Causes And Interventions Of Job Burnout Among Grassroots Civil Servants Approaching Retiremen

At present,China’s population is ageing and the problem is becoming increasingly serious,with only 480,000 new people growing in 2021,the lowest growth year in years.The State has introduced various policies to address the problem of an ageing population,one of which is a delayed retirement policy.With the introduction of the delayed retirement policy,the average age of employees in all units will increase,and administrative units are no exception.In recent years,government departments in China have been transforming from a management-based government to a service-oriented government.The change in government functions has led to changes in the nature of the work of government staff,which,coupled with stressful work at the grassroots level and declining health,has led to burnout being a common occurrence among retired grassroots civil servants.If this problem is not taken seriously,the impact of burnout on the efficiency and quality of government work will become more and more obvious when the delayed retirement policy is formally implemented.Based on the three-dimensional theory of burnout and Maslow’s hierarchy of needs theory,this paper selects 300 retired grassroots civil servants from the D city taxation bureau as the research subjects.After analysis,it was found that personal factors such as gender and child-rearing status,organisational factors such as rank and salary,and social factors such as work sector were related to burnout among retired grassroots civil servants and showed a certain pattern.The causes of burnout among retired grassroots civil servants are mainly divided into personal,organizational and social reasons.Among the personal reasons,declining physical health,mismatch between effort and reward and lack of psychological pressure are the main reasons;among the organizational reasons,heavy workload,marginalization by younger groups and imperfect promotion mechanism are the main reasons;among the social reasons,work and family are not compatible.Among the social reasons,the inability to reconcile work and family and the pressure on civil servants caused by the high level of social concern are the main reasons.Through the analysis of these causes,it can be found that the causes of burnout among retired grassroots civil servants are multifaceted,both from personal physiological and psychological reasons,as well as from the organization’s workload and work mechanism,and from the great pressure brought about by high social attention,some of which are objective and some are caused by subjective awareness.At present,with the gradual development of society,the work of government departments must meet the increasingly beautiful needs of the people,while the retired grassroots civil servants,as the implementers of various policies,need to deal with various problems encountered in the actual work,facing the double pressure from work and psychology,and are prone to burnout.By studying the three dimensions of burnout in terms of emotional exhaustion,dehumanisation and reduced sense of personal achievement,it is conducive to an objective analysis of the causes and effects of burnout,so as to avoid prolonging the working life of the retired grassroots civil servants and affecting the work quality of government departments after the official implementation of the delayed retirement policy.Therefore,after an in-depth analysis of the causes of burnout among retired junior civil servants,this paper proposes reasonable and effective intervention measures,taking into account Maslow’s Hierarchy of Needs theory and the domestic and international approaches to the problem of burnout.The solution to the problem of burnout among retired grassroots civil servants should start from three levels:firstly,at the individual level,the physical health of retired grassroots civil servants should be continuously improved and their psychological stress relieved,so that they are in a better physical and psychological condition to devote themselves to their work,and at the same time,a correct attitude towards work should be established for them,so that they can understand the professional mission of civil servants and implement the purpose of serving the people into their work.Secondly,the organisation should establish a reasonable working mechanism,such as improving the fault-tolerant mechanism and the assessment mechanism,so that they dare to work innovatively,and improve the promotion mechanism,so that they can be selected and appointed to open up a wider space for those who want to work and can work;finally,the society should strengthen its support for grassroots civil servants,establish a positive image of grassroots civil servants among the public and This will help to guide public opinion correctly.