至2020年，中国人民为人类温饱问题奋力斗争的成果将会达到阶段性峰值，而这 篇人类反贫困历史上的辉煌篇章离不开各省市通过层层选拔并派驻至各扶贫一线的选 派干部。本文首先对选派干部的研究现状进行梳理，发现以往的研究关注点大多在相关 政策机制以及能岗匹配程度之中，少有对选派干部的心理资本以及组织氛围的情况进行 研究。本文在党中央引领的精准扶贫背景下，将选派干部这一时代性特殊领导群体结合 人力资源相关理论进行探索与研究。并梳理国内外有关心理资本及其内涵的相关研究； 分析组织氛围研究的各视角及对象；结合互惠理论、社会交换理论、自我效能理论以及 积极组织行为学理论从选派干部心理资本内在要素与所在派驻单位的组织氛围外在环 境两个方面对扶贫绩效的影响提出假设，并纵向结合实证方法加以验证，最终合理化的 管理建议，为未来相关专项整治总结出一套针对于青年干部选拔的可行性参考方案。 通过对12名选派干部进行两轮以上的深度访谈，设计出一套对选派干部心理资本、 所在扶贫单位的组织氛围以及精准扶贫绩效情况分析的测试量表，并通过Spss、Amos 对至2020年截止，任职时间在一年以上的162位选派干部问卷调查数据进行模型分析 且通过SmartPLS对实证结果进行检验。研究结果发现：（1）选派干部的心理资本可 分为自我效能、希望、韧性与乐观四个维度，且均对扶贫绩效有显著的正向影响；（2） 组织氛围在选派干部心理资本及其希望和韧性两个维度对扶贫绩效影响的过程中，发挥 着正向的调节作用；（3）SmartPLS结构方程检验出乐观维度的影响效果相对而言更为 明显，自我效能是心理资本的构建基础也是能够影响其他维度的最大公因子。 然后本文结合从人口统计学变量角度分别对应选派干部心理资本各维度、组织氛围 以及选派干部扶贫绩效影响情况进行分析发现：（1）选派干部的各项指标在学历与原 工作性质中均有显著性差异，具有硕士学位且出身自管理岗位的青年干部在专项问题处 理中表现可能更为突出（2）年龄、性别、专业以及原工作职级对部分因子具有显著性 差异；（3）原工作单位对整体绩效发挥并无显著性影响，至此“英雄莫问出处”却可 有据考查的自身，为日后青年干部选拔提供依据材料。最后本文结合相关结论在扶贫绩 效提升、选人用人、组织氛围营造以及干部培训等人力资源角度为青年干部的选拔与培 养提出合理化建议。 关键词：选派干部，心理资本，组织氛围，扶贫绩效 II Abstract By2020,theachievementsoftheChinesepeopleintheirstruggleforadequatefoodand clothingformankindwillreachaperiodicpeak,andthisgloriouschapterinthehistoryof humananti-povertycannotbeseparatedfromtheselectedcadressentbytheprovincesand citiesthroughlayeruponlayerselection.Firstofall,thispapersortsoutthecurrentsituation oftheresearchontheselectionofcadres,andfindsthatmostofthepreviousresearchfocuses ontherelatedpolicymechanismandthedegreeofmatchingbetweenabilitiesandposts,few studieshavebeenconductedonthepsychologicalcapitalandorganizationalclimateof selectedcadres.Inthispaper,theCPCCentralCommitteeinthecontextofprecisepoverty reduction,theselectionofcadresofthiseraofspecialleadershipgroupswithhuman resourcestheorytoexploreandresearch.Andcombthedomesticandinternationalcorrelation researchaboutthepsychologicalcapitalanditsconnotation,analyzetheorganization atmosphereresearcheachangleofviewandtheobject;Basedonreciprocitytheory,social exchangetheory,self-efficacytheoryandpositiveorganizationalbehaviortheory,thispaper proposesahypothesisabouttheimpactofpsychologicalcapitalandorganizationalclimateon povertyreductionperformance,andVerticalcombinationofempiricalmethodstoverifythe finalrationalizationofmanagementproposalsforthefuturespecialtreatmentsummarizeda setofyoungcadresfortheselectionofthefeasibilityofreferenceprogram. Byconductingmorethantworoundsofin-depthinterviewswith12selectedcadres,a setofpsychologicalcapitalofselectedcadres,theorganizationalclimateofthepoverty alleviationunitsinwhichtheyworkandanaccurateanalysisoftheperformanceofpoverty alleviationweredesigned,throughSPSSandAmos,thedataof162selectedcadreswhohad servedformorethanoneyearupto2020wereanalyzedbymodelanalysisandtheempirical resultsweretestedbySmartPLS.Theresultsshowthat:(1)thepsychologicalcapitalof selectedcadrescanbedividedintofourdimensions:self-efficacy,hope,resilienceand optimism(2)organizationalclimateplaysapositivemoderatingroleintheprocessof selectingcadres'psychologicalcapitalanditstwodimensionsofhopeandresilience(3)the structuralequationofSmartPLSshowedthattheeffectoftheoptimisticdimensionwasmore III obvious.self-efficacyisthebaseofpsychologicalcapitalconstruction,anditisalsothe greatestcommondivisorthatcaninfluenceotherdimensions. Thenthispaperanalyzestheinfluenceofthepsychologicalcapitaldimension,the organizationalclimateandtheanti-povertyperformanceoftheselectedcadresaccordingto thevariablesofthedemographicsstatistics,andfinds:(1)therearesignificantdifferencesin thevariousindicatorsoftheselectedcadresintheeducationalbackgroundandthenatureof theoriginalwork,youngcadreswithamaster'sdegreeandfromamanagerialpositionmaybe moreprominentindealingwithspecificproblems(2)age,sex,professionandpreviousrank havesignificantdifferencesinsomefactors;(3)theoriginalworkunithasnosignificant impactontheoverallperformance,sothe"herodoesnotaskthesource"canbeaskedto examinetheirown,forthefutureselectionofyoungcadrestoprovidethebasisformaterials. Finally,thepaperputsforwardsomereasonablesuggestionsfortheselectionandtrainingof youngcadresfromtheperspectiveofhumanresources,suchastheimprovementofpoverty alleviationperformance,personnelselectionandemployment,theconstructionof organizationalatmosphereandcadretraining. KeyWords：Selectionofcadres,Psychologicalcapital,Organizationalclimate, Performanceofpovertyalleviation IV 目录 摘要...........................................................................................................................I Abstract.........................................................................................................................II 第一章绪论.................................................................................................................1 1.1研究背景............................................................................................................1 1.2研究意义............................................................................................................2 1.2.1理论意义.................................................................................................2 1.2.2实践意义.................................................................................................2 1.3研究内容及对象................................................................................................3 1.3.1研究内容.................................................................................................3 1.3.2研究对象.................................................................................................4 1.4研究方法............................................................................................................4 1.5研究路线............................................................................................................5 1.6研究创新............................................................................................................6 第二章文献综述.......................................................................................................8 2.1心理资本研究综述............................................................................................8 2.1.1心理资本概念界定.................................................................................8 2.1.2心理资本的测量...................................................................................10 2.1.3心理资本的评述与小结.......................................................................10 2.2组织氛围研究综述..........................................................................................11 2.2.1组织氛围概念界定...............................................................................11 2.2.2组织氛围的测量...................................................................................12 2.2.3组织氛围的评述与小结.......................................................................12 2.3扶贫绩效研究综述..........................................................................................13 2.3.1扶贫绩效概念界定.....................................