Study On Job Burnout Of Grass-roots Civil Servants In X City Of Hubei Province

Since the reform and opening up,China's administrative management system has undergone many changes,gradually increasing the power of simplifying government and decentralization,and the supervision methods have been improved and innovative.The purpose is to improve the credibility of the government and establish a service-oriented government that will satisfy the masses.This also puts higher demands on the grassroots civil servants who are decision-makers,requiring them to change their work style,improve their work ability and business level,and enhance their service awareness.Therefore,grassroots civil servants generally face the current situation of heavy workload and heavy work pressure.If these status quo are not paid attention to and improved in time,it will not only reduce their enthusiasm for work,but also affect their work efficiency,and then produce different degrees of burnout,which will seriously affect the physical and mental health of civil servants at the grassroots level.Therefore,the current research on the job burnout of civil servants at the grassroots level is very timely and necessary.This article selects grassroots civil servants in the X city of Hubei Province as the research object.By understanding the current research status at home and abroad in the field of job burnout,the basic theories such as job matching theory,two-factor theory,Maslow's hierarchy of needs theory,etc.are selected as guides,using literature analysis,Questionnaire survey method and interview method to deeply explore the specific performance and degree of job burnout of civil servants at the grassroots level in X City,Hubei Province.And from the three aspects of personal situation,organization management and social concern,it summarizes the reasons for the grassroots civil servants' job burnout.The reasons at the personal level are:unsatisfied self-needs,incompatibility of self-ability with job requirements,lack of responsibility,lack of responsibility,and lack of learning awareness.The reasons at the organizational level are:unreasonable distribution of human resources,imperfect promotion and incentive systems,imperfect personnel turnover mechanism,and lack of professional training for grassroots civil servants.The reasons at the social level are:the public has too high expectations of civil servants and serious prejudice.Next,we put forward specific countermeasures and suggestions for the reasons of these three levels.Recommendations at the individual level include:lower expectations,set reasonable goals,enhance psychological adjustment capabilities,increase sense of responsibility,build a sense of honor and disgrace,and enhance personal abilities.Recommendations at the organizational level include:standardizing job settings,optimizing staff structure,perfecting systems and systems,and enhancing staff training.Recommendations at the social level include:establishing reasonable expectations of the public and improving communication mechanisms with the public.