如何有效地激励公务员一直以来是公共管理学界的重点与难点。《新公务员法》的修订内容体现了国家对激励公务员尤其是基层公务员的重视。当下，我国公务员尤其是基层公务员管理体制中面临基于供给与需求变化而突显的新困境。一方面随着城镇化的不断推进，流动人口逐渐增加，公众对公共服务需求显著提升；另一方面，由于编制等原因限制，基层公务员数量难以有显著提升。这使得基层公务员尤其是以警察为代表的面向公众提供一线公共服务的街头官僚，面临了前所未有的压力。因此调动和提升基层公务员的工作积极性和效能对建设服务型政府至关重要。本文据此提出如下研究问题：（1）影响以基层警察为代表的基层公务员的激励因素有哪些？（2）这些激励因素是否影响岗位认同？（3）这些激励因素影响岗位认同的机制是什么？既有文献与理论中，不论是内容、过程还是综合型激励，核心的争论焦点在于激励因素的分类，但针对基层公务员的激励因素分类方法，学界和业界都尚未有较为成形的共识。其次，基层公务员尤其是具有自由裁量权的街头官僚，如何平衡新公共管理理论中工具理性与新公共服务理论中的价值理性原则尚需讨论。最后，公共服务动机的理论构成以及解释框架如何与中国情境下街头官僚的话语和认知体系对接从而提升该理论在中国情境的适用性，尚值得讨论。本研究以G省公安系统开展的“一网考”绩效考核为例，选取G省S区公安局进行拓展个案分析。本研究首先采用定性研究方法，结合参与式观察中获取的半结构访谈、焦点访谈等记录以及内部调研报告，运用扎根理论进行理论模型构建。其次，本研究采用定量研究方法提取个人特征、岗位特征、激励因素、公共服务动机、岗位认同等因素，在此基础上基于理论模型进行实证检验，构建了基于个体特征-岗位特征为前提的激励-动机-认同的基层公务员激励机制分析框架。本研究发现：首先，激励因素能够促进基层警察的岗位认同。其次，公共服务动机作为中介变量能够增强岗位认同。最后，量化考核会弱化岗位认同。
How to better motivate civil servants has always been a key problem in the academia of Public Administration. The newly revised Civil Servants Law shows that our government pays a great attention on civil servants' incentive system especially for those grassroot civil servants. Nowadays, a new change of demand and service has caused a dilemma in the management of Civil Servants especially for local civil servants. On one hand, with fast urbanization and more floating population, demands for public service has grown rapidly. On the other hand, with the limitation of scale, it is hard to improve number of local servants. This has caused unprecedented pressure on local civil servants especially for those policemen who are the representative of street-level bureaucracy that provide civil service. As so improving local servants' job initiative is key to build a service-oriented government. Based on these facts, this research comes up with the following questions: First, what are the key factors of incentive system？ Second, Does these factors have influence on the police's professional identity？ Third, what is the mechanism between incentive factors and professional identity？Based on the literature review, there are gaps left for this research. First, Even though there has been different kinds of incentive theory including content, process and compressive style, major debates on this topic has always been the clarification of incentive factors. Secondly, discussion need to be taken between instrumental rationality of new public management theory and value rationality of new public service theory. Third, public service motivation which originated from western world has become a core theory in explaining civil servants' altruistic behavior. Theoretical dialogue needs to be done between China's street-level bureaucrats' cognitive system and components of public service motivation theory.This research takes Province G's Internet-based quantitative performance appraisal as a case study. It chooses District S of Province G's police department and applies extended case methods. First, it bases on semi-structured interview, focused group interview and participatory observation, this research comes up with analytical framework using grounded theory. Second, it uses quantitative methods to test the analytical framework based on personal character, job character, incentive factors, public service motivation, professional identity. This research finds out that incentive factors can positively affects local police's professional identity. It finds out that PSM can enhance professional identity as a mediator between incentive factor and professional identity. It also finds out that quantitative performance appraisal have negative effects on professional identity.This research have made innovative improvements on the following points. First, based on mixed research methods of qualitative and quantitative methods, this research finds out incentive clarification methods upon Chinese circumstances. This has been help in explaining the diversity of incentive preference of local police. Second, this has made improvements on PSM's localization especially on street-level bureaucrat. Third, this research uses quantitative methods to test the effect of quantitative performance appraisal, the findings can be help in the policy formulation in the future regulation of performance appraisal of civil servants.
