Study Of The Relationship Between Civil Servants’ Job Stress And Job Satisfaction

After the financial crisis, the international environment has significant changes. The traditional driving force of the economic growth has been gradually faltered. It is changing from relying on material consumption and learning imitation to innovation-driven. It is the urgent task for people to make use of scientific and technological innovation to solve development problems. In recent years, at the request of the national science and technology innovation planning and entrepreneurial innovation economic development, the science and technology funds of Suzhou are increasingly invested. According to the statistics, Suzhou research and experimental development expenditures in 2012 will account for the proportion of GDP to 2.45%. At the same time, the construction of research carrier has been rapidly developed. In the end of 2011, the public service platforms above the provincial level reach 50, including 17 national service platforms. Suzhou technology input intensity leads to the increasing of the workload of Technology Management. It has brought new challenges for staff in science and technology sector about knowledge, technology and ability, and enhances their work pressure, which is the background of this topic. Therefore, this article is based on job satisfaction and takes civil servants in science and technology sector as research object, which manly explores the following questions: (1) what is the status of civil servants’working pressure and work satisfaction in science and technology sector? (2) How work pressures of civil servants affect job satisfaction? How is the degree of impact? (3) Which the variables of civil servants demography impact on job stress and satisfaction? (4) What strategies should be taken to reduce civil servants’work pressure and enhance their job satisfaction, in order to the construction of service-oriented government in China?Firstly, this paper is based on extensive literature review on the job stress and satisfaction. Overall, the current theoretical circles has three issues remain to be discussed: (1) There are more argument about civil servants’ work stress in the theoretical circles, and they don’t reach a consensus on the structural dimensions of work stress source, which needs further research. (2) The researches manly regard all civil servants as the object of study, lack of specific sectors and types of civil servants about job satisfaction, and are short of specific kinds of job stress on the impact of job satisfaction. (3) The relationship between work pressure and satisfaction focused on the mutual relationship, more normative research, lack of in-depth empirical study.Secondly, the paper describes the hypotheses and research design:(1) the paper proposes the hypotheses on the base of demand-control theory and social exchange theory. Owing to work factor, role stress, interpersonal relationship, career development, organizational mechanisms and styles, work-family conflict, which brings the work pressure, is negatively correlated with job satisfaction. (2) The paper also designs the questionnaire on the base of the hypotheses. It manly discusses civil servants’ work pressure, so learn from the occupational stress questionnaire designed by Cooper, Sloan and Williams (1988), which is widely applied in job stress. It is studied from work factor, role stress, interpersonal relationship, career development, organizational mechanisms and styles, work-family conflict. Job satisfaction questionnaire draws lessons from the overall job satisfaction scale which is developed by Brayfield & Rothe (1951), its validity and reliability have been widely validated. (3) Then, we survey civil servants in science and technology sectors of SuZhou and the districts by the questionnaire, and a total of 172 valid questionnaires.Thirdly, (1) Application of confirmatory factor analysis method to the validity, through the Cronbach’s coefficient of reliability test, data analysis showed that the questionnaire has high content validity and reliability. (2) For each variable were descriptive statistics, and the relationships among the variables were analyzed, research suggests that demographic variables and job satisfaction is not significant, only a portion of the dimensionality of the job stress and job satisfaction negatively correlated. (3) Application of regression analysis method, the hypothesis was verified, studies show that originated from the work factor, interpersonal relationship, occupation development and organization mechanism and style of the pressure on the job satisfaction negatively, other dimensions are yet to be validated.This article discusses strategies of civil servants’ work pressure management from work factors, interpersonal relationships, career development, and organizational mechanism. In addition, work pressure is just an important factor to reduce job satisfaction, but also can enhance civil servants’ job satisfaction by improving the effectiveness of the training. Therefore, the paper also partially discussed strategies of enhance job satisfaction.Finally, (1) We review the research and point out that certain types of civil servants’ work pressure have negative impact on their job satisfaction. Lower job satisfaction is bound to reduce their work enthusiasm and job involvement, and affect their quality of service, and then have negative impact on the construction of the service-oriented government. So the government department should attach importance to this. (2) We also summary the innovation of this research, which mainly reflects in three aspects:first, there are more researches on work pressure, but previous studies focused on employees, lack of civil servants’ job stress as the dependent variable, and broaden the scope of job stress. Second, the majority of previous studies discussed the influence between work pressure and job satisfaction on the whole, but we seldom study each dimension of work pressure to job satisfaction. So it can deepen the role path between work pressure and job satisfaction. Third, previous researches were theoretical analysis about job stress and satisfaction. This paper takes empirical research methods, reaching the combination of qualitative and quantitative methods. (3) We still review the limitations of this study, and it remains to be further research. For example, the relationship between job stress and satisfaction of civil servants may have mediator variables, but the study doesn’t consider the effect of the mediator variables. Three hypotheses in the paper aren’t verified. In particular, the influence of organizational mechanism with styles and work factor to job satisfaction needs further study. What’s more, the sample size is not too rich. (4) We finally discussed the direction of future research. First, we can carry out cross-level research from individual and organizational level. Individual level has sense of control, coping style, self-efficacy and other factors. Organizational level includes perceived organizational support, coping strategy, etc. Second, we should expand the sample size, and improve the generalization of the result.