对艰苦边远地区来说，经济发展和基础设施建设较发达地区差距较大、人均生活水平相对较低，面临巩固脱贫攻坚、经济发展、乡村振兴、维稳戍边等多重工作任务，要想在发展的步伐上不掉队，对基层干部提供公共服务提出更高要求。“公共服务动机”作为一种强调利他性的个体内在动机因素，对艰苦边远地区基层干部有效提供公共服务，进而提升群众信任度、强化官民关系、提高工作绩效十分重要和必要。高的工作期望，为基层干部带来更大的工作压力，造成离职意愿和离职率增长的同时，也存在着公共服务动机下降的风险。基于公共服务动机理论，结合国内外研究现状和理论分析，对艰苦边远地区的基层干部公共服务动机相关结构问题进行了实证探讨，通过探索性因子分析、验证性因子分析，认为艰边地区基层干部公共服务动机由公共利益承诺、同情心、自我牺牲、公共决策吸引力四个维度构成。分析公共服务动机的影响前因，在个人特征层面，年龄、工龄、学历、职级、编制、行政级别会产生显著影响，而性别、婚姻状况、薪酬收入不会产生显著影响，同时对于个体组织认同也可能会对公共服务动机产生显著正向预测；在组织背景层面，个体组织支持感和感知到的友好关系、创新氛围、公平氛围等组织氛围都能正向预测公共服务动机，说明营造工作支持、互帮互助、干事创业、公平公正的组织环境，并让基层干部感知这种组织环境，对促进公共服务动机提升有正向的促进作用。另外，研究认为个体薪资认知程度会对公共服务动机产生显著差异，干部成长地源会对公共服务动机产生显著影响，本地成长的干部更愿意为“家乡”奉献从而产生更强烈的的公共服务意愿，为今后公共部门选人用人、加强激励提出建议。

For hard remote areas, less developed economy，backward infrastructure construction and the living standard per capita is relatively low. We are faced with multiple tasks such as consolidating poverty alleviation, economic development, rural revitalization, maintaining stability and guarding the border. If we want to keep pace with development.We should make further request to grassroots cadres to provide public services ablity and increase their Public service enuhusiasm .Then they can providing effective public services to grassroots cadres in border areas. It is very important and necessary to enhance the trust of the masses, strengthen the relationship between the government and the people, and improve the work performance. High work expectations bring greater work pressure to grassroots cadres. This study is based on public service motivation theory,combined with the research status and theoretical analysis at home and abroad. This paper makes an empirical study on the motivation structure of public service of grassroots cadres in difficult border areas. Through exploratory factor analysis and confirmatory factor analysis. It is considered that the motivation of public service of grassroots cadres in difficult border areas consists of four dimensions: commitment of public interest, sympathy, self-sacrifice and attraction of public decision-making. At the level of personal characteristics, age, length of service, education background, rank, establishment and administrative level will have a significant impact on the public service motivation of grassroots cadres in difficult border areas. However, gender, marital status and wage income will not have a significant impact on the public service motivation of grassroots cadres in difficult border areas. At the same time, individual organizational identity can also significantly positively predict public service motivation. At the level of organizational background, individual organizational support and perceived organizational climate such as friendly relationship, innovation climate and fairness climate can positively predict public service motivation. It also explains how to create a fair and just organizational environment for work support, mutual assistance, entrepreneurship and let the grassroots cadres perceive this kind of organizational environment.This kind of enviroment has a positive role in promoting the promotion of public service motivation. In addition, the study believes that the degree of individual pay cognition will have a significant difference on public service motivation. The source of cadre growth will have a significant impact on public service motivation. Local growing cadres are more willing to contribute to "Hometown", which leads to a stronger willingness of public service. This paper puts forward some suggestions for the public sector to select and employ people and strengthen incentives in the future.