A Study On The Influence Of Public Service Motivation And Organizational Identity Of Grass-roots Civil Servants On Work Engagement

The report of the 19 th National Congress of the Communist Party of China clearly puts forward that we should accelerate the modernization of the national governance system and governance capacity,and pay attention to the cultivation of the professional competence of the cadres to meet the new requirements of the development of socialism with Chinese characteristics in the new era.As we all know,the most directly contacted government staff with the people is the grass-roots civil servants.The grass-roots civil servants account for a large proportion of the civil servants.They are the "tower base" of the civil servants,the important link between the masses and the party and the government,and the most direct executor,practitioner and undertaker of the implementation of the party and the government’s policies,laws and regulations.They are the people The consciousness of mass service and the level of public service are closely related to the success or failure of grass-roots governance,the image of the party and government in the hearts of the people and the well-being of the people.In addition,the ability and quality of grass-roots civil servants directly affect the implementation effect of all aspects of the work of government departments,but also related to the development and progress of society.Therefore,to improve the ability and quality of grass-roots civil servants is not only a realistic response to the people’sdemand for building a service-oriented government,but also a legitimate demand for promoting the professional development of civil servants,and also an effective measure to promote the modernization of national governance system and governance ability.In view of this,it is of great significance to study the grassroots civil servants.Therefore,this study takes the grass-roots civil servants as the research object,takes the grass-roots civil servants in Chengguan District of Lhasa City as the investigation object,introduces three potential variables: public service motivation,organizational identity and work input,and combines the attribution theory,social cognitive theory and self-determination theory to explore the impact mechanism of public service motivation and organizational identity on work input of the grass-roots civil servants,and tests the group In order to put forward practical management suggestions based on the empirical conclusions,we should recognize the intermediary role in the impact of public service motivation on work input.Based on the above research purposes,this study adopts the qualitative and quantitative research methods,mainly from the following three parts:The first part is to summarize the research focus of public service motivation,organizational identity and work input,and the relationship between them.On this basis,nine demographic variables,such as gender,age and ethnicity,are introduced to establish the impact of public service motivation on the work input of grass-roots civil servants as the main effect,and an intermediary model of organizational identity as the intermediary variable is constructed 18 research hypotheses are proposed.The second part is the core of this study.In this study,198 grassroots civil servants in Chengguan District of Lhasa City were selected as effective samples,and SPSS 22.0 software was used to test the reliability and validity,descriptive statistics,independent sample t-test,single factor analysis,correlation analysis and regression analysis.The results showed that:(1)public service There are significant differences in the dimensions of motivation,compassion and self sacrifice in the political outlook;(2)there are no significant differences in organizational identity and its dimensions in demographic variables;(3)there are no significant differences in work input and its dimensions in demographic variables;(4)public service motivation and its dimensions have a positive impact on the work input of grass-roots civil servants;(5)Public service motivation and its dimensions have a positive impact on grassroots civil servants’ organizational identity;(6)organizational identity and its dimensions have a positive impact on grassroots civil servants’ work input;(7)organizational identity plays a part of intermediary role in the impact of public service motivation on grassroots civil servants’ work input.The third part is based on the results of empirical analysis and theactual situation of grassroots civil servants in Lhasa City,from two aspects of public service motivation and organizational identity,it puts forward management suggestions to improve the level of work input of grassroots civil servants in ethnic areas and Lhasa City,in order to comprehensively improve the level of public service and accelerate the construction process of service-oriented government.In addition,the results of this study are regressed and summarized,and the future research is prospected.In view of the results of empirical research,this study respectively from the public service motivation and organizational identity of the two perspectives to improve the level of grassroots civil servants’ work input management suggestions.From the perspective of public service motivation,the following five suggestions are put forward: first,actively develop party members and comprehensively improve the level of public service motivation;second,appropriately decentralize the power and enhance the participation of grass-roots civil servants in policy-making;third,attach importance to regular training and enhance the awareness of the public interest commitment of grass-roots civil servants;fourth,strengthen the construction of professional ethics and strengthen the role of grass-roots civil servants for the public Fifth,strengthen the sense of responsibility,strengthen the education and guidance of the social responsibility of the grass-roots civil servants.From the perspective oforganizational identity,the following three management suggestions are put forward: first,pay attention to the construction of organizational soft culture,improve the sense of members of grass-roots civil servants;second,enhance the sense of ownership,strengthen the loyalty of grass-roots civil servants to the organization;third,promote the integration of individual goals and organizational goals,and improve the similarity between grass-roots civil servants and organizations.