Translated Abstract
With the accelerating pace of work, job burnout has been a conspicuous problem. According to the related survey at home and abroad, job burnout has been more seriously, and for the civil servants the problem is especially acute. This paper is the first to use the job requirements - resource theory to study the civil servant＇s job burnout, and has expended the research scope. At the same time, in order to improve the accuracy of the research, public service motivation, as a moderator variable, has been put into the model. Based on the research, this paper finds the corresponding factors and regulation for job burnout and makes a certain contribution to the reduction of the civil servants job burnout.
Based on the relevant literature at home and abroad and combined with the actual situation of civil servants, this paper built the research model and put forward the corresponding research hypothesis. According to the foreign mature scale and the domestic civil servants’ specific situation, research questionnaire has been made and been sent out. Reliability and validity were examined. The main statistic methods in this paper are descriptive statistics and multiple regressions, thanks to which we get the following finding: First, work requirements has a significant positive influence on the emotion exhaustion and the depersonalization; Second, work resources has a significant negative influence on the emotion exhaustion and the depersonalization; Third, the public service motivation plays a regulatory role in the relationship among the work requirement, depersonalization and self-efficacy, and the relationship among the work resources, depersonalization and self-efficacy. The regulation for the depersonalization is negative, for the self-efficacy is positive. Finally, the paper puts forward four suggestions: first, building the job burnout assistance plan for xi ＇an civil servant to help them overcome the psychological and behavior problems; Second, the psychological test should be introduced into the recruitment of the civil servant and the result will be used to help determine whether the employee get the position. Furthermore, the psychological test can also be used in the daily management to find and solve civil servants’ mental problems. Third, to resolve the civil servants’ job burnout which is caused by the management, the government should optimize the organization and make the management more scientific. Fourth, In order to accelerate the personal development and growth, the career promotion channel for the civil servant should be built. The specific methods including the following three aspects: ensuring equitable promotion, building dual career development channel, and strengthening the transverse flow.
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