【作者】 杨柳；

【导师】 郭斌；

【作者基本信息】 西北大学 ， 公共管理（专业学位）， 2022， 硕士

【摘要】 本文聚焦于西安市基层税务系统公务员职业倦怠问题,以探索其成因及干预对策为主要目的,以A区税务局公务员群体为样本,运用ERG理论,从三个需要层次出发,在相关文献阅读、个案访谈等准备工作基础上设计并实施问卷调查。研究过程中测量了A区税务局公务员职业倦怠现状,假设了工作负荷、上级支持、自我成就感三个因素与该群体职业倦怠具有相关性,运用统计学分析法对此进行验证,并根据相关结论提出对策建议。本文首先对A区税务局公务员职业倦怠现状进行描述统计和人口统计学变量差异性分析,结果表明,A区税务局公务员存在不同程度的倦怠问题,且在性别、年龄、学历等因素上存在显著性差异。在性别因素上,男性的无效能感显著较强;在年龄因素上,30岁以下年龄段人员的疏离感与职业倦怠感显著较强;在学历因素上,研究生群体的疏离感、无效能感显著较强;在工作年限因素上,工龄5年以下的群体,疏离感及职业倦怠感显著较强;在婚姻因素上,未婚人员的倦怠程度高于已婚人员。其次对A区税务局公务员工作负荷、上级支持、自我成就感状况进行描述统计,并通过相关性分析和回归分析对三个因素与该群体职业倦怠的关系进行验证,证实了本文假设。为缓解A区税务局公务员职业倦怠问题,从生存需要层次出发,提出要合理减负、加快职能整合、提高工作效率、重视干部身心健康;从相互关系需要层次出发,提出要改进领导工作作风、畅通建言沟通渠道、营造和谐融洽的组织氛围;从成长需要层次出发,提出要拓宽发展渠道、疏通上下机制、加强能力提升培训、探索鼓励激励形式。更多还原

【Abstract】 With the main purpose of exploring the causes of burnout among civil servants in the grassroots taxation system in Xi’an,the paper draws on the ERG theory and collects samples from the civil servants in the taxation bureau of District A.Using the three levels of survival needs,interrelationship needs and growth needs,the paper is conducted on the basis of relevant literature reading,case interviews and other preparatory work.A questionnaire survey was also employed to investigate the current situation of the burnout issue and the impact of three factors,namely workload,superior support and self-fulfilment,on the burnout of civil servants in the taxation bureau in District A.In the course of the study,statistical methods were adopted to analyse,firstly,descriptive statistics and variance analysis of demographic variables were conducted on the current situation of burnout among civil servants in the taxation bureau of District A.The results showed that civil servants in the taxation bureau of District A had a certain degree of burnout and some of them had a higher degree of burnout.The demographic variables that have an impact on the burnout of civil servants in District A Taxation Bureau mainly differ significantly in terms of gender,age,education,years of work and marital status.In terms of educational background,among civil servants who have master degrees compared with samples receiving relatively lower level of education;on the factor of working years,the overall scores of alienation dimension and burnout were significantly higher for those who had worked for less than five years than those who had worked for more than five years,and the overall degree of burnout showed a falling trend along an increased working-years;on the factor of marriage,the scores of burnout and the three dimensions were higher for unmarried staff than for married staff.Second,descriptive statistics and correlation analysis were conducted on the workload,superior support and self-fulfillment of civil servants in the taxation bureau of District A.The results showed that the three factors of workload,superior support and self-fulfillment were significantly correlated with burnout and its three dimensions,and individual burnout would be stronger when the workload was greater,and lower when superior support and self-fulfillment were stronger In addition,the questionnaire was used in conjunction with the questions.In addition,it is found that the merger of the state and local taxation agencies has a compelling negative impact on the burnout of civil servants in the current A district taxation bureau.In order to mitigate the burnout problem among civil servants in the taxation bureau of District A,from the level of survival needs,we should reasonably reduce the burden,accelerate the integration of functions,improve the efficiency of work,and start to attach greater importance to the physical and mental health of cadres;from the level of mutual relationship needs,we should improve the level of leadership work,open up the communication channels for suggestions and create a good organizational atmosphere;from the level of growth needs,we should broaden the development channels,unblock the upward and downward mechanisms,strengthen the capacity enhancement From the level of growth needs,the development channels should be broadened,the upward and downward mechanisms should be unblocked,the training should be enhanced,and forms of encouragement and incentive beyond the existing remuneration system should be explored.更多还原