工作倦怠量表与付出—获得不平衡量表在公安民警中的适用性及其关系研究

发布时间：2018-02-23 12:49

本文关键词： 工作倦怠警察付出-获得不平衡过分负责　出处：《中南大学》2010年硕士论文　论文类型：学位论文

【摘要】： 目的：1.检验工作倦怠量表和付出-获得不平衡量表在湖南省公安民警中的适用性；2.了解湖南省公安民警的工作倦怠情况,验证付出-获得不平衡模型在公安民警中对工作倦怠的解释力。方法：以湖南省432名公安民警为研究对象,选用工作倦怠量表、付出-获得不平衡量表及组织公平感量表对所有对象进行施测,通过内部一致性系数、分半相关、重测相关及验证性因素分析等方法来验证工作倦怠量表和付出-获得不平衡量表在公安民警中使用的信效度；采用方差分析法分析比较不同人口统计学群组的公安民警在工作倦怠方面的差异；比较高付出低获得和非高付出低获得,以及是否过分负责的公安民警在工作倦怠各因子水平上的差异。结果：1.工作倦怠量表的信度检验表明：各分量表内部一致性系数在0.70～0.83之间,各分量表分半信度在0.68～0.82之间,重测相关系数在0.76～0.84之间,相关都达到显著水平(p0.01)。效度检验显示：验证性因素分析各拟合指标χ2／df=1.952,RMAEA=0.047,CFI=0.950,GFI=0.949,提示该量表有较好的结构效度；工作倦怠各维度和公平感问卷各维度相关系数为0.14-0.39(p0.01)。 2.付出-获得不平衡量表各分量表内部一致性系数在0.69～0.87之间,各分量表分半信度在0.73-0.90之间,重测相关系数在0.71～0.85之间,相关都达到显著水平(p0.01)。效度检验显示：验证性因素分析各拟合指标为χ2／df=2.839,RMAEA=0.065, CFI=0.875, TLI=0.861,提示该量表有较好的结构效度。 3.单因素方差分析发现,不同工作单位在成就感降低因子上的差别显著(p0.01)；文化程度、性别、年龄及警龄在工作倦怠各因子上的差别均不显著；未婚警察情感耗竭上的得分明显高于已婚的警察(p0.05)；交通管理类警察的成就感降低要比治安管理警察的明显(p0.01)。一般民警的情绪耗竭及去人格化程度要显著高于所队正职(P0.05),所队副职的去人格化程度要显著高于所队正职(P0.05),一般民警及所队副职的成就感降低程度要比所队正职的明显(P0.05)。 4.情绪耗竭在ERI的不同水平没有显著性差异,去人格化和成就感降低在ERI的不同水平上差异性显著(P0.05)；情绪耗竭在过分负责的不同水平上有显著差异(P0.01),而去人格化和成就感降’低在过分负责的不同水平上没有显著性差异。结论：1.工作倦怠量表、付出-获得不平衡量表具有良好的心理测量学性能,可以用于公安民警人群的研究。 2.公安民警的工作倦怠在不同人口学资料上有一定差异,如未婚民警情感耗竭高于已婚民警,交通管理类民警成就感降低明显高于治安管理类民警,一般民警的情绪耗竭及去人格化要显著高于所队正职,一般民警及所队副职的成就感降低程度要明显高于所队正职。 3.付出-获得不平衡及过分负责对公安民警的工作倦怠有较好的预测力。
[Abstract]:Objective 1. To test the applicability of job burnout scale and pay-gain imbalance scale in Hunan police. 2. To understand the job burnout of police in Hunan province. To verify the explanation of job burnout by the pay-gain imbalance model in the police. Methods: 432 police officers in Hunan Province were selected as subjects, job burnout scale, pay-gain disequilibrium scale and organizational justice scale were used to measure all subjects. The internal consistency coefficient was divided into half correlation. Retest correlation and confirmatory factor analysis to verify the reliability and validity of job burnout scale and pay-gain imbalance scale used in police; The variance analysis was used to analyze and compare the differences in job burnout among different demographic groups, and the differences between high pay low gain and non-high pay low gain were compared. And whether the excessive responsibility of the police in the job burnout factor level difference. Results 1. The reliability test of job burnout scale showed that the internal consistency coefficient of each subscale was between 0.70 and 0.83, the split-half reliability of each subscale was between 0.68 and 0.82, and the test-retest correlation coefficient was between 0.76 and 0.84. The validity test showed that the fitting indexes 蠂 2 / dfr 1.952rMAEAA 0.047% CFI 0.950 / GFI 0.949, the correlation coefficients of job burnout dimensions and fair sense questionnaire dimensions were 0.14-0.39 (p0.01) and 0.14 ~ 0.39% (P < 0.01) respectively, and the correlation coefficient was 0.14-0.39 / 0.39 (P < 0.01), which indicated that the validity of the scale was better than that of GFI 0.949, and the correlation coefficient between the two dimensions was 0.14-0.39 (P < 0.01). 2.The internal consistency coefficient of each subscale of the pay-gain disequilibrium scale was between 0.69 and 0.87, the split-half reliability of each subscale was between 0.73-0.90, and the correlation coefficient of retest was between 0.71 and 0.85. The validity test showed that the fitting indexes of confirmatory factor analysis were 蠂 2 / dfU 2.839 rMAEAA 0.065, CFI 0.75 and tii 0.861respectively, which indicated that the scale had better structural validity. 3. Univariate ANOVA showed that there were significant differences in achievement reduction factors among different work units (p 0.01), but there were no significant differences in education level, gender, age and age in job burnout. The score of emotional exhaustion of unmarried police was significantly higher than that of married police, and the sense of achievement of traffic management police was lower than that of public security police. The general police officers' emotional exhaustion and depersonalization were significantly higher than that of the police. The degree of depersonalization of the deputy post of the team is significantly higher than that of the official post of the team, and the sense of achievement of the general police and the deputy post of the team is lower than that of the official post of the team. 4. There was no significant difference in emotional exhaustion in different levels of ERI. There were significant differences in depersonalization and sense of achievement at different levels of ERI (P 0.05), emotional exhaustion had significant difference in different levels of excessive responsibility (P 0.01), but there was no significant difference in depersonalization and lower sense of achievement in different levels of excessive responsibility. Conclusion 1. Job burnout scale, pay-gain disequilibrium scale has good psychometric performance and can be used in the study of police population. 2. The job burnout of police is different in different demographics. For example, the emotional exhaustion of unmarried police is higher than that of married police, and the sense of achievement of traffic management police is lower than that of the police of public security management. The emotional exhaustion and depersonalization of the general policemen are significantly higher than that of the officers, and the sense of achievement of the general policemen and their deputies is obviously higher than that of the officers. 3. Pay-acquisition imbalance and excessive responsibility have a good predictor of job burnout of police.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：D631.1

【引证文献】