Research On The Relationship Between Career Management And The Turnover Intention Of The New Generation Of Grassroots Civil Servants

In China,the work of reflecting the social situation and people's livelihood will be undertaken by the grass-roots government.At the same time,the provision of specific social services and public goods and other tasks will also be undertaken by the grass-roots government.The new generation of civil servants occupy an important position in the specific posts of the grassroots government.The level of stability and quality of these new generation grassroots civil servants determines the level of grassroots service,ability and governance.However,in recent years,the new generation of grassroots civil servants turnover phenomenon has increased,but they haven't caused enough attention to the impact of the factors,there is no rationalization measures.In this paper,while facing up to the current situation and problems,combining with the theory of organizational career management,introducing the moderator variable of organizational identification,analyzing the relationship between organizational career management and the turnover intention of the new generation of grassroots civil servants,and finally giving reasonable suggestions.This paper conducts an empirical study on the organizational career management,turnover intention and organizational identification of 248 new-generation civil servants in 10 sub-district offices of Futian district,Shenzhen city by using literature analysis method,structured interview method,questionnaire method,data analysis method and other research methods.The following research conclusions are drawn:1.The five aspects of organizing career promotion and fair work arrangement,paying attention to personal ability improvement and training,information provision and development channel,career self-cognition and feedback,work arrangement and salary are significantly negatively correlated with the turnover intention of the new generation of grassroots civil servants.2.Organizational identity plays a negative moderating role between information provision and development channel and the turnover intention of the new generation of grassroots civil servants,plays a negative moderating role between work arrangement and salary and the turnover intention of the new generation of grassroots civil servants3.There is no significant difference in the individual characteristics of the new generation of grassroots employees in terms of their turnover intention.Based on the above research conclusions,this paper proposes win-win measures for the common development of organizations and the new generation of grassroots civil servants from different aspect.Based on the career theory,this study aims to provide certain theoretical guidance and reference for the government to better conduct career management and retain talents for the new generation of grassroots civil servants.