党的二十大报告指出：“自信自强、守正创新，踔厉奋发，勇毅前行，为全面建设社会主义现代化国家、全面推进中华民族伟大复兴而团结奋斗。”在这样的时代背景下，创新不仅仅是国家对于基层公务员的要求与期望，更是广大人民群众对于基层治理体系与治理能力的需求与期望。基层机关单位往往对接上级多个部门，事多人少、超负荷运转是常态，同时基层事务包罗万象，基层公务员也承担着越来越多的工作压力。深入研究基层公务员的工作压力对创新性影响的机制，并分析影响的相关原理，推动基层公务员的创新性行为，进而推动地区的政府工作落地与地区发展中，对我国建设服务型和创新型政府有重要的意义。

本文依据资源保存理论与挑战-阻碍性压力模型理论，构建了一个工作压力作为自变量，创新性行为作为因变量，工作重塑及情绪耗竭作为中介变量，自我效能感作为调节变量的模型，并提出相关假设。通过问卷调查方式，发放调查问卷，共收回有效问卷321份，通过SPSS26.0、Mplus7.4等统计分析软件对数据进行处理分析与相关假设检验，得出如下结论：

（1）工作压力通过工作重塑对创新行为有显著正向影响；（2）工作压力通过情绪耗竭对创新行为有显著的负向影响；（3）自我效能感正向调节工作压力与工作重塑之间的关系；（4）自我效能感负向调节工作压力与情绪耗竭之间的关系；（5）自我效能感正向调节工作压力与创新性行为之间通过工作重塑的间接关系成立；（6）自我效能感负向调节工作压力与创新性行为之间通过情绪耗竭的间接关系不成立。

本文的研究丰富了工作压力、创新性行为、工作重塑、情绪耗竭和自我效能感的实证研究成果，对适应新时代对基层公务员干事创业、守正创新要求，建设服务型政府，具有重要的现实意义，同时不同角度提出了能够激发基层公务员创新行为的相关建议，为后期各级政府的人力资源管理及人才队伍建设提供了参考。

The report to the 20th National Congress of the Communist Party of China pointed out: "Self-strengthening, integrity and innovation, hard work, courage and courage to forge ahead, to fully build a modern socialist country and comprehensively promote the great rejuvenation of the Chinese nation and work together." In such an era, innovation is not only the requirements and expectations of the state for grass-roots civil servants, but also the needs and expectations of the broad masses of the people for the grass-roots governance system and governance capacity. Grass-roots organs and units are often connected to multiple departments of the superior, and it is normal to have fewer people and overload operation, while grass-roots affairs are all-inclusive, grass-roots civil servants are also bearing more and more work stress. It is of great significance for China to build a service-oriented and innovative government by deeply studying the mechanism of the work stress of grassroots civil servants on innovation and analyzing the relevant principles of the influence, so as to promote the innovative behavior of grassroots civil servants and further promote the implementation of regional government work and regional development.

Based on the resource conservation theory and the challenge-obstructive stress model theory, this paper constructs a model with work stress as the independent variable, innovative behavior as the dependent variable, job remodeling and emotional exhaustion as the mediating variable, and self-efficacy as the moderating variable, and proposes relevant hypotheses. Through questionnaire survey, a total of 321 valid questionnaires were collected. Statistical analysis software such as SPSS26.0 and Mplus7.4 were used to process and analyze the data and test relevant hypotheses. Conclusions were drawn as follows:

(1) Job stress has a significant positive effect on innovation behavior through job reshaping; (2) Work stress has a significant negative effect on innovation behavior through emotional exhaustion; (3) Self-efficacy positively regulates the relationship between job stress and job remodeling; (4) Self-efficacy negatively regulates the relationship between work stress and emotional exhaustion; (5) The indirect relationship between self-efficacy positively regulating work stress and innovative behavior through job remodeling is established; (6) The indirect relationship between self-efficacy negatively regulating work stress and creative behavior through emotional exhaustion is not valid.

The research in this paper has enriched the empirical research results of work stress, innovative behavior, job reshaping, emotional exhaustion and self-efficacy, which has important practical significance for adapting to the new era's requirements for grassroots civil servants' entrepreneurship, integrity and innovation, and building a service-oriented government. At the same time, relevant suggestions to stimulate grassroots civil servants' innovative behavior are put forward from different perspectives. It provides a reference for the human resource management and talent team construction of all levels of government in the later period.