Research On The Problems And Countermeasures Of The Career Development Of Township Civil Servants From The Perspective Of Two-factor Theory

There are more than 7.2 million civil servants(administrative staff)in China,of which about 60% are from villages and towns.As the lowest level of the "central provincial city county township" government,township civil servants shoulder the important responsibility of the realization of the superior system.Therefore,focusing on the career and survival status of the township civil servants,finding the existing difficulties and problems can better help the township civil servants solve the problems in their own development process,help them realize their long-term development,and better play the important role of the township civil servants in the grass-roots governance.As a kind of research theory,career development is a kind of planning that organizations and enterprises use to help employees get the work skills and knowledge they need to work better and promote the development of organizations and enterprises.As a kind of career,township civil servants not only have the common needs of career development compared with other enterprises,but also have the needs of career development planning different from general enterprises or organizations.For individuals,career development is to achieve success in their work.Behind this success is the realization of the unity of personal value and material value.This unity often includes two aspects: one is the material aspect,that is,salary,working environment and conditions;the other is the material aspect.Can be classified as spiritual needs,that is,self and social recognition.Specifically,it includes the factors that directly or indirectly reflect the social status,such as position,rank and post.In this paper,the career development of township civil servants refers to the prospect of individual career development of township civil servants.Specifically,it includes the development of position level,salary,communication flow,personal self-worth cognition and so on.According to their work and life experience in grassroots towns,as well as the questionnaire survey and in-depth interviews with197 township civil servants in a county,it is found that the career development prospects of township civil servants are facing some practical problems.In terms of position level,the ceiling effect of township promotion still exists,and the stimulation of promotion system is not strong;in terms of wages and benefits,there are problems such as wages and benefits need to be improved,and life satisfaction is not high;in terms of communication and mobility,there are problems such as imperfect mobility system of township civil servants and easy loss of new recruits;in terms of personal value realization,there are some problems The self cognitive bias and job burnout are prominent problems.Therefore,it can be considered that the existence of career development problems is not conducive to the growth of individual and the realization of personal value.At the same time,as the lowest executor of the government's public power,the existence of these problems is not conducive to the success of the organization,the good implementation of the policy and the benefit of the public.Therefore,in the perspective of two factor theory,through the analysis of health care factors and incentive factors,corresponding to the various elements of the career development prospects of township civil servants,combined with the current policy system and questionnaire survey,personal interview feedback problems,relying on the relevant theory to explore,find the feasible method to solve the problem of career development of township civil servants.So as to promote the healthy career development of township civil servants.In terms of research methods,we conducted a questionnaire survey on the civil servants in five towns of a county,and conducted in-depth interviews with some of them to outline the basic situation of civil servants in towns of a county in Shandong Province.Using data analysis and material collation,analyze the existing problems.At the same time,based on the interview case,this paper analyzes the reasons from the personal level,and analyzes the negative impact on the career development of township civil servants,such as the lack of understanding of the post before entering and leaving the post,the difficult balance between work and family,and the lack of personal value identity.In view of these problems and reasons,the paper also puts forward countermeasures and suggestions from the perspective of two factor theory and personal perspective,such as improving the working conditions and environment,strengthening the implementation of relevant policies,improving the level of salary and welfare,and improving the sense of achievement and honor of personal work.This paper combs and analyzes the development mode and promotion system of township civil servants in China,and points out that due to the imperfection of policy system and the lack of hardware and software conditions,the existing career development mode of township civil servants still has great room for improvement on the basis of its timeliness and rationality.Through the improvement of "health care-incentive factors" and assisted by the self-improvement of township civil servants at the individual level,the career development of township civil servants will be smoother,their career expectations will be clearer,their job burnout will be further reduced,and they will be encouraged to play a more active role in grassroots governance.