI 3.2.2 调查问卷的发放与收集............................20 3.3 调查结果分析................20 3.3.1 调查人员构成.............20 3.3.2 信度检验.....................23 3.3.3 效度检验.....................23 3.3.4 组织承诺状况分析.....24 3.4 开封市 L 区基层公务员组织承诺原因分析..28 3.4.1 组织承诺成因访谈调查............................28 3.4.2 工作自身的特性.........31 3.4.3 薪酬福利待遇低.........32 3.4.4 职业发展空间不足.....34 3.4.5 组织管理的制约.........34 3.4.6 个人认识的偏差.........36 3.4.7 社会环境的影响.........38 4 优化提升基层公务员组织承诺的对策建议.........39 4.1 优化基层公务员工作环境39 4.1.1 为基层干部松绑减负.39 4.1.2 提升基层人员工作环境............................39 4.1.3 加强工作-家庭平衡管理...........................40 4.2 提高基层公务员经济待遇40 4.2.1 合理提高基层公务员工资待遇................40 4.2.2 适当提高基层公务员福利待遇................41 4.3 拓展职业发展空间............42 4.3.1 拓宽晋升渠道.............42 4.3.2 建立双向交流制度.....42 4.3.3 落实后备干部制度.....42 4.4 提升组织管理水平............43 4.4.1 加强组织文化建设.....43 4.4.2 强化组织公平和组织支持........................43VII 4.4.3 转变组织管理模式和领导风格................44 4.4.4 完善组织激励制度.....44 4.5 加强个人主观认识改造....46 4.5.1 调整心理预期............