Research On Burnout And Countermeasures Of Grassroots Civilian Police In L City

One of the major responsibilities and missions of the public security team is to protect the national political security and maintain the stability of the social security order,and at the same time,the public security team has started to reform from the management of chaos to the governance,which makes the police as an occupational group often bear greater work pressure compared with other occupational groups in society.The phenomenon of burnout is common,and the level of burnout is even higher,which has a negative impact on the daily work and personal life of the grassroots police,and even on the quality and efficiency of the whole public security team.Therefore,it is important to investigate and analyze the level of burnout,its manifestations and factors,and propose corresponding mitigation strategies for the benign development of the public security team.In this study,the burnout phenomenon of grassroots police officers in their daily work and life and the problems that cause burnout are taken as the main research objects from the perspective of public management.Through questionnaires and interviews,we understand the grassroots police’s views on public security work and their thoughts when dealing with various matters at work,and then further summarize the burnout situation shown by the grassroots police.Through the perspectives provided by resource conservation theory and personal environment matching theory,we analyzed in depth what problems caused the burnout of grassroots civilian police and the reasons behind these problems at the levels of personal growth,work environment,organizational security,and social support,and then proposed corresponding countermeasures to alleviate the burnout of grassroots civilian police.Based on the research results on burnout at home and abroad,this study designed a questionnaire based on the MBI-HSS scale and used 230 grassroots police officers from L city Public Security Bureau as the respondents to analyze the burnout phenomenon of grassroots police officers.From the results of the survey,grassroots police officers between the ages of 26 and 35 are in an important period of work and entrepreneurship,undertaking the most work affairs and under the most pressure of assessment,and in the stage of life when they have just started a family or have small children,both of which require a lot of time and energy to operate and maintain,and therefore face the most pressure of work and life and the highest level of burnout.Grass-roots police officers with 6 to 15 years of police experience have already passed the adaptation period,completed the psychological transformation of their roles and identities,and are already skilled in their business abilities and can take charge of their own work.Most male grassroots police officers are assigned to the front line of law enforcement,such as receiving and handling police,patrol,duty,and case investigation,where they are physically more involved in their work and often encounter all kinds of people and things.After entering the public security team,grassroots police officers with non-public security work experience have a higher level of burnout because of the high intensity of public security work and the complexity of the police situation.In addition,the level of burnout is higher among divorced grassroots police than among married and unmarried grassroots police,and the level of burnout is higher among grassroots police with college education or below than among those with bachelor’s degree or above due to restricted promotion channels.After analyzing and summarizing the above findings from the research data,we analyze the problems that cause burnout among the grassroots civilian police at the level of individual growth,work environment,organizational protection and social support,analyze and explain the specific reasons that cause burnout among some grassroots civilian police at work,and propose countermeasures to alleviate burnout among the grassroots civilian police at work corresponding to the reasons.The results of the study are as follows.