Research On The Relationship Among Organizational Climate Of Grass-roots Government And Civil Servants' Job Performance

With the constant advancement of administrative reform,it poses new challenges to the government's management level and service ability.The grass-roots government belongs to the basic level of the whole government system.It connects the central and local governments with the masses.Its management level and service ability will directly affect the government's image in the public mind.Therefore,to enhance the performance of grass-roots government becomes the focus of the reform,and which also correspondingly makes new demand on civil servants who as the "internal motivation" of grass-roots government.How to effectively improve the performance of grass-roots civil servants become the concern of government departments.This paper focuses on exploring the impact of grass-roots government organizational climate as the dependent variable on the performance of civil servants from an environmental point of view.The effect of the organizational climate must be realized by changing the behavior of the individual,and the process is not clear.Therefore,the concept of self-efficacy is introduced,and it is think that the organizational climate influenced on the choice of individual activities,goal setting,degree of efforts and perseverance and manifestation of behavior by people's cognitive process,motive process,emotion Process and selection process,and ultimately feedback on job performance.The focus of this paper is to explore how the organizational climate changes their performance by influencing the self-efficacy of civil servants.The civil servants of grass-roots government in Jiangsu Province as the object of study,the paper explored the relationship among organizational climate of grass-roots government and civil servants' job performance and tested the the mediating effect of self-efficacy by the methods of literature review,questionnaire survey and data analysis.This paper first analyzes the related concepts and theoretical basis,including the theory of interpersonal relationship and the Pygmalion effect with the related research results,it lays the theoretical foundation for the research hypotheses.On the basis of reading a large number of predecessors' literature,the questionnaire was developed and modified according to the actual situation.Finally,the questionnaires which consist of three sub-scales including organizational atmosphere,self-efficacy and job performance were used to collect data.The data of the sample were processed by SPSS20.0 and other mathematical statistics software.The results were analyzed by descriptive analysis,reliability and validity test,one-way ANOVA,correlation analysis and regression analysis.Finally,the results were as follows:organizational climate have distinct predictive effect on the job performance,and the self-efficacy play the mediating role among them.Finally,according to the conclusions,the paper put forward the following countermeasures:First,enhance the individual autonomy of civil servants and construct participant and authorized organizational culture;Second,promote the quality and ability of civil servants,enhance their self-efficacy;Third,pay attention to the interpersonal communication and exchange,to create a harmonious atmosphere;Fourth,strengthen the performance management,establish the incentive system and improve the channels of promotion.