An Empirical Study On The Factors Affecting The Performance And Turnover Intention Of Civil Servants In J City, Shandong Province

Since the reform and opening up,the political,economic and cultural aspects of our country have developed rapidly,which is closely related to the higher work performance of the public servants.While some people are trying to get into the ranks of civil servants,some people choose to leave the job.Based on this,this study takes the civil servants in J city,Shandong province as an example,to study the influencing factors of improving work performance of civil servants and reducing turnover intention of civil servants.The object of this study is the civil servants in J city of Shandong province.The questionnaire survey was carried out by the electronic questionnaire to the civil servants in J,and 350 valid questionnaires were collected.The first part of the questionnaire is basic information of civil servants;the second part is about turnover intention;the third part is self-evaluation of work performance;the fourth part is the influence of their work performance and turnover intention of the six factors,including organizational atmosphere,external environment,salary system,promotion and occupation development,work pressure,position and ideal,a total of 30 questions.The answers to each question are "very agreed,agreed,uncertain,disagreed,and very disagreed" to give them 5,4,3,2,and 1 respectively to facilitate quantitative statistics.In this paper,we use AMOS17.0 statistical software to analyze the relationship between civil servants’ work performance and turnover intention in six aspects: organizational climate,external environment,salary system,promotion and career development,job stress,job and ideal match.Through the analysis,some conclusions are drawn: organization atmosphere is negatively correlated(-.140)to civil servants turnover intention;external environment has a positive relationship(.529)with work performance of civil servants;civil servant salary system is negatively correlated(-.398)to turnover intention;promotion and occupation development of civil servants has a positive relationship(.413)with work performance and a negative relationship(-.346)with turnover intention.Because the P value is not significant,other assumptions is needed to be further studied.According to the conclusion,the following suggestions are put forward: to create a good organization atmosphere;optimizing the training content of the civil servant;to establish fair promotion system;the implementation of occupation development plan of civil servants;to build fair salary allocation mechanism.