Research On Job Burnout Of Civil Servants

With the continuous exertion of the strict administration of the Party,the work pressure of grass-roots civil servants has increased,but the economic treatment has not been significantly improved,leading to the gradual emergence of the characteristics of job burnout in the civil service group.Grass-roots civil servants face the masses directly,and all the policies and policies of the central government depend on the grass-roots level to implement.Once the degree of burnout is serious,it will directly affect the realization of the national plan for a hundred years.Therefore,the urgent task of public management is to solve the problem of job burnout of grass-roots civil servants.Based on the actual situation in Haibowan District of Wuhai City,525 civil servants with different ages,sexes,marital status,educational level,working years and posts,and career editors who participated in public administration,were investigated with the Job Burnout Inventory(MBI),the Job Burnout Reasons Inventory and individual interviews.Way to investigate.By collecting,sorting,classifying,analyzing and calculating 500 valid questionnaires,taking Maslow's three dimensions of job burnout as the perspective,and based on the theories of public management and organizational behavior,this paper obtains the status quo of job burnout of civil servants in Haibowan Bay District,and from the perspectives of age,sex,marital status,educational level and work.There are differences in the degree of job burnout between different years and jobs.The causes of job burnout were summarized through questionnaires on job burnout and individual interviews.Through investigation,we find that the problem of civil servants' job burnout in Haibowan is common,but not very deep.In view of the above phenomena and reasons,the questionnaire survey results show that the causes of civil servants' job burnout in this region mainly include individual level,organizational level and social level.At the individual level,there are mainly unsatisfactory personal expectations,imperfect salary system,imperfect performance appraisal system,overloaded work,monotony and repeatability of work;at the organizational level,there are mainly many years of non-promotion status leading to incentive mechanism failure,security mechanism is not perfect,the lack of restraint mechanism;at the social level;On the one hand,the expected value of grass-roots civil servants is high,the pressure of grass-roots civil servants is increased,and the social affirmation of grass-roots civil servants is lacking.The author proposes to solve this problem from three levels: self,organization and society.At the individual level,it mainly includes correcting professional values,strengthening self-study,paying attention to regulating emotions,combining daily work with leisure,and managing time efficiently.At the organizational level,it includes encouraging cadres to take on the role,improving the positive incentive mechanism,concurrent ranks and positions,improving the security mechanism,establishing a fault-tolerant and error-correcting system,improving the restraint mechanism,reforming the assessment system,strengthening performance management,innovating training carriers and improving the civil service development system.At the social level,it mainly includes adjusting the society's excessive expectations for grass-roots civil servants,establishing a positive image of grass-roots civil servants,building a carrier for civil servants and social communication in many ways,and implementing psychological assistance programs.