Motivation Mechanism for Chinese Public Departments

The issue is that there’s a lack of an academically trustworthy motivation theory originating from public organizations. Nevertheless, you will find motivation theories which have been analyzed on a number of organizations. The truth that several public organizations have performance difficulties shows that there exists a requirement for a motivation theory that is relevant to public organization.
Purpose: The top practical purpose is to evaluate the perceived conditions within the Chinese civil servant system with western theories of what comprises pleasing work conditions. An additional objective is to recommend normative hypotheses about how exactly these types of theories may be utilized to improve work satisfaction in the Chinese civil servant organization.
Methodology: To check our proposed motivation system we carried out a survey employing questionnaire and interview. Our research area is Ningbo and our case is a Ningbo Personnel Department…

Contents
1 Introduction
1.1 Background
1.2 Problem
1.3 Purpose
1.4 Research Questions
1.5 Limitations
1.6 Outline
2 Method and Research Approach
2.1 Methodological Strategy
2.2 Research Design
2.2.1 Theoretical Framework
2.2.2 Empirical Research
2.3 Scientific Approach
2.4 Empirical Research Process
2.4.1 Introduction
2.4.2 Questionnaire
2.4.3 Interview
2.4.4 Response Rate
2.5 Validity and Reliability
2.5.1 Validity
2.5.2 Reliability
2.5.3 Generalisability
3 Theoretical Framework
3.1 Motivation, Job Satisfaction and Job Performance
3.1.1 Introduction
3.1.2 Motivation and Work Motivation
3.1.3 Job Satisfaction
3.1.4 Job Performance
3.1.5 The Relationship between Motivation, Job Satisfaction and Performance
3.1.6 Summary
3.2 Public Servant Management and Motivation Theories
3.2.1 Introductio
3.2.2 Public Servant and Public Department
3.2.3 Public Servant and Motivation Theory
3.2.4 Summary
3.3 Motivation Theories
3.3.1 Introduction
3.3.2 Herzberg’s Two-Factor Theory
3.3.2.1 Hygiene Factors and Motivators
3.3.2.2 Applying the Theory
3.3.2.3 The Evaluation of the Theory
3.3.2.4 The Application of the Theory in Our Research Work
3.3.3 Hackman and Oldham’s Job-Characteristic Model
3.3.3.1 Five Core Job Dimensions and Three Specific Core Factors of Jobs
3.3.3.2 The Evaluation of the Model
3.3.3.3 The Application of the Model in Our Research Work
3.3.4 Adams’ Equity Theory
3.3.4.1 The Main Ideas of Equity Theory
3.3.4.2 The Evaluation of Equity Theory
3.3.4.3 The Application of the Theory in Our Research Work
3.3.5 Goal-Setting Theory
3.3.5.1 Four Tenets of Goal-Setting Theory
3.3.5.2 The Evaluation of the Theory
3.3.5.3 The Application of Goal-Setting Theory in Our Research Work
3.3.6 Summary
3.4 Creating a Motivation Mechanism for Chinese Public Department
3.4.1 Introduction
3.4.2 The Main Purpose of Our Motivation Mechanism
3.4.3 Creating a Motivation Mechanism for Chinese Public Department
3.4.3.1 Hygiene Factors
3.4.3.2 Motivators
3.4.4 Summary
4 Empirical Research
4.1 Introduction
4.2 The Characteristics of the Civil Servant System in Ningbo, China
4.2.1 Salary System
4.2.2 Security System
4.2.3 Working Environment
4.2.4 Evaluation and Feedback System
4.2.5 Promotion and Appointment System
4.2.6 Rotation and Rejuvenation System
4.2.7 Training and Developing System
4.2.8 Reward and Punishment System
4.3 Presentation of the Answers on Questions about Perceived
Conditions
4.3.1 Some Additional Characteristics of the Civil Servant System in Ningbo
4.3.2 Presentation of Perceived Conditions about 8 Factors
4.3.2.1 Salary System
4.3.2.2 Security System
4.3.2.3 Working Environment
4.3.2.4 Evaluation and Feedback System
4.3.2.5 Promotion and Appointment System
4.3.2.6 Rotation and Rejuvenation System
4.3.2.7 Training and Developing System
4.3.2.8 Reward and Punishment System
5 The Analysis of Empirical Research Work
5.1 Introduction
5.2 The Hygiene Factors
5.2.1 Salary System
5.2.2 Security System
5.2.3 Working Environment
5.3 Motivators
5.3.1 Evaluation and Feedback System
5.3.2 Promotion and Appointment System
5.3.3 Rotation and Rejuvenation System
5.3.4 Training and Developing System
5.3.5 Reward and Punishment System
5.4 Summary
6 The normative motivation mechanism
6.1 Introduction
6.2 Hygiene Factors
6.2.1 Salary System
6.2.2 Security System
6.2.3 Working Environment
6.3 Motivators
6.3.1 Evaluation and Feedback System
6.3.2 Promotion and Appointment System
6.3.3 Rotation and Rejuvenation System…

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Motivation Mechanism for Chinese Public Departments