基层农技推广机构管理制度及其对农技员技术推广行为的影响研究
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摘要
农业发展的根本出路在于科技进步。有效的农业科技进步不仅取决于技术本身的创新,而且更重要的是取决于有效的农业技术推广。农业技术推广扮演着将农业科学技术向生产领域进行转移和扩散、促进农业技术进步的重要角色。
国家农业技术推广机构是我国农业技术推广体系的主体。伴随着社会主义市场经济体制的确立和农业、农村经济的发展,国家农业技术推广机构“管理体制不顺、推广机制不活、人员素质不高、保障条件不足”等问题逐渐突现。20世纪80年代以来,国家对公共农业技术推广体系实施了一系列改革。然而,由于计划经济的惯性强化和刺激着原有制度,改革的效果并不理想。多数地区把机制创新简单地理解为常规农业项目,只抓容易收到成效的技术推广,忽略了推广机构内部建章立制,在推广机构内部管理和监督考核方面下的功夫不多,推广人员的工作积极性并没有显著提高,农业技术推广机构的微观治理结构依然没有找到答案。
本文以“水稻科技入户”示范县为例,考察基层农技推广机构的管理制度安排；在这样的管理制度下,基于农户的视角全面科学地分析农技员技术推广行为；在这两部分内容的铺垫下,进一步探究基层农技推广机构管理制度对农技员技术推广行为的影响,为优化我国基层农技推广机构管理制度提供相应的对策建议,以更好地调动农技员的工作积极性,规范并改善农技员的技术推广行为。
这一研究视角的选取,在“水稻科技入户”工程的支撑下,对影响农业技术推广体系整体效率的主要内因——推广机构管理制度从经费保障制度、工作设计制度、人员管理制度以及推广机构对外合作发展管理制度四个方面展开调查分析。在基层农技推广机构管理制度下,基于农户的视角对推广体系中最活跃的因素——农技员的技术推广行为进行分析。在这两部分内容的铺垫下,进一步实证分析基层农技推广机构管理制度对农技员技术推广行为的影响,继而为优化基层农技推广机构管理制度提供相关政策建议,从而将宏观的制度与微观的行为结合起来,研究视角上具有一定的独特性,对策建议可操作性较强。其次,研究基于农户视角获取农技员技术推广行为。这有利于避免直接调查农技员而产生隐藏行动的道德风险,从农技服务受体的角度真实客观地反映农技员的技术推广行为。再次,研究跳出已有文献仅从农技员下乡天数来衡量农技员技术推广行为的局限,按照水稻技术推广工作的环节与过程,从多个侧面衡量农技员在技术推广工作过程中的行为表现,使得本文对农技员技术推广行为的衡量更加全面,更贴近推广实际。最后,研究对象选择基层农技推广机构,它直接面向农村和农民,这使得研究无论从理论角度还是实践层面,对于提高我国农业技术推广工作的效率都大有裨益。
全文共分为八章,主要研究内容和结论陈述如下：
研究内容一：梳理基层农技推广机构的管理制度安排。
以“水稻科技入户”示范县为例,对基层农技推广机构管理制度中经费保障、工作设计、人员管理和对外合作发展管理四个方面的制度安排现状进行分析。经费保障制度方面,绝大多数基层农技推广机构推广事业费投入总量不足,使用结构不尽合理。工作设计方面,基层农技推广机构对于农技员技术推广工作的职责设定并不明确,推广组织内部协调互助的工作关系相对弱化。人员管理制度方面,基层农技推广机构公开、公平的选用人机制还有待建立和完善。绝大多数基层推广机构对农技员开展了推广技能培训,但培训的类型较为单一。此外,基层农技推广机构普遍没有向农技员发放下乡补贴。对外合作发展管理方面,基层农技推广机构对外项目合作程度有待提高,社会化服务的方式较为单一,主要集中在开展农资经营活动。
研究内容二：在基层农技推广机构管理制度下,基于农户视角的农技员技术推广行为分析。
基于农户的视角,真实客观地反映当前基层农技推广机构管理制度下农技员的技术推广行为,从农技员技术指导次数、指导时期、指导内容、指导方法、指导态度和指导技能6个方面描述农技员在技术推广过程中的行为表现。运用因子分析法对农技员技术推广行为进行综合评价,并定量测度农技员技术推广行为的综合得分。研究表明,目前农技员入户到田的指导次数得到了保障,能够把握水稻生长关键时期的指导工作,指导内容在引导农户技术信息需求以及提高农户科学素质方面相对薄弱,指导方法上田间现场示范、广播电视讲座等受农户欢迎且推广效率较高的方法采用较少,农技员技术指导态度和指导技能得到了农户的普遍认可。农技员技术推广行为综合得分的平均分为0,综合得分大于0的技术推广行为相对较好,综合得分小于0的技术推广行为状况相对较差。
研究内容三：实证分析基层农技推广机构管理制度对农技员技术推广行为的影响。
构建基层农技推广机构管理制度及农技员个体特征对农技员技术推广行为影响的分层线性模型,识别基层农技推广机构管理制度中经费保障制度、工作设计制度、人员管理制度以及对外合作发展管理制度对农技员技术推广行为的影响。与此同时,分析农技员个体特征对其技术推广行为的影响,并对人员管理的核心——绩效考评制度对农技员技术推广行为的影响进行独立讨论。实证结果表明,基层农技推广机构管理制度对农技员技术推广行为产生显著影响。经费保障制度中,推广事业费中业务经费的比重对农技员技术推广行为综合得分有显著正向影响。工作设计中,最低入户到田天数的规定、填写工作日志以及工作交流对农技员技术推广行为综合得分有显著正向影响。由于缺乏相应的监督检查,使得分户指导方案的制定和工作总结大多流于形式,对农技员技术推广行为综合得分影响不显著。人员管理制度中,组织的平均培训次数和下乡补贴的发放对推广行为综合得分有显著正向影响。将农户对农技推广服务的满意度作为重点考评内容,从有农户代表参与的多个考评者中获得农技员的工作绩效,采用农户调查的考评方法,并将考评结果及时反馈给农技员,给予相应物质和精神奖励的绩效考评制度,对于规范和改善农技员技术推广行为影响显著。对外合作发展管理制度中,人均推广项目经费没有通过显著性检验,这一方面可能与推广项目的申报和实施方式有关,另一方面与项目经费的管理有直接关系。基层农技推广机构开展社会化服务,对规范和改善农技员技术推广行为产生较为显著的正向影响。农技员个体特征中,从业年数、职称、有无编制、近5年参加培训的平均次数、相对工资收入以及农技推广工作占总工作时间的比例6个变量对农技员技术推广行为综合得分有显著正向影响。学历变量在模型中呈现负向显著性,这可能与部分高学历农技员对农技推广工作认识不深,缺乏实地技术指导技能有关。
研究内容四：探究我国基层农技推广机构管理制度优化的对策建议。
在实证分析基础上,深入剖析基层农技推广机构各项管理制度优化的关系,以及当前管理制度安排中存在的问题,探究如何优化基层农技推广机构管理制度,揭示本研究的政策含义,以充分调动农技员的工作积极性,规范和改善农技员的技术推广行为。
The fundamental way out for agriculture lies in scientific and technological progress. Effective agricultural scientific and technological progress depends not only on the technological innovation, but more importantly, on effective agricultural extension. Agricultural extension plays an important role in transferring and diffusing agricultural technology to production field and in promoting the agricultural technology progress.
The national agricultural extension system is the main body in Chinese.With the establishment of socialist market economic system and the development of agricultural and rural economic, the national agricultural extension system becomes increasingly unsuited to the needs of the new situation. "Management system is not smooth, the mechanism is not alive, the quality of staff is not high, and the protection is inadequate" and other issues become clearly. Since the 1980's, the national agricultural extension system implemented a series of reforms in order to adapt to the adjustment of agricultural structure and rural economic. However, the results of reform are unsatisfactory, because the reform did not solve problems about operation mechanism of agricultural extension system, and the inertia of the planned economy to strengthen and stimulate the original system, and there is a strong path dependence of planned economy. But in fact, Most of the pilot counties understand the mechanism of innovation simply as conventional agriculture project. They focus only on the effectiveness of the technology is easy to promote, and to establish the rules and regulations are ignored, and internal management and supervision of extension agencies are not enough, all which led to staff's enthusiasm for work is not significantly stimulated and the micro-management structure of agricultural extension agencies is still not improved.
This thesis takes the demonstration project of rice science and technology to the peasant (referred to as "Demonstration Projects" hereinafter) as an example. This thesis reviews the grass-roots agricultural technology extension agencies and its management system status, and gives a comprehensive scientific evaluation of staff's extension behavior from peasant's view. It recognizes system's effect on extension behavior from the mechanism of funds guarantee, working mechanism, the mechanism of personnel management and cooperative development. Then, it makes mobilizing the enthusiasm of an agricultural extension staff as well as standardizing and improving as the starting point and end point, and offers the countermeasures and suggestions.
The following are reasons for selecting this research perspective. Firstly, it grasps the main internal reason and the most active factor which determine the overall efficiency of agricultural extension system, which are management institution and extension staff. Though studying the grass-roots agricultural technology extension organization management system's effect on extension behavior, this paper provides a theoretical basis for optimizing and coordinating the the grass-roots agricultural technology extension organization management system from empirical point of view; Secondly, this paper is basic on peasant'view. It is help to get real data form peasant and avoid to moral hazard that direct investigate extension staff; Thirdly, this paper beyonds the limitations of existing literatures which measure the behavior of a extension staff only from the number of instruction days in the countryside. According to the section and process of rice's extension, it measures extension staff's behavior performance from multi-angle. Therefore, its measured results are closer to the actual promotion; finally, the subject is grass-roots extension organizations, which have great benefit both in theoretical and practical level.
The full-text is divided into eight chapters, the main research contents and conclusions of the statement are as follows:
Part 1:Status description of grass-roots extension organizations'management institution arrangement.
Take demonstration county of The Demonstration Projects as an example, and make a descriptive statistical analysis from the mechanism of funds guarantee, working mechanism, the mechanism of personnel management and cooperative development. The results show that extension expenditure input is inadequate for most of extension organizations in the area of funds guarantee and its utilization Structure is unreasonable. In the aspect of working mechanism, the extension staff's responsibility does not have a clear asset, and internal coordination of extension organization is weak. In the aspect of personnel management, employment mechanism remains to perfect further. Most of extension organization conducts training to their staffs, but single type of training is more. In addition, grass-roots extension staffs generally do not have subsidies to rural areas. In the aspect of cooperative development, fund management should be improved for most of extension project. The way social services are more single and focus on agricultural material operations.
Part 2:Comprehensive evaluation of grass-roots staff's extension behavior from peasant's view.
Basic on peasant's view, it reflects grass-roots staff's extension behavior objectively and describes the agricultural extension staff's performance from the frequency, the period, the content, the methods, work attitude and promote the skills. It introduces the method of factor analysis which can be used to comprehensively evaluate staff's extension behavior, then gets comprehensive scores. The results are as follows:In the aspect of extension behavior, the frequency of field coaching is guaranteed. The extension staffs are able to grasp the critical period of rice growth guidance, but it is weak in leading demand and improving the scientific quality of the peasants. The Field demonstration which is efficient and welcomed by farmers is used less, but extension staff's attitude and technology is generally recognized by peasants. The average value of extension behavior's comprehensive scores is zero. The ones which are greater than zero are relatively good, while the ones less than zero are relatively poor.
Part 3:Empirical analysis on grass-roots agricultural technology extension organization management system's effect on extension behavior.
It sets the hierarchical linear modeling that contains characteristics of the individual behavior of agricultural extension staff and the operating mechanism of the grass-roots agricultural extension. Identify the mechanism of funds guarantee, working mechanism, the mechanism of personnel management and cooperative development how to influence the behavior of agricultural extension staff. At the same time, it analyzes the extension individual characteristic's effect on extension behavior and makes an independent discussion on management evaluation system which is the core of personnel management system. The results show that management system makes a significant impact on staff's extension behavior. In the funds guarantee system, the comprehensive scores that the proportion of operating funds in the total extension expenditure to staff's extension behavior is positive. Due to lack of appropriate supervision and inspection, Individual Household instruction scheme and work summary are formalism, their comprehensive scores to staff's extension behavior is not significant. In the personnel management system, there is significantly positive effect for average training times and rustication subsidy on staff's extension behavior. The performance evaluation systems which takes peasant's satisfaction degree as the priority evaluation content, uses the peasant survey methods, contains peasant's participation and construct the corresponding material and spiritual rewards has a significant effect on staff's extension behavior. In the cooperative development system, the average per capita extension expenditure in model does not pass the test. For one thing, that is connected with declaration and implementation methods. But for other things, it has direct relationship with the management of project funds. The grass-roots extension staff carries out socialized service has a significant effect on staff's extension behavior. In extension staff individual characteristics, length of business experience, technical title, training frequency, relative wage and income, and actual operation years in entire work period has positive impact. The academic career is negative because part of the highly educated members of the extension staff lack of skills of the field guidance.
Part 4:The countermeasures and proposals of how to optimize the operational mechanism of grass-roots agricultural extension.
The paper analyzes the component part of the extension management system. Based on the empirical analysis, it shows the policy implications of this study, that is how to mobilize the enthusiasm and regulate and improve the behavior of agricultural extension staff, and to achieve the optimized the operational mechanism of grass-roots agricultural extension.
国家农业技术推广机构是我国农业技术推广体系的主体。伴随着社会主义市场经济体制的确立和农业、农村经济的发展,国家农业技术推广机构“管理体制不顺、推广机制不活、人员素质不高、保障条件不足”等问题逐渐突现。20世纪80年代以来,国家对公共农业技术推广体系实施了一系列改革。然而,由于计划经济的惯性强化和刺激着原有制度,改革的效果并不理想。多数地区把机制创新简单地理解为常规农业项目,只抓容易收到成效的技术推广,忽略了推广机构内部建章立制,在推广机构内部管理和监督考核方面下的功夫不多,推广人员的工作积极性并没有显著提高,农业技术推广机构的微观治理结构依然没有找到答案。
本文以“水稻科技入户”示范县为例,考察基层农技推广机构的管理制度安排；在这样的管理制度下,基于农户的视角全面科学地分析农技员技术推广行为；在这两部分内容的铺垫下,进一步探究基层农技推广机构管理制度对农技员技术推广行为的影响,为优化我国基层农技推广机构管理制度提供相应的对策建议,以更好地调动农技员的工作积极性,规范并改善农技员的技术推广行为。
这一研究视角的选取,在“水稻科技入户”工程的支撑下,对影响农业技术推广体系整体效率的主要内因——推广机构管理制度从经费保障制度、工作设计制度、人员管理制度以及推广机构对外合作发展管理制度四个方面展开调查分析。在基层农技推广机构管理制度下,基于农户的视角对推广体系中最活跃的因素——农技员的技术推广行为进行分析。在这两部分内容的铺垫下,进一步实证分析基层农技推广机构管理制度对农技员技术推广行为的影响,继而为优化基层农技推广机构管理制度提供相关政策建议,从而将宏观的制度与微观的行为结合起来,研究视角上具有一定的独特性,对策建议可操作性较强。其次,研究基于农户视角获取农技员技术推广行为。这有利于避免直接调查农技员而产生隐藏行动的道德风险,从农技服务受体的角度真实客观地反映农技员的技术推广行为。再次,研究跳出已有文献仅从农技员下乡天数来衡量农技员技术推广行为的局限,按照水稻技术推广工作的环节与过程,从多个侧面衡量农技员在技术推广工作过程中的行为表现,使得本文对农技员技术推广行为的衡量更加全面,更贴近推广实际。最后,研究对象选择基层农技推广机构,它直接面向农村和农民,这使得研究无论从理论角度还是实践层面,对于提高我国农业技术推广工作的效率都大有裨益。
全文共分为八章,主要研究内容和结论陈述如下：
研究内容一：梳理基层农技推广机构的管理制度安排。
以“水稻科技入户”示范县为例,对基层农技推广机构管理制度中经费保障、工作设计、人员管理和对外合作发展管理四个方面的制度安排现状进行分析。经费保障制度方面,绝大多数基层农技推广机构推广事业费投入总量不足,使用结构不尽合理。工作设计方面,基层农技推广机构对于农技员技术推广工作的职责设定并不明确,推广组织内部协调互助的工作关系相对弱化。人员管理制度方面,基层农技推广机构公开、公平的选用人机制还有待建立和完善。绝大多数基层推广机构对农技员开展了推广技能培训,但培训的类型较为单一。此外,基层农技推广机构普遍没有向农技员发放下乡补贴。对外合作发展管理方面,基层农技推广机构对外项目合作程度有待提高,社会化服务的方式较为单一,主要集中在开展农资经营活动。
研究内容二：在基层农技推广机构管理制度下,基于农户视角的农技员技术推广行为分析。
基于农户的视角,真实客观地反映当前基层农技推广机构管理制度下农技员的技术推广行为,从农技员技术指导次数、指导时期、指导内容、指导方法、指导态度和指导技能6个方面描述农技员在技术推广过程中的行为表现。运用因子分析法对农技员技术推广行为进行综合评价,并定量测度农技员技术推广行为的综合得分。研究表明,目前农技员入户到田的指导次数得到了保障,能够把握水稻生长关键时期的指导工作,指导内容在引导农户技术信息需求以及提高农户科学素质方面相对薄弱,指导方法上田间现场示范、广播电视讲座等受农户欢迎且推广效率较高的方法采用较少,农技员技术指导态度和指导技能得到了农户的普遍认可。农技员技术推广行为综合得分的平均分为0,综合得分大于0的技术推广行为相对较好,综合得分小于0的技术推广行为状况相对较差。
研究内容三：实证分析基层农技推广机构管理制度对农技员技术推广行为的影响。
构建基层农技推广机构管理制度及农技员个体特征对农技员技术推广行为影响的分层线性模型,识别基层农技推广机构管理制度中经费保障制度、工作设计制度、人员管理制度以及对外合作发展管理制度对农技员技术推广行为的影响。与此同时,分析农技员个体特征对其技术推广行为的影响,并对人员管理的核心——绩效考评制度对农技员技术推广行为的影响进行独立讨论。实证结果表明,基层农技推广机构管理制度对农技员技术推广行为产生显著影响。经费保障制度中,推广事业费中业务经费的比重对农技员技术推广行为综合得分有显著正向影响。工作设计中,最低入户到田天数的规定、填写工作日志以及工作交流对农技员技术推广行为综合得分有显著正向影响。由于缺乏相应的监督检查,使得分户指导方案的制定和工作总结大多流于形式,对农技员技术推广行为综合得分影响不显著。人员管理制度中,组织的平均培训次数和下乡补贴的发放对推广行为综合得分有显著正向影响。将农户对农技推广服务的满意度作为重点考评内容,从有农户代表参与的多个考评者中获得农技员的工作绩效,采用农户调查的考评方法,并将考评结果及时反馈给农技员,给予相应物质和精神奖励的绩效考评制度,对于规范和改善农技员技术推广行为影响显著。对外合作发展管理制度中,人均推广项目经费没有通过显著性检验,这一方面可能与推广项目的申报和实施方式有关,另一方面与项目经费的管理有直接关系。基层农技推广机构开展社会化服务,对规范和改善农技员技术推广行为产生较为显著的正向影响。农技员个体特征中,从业年数、职称、有无编制、近5年参加培训的平均次数、相对工资收入以及农技推广工作占总工作时间的比例6个变量对农技员技术推广行为综合得分有显著正向影响。学历变量在模型中呈现负向显著性,这可能与部分高学历农技员对农技推广工作认识不深,缺乏实地技术指导技能有关。
研究内容四：探究我国基层农技推广机构管理制度优化的对策建议。
在实证分析基础上,深入剖析基层农技推广机构各项管理制度优化的关系,以及当前管理制度安排中存在的问题,探究如何优化基层农技推广机构管理制度,揭示本研究的政策含义,以充分调动农技员的工作积极性,规范和改善农技员的技术推广行为。
The fundamental way out for agriculture lies in scientific and technological progress. Effective agricultural scientific and technological progress depends not only on the technological innovation, but more importantly, on effective agricultural extension. Agricultural extension plays an important role in transferring and diffusing agricultural technology to production field and in promoting the agricultural technology progress.
The national agricultural extension system is the main body in Chinese.With the establishment of socialist market economic system and the development of agricultural and rural economic, the national agricultural extension system becomes increasingly unsuited to the needs of the new situation. "Management system is not smooth, the mechanism is not alive, the quality of staff is not high, and the protection is inadequate" and other issues become clearly. Since the 1980's, the national agricultural extension system implemented a series of reforms in order to adapt to the adjustment of agricultural structure and rural economic. However, the results of reform are unsatisfactory, because the reform did not solve problems about operation mechanism of agricultural extension system, and the inertia of the planned economy to strengthen and stimulate the original system, and there is a strong path dependence of planned economy. But in fact, Most of the pilot counties understand the mechanism of innovation simply as conventional agriculture project. They focus only on the effectiveness of the technology is easy to promote, and to establish the rules and regulations are ignored, and internal management and supervision of extension agencies are not enough, all which led to staff's enthusiasm for work is not significantly stimulated and the micro-management structure of agricultural extension agencies is still not improved.
This thesis takes the demonstration project of rice science and technology to the peasant (referred to as "Demonstration Projects" hereinafter) as an example. This thesis reviews the grass-roots agricultural technology extension agencies and its management system status, and gives a comprehensive scientific evaluation of staff's extension behavior from peasant's view. It recognizes system's effect on extension behavior from the mechanism of funds guarantee, working mechanism, the mechanism of personnel management and cooperative development. Then, it makes mobilizing the enthusiasm of an agricultural extension staff as well as standardizing and improving as the starting point and end point, and offers the countermeasures and suggestions.
The following are reasons for selecting this research perspective. Firstly, it grasps the main internal reason and the most active factor which determine the overall efficiency of agricultural extension system, which are management institution and extension staff. Though studying the grass-roots agricultural technology extension organization management system's effect on extension behavior, this paper provides a theoretical basis for optimizing and coordinating the the grass-roots agricultural technology extension organization management system from empirical point of view; Secondly, this paper is basic on peasant'view. It is help to get real data form peasant and avoid to moral hazard that direct investigate extension staff; Thirdly, this paper beyonds the limitations of existing literatures which measure the behavior of a extension staff only from the number of instruction days in the countryside. According to the section and process of rice's extension, it measures extension staff's behavior performance from multi-angle. Therefore, its measured results are closer to the actual promotion; finally, the subject is grass-roots extension organizations, which have great benefit both in theoretical and practical level.
The full-text is divided into eight chapters, the main research contents and conclusions of the statement are as follows:
Part 1:Status description of grass-roots extension organizations'management institution arrangement.
Take demonstration county of The Demonstration Projects as an example, and make a descriptive statistical analysis from the mechanism of funds guarantee, working mechanism, the mechanism of personnel management and cooperative development. The results show that extension expenditure input is inadequate for most of extension organizations in the area of funds guarantee and its utilization Structure is unreasonable. In the aspect of working mechanism, the extension staff's responsibility does not have a clear asset, and internal coordination of extension organization is weak. In the aspect of personnel management, employment mechanism remains to perfect further. Most of extension organization conducts training to their staffs, but single type of training is more. In addition, grass-roots extension staffs generally do not have subsidies to rural areas. In the aspect of cooperative development, fund management should be improved for most of extension project. The way social services are more single and focus on agricultural material operations.
Part 2:Comprehensive evaluation of grass-roots staff's extension behavior from peasant's view.
Basic on peasant's view, it reflects grass-roots staff's extension behavior objectively and describes the agricultural extension staff's performance from the frequency, the period, the content, the methods, work attitude and promote the skills. It introduces the method of factor analysis which can be used to comprehensively evaluate staff's extension behavior, then gets comprehensive scores. The results are as follows:In the aspect of extension behavior, the frequency of field coaching is guaranteed. The extension staffs are able to grasp the critical period of rice growth guidance, but it is weak in leading demand and improving the scientific quality of the peasants. The Field demonstration which is efficient and welcomed by farmers is used less, but extension staff's attitude and technology is generally recognized by peasants. The average value of extension behavior's comprehensive scores is zero. The ones which are greater than zero are relatively good, while the ones less than zero are relatively poor.
Part 3:Empirical analysis on grass-roots agricultural technology extension organization management system's effect on extension behavior.
It sets the hierarchical linear modeling that contains characteristics of the individual behavior of agricultural extension staff and the operating mechanism of the grass-roots agricultural extension. Identify the mechanism of funds guarantee, working mechanism, the mechanism of personnel management and cooperative development how to influence the behavior of agricultural extension staff. At the same time, it analyzes the extension individual characteristic's effect on extension behavior and makes an independent discussion on management evaluation system which is the core of personnel management system. The results show that management system makes a significant impact on staff's extension behavior. In the funds guarantee system, the comprehensive scores that the proportion of operating funds in the total extension expenditure to staff's extension behavior is positive. Due to lack of appropriate supervision and inspection, Individual Household instruction scheme and work summary are formalism, their comprehensive scores to staff's extension behavior is not significant. In the personnel management system, there is significantly positive effect for average training times and rustication subsidy on staff's extension behavior. The performance evaluation systems which takes peasant's satisfaction degree as the priority evaluation content, uses the peasant survey methods, contains peasant's participation and construct the corresponding material and spiritual rewards has a significant effect on staff's extension behavior. In the cooperative development system, the average per capita extension expenditure in model does not pass the test. For one thing, that is connected with declaration and implementation methods. But for other things, it has direct relationship with the management of project funds. The grass-roots extension staff carries out socialized service has a significant effect on staff's extension behavior. In extension staff individual characteristics, length of business experience, technical title, training frequency, relative wage and income, and actual operation years in entire work period has positive impact. The academic career is negative because part of the highly educated members of the extension staff lack of skills of the field guidance.
Part 4:The countermeasures and proposals of how to optimize the operational mechanism of grass-roots agricultural extension.
The paper analyzes the component part of the extension management system. Based on the empirical analysis, it shows the policy implications of this study, that is how to mobilize the enthusiasm and regulate and improve the behavior of agricultural extension staff, and to achieve the optimized the operational mechanism of grass-roots agricultural extension.
引文
①匡远配,曾福生.中国农技推广的公共产品特征分析[J].农村经济,2007(07)：92-95.
②参见《中华人民共和国农业技术推广法》(1993年)第十条。
①匡远配,曾福生.中国农技推广的公共产品特征分析[J].农村经济,2007(07)：92-95.
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