CAJ | 학술논문

公务员周边绩效的研究是在周边绩效研究和公务员绩效研究的基础上发展而来的。周边绩效理论包括：（1）归属：周边绩效是总绩效的一部分;（2）组成：周边绩效分为工作奉献、人际促进;（3）行为动机：追求晋升、个人行为习惯、追求群体行为一致性;（4）影响因素：个人特质、工作类别、岗位级别、组织文化、考核程序。公务员周边绩效保持了一般群体周边绩效的归属、组成、行为动机的特征,但是受到国家体制、政治体制、地域文化、服务群体特征、公务员制度等因素的硬性制约,被动适应特征更明显。
공무원주변적효적연구시재주변적효연구화공무원적효연구적기출상발전이래적。주변적효이론포괄：（1）귀속：주변적효시총적효적일부분;（2）조성：주변적효분위공작봉헌、인제촉진;（3）행위동궤：추구진승、개인행위습관、추구군체행위일치성;（4）영향인소：개인특질、공작유별、강위급별、조직문화、고핵정서。공무원주변적효보지료일반군체주변적효적귀속、조성、행위동궤적특정,단시수도국가체제、정치체제、지역문화、복무군체특정、공무원제도등인소적경성제약,피동괄응특정경명현。
The theory of contextual performance of civil servants is generated from general contextual performance and civil servants total performance. Contextual performance theory includes ：（ 1 ） attribution ： contextual performance is one part of total performance ; （2） substance ： contextual performance is divided into task contribution and interpersonal facilitation ; （ 3 ） motives ： seeking promotion, due to personal attributes, organization consistency ; （4） influencing factor ： attribute, task structure, post level, organization culture, evaluation process. Civil servants＇ contextual performance keeps the general structure of common contextual performance, but it is closely influenced by the state system, form of government, regional culture, user of their services and the civil servant system, lead to passive characteristics.