基层农技推广人员积极的工作状态对于提升农技推广绩效,加快农业现代化进程具有重要意义.利用湖北省基层农技推广人员的调查数据,从工作意愿、学习主动性和指导服务等三方面综合测量了基层农技推广人员的工作积极性,并基于计划行为理论,采用有序Probit模型,探讨了影响其工作积极性的关键因素.结果表明,基层农技推广人员工作积极性整体上介于"一般"与"比较积极"之间.工作"积极"和"非常积极"的人员之和占比为28.64％,约20％的人员工作"不积极"或"非常不积极".不同个体特征下,基层农技推广人员的工作积极性具有明显异质性.46岁及以上年龄段的男性、文化程度在大专及以上的高级职称人员的工作积极性最高.行为态度、主观规范和知觉行为控制均会显著影响基层农技推广人员工作积极性,且程度依次降低.研究表明,待遇满意度、工作认可度及自我成就感与工作积极性正相关;单位同事示范作用以及农户信任对工作积极性具有显著正影响;而地方政府重视不足和技术设施条件落后则会显著抑制其工作积极性.据此,可通过加大农技推广经费投入,设立专项基金;强化政策扶持,经济激励与制度激励相结合;加强信任机制与组织文化建设等提高基层农技推广员的工作积极性.%The positive working condition of grassroots agricultural extension staff is of great significance for promoting agricultural technology extension performance and speeding up the agricultural modernization process. Based on the survey data of rural agricultural extension personnel in Hubei Province, this paper synthetically measured the work enthusiasm of them from three aspects: willingness to work, learning initiative, and technical guidance and service. This paper also applied the ordered Probit model and analyzed the key factors influencing the work enthusiasm based on the theory of planned behavior. Results show that, in general, the work enthusiasm of grassroots agricultural technology extension workers is between "average" and "relatively positive", with 28.64％ of them work actively or very actively, and about 20.00％ of them work inactively or very inactively. Under different individual characteristics, the work enthusiasm shows obvious heterogeneity. Specifically, male workers aged over 46 years old and senior personnel with college level or above educations belong to the group of high work enthusiasm. Factor analysis shows that behavioral attitude, subjective norms and perceived behavioral control have significant influences on the working enthusiasm of rural agricultural technology extension staff and the influence degrees showing a decreasing trend in the above order. While wage satisfaction, job recognition and the sense of achievement in work are positively related to their work enthusiasm. Demonstration effects of colleagues and farmer's trust have significant positive impacts on their work enthusiasm. However, local government' insufficient attention and outdated technical facilities obviously hinder their work enthusiasm. Finally, this paper provides some suggestions to improve the work enthusiasm of grassroots agricultural technology extension staff, including to increase investment in agricultural technology extension funds, to establish special promotion fund, to enhance policy support, to combine economic incentives and institutional incentives together, and to strengthen the construction of trust mechanism and organizational culture.
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