社会在进步，时代在发展，人与人之间的距离在不断的拉大。当个体的独立性越来越强，孤独感问题也就随之而来。现代人不仅在生活中容易产生孤独感，在职场中面临巨大社会压力和工作压力时，缺少上下级、同事之间真实有效的互动交流，也会在职场中体验到孤独感。海关担负着守国门促发展的职业使命，筑牢国门安全屏障，助推高质量发展高水平开放是每一位海关人的职责，做好海关工作意义重大。近年来，海关基层工作纷繁复杂，越来越高的工作要求，使得一线执法人员经常感觉身处高度紧张的工作状态中。工作氛围在“卷”、人际交流在减少，职场孤独感开始蔓延。

本研究从组织气氛出发，基于社会认知理论、自我决定理论和互惠理论，以广东省Z市海关一线口岸执法人员为研究对象。探讨组织气氛对海关一线执法人员职场孤独感的影响机制研究。分析组织支持感在二者之间的中介作用，在此基础上，探讨任务依赖和关系需求在组织支持感和职场孤独感之间发挥的调节作用，帮助基层海关在一定程度上降低工作人员的职场孤独感提供决策依据。

本研究通过采用时间差调研的方法获取数据，向广东省Z市海关一线口岸执法人员分三个波段发放调查问卷，每次均发放问卷520份，经过三阶段所有回收问卷进行数据匹配整合，刨除无效问卷后，最终得到有效问卷412份，回收率为79.2%。运用SPSS26.0对问卷数据进行统计分析，并对所提出的研究假设进行了检验，得到了相应的验证。研究结果如下：（1）组织气氛负向影响职场孤独感；（2）组织气氛中的组织特性、个人自主性、奖励与回报、人际关系四个维度均负向影响职场孤独感；（3）组织气氛正向影响组织支持感；（4）组织支持感负向影响职场孤独感；（5）组织支持感在组织气氛和职场孤独感中表现为完全中介作用；（6）任务依赖将正向调节组织支持感与职场孤独感关系间的中介效应，表现为有调节的中介作用。基于研究结论，本文还通过半结构的访谈法征集较为全面、客观的对策建议，从营造和谐组织气氛，推动长效性发展；提供多维度组织支持，调动员工积极性；增强任务依赖程度，促进员工相互配合三方面提出具体措施，为基层海关单位提供有益的参考。

Society is progressing, times are developing, and the distance between people is constantly widening. As individuals become more and more independent, the problem of loneliness also arises. Modern people are not only prone to loneliness in life, but also experience loneliness in the workplace when they face huge social pressure and work pressure and lack real and effective interactions between superiors, subordinates, and colleagues. The customs is responsible for the professional mission of guarding the country's gates and promoting development. It is the responsibility of every customs person to build a strong security barrier for the country's gates and promote high-quality development and high-level opening up. Doing a good job in customs work is of great significance. In recent years, customs grassroots work has been complicated and increasingly demanding, making frontline law enforcement officers often feel in a highly stressful working state. The working atmosphere is getting worse, interpersonal communication is decreasing, and workplace loneliness is beginning to spread.

This study starts from the organizational climate, based on social cognition theory, self-determination theory and reciprocity theory, and takes the law enforcement officers of the customs front-line port in Z City Customs of Guangdong Province as the research object. To explore the impact mechanism of organizational climate on workplace loneliness among front-line customs law enforcement officers. Analyze the mediating role of organizational support between the two, and on this basis, explore the moderating role of task dependence and relationship needs in the relationship between organizational support and workplace loneliness. Help grassroots customs to reduce the workplace loneliness of staff to a certain extent and provide decision-making basis.

This study obtained data by using the method of time difference survey. Questionnaires were distributed in three bands to law enforcement officers at the customs front-line ports in Z City Customs of Guangdong Province. 520 questionnaires were issued each time. After three stages, all recovered questionnaires were matched and integrated to eliminate invalid ones. After completing the questionnaire, 412 valid questionnaires were finally obtained, with a recovery rate of 79.2%. SPSS26.0 was used to conduct statistical analysis on the questionnaire data, and the proposed research hypotheses were tested and verified accordingly. The research results are as follows: (1) Organizational climate negatively affects workplace loneliness; (2) The four dimensions of organizational climate, including organizational characteristics, personal autonomy, rewards and rewards, and interpersonal relationships, all negatively affect workplace loneliness; (3) Organizational climate positively affects organizational support; (4) Organizational support negatively affects workplace loneliness; (5) Organizational support plays a complete mediating role between organizational climate and workplace loneliness; (6) Task dependence positively moderates the mediating effect of the relationship between organizational support and workplace loneliness, showing that it has a moderating mediating effect. Based on the research conclusions, this article also used semi-structured interviews to collect more comprehensive and objective countermeasures and suggestions, including creating a harmonious organizational atmosphere and promoting long-term development; providing multi-dimensional organizational support to mobilize employees' enthusiasm; enhancing task dependence and promoting employees' The three aspects will cooperate with each other to propose specific measures to provide useful reference for grassroots customs units.