The Research On Challenging-Hindrance Stress Of Public Officials Of The Pingquan City

Job stress is a common problem for professionals.Public officials are professionals working in the public sectors.Because of the relative stability of staff,public officials are considered to be a relaxed,low-pressure group.As the public department of civil servants "iron rice bowl" has been broken,combined with the increasingly fierce market competition,public affairs is increasingly multifarious,the pressure of public officials is growing.Traditional theory is that job stress and job performance are inverted u-shaped curve relationship,however did not distinguish between pressure type.Cavanaugh(2000)et al.put forward the two-dimensional structure of pressure first,defined the concept of challenging stress and hindrance stress,and concluded that stress has different types of research conclusions.The challenge stress is to have a positive impact on the work result,And hindrance stress is that has negative effect on work result.This distinguishes between "good" stress and "bad" stress has been widely Shared by scholars.At present,the research on challenging-hindrance pressure is very rich among domestic and foreign,mainly focus on empirical research,using the method of structural equation into the multivariate to verify the variable relations and turnover intention.Public officials as the object of study of challenging-hindrance stressors,however,are carried on foreign mainly,domestic study is still inadequate.Firstly,choose a total of 13 units for survey,by filling out the electronic questionnaire,received 206 valid questionnaires in Pingquan city in the north of Hebei province.After the data was collected,the reliability and validity tests were carried out using statistical software,showing that the reliability and the validity are well.Then,descriptive statistical analysis is carried out to show that the sample selection is comprehensive.The independent sample t-test has carried on to explore stress levels and differences on different variables,including gender,marital status,birth status,place of birth,employment,preparation condition and position level;single factor analysis of variance has carried on to explore stress levels and differences on different variables,including age,education,family income,working years,job,and post.The following conclusions are drawn:1.The level of pressure on public officials is relatively high mainly on challenging stress.2.There are no significant differences in the factors such as gender,marital status,fertility status,birthplace,employment,establishment status,position level and working years.3.The challenge pressure of public officials aged 30-39 is significantly higher than that of public officials aged between 20 and 29;Public officials aged 30-39 have significantly higher hindrance pressure than those aged 50 or above.4.Educational background and pressure level have linear relationship.The challenging pressure of graduates with bachelor's degree and master's degree and above is significantly higher than that of high school and below.officials with a bachelor's degree have significantly higher hindrance pressure than those with high school or below.5.There is no significant difference in the family income(Per person,per month);The level of hindrance pressure of public officials with a high income(6,000 yuan or more)is significantly lower than that of lower-income public servants(less than 6,000 yuan).6.There is no significant difference in the type of work;The obstructive pressure of civil servants is significantly higher than that of public institutions.7.The level of challenge pressure of servant of law enforcement and supervisory personnel are significantly higher than that of financial personnel and logistics personnel;There is no significant hindrance pressure difference in the type of post.In the end,makes a statistical analysis of the demands of the stress relief reported in the questionnaire,and puts forward the research prospect in combination with the research conclusions:differentiating the nature of pressure,conducting targeted pressure management;reforming public service pay system,exploring scientific and effective performance evaluation mechanisms;focusing on individual career development and practicing humanistic management concepts.