| With the acceleration of urbanization under the background of marketization,the development of cities and the cities themselves have put forward higher standards for urban management.Comprehensive administrative law enforcement agencies,as the major body of urban management,will be facing a heavy duty in urban management if they only rely on in-staff law enforcement,due to the shift of functions of local governments at all levels as well as the general trend of deepening the reform of the personnel system.Therefore,the off-staff law enforcement officers have stepped into their work positions and contribute to urban management.With the team being expanding,and gradually becoming an indispensable accessorial power in urban management.However,the abilities of off-staff personnel in the comprehensive administrative law enforcement team are uneven,with great differences in individual qualities,which has led to a series of problems in management.Most of the department’s incentive methods have not produced the desirable effects,and also the off-staff workers have not displayed noticeable enthusiasm for their work,for the gestures that they are not willing to make any move until being urged by their leaders.Hence it is necessary to implement effective incentives to encourage the performance of duties and responsibilities of off-staff personnel.This research utilizes incentives as the entry point and the guidance of the two-factor theory.It refers from previous literature review,and uses questionnaire and interview as data collection method.Based on domestic as well as international theoretical research,under the supervision of the Comprehensive Administrative Law Enforcement Bureau of L City,Zhejiang Province,the current situation of the incentive mechanism of personnel was analyzed,and the satisfaction survey plan for the current incentive factors of the unit was also designed using questionnaire.The satisfaction survey was organized for the off-staff personnel of the Comprehensive Administrative Law Enforcement Bureau of L City.With the help of SPSS26.0 statistical software,this research revolves around satisfaction with health-care factors as well as motivational factors,and conducts an analysis of satisfaction with incentive mechanism of off-staff personnel in comprehensive administrative law enforcement in L city.Quantitative research methods are used to analyze the reliability and validity of survey data,and structural equation modeling methods and prioritized improvement analysis methods are also used to acquire the satisfaction evaluation results,which can be of great help to prioritize further aspects of improvement and the corresponding measures.According to the results,the current incentive mechanism for off-staff personnel of the Comprehensive Administrative Law Enforcement Bureau of L City has several issues in terms of unequal pay for equal work,insufficient incentives,limited professional development,and detached organization belonging.To probe further,the reasons are the scarcity of organizational resources and self-reliance,the“ceiling”effect in individual development and the lack of motivation for self-fulfillment.This research therefore appeals to the implementation of equal pay,improvement of pertinence of individual incentives,expansion of the organizational resource network,enhancement organizational integration as well as many other countermeasures to solve these problems.Last but not least,there is also a need to adjust and guarantee the incentives for off-staff personnel so as to fully activate their working initiative and improve their overall work efficiency.Off-staff personal has been playing a significant role in the Administrative organs and institutions,but it also conflicts with the policy of strictly control staff size supported by goverment finance.There for,further research in regularization off-staff personal machanism and completing off-staff personal management is needed. |
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