Research On The Incentive Mechanism Of Grassroots Civil Servants From The Perspective Of Organizational Citizenship Behavior

Since the implementation of the civil service system in 1993,the civil service system has been improved day by day,and the civil service has become more and more large.Many fresh graduates and members of the public have taken civil servants as their ideal positions and embarked on the road of national examination.The selection of multiple rounds before admission,the civil service should be a team with high comprehensive quality,strong execution and high work efficiency.However,due to the heavy work tasks at the grassroots level and the hope of promotion,the grassroots civil servants have the mentality to be comfortable with the status quo and work hard.In addition,the civil servant withdrawal mechanism is loose and the civil servant's occupational risk is low.Therefore,the situation of professional slack is very common.In the long run,it will greatly affect the improvement of administrative efficiency in China.For a special group such as civil servants,establishing an effective incentive and restraint mechanism is a suitable means to improve their work efficiency.Under the background that the country does not have a clear evaluation system for civil servants,how to use education guidance and incentives and restraint strategies to positively stimulate the enthusiasm and potential of grassroots civil servants,and further realize the goal of consciously improving the level of public management and administrative services is urgently needed to be resolved.Major issues.On the basis of previous studies,this paper starts from a new perspective,organizational citizenship behavior.The reason for choosing this research perspective is that the current grassroots civil service incentive system has obvious failures,and according to the professional characteristics of civil servants.Organizational citizenship is necessary for it.The research content of this paper is based on the grassroots civil servants in F city G area.With reference to the literature on domestic and international organizational citizenship behavior theory and civil servant incentive mechanism,combined with the methods of discussion and field investigation,this paper explores the status quo and existing problems of grassroots civil servants' incentive mechanism.In-depth analysis of the reasons for the failure of the incentive mechanism for grassroots civil servants.From the perspective of organizational citizenship behavior,this paper proposes countermeasures to improve the current incentive system for grassroots civil servants,and makes up for the shortcomings in the theory and practice of the incentive system for grassroots civil servants in China.