Study On The Management Of Job Burnout Of Grassroots Civil Servants

With the rapid development of economy,the intensification of social competition and the acceleration of reform,people are under more and more pressure at work.Job burnout has become more and more common in various industries.It is necessary to strengthen the research and management of job burnout.Based on the three-dimension theory of job burnout,comprehensive motivation theory and Maslow’s hierarchy of needs theory,this paper adopts the MBI-GS scale revised by Li Chaoping et al to investigate and analyze the job burnout of grassroots civil servants in H district.The results show that :(1)the average score of the public servants in H district is 4.05,3.52 and 3.79,respectively.(2)The job burnout of grassroots civil servants in H district is mostly at the medium level,and the problem of low sense of personal achievement of public institution personnel is also prominent.(3)The burnout value of male was higher than that of female among grassroots civil servants in H district;The lower the educational level is,the burnout degree increases.With the passage of working time,the longer the working years,the more serious the burnout degree;The older you get,the more burnout you get.(4)The reasons for job burnout of grassroots civil servants in H area include the difference of education level and working years,the gap between personal expectation and reality,etc.Stricter political and legal restrictions on the management of public officials;In terms of job support,the responsibilities and tasks are becoming heavier and heavier,the public has too high expectations on grassroots civil servants,and the salary mechanism is not sound.In view of the factors causing job burnout,the proposed management suggestions mainly include:(1)At the personal level,improve self-awareness,learn to jump out of the mood,see the space for self-growth and progress.(2)At the organizational level,it is necessary to improve the promotion channels of public servants,promote the reform of the compensation system,improve the salary and welfare treatment of grassroots public servants,and retain talents.(3)In the external environment,family members should give more understanding and support.The public should objectively and fairly view the deviations and mistakes of public officials in their daily work,improve the soft working environment,and refine their work responsibilities to people,so that there is a basis for assessment.