随着经济社会加速发展，近年来政府职能不断发展、转变和深化，政府机关及事业单位从“管理型”向“服务型”“万能型”转变，为节约人力成本，大量聘用劳务派遣人员。本文研究样本——S住建局，目前有劳务派遣人员252人。劳务派遣人员与劳务派遣单位签合同，不属于正式员工，通常得不到单位的足够关怀与重视，其职业发展受限。他们工作的灵活性强、专业技能要求较高，然而人员流动性大，这影响了单位工作与其社会口碑，因而有必要重视并切实解决这类人群的激励问题。目前S住建局劳务派遣人员在薪酬绩效、社保福利、培训晋升、团队融入等多方面全方位地落后于正式员工，表现为薪酬较低、社会保障方面力度弱、绩效考核存在“走过场”现象、晋升渠道受阻等。本文主要通过访谈法、问卷调查法探究S住建局劳务派遣员工的实际激励问题。经过一线调研及数据比对，发现存在诸多问题。劳务派遣身份使劳务派遣人员的归属感低，表现在组织氛围欠佳、工作环境有待改善、福利待遇与正式员工差距较大；公平性差使得个体认知消极，出现职业倦怠感、歧视知觉强、成员感知弱；权力动机缺乏，个人影响力小，表现在建言献策行为少、工作成果不及时反馈、任务选择权限小；个人成长动机有限，表现在技能提升慢，培训层次较低，晋升渠道不畅等。其原因比较复杂，岗位特性方面，劳务派遣人员多属于非核心业务岗，薪酬定位偏低；历史因素的“编制”概念深入人心，以及传统观念认为劳务派遣人员能力较差，使得劳务派遣人员与正式员工之间公平性差；另外由于劳务派遣人员的身份认知障碍，自身职业规划不完善。针对上述问题，建议多策并举、多管齐下有针对性地加以解决。首先提高薪资福利，增强劳务派遣人员的归属感；其次完善绩效考核，增强其公平感；再次提高培训质量，增强其成长动机；最后完善晋升渠道，增强其权力动机。最后，政府要从宏观层面完善政策法规，加强经济宏观调控，做好劳务派遣群体的维权工作等。本研究在调研问卷的科学设计方面有待改进，未来要在这方面加大研究。

With the accelerated development of the economy and society in recent years, government functions have been continuously evolving, transforming, and deepening. Government agencies and public institutions are transitioning from a "management-oriented" approach to a "service-oriented" and "omnipotent" approach. To save on labor costs, many labor dispatch personnel are being hired. This study focuses on the sample of S Construction Bureau, which currently employs 252 labor dispatch personnel. These personnel sign contracts with labor dispatch agencies and are not considered formal employees. They typically do not receive sufficient care and attention from the organization, limiting their career development opportunities. Their work requires high flexibility and professional skills, but their high turnover rate affects the organization's operations and its social reputation. Therefore, it is essential to pay attention to and effectively address the incentive issues faced by this group of individuals.Currently, the labor dispatch personnel at S Construction Bureau lag behind formal employees in various aspects such as salary, performance evaluation, social security benefits, training opportunities, and integration into the company. This is manifested in lower salaries, weak social security coverage, superficial performance evaluations, and blocked paths for career advancement. This study primarily investigates the actual incentive issues faced by labor dispatch personnel at S Construction Bureau through interviews and surveys. Through on-site research and data comparison, numerous issues have been identified. The identity of being a labor dispatch employee results in low sense of belonging, reflected in a poor organizational atmosphere, inadequate work environment, and significant disparities in welfare benefits compared to formal employees. The lack of fairness leads to negative individual perceptions, resulting in feelings of professional fatigue, strong perceptions of discrimination, and weak sense of belonging. The lack of power motivation results in limited personal influence, shown in minimal contribution to suggestions, delayed feedback on work outcomes, and restricted task selection authority. Limited personal growth motivation is evident in slow skill improvement, low-level training opportunities, and limited promotion channels.The reasons for these issues are complex. In terms of job characteristics, labor dispatch personnel are often in non-core business roles with lower salary positioning. The entrenched concept of "establishment" due to historical factors, along with the traditional belief that labor dispatch personnel have lower capabilities, contributes to the lack of fairness between labor dispatch personnel and formal employees. Additionally, the identity recognition barriers for labor dispatch personnel lead to incomplete career planning. To address the mentioned issues, it is recommended to implement multiple targeted strategies. Firstly, enhance salary and benefits to increase the sense of belonging among labor dispatch personnel. Secondly, improve performance evaluations to enhance their sense of fairness. Thirdly, enhance the quality of training to increase their growth motivation. Lastly, refine the promotion channels to strengthen their power motivation. Furthermore, at a macro level, the government should improve policies and regulations, strengthen economic macro-control, and ensure the rights of labor dispatch personnel. However, the scientific design of the survey questionnaire in this study needs to be improved, and more research should be done in this area in the future.