Research On The Loss Of Grass-Roots Civil Servants In X City Based On Push-Pull Theory

As an important link between the grassroots people and the implementation of policies,grassroots government personnel in China serve as the foundation of the national administrative "pyramid" and have always played an irreplaceable role as a bridge and link,deeply affecting the administrative efficiency and effectiveness of grassroots governments.The quality and quantity of the team have become key factors in whether grassroots governments can achieve modernization of governance,directly related to the efficiency of grassroots government governance,the smooth implementation of various national policies,and the full protection of the vital interests of the general public.In recent years,both the central and local governments have been continuously increasing the recruitment and selection of grassroots talents,injecting new blood and motivation into the grassroots.However,the stability of grassroots teams remains a serious issue.This is mainly due to various reasons such as excessive pressure on grassroots work,mismatch between salary and economic growth,narrow promotion channels,outdated supporting conditions,and dogmatic work style.These problems hinder the retention of grassroots talents,increase the replacement cost of grassroots recruitment,seriously weaken the governance capacity of grassroots governments,and are not conducive to the future development of grassroots areas.The stability of the grassroots civil service team is crucial for the national economy and people’s livelihood,and also directly relates to the stability of China’s political power.Therefore,it is necessary to address these issues to maintain the stability of the grassroots team.This article conducts in-depth research and analysis on the current situation of grassroots civil servant turnover,and finds targeted and feasible solutions.In recent years,there has been a significant outflow of civil servants in X city,with towns and streets facing varying degrees of shortage of personnel.This article takes civil servants in X city as the research object,through semi-structured interviews,on-site visits and surveys,collect and arrange the situation of civil servant turnover in X city in the past three years,based on the personal experiences of 40 civil servants in X city,use the push pull theory to explore the reasons for the high turnover rate of grassroots civil servants.This study found that the mobility of civil servants in X city is a result of the combined push of the outflow and the pull of the inflow.The main driving factors of outflow are: limited promotion space,limited personal development,low salary and welfare benefits,heavy workload and high pressure,outdated office and living conditions,mismatched professional positions,and a lack of cultural and spiritual life.The main factors driving the inflow are: broader development platforms,richer social resources,richer salaries and benefits,family constraints,lack of mobility management,and a favorable market environment.In response to these influencing factors,this article further explores solutions,mainly including scientifically formulating admission plans,improving communication and training mechanisms,improving the salary and welfare system,expanding promotion channels,and improving the hardware and software environment.As a three-tier satellite city of Chengdu,X city has a relatively representative population,economic size and regional development among the county cities at the same level.Therefore,the brain drain of civil servants in X city is of great significance to other regions,and also contributes to the innovation of public human resource management model in the future.