Research On Township Civil Servants’ Working Pressure And The Optimization Management

With the coming of knowledge-based economy and the changing of government service modes, township civil servants’ work content and working methods have changed profoundly. Township civil servants’ work become more and more complex and comprehensive, and policies become harder to implement than usual. All these above put much more pressure on township civil servants and cause various psychological, physical and behavioural to them. What is worse, it have a malign effect on the governing capacity of primary party organizations. However, most primary organizations do not pay enough attention to those problems.This thesis starts with the reviews on some theories about common pressure and working pressure management in both home and abroad from the perspectives of human resource management, psychology and organizational management. Then it makes a comprehensive analysis on the professional characteristics and working pressure of township civil servants in Shunchang, Fujian, from the perspective of optimum working perssure management. Based on job requirement-work control degree of freedom model, cognitive transfer model and human environment matching model, this thesis makes an empirical research on the township civil servants in Shunchang through questionnaires and field surveys. The research is conducted from the following six dimensions:working characteristics, career promotion, conflicts between work and family, role stress, organization and working environment, and interpersonal relationships. It aims to making thorough understanding of township civil servants’ working pressure, its manifestations, its sources, and strategies for serving working pressure management. Finally, based on the rusults of above investigation and analysis, this thesis proposes some optimization strategies of working pressure management. The researcher hope these optimization strategies of working pressure management can relieve township civil servants’ working pressure and eliminate negative influences of working pressure so that township civil servants can play active roles in their jobs, improve their efficiency and enchance their cohision.