A Study On The Influencing Factors Of The Job Burnout Of The Grasstoots Civil Servants

Grassroots civil servants are the front-line civil servants,performing the basic functions and playing the most important role in government work,serving as a bridge between the public and the government.The quality of their work determines the public's feelings about policies of our country.Nowadays,with various government work being delegated layer by layer to the grass-roots level,the grass-roots civil servants are faced with increased workload and undertake bigger responsibility.As a result,some job burnout phenomena appear in the grass-roots team.Job burnout is a kind of psychological problem.The current researches focus on occupational groups such as teachers,nurses and so on.The work of grass-roots civil servants is also of tedious and public nature,so they are a group with great research value.However,there is a lack of systematic research on civil servants in this aspect.At the same time,to study the current situation and influencing factors of civil servants' burnout,and to explore measures to reduce the level of burnout of grass-roots civil servants will help to improve the performance and governance ability of grass-roots government,improve the public's satisfaction with government work,and promote the modernization of government governance level and governance ability.Therefore,this study has strong theoretical and practical significance.Through literature review and pilot research,this study adopted Maslach's three-dimensional theory of job burnout,and divided the measurement of job burnout into three dimensions: emotional exhaustion,depersonalization and reduced personal accomplishment.Meanwhile,three influencing factors of job burnout are selected,including the dimensions of motivation factor,work pressure and social evaluation.Taking some grass-roots civil servants in District M of Beijing and City C of Inner Mongolia as the subjects,the study applied the methods of questionnaire and sampling survey,collected 546 questionnaires,and obtained 531 effective questionnaires,with the effective rate as 97.25%.The purpose of the study is to measure the level of job burnout of grass-roots civil servants,study the characteristics of the people easily suffering from burnout,analyze the correlation and influence degree between the factors of burnout and burnout,and accordingly put forward suggestions to reduce burnout.In this study,SPSS 25.0 software was used to carry out descriptive statistics,correlation analysis,regression analysis,etc.,to verify the four hypotheses proposed.It was confirmed that the four hypotheses are all true.The specific research results are as follows:1.The average scores for burnout,emotional exhaustion,depersonalization,reduced personal accomplishment were 2.90,3.20,2.62 and 2.82 respectively.It can be seen that the grass-roots civil servants generally have a moderate sense of burnout,among which the dimension of emotional exhaustion is the most serious.2.The longer the age or the working year,the lower the burnout.It was found that civil servants working under 5 years are more likely to get burnout;civil servants responsible for general management show the strongest sense of burnout;the higher the overtime frequency,the more serious the burnout.In addition,the average value of burnout in District M of Beijing is lower than that in City C of Inner Mongolia.Both have problems reflected by the influencing factors,but the problem in District M of Beijing is milder.3.There is a significant positive correlation between three dimensions of influencing factors,overall sense of burnout and three measurement scales of burnout,that is,the more unsatisfactory the motivation,the greater the work pressure or the worse the social evaluation,the higher the burnout value.A detailed analysis of the specific problems is also conducted in this paper.4.Based on the theory and practice,this paper puts forward five advice to reduce the job burnout level of grass-roots civil servants: Adopt the position rotation system to dynamically allocate talents;ensure the fairness and effectiveness of the incentive mechanism;incorporate the fault tolerance and error correction mechanism into the comprehensive assessment system;work in parallel with grass-roots decompression and load reduction;create a good external environment for grass-roots work.