基层公务员是国家政策一线的执行者，是连接政府和公众之间的桥梁，既需要传达上级的政策精神，也需要关注解决百姓的实际问题。随着“服务型政府”的理念逐渐清晰，社会公众对于公务员的要求也逐渐提高。尽管近几年国家一直在提倡为基层减负，但许多地方仅仅是用形式主义解决问题，加班成为了基层干部工作常态，同时，基层单位人员少、任务重，一人多岗的情况屡见不鲜，许多人都面临着超负荷运转，基层公务员的角色压力与日俱增，这严重影响了基层公务员的工作积极性，导致基层人才流失严重、人员消极怠工。而组织想要留住人才就必须提升对于这一群体的关注，提出改善对策以解决实际存在的问题，提升基层公务员的工作满意度，这既能提升基层干部的能力水平和综合素质，也在很大程度上影响了基层政府的执政水平和能力。本文以基层公务员为研究对象，对角色压力、组织支持感和工作满意度的关系构建模型进行研究。

    首先，本文对国内外学者在工作满意度方面的研究成果进行了梳理总结，在此基础上确定出影响工作满意度的相关因素，可能角色压力和组织支持感以及人口统计学变量会对工作满意度产生影响。其次，以廊坊市A区基层公务员为研究对象，通过座谈法、问卷调查法进行抽样调查，对基层公务员的工作满意度影响因素进行分析，运用SPSS26.0和SPSSAU软件对收集的487份问卷进行了描述性分析、方差分析、相关性分析、回归分析和中介效应分析，进一步对研究假设进行了验证。再次，通过实证研究得到了如下几个结论：基层公务员角色压力及其各维度与工作满意度均呈显著负相关关系；角色压力及其各维度与组织支持感均呈显著负相关关系；组织支持感与工作满意度呈显著正相关关系；组织支持感在角色压力和工作满意度之间起到了部分中介作用；人口统计学变量中的年龄、学历、工作年限、职务层次和平均每天工作时长在工作满意度方面表现出了显著的差异性。最后，针对上文的研究结论结合A区实证分析，主要从降低角色压力和提升组织支持感两个角度出发，提出了提升工作满意度相应的建议：一是多维度减轻角色压力，二是全方位给予组织支持，三是建立精准化激励机制，四是营造公平公正组织氛围。

Basic-level civil servants are the front-line executors of national policies and the bridge between the government and the public. They need to convey the policy spirit of their superiors and also need to pay attention to solving the practical problems of the people. As the concept of "service-oriented government" gradually became clear, the public's requirements for civil servants also gradually increased. Although the country has been advocating reducing the burden on the grassroots in recent years, in many places only use formalism to solve problems, and overtime has become the norm for grassroots cadres. At the same time, it is not uncommon for grassroots units to have fewer personnel, heavy tasks, and multiple jobs. They are all facing overloaded operations, and the pressure on the role of grassroots civil servants is increasing day by day, which seriously affects the enthusiasm of grassroots civil servants, leading to serious loss of grassroots talents and passive sabotage of personnel. However, if organizations want to retain talents, they must increase their attentions to this group, propose improvement measures to solve actual problems, and improve the job satisfaction of grassroots civil servants. This can not only improve the ability and comprehensive quality of grassroots cadres, but also to a large extent it has affected the ruling level and ability of the grassroots government. This article takes basic-level civil servants as the research object to study the relationship construction model of role pressure, organizational support and job satisfaction.

    First of all, this article summarizes the research results of domestic and foreign scholars on job satisfaction, and on this basis, determines the relevant factors that affect job satisfaction. It is possible that role pressure, organizational support, and demographic variables will make job satisfaction degree has an impact. Secondly, take the basic-level civil servants in area A of Langfang City as the research sample, conduct sample surveys through the discussion method and questionnaire surveys method, analyze the influencing factors of the grassroots civil servants’ job satisfaction, and using SPSS26.0 and SPSSAU software to analyze the collected 487 questionnaires, including descriptive analysis, analysis of variance, correlation analysis, regression analysis and mediating effect analysis, to further verify the research hypothesis.Thirdly, through empirical research, the following conclusions have been obtained. The role pressure and its dimensions of grassroots civil servants are significantly negatively correlated with job satisfaction; the role pressure and its dimensions are significantly negatively correlated with the sense of organizational support; organizational support there is a significant positive correlation between feelings and job satisfaction; organizational support plays a part of the mediating role between role pressure and job satisfaction; demographic variables of age, education, working years, job level and average working hours there are significant differences in job satisfaction. Finally, based on the above research conclusions combined with the empirical analysis of area A, it mainly starts from the two perspectives of reducing role pressure and improving organizational support, and proposes corresponding suggestions for improving job satisfaction: one is to reduce role pressure in multiple dimensions, and the other is to comprehensively provide organizational support, the third is to establish a precise incentive mechanism, and the fourth is to create a fair and just organizational atmosphere.