Research On Influencing Factors Of Civil Servants’ Performance Appraisal Satisfaction Under The Background Of Performance Orientation

The newly revised civil servants’ law,which came into effect in June2019,provides an institutional basis for improving the evaluation mechanism of civil servants and encouraging civil servants to play their roles in the new era.In this context,it is of great theoretical and practical significance to focus on the phenomena and problems in the implementation of the current civil servant assessment system and to explore the idea,method and method of further giving full play to the overall incentive effect of the assessment system.This article,taking the research of the civil service examination satisfaction,choose Shanghai civil servants as the research object,through combing the domestic and foreign related theoretical system and theoretical research tools,focusing on the civil servant incentive in the process of "incentive" and "motivation" as a result,measured organizational political climate,resource allocation,the result of appraisal satisfaction effect,from two aspects of subjective and objective civil servants appraisal satisfaction associated factors,proposed countermeasures according to our country’s cultural situation.The empirical study shows that both organizational political climate and resource allocation can affect the satisfaction of civil servants.Among them,organizational political atmosphere is multidimensional correlated with assessment satisfaction;direct interaction between upper and lower levels of departments and internal maintenance of department system are positively correlated with assessment satisfaction;inter-departmental relationship is negatively correlated with assessment satisfaction.The results of resource allocation such as performance bonus,education and training are positively correlated with the satisfaction of assessment.Based on this,this paper believes that to give full play to the role of overall incentive assessment,it is necessary to establish the overall incentive concept,scientifically and reasonably implement the assessment system,enhance the cultural recognition of performance,"people-oriented" to realize the pursuit of value,promote dialogue and communication,throughout the whole assessment process,pay attention to the assessment at ordinary times and the transformation of assessment results.It is hoped that the viewpoints in this paper can bring inspiration and reference to the concrete practice of civil servant assessment,and provide reference for the relevant academic research in the future.