The Relationship Between Civil Servants Career Plateau And Job Engagement

The civil servants career plateau is a problem that is currently widely concerned.It refers to a stagnant state of civil servants career development in government organizations,mainly including job marginalization and stagnation.Townships and towns are the most basic political organizations in China.The majority of township civil servants are at the grassroots level and are the basis and main body for the effective functioning of government functions.However,the career development of township civil servants is not easy.Judging from the "pyramid" bureaucratic structure,civil servants have a narrow career development channel and a single form.From the perspective of talent selection,with the improvement of civil servants' quality requirements and the cadre's being younger and more knowledgeable,the team's metabolism is intensified;the number of civil servants below the department level is huge;the township government level is low;the number of leadership positions is small,and the promotion pressure is high.Therefore,township civil servants can easily become a high-risk group of civil servants' career plateaus,generate negative psychological perceptions,lose their motivation,and thus affect the implementation of national policies.Therefore,coping with and solving the problem of the plateau of civil servants' career and improving the level of job engagement of township civil servants are important issues facing the human resources management of government's organization.This paper conducts a questionnaire survey of civil servants in several township governments in Hubei Province,and analyzes the effective questionnaires of 290 township civil servants to construct a research model for civil servant career plateaus.The data were analyzed by statistical software SPSS20.0 and AMOS19.0.The results show that:(1)civil servants' career plateau will negatively affect the level of work engagement of township civil servants;(2)the sense of organizational justice plays a part of mediating role between civil servants' career plateau and work engagement,which shows that the township civil servants who are trapped in the career plateau are apt to get a lower sense of organizational justice through "heuristic" recognition.And reduce the level of work engagement;(3)feedback negatively moderate the relationship between civil servants' career plateau and work engagement;(4)job autonomy negatively moderate the relationship between civil servants' career plateau and work engagement.As a positive supplement of work resources,feedback and job autonomy can alleviate the phenomenon of resource exhaustion caused by the career plateau of civil servants,and then reduce the negative impact on work engagement.Starting from the theory of fair enlightenment and resource conservation,this paper takes the township civil servants as the research object,and the results answer the questions whether,when and how the civil servant career plateau exerts negative impact on the township civil servant's job engagement,revealing the psychological transmission mechanism between civil servant career plateau and job engagement,deepening the cognition of boundary condition in the relationship between the career plateau and job engagement of civil servants,enriching the theoretical system of career plateau,and therefore has positive theoretical significance.The research conclusions also have very important practical significance for the career management of civil servants in China.First,government department managers should pay attention to the negative product of the civil servant career plateau,and improve the township civil servant job management system based on the principles of fairness,openness and justice.Second,strengthen the core work characteristics such as feedback and work autonomy,and build a good job growth environment.Finally,individuals should actively exert subjective initiative and improve the adaptability of post growth,thereby reducing the "altitude sickness" and increasing the level of job engagement.