Factors And Countermeasures Of Young Civil Servant Attrition At The Grassroots Level In County T,Hubei Province

The 20 th National Congress report of the Party emphasized the importance of talent.The spirit of the Central Document No.1 in 2022 further clarified the key points of rural revitalization and talent development.At the strategic convergence point of consolidating and expanding the achievements of poverty alleviation and promoting rural revitalization comprehensively,it is imperative to break through the talent predicament at the grassroots level and create a team of young talents leading the high-quality development of rural areas.Young civil servants at the grassroots level are the main force for entrepreneurial endeavors for local governments.Despite the annual recruitment of new civil servants,there is still an age gap and a lack of young talents at the grassroots level.The hidden reality is that the young cannot be retained,and the elderly cannot leave.Even if they are retained,their commitment may not remain.Therefore,investigating and researching the problem of the loss of young civil servants at the grassroots level is important and necessary.To solve the problem of the loss of young civil servants at the grassroots level in County T,Hubei Province,which affects the daily operation of grassroots organizations and the stability of the civil servant workforce,this study focuses on the young civil servants at the grassroots level in County T.It reviews the research results on the loss of young civil servants at the grassroots level at home and abroad using the literature research method.By conducting questionnaire surveys and in-depth interviews,the thoughts and opinions of young civil servants at the grassroots level are understood.Factors affecting the loss of civil servants are classified according to Maslow’s hierarchy of needs theory.The analysis identifies four objective factors:commuting time,working hours,age,and position rank;and seven subjective factors:salary and benefits,working environment,living environment,promotion mechanism,training and education,job satisfaction,and degree of respect.This study categorizes salary and benefits,working environment,and living environment as safety needs,job satisfaction as love and belongingness needs,and the degree of respect as esteem needs.Training and education and the promotion mechanism are classified as self-actualization needs.The study attempts to propose ten suggestions to address the problem of the loss of young civil servants at the grassroots level,including establishing and improving salary and benefits systems,improving the living environment of young civil servants at the grassroots level,improving their working environment,facilitating the functional transformation of grassroots governments,enhancing the comprehensive qualities of young civil servants at the grassroots level,strengthening psychological counseling for them,improving their social status,smoothing the promotion channels for them,and optimizing their self-improvement paths..