The Dilemmas and Breakthroughs of the Incentive Mechanism for Non-Staff Personnel in Administrative Organs Based on the Porter-Lawler Theory

In China, non-staff employees have been a crucial supplementary employment way in administrative institutions for decades. Effectively motivating them is vital for enhancing government agencies’ efficiency and building a service-oriented government. This paper takes the incentive mechanism of non-staff in Y County’s Bureau of Justice for empirical analysis, using qualitative and quantitative methods. Findings show that while the incentive mechanism has formed initially, problems remain. Personal ability cultivation is insufficient, hindering growth. Requirements for converting to regular staff are unmet, causing career concerns. Assessment systems are ineffective and salary lack motivation. Unfair treatment compared to civil servants also dampens enthusiasm. To solve these, improvement suggestions are needed from multiple levels. Policy-wise, relevant laws and regulations should be made to protect rights, improve welfare, and open conversion channels. Employing units should strengthen training and improve assessment. Non-staff employees should enhance self-learning and communicate actively with employers to express demands and suggestions, promoting a better working relationship and overall development.