Countermeasures Study On The Brain Drain Problem Of Grassroots Civil Servants In A City Maritime Bureau

At present,the objective existence of the phenomenon of brain drain of civil servants,especially grass-roots civil servants,can not be ignored,and the negative impact on each unit is very serious.Having a stable and excellent team of grassroots civil servants is of great significance to the development of work,the evaluation of the unit and the affirmation of the masses.Grassroots civil servants represent the image of the government in the hearts of the masses and are the link of communication between the government and the masses.As A coastal city,city A has been at the forefront of reform with relatively developed economic development,and the current price and consumption level and housing price are also in A relatively high position.Taking the maritime bureau of A city as the research object,this paper aims to analyze the common characteristics of the group of vulnerable grassroots civil servants by summarizing the characteristics of the gender,whereabouts and previous jobs of the staff of the grassroots civil servants of A city maritime bureau.Based on the psychological contract theory,contingency theory and incentive theory,this paper studied and discussed the brain drain of the maritime safety administration of A city,and discussed the explicit brain drain and the implicit brain drain respectively.Through the form of questionnaire,the reasons for brain drain,age distribution,professional analysis and summary.Combine all the factors to find the root cause of dissatisfaction of grass-roots civil servants.Through the unstructured interview,I communicated with the designated on-the-job grass-roots civil service representatives who had established contact,found the dissatisfied factors,and analyzed the relationship between their dimission behavior and each factor.Through the study,it is concluded that the main reasons for the resignation of grassroots civil servants in the maritime administration of A city are the promotion mechanism,including the big gap between the salary and income of local civil servants,job burnout,lax supervision and other reasons,which are the reasons for the violation of the psychological contract of the organization.In addition,inadequate registration information leads to incorrect work task cognition and family responsibility,which are caused by psychological contract violation on the part of employees.Through recruitment information improvement;The talented person allocates the work position according to the ability,the characteristic;To assist grassroots civil servants in career planning;Establish effective salary incentive and cultural incentive mechanism and other measures to clarify the responsibility of both sides,grasp the dynamic balance between the responsibility of civil servants and the responsibility of the organization.On this basis,it is necessary to adapt to the characteristics of the new era and the economic and cultural environment of A city,so as to improve the working enthusiasm of grassroots civil servants and attract them to serve for A long time.