Research On The Impact Of Challenging Stress On Grassroots Civil Servants’ Performance

Responsibility is not only the key word in the political discourse system of our country,but also the realistic requirement for the construction of grassroots cadres in the new era.Grassroots civil servants are the backbone of our cadre to implement national policies,and their level of responsibility is directly related to public satisfaction and government effectiveness.Therefore,in the context of vigorously promoting the modernization of the national governance system and governance capacity,it is of great practical significance to explore how to stimulate the grassroots civil servants’ responsibility.Work stress has been proved to be an important antecedent to motivate individual behavior.Since the challenging-hindrance stress model was proposed,the research on stress in the field of public management has tended to be diversified.Challenging stress,as a positive factor in work stress,is gradually attracting scholars’ attention for its positive effect on individual positive behavior.Whether the government can take the challenging stress as the driving force to promote the grassroots civil servants’ responsibility has become a hot issue to be explored in the management practice of the public sector.At the same time,the phenomenon of "acting as an official but taking no responsibility" among grassroots civil servants has constantly sounded the alarm for the practice of government management,and grassroots civil servants are still faced with the realistic dilemma of "fear of accountability" and "capability panic".The risk of making mistakes and the punishment for making mistakes puts the ideological burden on the grassroots civil servants.The lack of personal ability also makes it difficult for some civil servants to effectively cope with new challenges and new requirements.How to unload the psychological burden of grassroots civil servants and optimize their working ability have become an urgent problem to be explored.Therefore,based on the purpose of how to effectively stimulate grassroots civil servants’ responsibilities,and based on the conservation of resource theory and job demands-resource model,from the perspective of organizational support resources and individual energy resources,this study introduced two moderating variables which are organizational fault-tolerant atmosphere and employee resilience.A research model of four variables,namely,challenging stress,responsibility,organizational fault-tolerant atmosphere and employee resilience,is constructed to try to analyze the important role of "resources" in challenging stress and responsibility,and to explore the process of challenging stress on grassroots civil servants’ performance.In this study,329 grassroots civil servants in Chongqing were selected as research samples.SPSS22.0 and AMOS24.0 software were used to analyze the sample data,and the following conclusions were drawn.In grassroots government organizations:(1)Challenging stress promotes grassroots civil servants to act responsibly;(2)Organizational fault-tolerant atmosphere positively regulates the relationship between challenging stress and grassroots civil servants’ performance;(3)Employee resilience positively moderates the relationship between challenging stress and grassroots civil servants’ performance.Based on the analysis of the empirical research results,this study puts forward the following management implications on how to promote grassroots civil servants to act responsibly:(1)Attach importance to the positive effects of challenging stress.Turning the challenging stress of grassroots civil servants into working motivation,and solving the problem that grassroots civil servants lack motivation and "do not want to do".(2)Taking multiple measures at the same time to create a good organizational fault-tolerant atmosphere.Making concerted efforts at the four aspects,the leader,the colleagues,the system and the public to help grassroots civil servants relieve the psychological burden of taking responsibility and solving the problem that grassroots civil servants "dare not do anything" due to their fear of accountability.(3)Strengthening the resilience of grassroots civil servants to better empower them to take responsibility.The resilience training should be infiltrated into the concrete practice of public management,so as to solve the problem that grassroots civil servants "can not do" due to their lack of ability.