The Role Conflict Study Of Little Village Officer

By the end of 2013, China’s total number of hiring Village Officer is 41 million, with about 26 million in the post. In terms of Jiangsu Province, the total number of graduates to participate in the hiring of Little Village Officer is only after the civil service. Though the hiring status of Little Village Officer is high, the number of wastage cannot be underestimated, there are a considerable number of Little Village Officer during the appointment period or village "two committees" resigning each year, or seeking other industry. According to the author’s investigation in the task force, Little Village Officer choose to resign during the appointment, participate in new industry for more than 30%, while the number chooses appointment after term expires is less than 20%. Why Little Village Officer at graduation doing all squeezing into the system, and break away from the system in the duration of employment? What are the manifestations of role conflict? What causes role conflict? What is the impact? This paper is based on inductive thinking, revealed by the appearance of the substance. Use proportionally stratified sampling method to select a number of Little Village Officer in Northern Jiangsu, the Soviet Union, Southern Jiangsu region, and launched questionnaires, we hold in-depth interviews of key cases and observations. By the group characteristic analysis, summarize the role conflict performance, and reveal the.causes and effects of role conflict. Form objective and comprehensive understanding of the group and thus achieve a reasonable guidance to help them change the role.The results showed that (1) the role conflict is a prevalent psychological and emotional state among the Little Village Officer group. Many Little Village Officers after entering the countryside do not understand the dialect, and fell troubled when communicate with the villagers, or cannot fully adapt to the customs. Meanwhile, at work, a direct appeal of villagers to Little Village Officer is mainly hope the Little Village Officer can help in transactional work, such as guidance in their children’s education, agricultural technology; while village cadres requires the breakthrough about founder of promoting rural economic development such as organizing cooperation and establishing entrepreneurial projects in addition to the requirements them to complete the transaction outside. Most of them cannot reconcile the expectations, and bring their own pressure.(2) The reason of the role conflict is diversification. General speaking, the Self-Positioning of Little Village Officer is vague and lack of "role identity" at work. Objectively speaking, our village culture differences exclude the group, which will take a long time to run, on the other hand, out of touch between the central and local financial subsidies or not in place, causing the income differences among the group. On the assessment standards, government departments and grassroots organizations mention entrepreneurship indicator as core Location tied for "Village adaption", "Perform real deeds" the three standards, has become the major cause of role conflict.Direct consequence of the role conflict led to the loss of the Little Village Officer. This loss includes both dominant and recessive aspects. Dominant loss is Little Village Officer which are during their tenure or after the expiration, choose to apply civil servants, public institutions or pursue other industry, separating from the original village, while recessive loss is that they did not complete duties during the post.Role conflict among the Little Village Officer is ubiquitous, is the main cause of voluntary turnover or recessive loss, and specific aspects causing the role conflict are diversity, to ease the role conflict of the Little Village Officer, we need for policy guidance of government departments, especially the rural grassroots to help them achieve the role positioning and change.