Research On Township Civil Servants’ Engagement

In March2011, Premier Wen Jiabao stressed again in the11th NPC of the Fourth Session of thegovernment work report on efforts to build the satisfaction of the people "service-oriented government”,following put forward it in2004. To build it has become the only way of our government’s reform andrestructuring. The primary responsibility falls on the governments service-oriented government. Townshipcivil servants in our China’s civil service pyramid of the most low-end, their engagement is a directrelationship to the local service-oriented government of building and the work of the government servicesstandards, but township civil service exists some problems, such as the working enthusiasm of poor, weaksense of service, dedication low degree, they have seriously affected the credibility of the Government andthe public that the Government satisfaction.This study is on the basis of domestic and foreign scholars engagement research, drawing on theresearch of scholars in the past about the engagement, preparation of a questionnaire for the township civilservice engagement, in order to examine the status and the overall analysis of the township civil serviceengagement. In this study, the author adopted to investigate the civil servants of the four towns of the redmud bay, Wancheng District, Nanyang City yellow units Gang, new Dianxiang, high Miaoxiang etc., thesurvey results using SPSS17.0for data analysis, specifically related to the methods are: a descriptivestatistical analysis of variance and chi-square analysis, analysis of the main township civil serviceengagement overall level of engagement of influencing factors, as well as demographic variables anddifferences in the engagement, on this basis with the current township the actual situation of it, and tellsome suggestions to the promote the engagement of the township civil service.The main content of this article:Chapter Ⅰ: Study design. The research purpose, research methods, study, research ideas, statistical toolsand assumptions are including.Chapter Ⅱ: An Empirical Analysis of township civil service engagement. The chapter is divided intobasic, data analysis and discussion of the hypothesis.ChapterⅢ: Countermeasures civil servants engagement. This chapter from the personal characteristics,job characteristics, organizational factors and social factors, targeted to enhance the engagement of the township civil service Solutions.Chapter Ⅳ: Conclusion. Including research findings, research limitations and prospects.Through research we can find the following conclusions:Engagement survey results from the township civil service, the engagement of the overall level of thetownship civil service in the middle and upper level.From the look of the constituent elements of engagement, job characteristics and organizational factors,most of the satisfaction of the township civil service in between "general" and "consistent". The onlydegree of professionalism of civil servants and civil servants married or widowed master’s and Master’sdegree minimum is located between the "not in line" and "general". Social factors, although to affect theprofessionalism of civil servants to a certain extent, but its impact is relatively low.In overall employee satisfaction analysis from the basic personal characteristics, job characteristics,organizational factors and social factors analysis of variance point of view, some significant differences, thenull hypothesis to be verified to be accepted, some refused.In the four part of this study, the author targets some countermeasures to enhance the engagment of thetownship civil service. Personal factors, requires the township civil service himself an objectiveassessment of self, not too ambitious, while strengthen the administrative and moral construction, increasein personal accomplishment. Work characteristics, the Government should strengthen work incentives tocreate a good working atmosphere, and to improve working conditions, to create a harmonious workingenvironment; Organizational factors must be reasonable to adjust the pay levels, making it an incentive, andproper authorization, advocate this culture; Social factors, to public opinion, propaganda professionalism,supervision and encouragement behavior but also by the policies and regulations.