Research On The Development Of Psychological Capital Of Young Civil Servants At Grass-roots Level In C City

In recent years,with the deepening of the reform of the government system and the continuous improvement of the national governance capacity and level,the professionalization and younger of the civil service has been paid more and more attention.Economic development,social stability,improvement of people's livelihood and other new situations in the transitional period put forward higher requirements for the professional and psychological quality of civil servants,especially young civil servants at the grass-roots level.Based on this,it is particularly important to study the psychological capital development of young civil servants at the grass-roots level.According to the measurement results of psychological capital of young civil servants at grass-roots level in C city,it is found that the overall level of psychological capital development of young civil servants at grass-roots level in C city is low.Among them,the uncertainty dimension is the best and the risk gratitude dimension is the lowest.From the organizational level,the grass-roots government departments in C city lack the methods and systems for the management of psychological capital of grass-roots young civil servants,and there are few opportunities for training the psychological quality of grass-roots young civil servants.From the individual level,the young civil servants at the grass-roots level in C city are not aware of the development of psychological capital and are tired of coping with the complicated and disorderly work at the grass-roots level,but they neglect to find scientific and reasonable coping methods and lack effective channels to acquire the development ability of psychological capital.In the process of developing psychological capital of Grass-roots Youth civil servants in C city,there are some problems,such as strong job burnout,low growth expectation,unclear career planning and poor freedom of salary incentive.The reasons for these problems are as follows:first,using non-academic knowledge to reduce the interest of Grass-roots Youth civil servants;second,expecting gap to cause weak innovation willingness of Grass-roots Youth civil servants;third,unclear career prospects;fourth,the existing incentives have strong external restrictions.In view of this,in order to further develop the psychological capital of young civil servants at the grass-roots level in C city,it is suggested that measures should be taken to meet the spiritual needs of young civil servants at the grass-roots level in C city,to improve the level of human resourcesmanagement of grass-roots government departments in C city,and to optimize the social environment faced by young civil servants at the grass-roots level in C city,so as to ensure the full utilization of psychological capital of young civil servants.