Study On Work Adjustment Of College-graduate Village Official

College-graduate village official program has been a great strategic measure adopted by the government in the new era, which has contributed to promote the construction of a new socialist countryside. The program can not only train and prepare talents with grassroots work experience for party and government offices, but also can enable college graduates to use their knowledge and intelligence to make contributions to the new socialist countryside construction. The program of college-graduate village official has obtained great achievements since it has been implemented, while still has some problems, such as, some college-graduate village officials failed to adjust themselves to the work in the countryside; Management system for college-graduate village official is still imperfect and exposes some vulnerabilities. In terms of work adjustment of college-graduate village official, little study has been concerned, lacking quantitative analysis and deep discussion for work adjustment and its influencing factors. This research is mainly an applied research concerning College-graduate village official program which was successively carried out over the country.550 college-graduate village officials from Jiangsu, Zhejiang, Henan, Hubei, Shanxi, Guangdong, Jilin district were surveyed in this study, which is primarily focused on analyzing the implementation situation, existing problems and their affecting factors of the college-graduate village official program; Exploring the factorial structure of work adjustment and the feature of work adjustment among different college-graduate village officials; Examining the mediating and moderating effects of personal and organizational affecting factors on work adjustment by the method of multivariate regression model and SEM; Building BP Artificial Neural Network model to predict work adjustment by means of data mining techniques; In addition, case study and constructive suggestions of establishing long-effective work mechanism for college-graduate village official were also involved in this study. The main conclusions of this study are as follows:( 1) The results of Exploratory Factor Analysis with the sample of 550 college-graduate village officials found that the work adjustment consisted of 6 factors including sense of fit, inter-personal relationship, competence, sense of achievement, work environment and role clarity; Fit indices of 7 factor model for work adjustment were proved to be fairly good and acceptable by means of Confirmatory Factor Analysis with another sample of 492. The questionnaire of work adjustment for college-graduate village official had satisfactory reliability and validity(2)The self-made questionnaire of career planning consisted of four factors including self-evaluation, environment evaluation, occupation goal, implementation and feedback,which could account for 59.555% of the total variance; Career planning questionnaire had favorable reliability and validity.(3)Work status and work perception had significant differences on the variables of district, diplomas, work position, working years, wage, practical experience and career planning guidance: The rate of pre-employment training and performance appraisal mode significantly differed among districts; Application purpose existed significant difference among village officials who had graduated from different kind of university and held different diplomas; Suggestions adoption and performance appraisal mode significantly differed among work positions; Application of knowledge existed significant difference among college-graduate village officials who had different practical experience and career planning guidance; Problem-solving ability significantly differed on working years. Perceptions of identity ambiguity have significant difference in work position and wage; Perception of lacking guarantee mechanism have significant difference in district and wage.(4)Work adjustment of college-graduate village official existed difference on the variables of only-kid, working years, position and etc. There were significant differences between only child and non-only child in inter-personal relationship, work environment and total score; There were significant differences on role clarity, sense of fit and total score between the college-graduate village officials from key university and those who graduated from non-key university; Work adjustment existed significant difference on working years, sense of fit declined with increased working years. There were significant differences of role clarity, sense of fit, work environment and total score among the college-graduate village officials who were seconded to town government, and those who served as village secretary and village head assistance. Work adjustment existed significant difference among college-graduate village officials with different experience of student leader, experience of social practice, career planning guidance, pre-employment training and application purpose.(5)Logit regression model showed that Career decision-making was affected by four factors including household registration, application purpose, wage and performance appraisal mode.(6)There were significant differences of personality traits in gender, household register and the only kid; work value had significant difference between the college-graduate village officials who were only kid and those who were not; There were significant differences of organizational climate, job satisfaction and job burnout in work position and working years.(7)Personal influencing factors model of work adjustment was established, and fit indices were good and acceptable; Multiple mediation effect was tested by Bootstraping, the results showed that Career planning partly mediated the relationship of personality traits and work adjustment, and the relationship of work value and work adjustment; Work adjustment partly mediated the relationship of personality traits and work outcomes(involving job performance and job satisfaction) and also the relationship of career planning and work outcomes, in addition, work adjustment had complete mediating effect on the relationship of work value and work outcomes.(8)Organizational influencing factors model of work adjustment was established, and fit indices were satisfactory and acceptable; Multiple mediation effect was tested by Bootstraping, the results showed that work adjustment partly mediated the relationship of job characteristics and job performance, and completely mediated the relationship of job characteristics and job burnout; Furthermore, Work adjustment had complete mediating effect on the relationship between organizational climate and job performance, and partly mediated the relationship between organizational climate and job burnout; Job burnout had part mediating effect on the relationship of work adjustment and job performance and had complete effect on the relationship of work adjustment and job satisfaction.(9)Integrated influencing factors model of work adjustment was established, and fit indices were favorable and acceptable. Work adjustment had part mediating effect on the relationship of personality trait and work outcomes, organizational climate and work outcomes and the relationship of job characteristics and work outcomes; Work adjustment had complete mediating effect on the relationship of work value and work outcomes.(10)Organizational climate had no moderating effect on the relationship of personality traits and work adjustment; The organizational identification and support factor of organizational climate scale could moderate the relationship between work value and work adjustment.(11)The BP Artificial Neural Network model that was set up to predict work adjustment could reach the prediction accuracy of 88.897%. Predictor variables of work adjustment that were listed in descending order in light of contribution were as follows: self-assessment, extraversion, goals and reward, organizational support, career goal, task identity, conscientiousness, identification, organization structure, task significance, and the first five factors could account for 68.28% to predict work adjustment. Compared with multivariate regression model, BP Artificial Neural Network model was proved to be more accurate;(12)Case study indicated that personality, application purpose, career planning, school education and organization management had certain effect on work adjustment of college-graduate village official.(13)Suggestions, based on investigation and empirical analysis, of establishing long-term effective management mechanism for the college-graduate village official had been adopted by some local government and proved to be effective.