| In a sense,civil servants represent the image of the government.The frontline grassroots civil servants which takes majority of those directly contact with the people and reflect their wishes.They undertake the functions of listening to the requests,resolving internal disputes,serving the public,and maintaining a harmonious social environment.Therefore,front-line civil servants such as village officials,entry-exit window staffs,and community policemen have relatively high organizational requirements for their emotional behavior in their work.This kind of emotional control activity that is restricted by the nature of the organization and must be coordinated with the work situation which we can called it as emotional labor due to its certain tool nature.Therefore,emotional labor has also become a new subject of personnel management in government organizations.Although scholars have done more research on emotional labor,there are fewer studies on grassroots civil servants,and there are fewer studies on the mechanism of emotional labor and work performance processes in the public sectors,especially in the Chinese context.It is so necessary to clarify the characteristics of grassroots civil servants.’s labor emotions to their work and also the impact from those.Therefore,we can offer the support of organization’s management.This research aims to explore the relationship between emotional labor and work performance in discussing about the public sector of Shanghai’s grassroots civil servants.With the help of the intermediary and moderating variables between emotional labor and work performance,the impact of these variables is integrated from an empirical perspective.Meanwhile this research will proceed from reality which can provide some theoretical guidance for basic-level civil servants’ emotional labor and work performance issues,so as to offer a more objective,more accurate and more convincing basis for basic-level civil servants to manage emotional labor and improve work performance.This article works through combing the literature and applying with of the theory of protecting resources which constructs the path and make research model of the emotional labor of special education teachers on job satisfaction.It also examines the mediating role of the variable emotional self-efficacy and explains how the emotionallabor of civil servants grassroots function on its job performance.At the same time,we will enrich the research on the regulatory variables,explore the role of workplace mental power in the regulation of emotional labor and job performance,and can further clarify the relationship between emotional labor,emotional self-efficacy,and job performance.The mixed research method is adopted,that is,through in-depth interviews with several grassroots civil servants to initially verify the research hypothesis,and then conduct the hypothesis test through questionnaire collection.The main conclusions drawn from this study are as follows:（1）There are significant differences in demographic variables in the workplace mentality of grass-roots civil servants;（2）The two-sided influence of grass-roots civil servants’ emotional labor on emotional self-efficacy and job performance（3）Emotional self-efficacy plays a mediating role between the emotional labor and job performance of basic-level civil servants;（4）Workplace mental power plays a partly moderating role between the emotional labor and emotional self-efficacy of basic-level civil servants.The theoretical value of this research is mainly embodied in:（1）Combined with the actual work situation of basic-level civil servants,carried out targeted study of emotional labor at the two levels of surface role and deep role.（2）Reveals the mechanism of the influence of basic-level civil servants’ emotional labor on work performance.（3）Enriched the empirical research on mental power which as a moderating variable at workplace in the domestic background.The management enlightenment of this research mainly includes:（1）Strengthening the guidance of negative emotions and embodying humanistic care.（2）Paying attention to emotional labor recognition and carry out skill training.（3）Improving organizational value recognition and foster group interconnection. |
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