摘要
基层公务员作为连接政府部门与社会公众的桥梁,其创新绩效水平直接关系到公共部门行政能力的提升。然而,以“35岁门槛”为代表的年龄歧视不仅体现在招录环节的显性限制,更以隐性方式嵌入组织内部的资源配置与发展机会中,对青年群体创新潜能形成系统性抑制。尽管这一现象日益受到关注,但现有研究多聚焦企业组织或老年群体,其对公共部门青年群体创新绩效的影响机制尚未得到充分揭示。鉴于公共部门在制度约束与组织文化上的独特性,系统讨论年龄歧视在该群体中的作用路径,具有重要的理论与实践价值。为此,基于现代歧视理论,本研究旨在探讨公共部门中年龄歧视对基层公务员创新绩效的影响,分析体面劳动的中介作用与社会资本的调节作用。通过对524名青年基层公务员的调查数据进行实证分析,研究发现:年龄歧视对基层公务员创新绩效具有显著负向影响;年龄歧视削弱了基层公务员的体面劳动感知;体面劳动在年龄歧视与创新绩效之间发挥中介作用;社会资本负向调节年龄歧视与创新绩效之间的关系,具体表现为社会资本水平越高,年龄歧视对创新绩效的抑制作用越弱。本研究深化了年龄歧视在组织行为领域的影响研究,揭示了体面劳动的中介路径与社会资本的调节机制,为公共部门优化组织环境、激发青年群体创新潜能提供了理论支撑与实践启示。
As a critical bridge between government departments and the public,grassroots civil servants'innovation performance is central to enhancing administrative capacity in the public sector.However,age discrimination,exemplified by the"35-year-old threshold,"not only manifests as explicit limitations in recruitment but also subtly infiltrates organizational resource allocation and developmental opportunities,thereby systematically suppressing young employees'innovation potential.Despite increasing attention to this phenomenon,existing research has largely focused on corporate settings or older workers,leaving the impact mechanisms on young public sector employees'innovation performance insufficiently explored.Given the unique institutional constraints and organizational culture of the public sector,systematically examining the pathways through which age discrimination affects this group holds significant theoretical and practical value.Therefore,drawing on modern discrimination theory,this study explores how age discrimination affects public sector grassroots civil servants'innovation performance and examines the mediating role of decent work and the moderating role of social capital.Analyzing survey data from 524 young grassroots civil servants,we find that age discrimination significantly impairs grassroots civil servants'innovation performance.The analysis reveals that age discrimination weakens their perception of decent work,which in turn mediates its negative effect on innovation performance.Furthermore,social capital buffers this negative relationship,with higher levels attenuating the inhibitory effect of age discrimination.This study advances research on age discrimination in organizational behavior by revealing decent work as a mediating mechanism and social capital as a buffering resource.It offers theoretical insights and practical guidance for optimizing public sector organizational environments and unlocking the innovation potential of young employees.
作者
马继鹏
武晋
Jipeng MA;Jin WU(College of Humanities and Development Studies,China Agricultural University,Beijing 100193)
出处
《中国人力资源开发》
北大核心
2025年第11期6-18,共13页
Human Resources Development of China
基金
国家社会科学基金重大项目(21&ZD180)。
关键词
年龄歧视
创新绩效
基层公务员
体面劳动
社会资本
Age Discrimination
Innovation Performance
Grassroots Civil Servants
Decent Work
Social Capital
作者简介
通讯作者:武晋,邮箱:wujin@cau.edu.cn。
