基层公务员直面群众，服务农村，是基层政府行使行政职能的主力军，其离职倾向直接影响基层乡镇政府的工作效率和执政水平。当今社会，普遍认为公务员工作稳定，然而在“铁饭碗”的背后，面临着工作家庭双重压力、工作负荷强、工作环境差、群众工作复杂，致使基层公务员对工作缺乏激情、产生离职倾向。廊坊市安次区位于河北中部，京津之间，是京津冀协同发展的重要地段。因此，本文在借助国内外现有研究成果的基础上，结合乡镇政府的实际情况，以廊坊市安次区基层乡镇政府为例，就基层公务员离职倾向及其影响因素进行研究，并提出降低离职倾向的对策建议。对构建稳定的基层乡镇政府人才队伍、提升政府执政水平有至关重要的意义。

本文在对深入访谈编码整理的基础上，参考借鉴国内外若干关于离职倾向及其影响因素的成熟量表，开展问卷调查。经过对廊坊市安次区8个乡镇政府的公务员通过电子问卷的形式进行调查分析，在历时近1个月的时间中累计获取412分有效问卷，并以此为基础数据样本采用SPSS20.1工具进行描述性、相关性、回归性及中介效应分析，得到以下结论：（1）廊坊市安次区基层公务员离职倾向处于中等略偏上水平。（2）各人口统计学变量对离职倾向的影响没有显著性差异。（3）基层公务员工作负荷对离职倾向呈正向作用，工作—家庭冲突对离职倾向呈正向作用，工作满意度对离职倾向呈负向作用，组织承诺对离职倾向呈负向作用。（4）组织承诺在工作负荷与离职倾向起中介作用；组织承诺在工作—家庭冲突与离职倾向产生一定的中介效果；组织承诺在工作满意度与离职倾向之间也有一定的中介作用。（5）针对分析结果，分别从基层公务员“选”、“育”、“用”、“管”四方面降低基层公务员离职倾向对策进行思考，期望对基层公务员管理提供决策参考。

As the main administration force in grassroots governments, civil servants serve masses in rural areas, whose turnover tendency directly affects the work efficiency and governance of governments. Now, it’s generally considered that the job of civil servants is as stable as an “iron rice bowl”. However, they are facing so many challenges as the dual pressure from work and family, tense workloads, poor work environment and complicated mass work, all of which result in their low motivation and turnover tendency. Located in the central part of Hebei province, which lies between Beijing and Tianjin, Anji District of Langfang City is important for the coordinated development of Beijing-Tianjin-Hebei region. Therefore, based on the present researches at home and abroad and the situation of township governments, this paper takes township governments of Anci District as examples to study the turnover tendency of grassroots civil servants and its influence factors, and proposes countermeasures to reduce the tendency, which are of vital importance for building a stable talent team in township governments and enhancing governments’ governance.

On the basis of the compilation of in-depth interviews, this paper uses a number of domestic and foreign mature questionnaires on turnover tendency and its influence factors for references and conducts a questionnaire survey. With civil servants in eight township governments of Anci District as respondents, the author obtains 412 valid e-questionnaires in a month, and conducts description, correlation, regression and inter-mediation analysis on those samples through SPSS20.1. The following conclusions have been drawn: (1) The turnover tendency of grassroots civil servants in Anci District is above average slightly. (2) There is no significant difference in the impact of demographic variables on turnover tendency. (3) Workloads of grassroots civil servants have a positive effect on turnover tendency; work-family conflict has a positive effect on turnover tendency; job satisfaction has a negative effect on turnover tendency; organizational commitment has a negative effect on turnover tendency. (4) Organizational commitment plays an intermediary role between workloads and turnover tendency, and a certain intermediary effect between work-family conflict and turnover tendency as well as between job satisfaction and turnover tendency. (5) In view of the analyses, the author puts forward countermeasures on reducing the turnover tendency of grassroots civil servants from their “selection”, “instruction”, “use” and “supervision”, so as to provide reference for managing them.