随着新疆生产建设兵团“向南发展、集聚人口”的目标提出，兵团监狱系统公务员招录全部面向内地省份的政策调整，招录中所面临的困难也是全新的。伴随青年狱警流失现象的日益严重化，问题已经到了不得不解决的程度。本文根据内地招录青年狱警的自身特点，以 Price-Mueller模型为参考，选取符合地方特色研究对象特点的因素研究。通过文献研究法、访谈法等方式，以已离职的青年狱警为研究目标，找到青年狱警的离职影响因素并加以分析，并提出对策建议。

首先查阅了大量文献，同时也根据本人在招录工作中的工作经验，在前人的学术基础上找到大量能够对公务员离职产生影响的因素，根据青年狱警的特点选取了以下因素着重研究：外部机会、家庭责任、工作压力、管理方式、分配公平性、社会支持、薪资待遇、晋升空间。通过与20位已离职的青年狱警进行访谈，证实了造成青年狱警离职的影响因素，主要表现形式如下：外部机会增加将造成青年狱警的直接离职，家庭责任无法履行同样造成青年狱警的离职。而管理方式的不适应、工作压力增加、分配的不公、社会支持欠缺尤其是家庭支持欠缺将严重影响青年狱警的工作满意度进而造成离职发生。薪资待遇较工作量较低和晋升空间的不足也将导致离职发生。

同时在针对青年狱警离职的访谈中笔者还发现了监狱系统管理上的欠缺以及我国公务员薪酬体系、绩效管理模式上的问题。这些问题是造成西部经济欠发达的地区人才吸引力差的制度层面的问题，并不是仅仅依靠地方政府就可以解决的深层次问题。以及一些监狱系统内部可以改进的问题，比如在警力利用率以及未能有效发挥组织的作用等问题。

本文在研究过程中找到了许多国内研究新加坡公务员薪资制度和绩效考核方式的文献，认为国内有可以借鉴的方面。也借鉴了部分发达国家监狱管理方面的经验。提出了以下对策建议：一是国家层面调整现有薪资待遇体系，使西部地区以及特殊岗位的薪资待遇能够于工作环境和工作压力相匹配。二是国家层面改进现有的绩效考核制度。使绩效考核能够促进公务员的工作积极性，同薪资和晋升等挂钩。三是结合地方特点改进兵团监狱系统现有的管理制度，落实从优待警，加强警力的利用率。四是加强岗前培训，使青年狱警有足够的压力承受力以及获得必备的工作技能再上岗。五是加强监狱组织关怀力度，使青年狱警远离家乡也能感受到温暖。

With the goal of "developing southward and gathering population" put forward by Xinjiang production and Construction Corps, the recruitment of civil servants in the Corps prison system is all oriented to the policy adjustment of inland provinces, and the difficulties in recruitment are also new. With the increasingly serious loss of young prison officers, the problem has to be solved. According to the characteristics of the young prison guards recruited in the mainland, this paper selects the factors that conform to the characteristics of the local characteristics of the research object with price Mueller model as a reference. Through the methods of literature research and interview, taking the young guards who have left as the research goal, this paper finds the influencing factors of the young guards' leaving and analyzes them, and puts forward countermeasures and suggestions.

First of all, I consulted a large number of literature, and also found a large number of factors that can affect the turnover of civil servants on the basis of previous academic experience. According to the characteristics of young prison guards, I selected the following factors to focus on: external opportunities, family responsibilities, work pressure, management methods, distribution fairness, social support, salary and treatment, Shanxi Space. Through interviews with 20 young C.O.S who have left their posts, it is confirmed that the main influencing factors are as follows: the increase of external opportunities will lead to the direct turnover of the young C.O. and the failure of family responsibilities will also lead to the turnover of the young C.O. However, the inadaptability of management, the increase of work pressure, the unfairness of distribution, the lack of social support, especially the lack of family support, will seriously affect the job satisfaction of young prison guards and cause the turnover. The low salary and low workload and insufficient promotion space will also lead to resignation.

At the same time, the author also found the lack of prison system management and the problems in the salary system and performance management mode of civil servants. These problems are the institutional level problems that cause the poor attraction of talents in the underdeveloped areas of the western economy. They are not deep-seated problems that can be solved only by local governments. As well as some problems that can be improved within the prison system, such as the utilization rate of police force and the failure to effectively play the role of the organization.

In the course of the research, this paper finds many domestic literatures on the salary system and performance appraisal methods of Singapore civil servants, and thinks that there are some aspects that can be used for reference in China. It also draws on the experience of prison management in some developed countries. Put forward the following countermeasures and suggestions: first, adjust the existing salary and treatment system at the national level, so that the salary and treatment of western regions and special posts can match the work environment and work pressure. The second is to improve the existing performance appraisal system at the national level. The performance appraisal can promote the work enthusiasm of civil servants, which is linked with salary and promotion. The third is to improve the existing management system of the Corps prison system in combination with local characteristics, implement preferential treatment for police and strengthen the utilization rate of police force. Fourth, strengthen the pre job training, so that the young prison guards have enough pressure to bear and acquire the necessary work skills to go back to work. Fifthly, we should strengthen the care of prison organizations, so that young prison officers can feel warmth far away from their hometown.