A Study On Job Performance Improvement Of Township Civil Servants From The Perspective Of Ability-motivation-Opportunity

Township civil servants are a special group of people who have taken on national strategic tasks,including rural revitalisation,poverty eradication and epidemic prevention and control.The total number of civil servants in China has now reached around 8 million,of which township civil servants are a huge group,and they have an important role and significance in promoting rural revitalisation and sustainable,high-quality development of the local economy.However,due to their remote working locations,difficult living conditions,tedious work operations and restricted development space,township civil servants are not only difficult to recruit,but are also more likely to suffer from "poor performance" and "low performance" even when they are in their positions.Based on the real-life problems in townships,this study uses the AMO perspective to match the ability,motivation and opportunity of township civil servants with the following three perspectives The study clarifies the relationship between the three factors and job performance,and provides practical theoretical and practical insights for township civil servants to"do a good job".Through semi-structured interviews,this study adapted the Job Competence Scale,the Public Service Motivation Scale and the Career Development Scale to suit the group of township civil servants in Y County,Shandong Province by combining the established scales from core journals at home and abroad,and identified the dimensions and specific items of each scale.The best scales were identified as appropriate for the context of this study.In order to test the proposed hypothesis model,stepwise regression analysis was conducted to find that job competence,public service motivation and career development opportunities positively predicted the performance of township civil servants,and that there were no significant differences in the performance of township civil servants in terms of age,gender,education and marital status.Based on the results of the empirical study,we propose effective suggestions for building the long-term careers of township civil servants in order to enable them to establish their roots in townships.Firstly,we should focus on developing the competencies of township civil servants in personal aspects and strengthen the selection and training of young civil servants in township areas;secondly,we should focus on motivation management to stimulate the enthusiasm of township civil servants to devote themselves to public service in district construction;thirdly,we should focus on The third is to focus on the career specification of township civil servants,giving them opportunities for full development and realising the combination of township regional development and personal development.