议事协调机构作为我国行政管理领域不同于传统科层制的一种弹性化组织，在应对重大风险、承担特别行政任务层面具有显著的制度优势，因其是非常设机构，通常采取抽调相关单位工作人员集中办工的方式开展工作。目前国内学者大多关注议事协调机构存在的合法性和行政效能等宏观层面问题，而较少聚焦议事协调机构中的工作人员本身；并且对借调公务员的研究较多，对抽调公务员的分析少见；现有理论中对职业压力的研究已相对成熟，但对公务员这一特定群体职业压力的研究占比较低，且研究方式单一。本文把研究焦点放在议事协调机构抽调公务员本身上来，选取议事协调机构典型示例——K市疫情指挥部，对抽调公务员的职业压力进行研究，分析抽调公务员相较于没有抽调经历的公务员职业压力的大小、导致抽调公务员职业压力的原因以及针对性改善建议。本文的研究有利于丰富我国现有的公务员职业压力研究范围，对缓解公务员职业压力、完善公务员抽调制度和提高议事协调机构行政效能有积极意义。本文在现有公务员职业压力研究的基础上，结合对K市疫情指挥部15名抽调公务员的访谈内容，确定了公务员职业压力调查问卷。通过SPSS软件对K市疫情指挥部91名抽调公务员和K市其他常设机构没有抽调经历的126名公务员的职业压力调查问卷结果分析，发现抽调公务员和没有抽调经历的公务员职业压力均为中等水平以上，且抽调公务员的职业压力高于没有抽调经历的公务员。同时六个维度压力源对抽调公务员和没有抽调经历的公务员职业压力的影响不同，对抽调公务员职业压力的影响从大到小分别是组织行为、职业发展、工作本身、家庭生活、人际关系和角色定位；对没有抽调经历的公务员职业压力的影响从大到小分别是人际关系、工作本身、组织行为、家庭生活、职业发展和角色定位。通过访谈内容和问卷数据分析发现，组织行为和职业发展两个维度压力源对抽调公务员的职业压力产生较大的影响，存在抽调公务员抽调期间没能在原单位职务职级晋升或评先评优、以及需同时兼顾不同岗位工作的现象。在此基础上，本文从组织和个人两个层面分析造成抽调公务员职业压力的原因，组织层面存在相关制度不完善、激励机制不健全等问题；个人层面存在没有正确认识压力、工作能力不足、工作和家庭难以平衡等矛盾。针对性提出完善议事协调机构抽调人员管理制度，严格执行抽调相关规定，构建长效管理机制等对策建议。同时，抽调公务员个人也要积极面对工作困难，主动增强工作能力，在工作和家庭中找到平衡。

As a kind of flexible organization different from the traditional hierarchical system in the field of administrative management in China, the discussion and coordination organization has remarkable system advantage in responding to great risks and undertaking special administrative tasks. Because it is a non-permanent institution, the organization usually adopts the way of selecting staff members from related units to centralize to carry out the work. Presently, most of the domestic scholars pay attention to macro-level issues such as the legitimacy and administrative effectiveness of the organization, but less focus on the staff members themselves. Moreover, there are more studies on the secondment of civil servants, but less analysis on drafted civil servants. The research on occupational stress in existing theories has been relatively mature, but the research on occupational stress of the special group, the civil servants drafted, accounts for a relatively low proportion, and the research method is single. In this paper, the focus of the study is on the civil servants who are drafted to discussion and coordination organizations. A typical example of one of the organizations is selected, namely the K Command Center for Covid-19 Prevention and Control, to study the occupational stress of the civil servants who are drafted to the Headquarters in K City, and analyze the occupational stress of them with those not drafted, trying to find the causes of the occupational stress of the civil servants drafted, and conclude the targeted improvement suggestions. This study is beneficial to enrich the existing study scope of civil servant stress China, which has positive significance in easing civil servant occupation stress, perfecting the sampling system of civil servants and enhancing the administrative efficiency of coordination organization. Based on the existing research on the occupational stress of civil servants, this paper combines the interviews of 15 civil servants selected from the the K Command Center for Covid-19 Prevention and Control, and determines the occupational stress questionnaire of civil servants. Then through the analysis of the questionnaire results of the occupational stress of 91 civil servants who have been drafted to the K Command Center for Covid-19 Prevention and Control and 126 civil servants who have not been drafted from other permanent organizations of K City by SPSS, it is found that the occupational stress of the civil servants is above the medium level, and the occupational stress of the civil servants drafted is higher than that of the civil servants who are not drafted. At the same time, the six dimensions of stressors have different influences on the occupational stress of the civil servants drafted and those not drafted. The influences on the occupational stress of the civil servants who are drafted from the highest to the lowest are: organizational behavior, occupational development, self work, family life, interpersonal relationship, and role orientation. But the influences of occupational stress on civil servants who have no drafted experience from the highest to the lowest are: interpersonal relationship, self work, organizational behavior, family life, occupational development, and role orientation. By contrast, it is found that organizational behavior and occupational development have a great impact on the occupational pressure of the civil servants who are drafted. Based on the interviews, it is found that there are some phenomena that civil servants who are drafted fail to be promoted in their posts and ranks in their original units, and need to consider different positions at the same time. On this basis, this paper analyzes the reasons for the career stress of civil servants from the organizational and individual levels. At the organizational level, there are problems such as imperfect relevant system and imperfect incentive mechanism. At the personal level, there are contradictions such as lack of correct understanding of stress, lack of work ability, and difficult balance between work and family. Countermeasures and suggestions are put forward to improve the management system for personnel drafted to discussion and coordination organization, strictly implement relevant regulations on the personnel drafted, and build a long-term management mechanism. At the same time, the individual civil servants should also actively face the difficulties of work, take the initiative to enhance the ability to work, and find a balance between work and family.