我国的人口众多，社会老龄化趋势加剧。在此环境下，民生的社会保障就显得格外重要。社会保险机构的公务员，作为行政管理服务的一线工作者，是社会保障基层工作的中坚力量。社保的政策能否被宣传和实施，与他们的工作成果密不可分。工作满意度会影响公务员的工作动力、工作意识和工作质量，进而会影响个人的工作绩效成绩。因此探讨社会保险公务人员工作满意度与个人绩效的影响，有利于提高社会保险机构的工作效率、有利于提高社会保险机构的服务形象、有利于社会保险政策在基层的宣传。
本文以朝阳社保的公务员作为研究对象，参照明尼苏达满意度短式量表，以工作资源和工作要求为自变量，工作资源起到积极作用，工作要求起到积极作用。设计到问卷问题之中，提出研究假设：假设1：工作资源对工作满意度有显著的正向影响。假设2：工作要求对工作满意度有显著的正向影响。假设3：工作满意度对个体任务绩效和组织公民行为有显著的正向影响。通过对朝阳社保公务员工作绩效和工作满意度进行深入的实证调研，对实证调研结果进行分析，探讨朝阳社保公务员工作满意度和工作绩效之间的关系，根据调研结果从多方面提出改善朝阳社保公务员满意度现状，从而提高他们的工作绩效的建议，提升工作效率提供依据与对策。
本文在研究方法上釆用了以问卷调查为主的调查方法，调查了朝阳社保100名公务员，得到朝阳社保公务人员的工作满意度和个人工作绩效数据。工作满意度又分别按工作资源满意度和工作要求满意度进行数据分析。通过进一步整理分析，得到了朝阳社保公务员工作满意度和朝阳社保公务员工作绩效现状；在此基础上研究了相关统计变量对朝阳社保公务员工作满意度和朝阳社保公务员工作绩效的影响；然后对朝阳社保公务员的工作满意度与工作绩效进一步进行了相关分析和回归分析。
论文研究结果表明：朝阳社保公务员工作满意度对个人工作绩效起积极正向的影响作用。在工作环境包含的两个方面中，方面一工作资源对工作满意度有显著的正向影响，方面二工作要求对工作满意度有显著的正向影响，而工作满意度对个体任务绩效和组织公民行为有显著的正向影响。也就是说公务人员的工作效率，很大程度上取决于他们是否对工作现状的满意度，而满意度不是单方面的满意度，可以细化为工作资源和工作要求等多方面。论文研究结果进一步表明：建立有效的激励机制，完善社保设施，改进经办流程，加强业务培训，加强队伍建设，储备预备人才，建立融洽的工作氛围可以从政策层面有效的帮助政府提高公务员工作满意度，提升工作绩效。使朝阳社保公务员满意度提高，从而提升工作效率提供依据与对策。

China has a large population and the trend of aging is increasing. In this environment, the social security of people's livelihood is particularly important. Civil servants of social insurance institutions, as front-line workers of administrative services, are the backbone of social security work at the grassroots level. Whether the social security policy can be publicized and implemented is closely related to their work results. Job satisfaction will affect the work motivation, work consciousness and work quality of civil servants, and then affect personal work performance. Therefore, to explore the impact of job satisfaction and personal performance of social security officials is conducive to improve the work efficiency of social security institutions, to improve the service image of social security institutions, and to the promotion of social security policies at the grass-roots level.
In this paper, Chaoyang social security civil servants as the research object, referring to the Minnesota Satisfaction short form scale, work resources and job requirements as independent variables, work resources play a positive role, job requirements play a positive role. The research hypotheses are as follows: Hypothesis 1: job resources have a significant positive impact on job satisfaction. Hypothesis 2: job requirements have a significant positive impact on job satisfaction. Hypothesis 3: job satisfaction has a significant positive impact on individual task performance and organizational citizenship behavior. Through the in-depth empirical research on the job performance and job satisfaction of Chaoyang social security civil servants, the empirical research results are analyzed, and the relationship between job satisfaction and job performance of Chaoyang social security civil servants is discussed. According to the survey results, suggestions are put forward to improve the satisfaction status of social security civil servants in Chaoyang, so as to improve their work performance and work efficiency For the basis and countermeasures.
In this paper, a questionnaire survey is used to investigate 100 civil servants of Chaoyang social security, and the data of job satisfaction and personal performance of the civil servants of Chaoyang social security are obtained. The data of job satisfaction were analyzed according to job resource satisfaction and job requirement satisfaction. Through further analysis, we get the job satisfaction and job performance of Chaoyang social security civil servants; on this basis, we study the impact of relevant statistical variables on the job satisfaction and job performance of Chaoyang social security civil servants; then we further analyze and return the job satisfaction and job performance of Chaoyang social security civil servants Regression analysis.
The results show that: Chaoyang social security civil servants' job satisfaction has a positive impact on personal job performance. In the two aspects of work environment, job resources have a significant positive impact on job satisfaction, job requirements have a significant positive impact on job satisfaction, and job satisfaction has a significant positive impact on individual task performance and organizational citizenship behavior. That is to say, the work efficiency of civil servants largely depends on whether they are satisfied with the status quo of their work, and the satisfaction is not unilateral satisfaction, which can be refined into work resources and job requirements and other aspects. The research results further show that: the establishment of effective incentive mechanism, the improvement of social security facilities, the improvement of handling process, the strengthening of business training, the strengthening of team building, the reserve of talents, the establishment of a harmonious working atmosphere can effectively help the government to improve civil servants' job satisfaction and work performance from the policy level. To improve the satisfaction of Chaoyang social security civil servants, so as to improve work efficiency and provide basis and countermeasures.