公务员是为人民服务的群体，其工作状态对工作质量和工作效率有着重要影响，因此公务员的工作状态也关系着人民的切身利益。工作繁荣是一种积极的心理状态，这种状态由“学习”和“活力”两个维度构成，是个体成长和进步的标志。随着公务员群体构成逐渐多元化，公务员队伍的管理愈发重要和复杂，如何提升公务员的工作繁荣水平，进而提升公务员的工作质量和工作效率也成为了公务员管理面临的重要问题。包容性氛围作为一种倡导消除偏见，公平对待、尊重和包容不同特点个体，给予所有个体同等的发展机会，并将所有个体都纳入团体决策的组织环境，能使公务员在工作环境中感到被接纳和被尊重，从而建立正向的工作情感，获得积极的工作体验。然而，目前针对公务员团队包容性氛围结果变量的定量研究较少，且对于公务员个体工作繁荣的跨层次影响尚未通过实证检验。因此，本研究基于自我决定理论、资源保存理论、工作繁荣的社会嵌入模型等成熟理论，探讨团队包容性氛围如何影响公务员个体工作繁荣及其中存在的双重中介作用，并依据社会学习理论检验团队学习氛围的调节作用。

       研究以广东省出入境边防检查站的45个工作团队和556位军转干部公务员的配对数据为调查样本。出入境边防检查的公务员团队部分由退役后的军人构成，这部分群体被称为军转干部群体。相比于其他公务员，军转干部不具备学历和专业能力优势，在工作中容易受到排挤和区别对待，是需要团队包容的群体之一。因此，以军转干部公务员团队为研究对象探讨包容性氛围具有典型性和代表性。进一步，研究运用SPSS，Amos，Mplus等软件进行实证分析并构建跨层结构方程模型。研究结果显示：包容性氛围正向影响个体工作繁荣；个体心理资本、社会资本在团队包容性氛围与工作繁荣之间发挥中介作用；此外，学习氛围会增强个体心理资本、社会资本对工作繁荣的正面影响，同时增强包容性氛围通过个体心理资本、社会资本的中介作用对个体工作繁荣的正向影响。

      通过实证分析，研究推进了包容性氛围以及工作繁荣的相关理论，并在工作繁荣的社会嵌入模型基础上探讨了工作繁荣的两类前因变量：部门情境特征与工作资源之间的关系，为公务员群体提供了改善个体工作体验，进而提升工作效率和工作质量的管理新思路。

        Civil servants are a group serving the people. Their working status  has an important impact on the quality and efficiency of work and is related to the vital interests of the people. Thriving at work is a positive psychological state, which is composed of two dimensions of ' learning ' and ' vitality ', and is a sign of individual growth and progress. With the gradual diversification of the civil service group’s composition, the management of the civil service group has become increasingly important and complicated. Improving the level of thriving at work of civil servants, and thus improving the quality and efficiency of civil servants has become an important issue facing the management of them. Inclusive climate, as an organizational environment that advocates the elimination of prejudice, treats, respects and tolerates individuals with different characteristics fairly, gives all individuals the same development opportunities, and incorporates all individuals into group decision-making, can make civil servants feel accepted and respected in the working environment, so as to establish positive work emotions and gain positive work experience. However, there are few quantitative studies on the outcome variables of civil servants ' group inclusive climate, and the cross-level impact on civil servants ' individual thriving at work has not been empirically tested. Therefore, based on the conservation of resources theory, the social embedded model of thriving at work and other related theories, this study explores how team inclusive climate affects the thriving at work of civil servants and the dual mediating role in it, and tests the moderating role of team learning climate.

         In this study, data from 556 civil servants nested in 45 teams at the entry-exit border checkpoints in Guangdong Province were collected to test the proposed model. The civil service team of entry-exit border checkpoints is composed of retired military personnel, which are called military cadres. Compared with other civil servants, military cadres do not have the advantages of education and professional ability, and are easily excluded and treated differently in their work. They are one of the groups that need team tolerance. Therefore, it is typical and representative to explore the inclusive atmosphere with the civil servant team of military cadres as the research object. Further, the study uses SPSS, Amos, Mplus and other software to conduct empirical analysis and build a cross-layer structural equation model. The results show that inclusive atmosphere positively affects individual thriving at work ; individual psychological capital and social capital play an mediating role between team inclusive atmosphere and thriving at work ; in addition, the learning atmosphere will enhance the positive impact of individual psychological capital and social capital on thriving at work, and enhance the positive impact of inclusive atmosphere on individual thriving at work through the mediating  role of individual psychological capital and social capital.

        Through empirical analysis, the research promoted the theories of inclusive climate and thriving at work, and discussed the two types of antecedent variables of thriving at work based on the social embedded model of thriving at work : the relationship between unit contextual features and resources produced in the doing of work. It provides a new management idea for civil servants to improve individual work experience, thereby improving work efficiency and quality.