Study On The Turnover Of Township Civil Servants In Xuzhou District,Yibin City,Sichuan Province

Township government is the basic administrative level in China,and township civil servants are an important team serving the general public and implementing national policies on the front line.The development of townships cannot be achieved without a well-qualified,reasonably structured and sufficient number of civil servants.In recent years,the problem of the turnover of civil servants in townships has become increasingly prominent,bringing negative effects to the construction of the civil service and the development of townships,which has attracted the great attention of the central and local governments and a series of measures have been taken to alleviate it.Studying the problem of the turnover of civil servants in townships and exploring initiatives to reduce it are of great significance in promoting the construction of township civil service teams,enhancing the capacity of grassroots social governance and promoting rural revitalization.Based on the theories of the Mowbray mediating chain model,Herzberg’s two-factor theory and Adams’ equity theory,this study uses literature analysis,questionnaires and field interviews to conduct a study on the turnover of township civil servants in Xuzhou District,Yibin City,Sichuan Province(hereinafter referred to as "Xuzhou District").The study found that the turnover of civil servants from townships in Xuzhou District is mainly characterized by the large number and high quality of turnover,the rapid rate of turnover the low job satisfaction of serving township civil servants and the strong willingness to leave,which is detrimental to the operation of township authorities.The reasons for the turnover of township civil servants are mainly divided into three aspects:Firstly,the township government,as the bottom political power,has insufficient health care factors such as job assignment,work environment,promotion opportunities,salary and welfare and other incentive factors,resulting in dissatisfaction and low job satisfaction among township civil servants;Secondly,the management system of civil servants in the townships of Xuzhou District is not so sound that there are more and more opportunities for civil servants in the townships to leave.Thirdly,some township civil servants have insufficient awareness of serving the grassroots and have a low sense of achievement and job evaluation.Based on theoretical achievements at home and abroad and advanced experience in other regions at home,this study proposes countermeasures to solve the turnover of civil servants in Xuzhou township: First,by straightening out the management system,improving the incentive mechanism and improving the working environment,we can eliminate the dissatisfaction of township civil servants and enhance their job satisfaction,so that they do not want to leave the township.Second,improve the management system to reduce the wastage of township civil servants.Third,strengthen education and training,guide township civil servants to change their mindset,enhance the awareness of serving the grassroots,guide township civil servants to take the initiative to root in townships,contribute to the development of townships in Xuzhou District,and provide talent support for Xuzhou District to speed up the completion of the country’s top 100 districts.