高 翔
摘要：前些年，地方治理中出现了部分干部的隐性退出现象。隐性退出是指富有才干的在职干部缺乏工作积极性，但既不辞职也不发声的行为模式。隐性退出不同于形式主义、避责行为等干部在特定情境下的生存策略，它是干部对个人组织成员身份的重新考量。综合运用访谈和问卷资料，本文发现地方干部的隐性退出现象值得引起重视，表现为一些干部存在较强的辞职倾向、较弱的职业认同，且两者都表现出了“能者出”的特征。其中，地方干部的辞职倾向是短期的现实考量，它与工作压力、职业回报和组织环境显著相关；干部的职业认同感则更注重长远，它与职业回报、工作压力显著相关。关于干部隐性退出行为的讨论深化了学界对党政机关组织平衡的理解，增加了对地方干部多样化生涯激励的认识，也呼应了普遍理论对转型国家公共部门人才招募和干部激励的分析。
关键词：地方干部；隐性退出；辞职倾向；职业认同；生涯激励
【作者】高翔，浙江大学公共管理学院教授、博士生导师，浙江大学民生保障与公共治理研究中心研究员。
【Title】Neither Exit nor Voice: Local Cadres’ Invisible Exit and Its Institutional Foundation
Abstract：This article demonstrates an unexpected strategy of cadres’ “invisible exit” in local governance. Invisible exit refers to a strategy of the unsatisfied talented local cadres, who are no longer proactive in work but neither exit nor voice opinions. Invisible exit implies local cadres’ identity crisis and thus indicates a possible trend of brain drain in the local governments. This study distinguished two types of invisible exit: cadres’ intention to resign, and cadre’ declining commitment to the public office. Three findings are reported based on a combination of in-depth interviews and a questionnaire survey of 379 local cadres from Zhejiang, Guangdong, Shandong, Hebei, and Anhui Provinces. First, some local cadres demonstrate the intention of resignation, or a weak commitment to the public office. Second, the decline of career paybacks, unfair organizational environment as well as the overwhelming work pressure would lead to an increase in local cadres’ self-reported resignation intention. Third, the decline of career paybacks and the overwhelming work pressure are also positively related to cadres’ declining commitment to the public office. This study contributes to a better understanding of the party-state system and cadres’ career incentives. The findings echo with the general theory on public sectors’ talent recruitment of the transitional countries.
Keywords: Local Cadre, Invisible Exit, Resignation Intention, Career Commitmen, Career Incentive