工作压力是当前社会的热点话题，适度的工作压力可以转化为动力；若压力过大，不但会影响基层干部的身心健康，还会影响基层干部的日常工作，降低他们对工作的热情和积极性，长期处于该状态则会进一步产生对工作的厌倦，进而产生更多的职业倦怠感。近几年，随着“放管服”改革的深入，基层公务员工作任务日渐繁重，不但要推动地方经济社会的发展，还时刻面临各方面的考核和问责，这些让基层公务员普遍感到要求更高、责任更重、难度更大，而不断增长的工作压力也催生了基层公务员的职业倦怠感，使其工作积极性下降，甚至出现“不作为、懒作为、瞎作为”的现象，这些都极大影响了党和政府在人民心中的形象，不利于公务员队伍及高效服务型政府的建设，因此加强对基层公务员工作压力和职业倦怠的研究非常必要。

本文就是基于基层干部面临的压力和挑战不断增大这一现状，试图在众多学者研究的基础上，选取北京市Y区基层公务员为研究对象，发放工作压力和职业倦怠问卷，研究基层公务员工作压力与职业倦怠的相关情况。本研究共计回收有效问卷501份。通过对问卷数据的深入分析，对所提出的假设进行验证，得出以下结论：

（1）基层公务员工作压力的六个维度中工作本身压力和职业发展压力较大，均值均大于3，对其六个维度排序，大小依次是：工作本身压力>职业发展压力>组织机制与组织风格压力>角色压力>工作与家庭冲突压力>人际关系压力；基层公务员工作压力各维度在人口统计学变量上表现出了不同程度的差异。

（2）基层公务员职业倦怠的三个维度中，成就感低落得分最高，排在第一位，对职业倦怠三维度进行排序，大小依次是：成就感低落>情感耗竭>玩世不恭；基层公务员职业倦怠各维度在人口统计学变量上表现出了不同程度的差异性。

（3）基层公务员工作压力正向影响职业倦怠；基层公务员工作压力正向影响职业倦怠各维度（情感耗竭、玩世不恭以及成就感低落）；基层公务员工作压力各维度（工作本身压力、角色压力、人际关系压力、职业发展压力、组织机制与组织风格压力及工作与家庭冲突的压力）正向影响职业倦怠。

（4）在工作压力各维度与职业倦怠各维度的关系方面：工作压力各维度正向影响情感耗竭；工作压力各维度正向影响玩世不恭；角色压力、人际关系压力及组织机制与组织风格压力正向影响成就感低落，工作本身压力、职业发展压力及工作与家庭冲突压力与成就感低落不相关。

基于此，为减轻基层公务员的工作压力、缓解职业倦怠，笔者提出如下建议：从组织层面来说，一是要科学分配任务，合理减轻基层公务员工作负荷，二是拓宽成长空间，完善现有晋升制度，三是克服组织机制与组织风格带来的压力，四是明确岗位职责，规范工作角色，五是关心关爱基层公务员，正确处理工作与家庭的关系，六是优化工作环境，增进沟通交流，七是特别关注处于特殊年龄段的基层公务员；从个人层面来说，一是要加强学习，不断提高自身能力素质，二是要合理制定个人职业生涯发展规划，三是要增强自身适应和调节能力，保持健康乐观的心态。

Work pressure is a hot topic nowadays. Moderate work pressure can be transformed into motivation. However, if there is too much pressure, it will not only hamper the physical and mental health of grassroots civil servants, but also affect their daily work and reduce their enthusiasm and motivation for work. In the long term, this state will further generate boredom toward work, and finally result in job burnout. In recent years, with the deepening of the "streamline administration, delegate power, strengthen regulation and improve services" reform, grass-roots civil servants are facing increasingly heavy tasks, not only to promote the development of local economy and society, but also to face all aspects of assessment and accountability. All these have made grass-roots civil servants generally feel that they have higher requirements, heavier responsibilities and greater difficulties. The increasing work pressure has also given rise to the sense of job burnout of grass-roots civil servants, which has reduced their working enthusiasm and even led to the phenomenon of "inaction, laziness and inaction". These have greatly affected the image of the party and the government in the hearts of the people, and are not conducive to the construction of a civil service and an efficient service-oriented government. Therefore, it is necessary to strengthen the research on the work pressure and job burnout of grassroots civil servants.

Since the pressure and challenges faced by grassroots civil servants keep climbing, based on the existing work of scholars, this paper takes grassroots civil servants in Y District of Beijing as the research object, issues questionnaires on work pressure and job burnout, and tries to study the situations of grassroots civil servants' work pressure and job burnout in relation. A total of 501 valid questionnaires are collected in this study. Through in-depth analysis of questionnaire data and verification of hypotheses, the following conclusions are drawn:

(1) Among the six dimensions of work pressure on grassroots civil servants, the amount of pressure brought by daily work and career development is relatively large, with average values greater than 3. The six dimensions are sorted in order: daily work pressure, career development pressure, pressure created by organizational mechanism and environment, pressure resulting from role, work-family tension, and relationship problems. All dimensions of work pressure show different degrees of difference in demographic variables.

(2) Among the three dimensions of job burnout of grassroots civil servants, low sense of achievement ranks first. The three dimensions of job burnout are sorted in order: low sense of achievement, emotional exhaustion, and cynicism. The various dimensions of job burnout show different degrees of difference in demographic variables.

(3) The work pressure faced by grassroots civil servants has a positive correlation to job burnout. Work stress positively affects the dimensions of job burnout (emotional exhaustion, cynicism and low sense of achievement). Job burnout is positively affected by various dimensions of work stress (daily work stress, role stress, interpersonal stress, career development stress, organizational stress, and work-family tension) on grassroots civil servants. In terms of the relationship between each dimension of work pressure and each dimension of job burnout, other dimensions of work pressure can positively affect each dimension of job burnout except that work pressure, career development pressure and work-family conflict pressure cannot  predict low sense of achievement.

(4) On the relationship between the six dimensions of work pressure and the three dimensions of job burnout: each dimension of work pressure positively affects emotional exhaustion; All dimensions of work stress positively affect cynicism; Role stress, interpersonal relationship stress, organizational mechanism and organizational style stress positively affect low sense of achievement, while job stress, career development stress and work-family conflict stress are not related to low sense of achievement.

Based on this, in order to reduce the work pressure and job burnout of grass-roots civil servants, the author puts forward the following suggestions: from the organizational level, one is to scientifically allocate tasks and reasonably reduce the work load of grass-roots civil servants; the other is to expand the growth space and improve the existing promotion system; the third is to overcome the pressure brought by the organizational mechanism and organizational style; the fourth is to clarify job responsibilities and standardize work roles; the fifth is to care for grass-roots civil servants and correctly handle the relationship between work and family; the sixth is to optimize the working environment and enhance communication; the seventh is to pay special attention to grass-roots civil servants in special age groups; From the personal level, first, we should strengthen our study and constantly improve our ability and quality; second, we should formulate a reasonable personal career development plan; third, we should strengthen our ability to adapt and adjust and maintain a healthy and optimistic attitude.