本文的研究主题是新时代青年公务员职业生涯发展，关注职业生涯发展情况如何、影响因素有哪些、如何科学合理地进行职业生涯规划与管理等问题。本文通过半结构化面对面访谈的定性研究，发现调节定向对青年公务员职业生涯发展具有影响，并通过访谈数据编码，得到核心范畴“新时代青年公务员职业生涯发展”，外部因素和内部因素2个主题，平台环境、工作内容、组织建设、个人素质、人际沟通、职业生涯规划、职业高原、职业生涯管理等8个主要范畴，以及影响、促进、被影响、被促进、被调节等5种关系，并在此基础上构建了新时代青年公务员职业生涯发展模型。本文通过问卷调查的定量研究，发现工作内容、组织建设、个人素质、人际沟通等4个维度对新时代青年公务员职业生涯发展影响较为明显，尤其是工作内容维度的工作条件、发展路径，以及组织建设维度的晋升机制、组织文化等4个因素，影响最为突出。本文在研究发现的基础上，对新时代青年公务员职业生涯发展展开分析与讨论，认为新时代青年公务员职业生涯发展面临的主要外部因素包括工作要求及内容变化迅速、晋升渠道狭窄问题依然存在、职业培训与生涯管理的积极探索等，主要内部因素包括人际沟通产生新变化、工作—家庭平衡面临挑战、职业生涯规划受到重视等，还认为4个维度的影响因素在新时代青年公务员职业生涯发展的不同阶段会起到不同的影响作用：在职业生涯发展初期，工作内容是最主要的影响因素；在职业生涯发展中期，组织建设、个人素质、人际沟通是最主要的影响因素；在职业生涯发展后期，个人素质、人际沟通是最主要的影响因素。本文提出针对新时代青年公务员职业生涯发展的对策建议，认为国家层面需要做好顶层设计，具体表现为落实好职务职级并行、进一步完善绩效管理机制、增强横向岗位流动；组织层面需要构建制度文化，以组织文化为纽带引领青年公务员，并强化制度落实回应新时代要求，高效地实现组织所要达成的愿景和目的；个人层面需要强化职业规划，青年公务员应当从时间维度和横向维度做好职业生涯规划，进一步促进职业生涯发展。本文还对研究创新点和不足之处做了简要介绍，并对研究的下一步开展进行了总结与展望。

The research theme of this paper is the career development of youth civil servants in the new era, focusing on the career development situation, what are the influencing factors, and how to carry out career planning and management in a scientific and reasonable way. Through the qualitative research of semi-structured face-to-face interviews, the paper finds that adjustment orientation has an impact on the career development of youth civil servants, and through the coding of interview data, the paper obtains the core category which is career development of youth civil servants in the new era, two themes of external factors and internal factors , eight main categories of platform environment, work content, organizational construction, personal quality, interpersonal communication, career planning, career plateau, career management, and five relationships of influence, promote, influenced, promoted, and regulated. On this basis, the career development model of youth civil servants in the new era is constructed. Through the quantitative research of questionnaires, the paper finds that four dimensions, including work content, organizational construction, personal quality, and interpersonal communication, have a significant impact on the career development of youth civil servants in the new era. Especially the four factors, which are working conditions, development paths in the work content dimension, and promotion mechanism, organizational culture in the organizational construction dimension, have the most prominent influence. Based on the research findings, the paper analyzes and discusses the career development of youth civil servants in the new era, and believes that the main external factors facing the career development of youth civil servants in the new era include rapid changes in job requirements and content, continuous existence of narrow promotion channels, active exploration of vocational training and career management, etc., and the main internal factors include new changes in interpersonal communication, challenges in work – family balance, attention to career planning, etc. It is also believed that the influencing factors of four dimensions will play different roles in different stages of the career development of youth civil servants in the new era. In the early stage of career development, work content is the most important influencing factor. In the middle of career development, organizational construction, personal quality and interpersonal communication are the most important influencing factors. In the later stage of career development, personal quality and interpersonal communication are the most important influencing factors. The paper puts forward countermeasures and suggestions for the career development of youth civil servants in the new era, believing that top-level design needs to be done at the national level, which is embodied in the implementation of the parallel of job ranks, further improvement of the performance management mechanism, and enhancement of horizontal job mobility; institutional culture needs to be built at the organizational level to efficiently realize the vision and goals that the organization wants to achieve, using organizational culture as a link to guide youth civil servants, and strengthening the implementation of the system to respond to the requirements of the new era; career planning needs to be strengthened at the individual level, and youth civil servants should make career planning from the time dimension and horizontal dimension to further promote career development. The paper also briefly introduces the research innovations and shortcomings, as well as summarizes and looks forward to the next step of the research.