铁路行业职业倦怠实证研究

发布时间：2018-08-13 12:32

【摘要】：职业倦怠对于个人和组织都会造成较大的负面影响，早在上世纪八十年代，国外学者就把职业倦怠称为“上班族的头号敌人”。中国人力资源开发网2010年开展了一次网络调查，结果显示：被测评人员的82.5%具有不同程度的职业倦怠现象，说明职业倦怠已经非常普遍和严重。急需引起企业领导和人力资源部门的高度重视。由于国内学者以往在进行职业倦怠研究时大都局限在教师、医生、人民警察等行业。本研究独树一帜，以铁路职工为对象，拓宽了职业倦怠的研究范围。本研究的主要内容包括：①根据国内外学者的研究成果对现有职业倦怠量表进行修改并加以验证；②通过统计分析，大致描述出铁路职工的职业倦怠总水平，以及在情绪衰竭、疏离、低成就感3个维度的职业倦怠情况；③探讨职业倦怠的影响因素和不良结果；④通过访谈的形式了解研究对象的内心真实想法。本研究通过调查问卷获得数据，采用信度分析、因子分析、方差分析、相关分析和回归分析处理数据并得出结果。研究结果表明: l、经过改编，本研究应用的职业倦怠量表较好地符合了职业倦怠三维结构理论。 2、研究样本的职业倦怠现象不太严重。 3、研究对象职业倦怠的程度同时受到个体因素、工作因素、组织因素和社会支持因素的影响。其中，神经质对职业倦怠各维度和职业倦怠总水平均有预测作用；自尊对职业倦怠的疏离维度有预测作用；工作负荷对职业倦怠的情绪衰竭维度和职业倦怠总水平有预测作用；工作内容对职业倦怠的低成就感维度和职业倦怠总水平有预测作用；职业发展机会对职业倦怠的低成就感维度有预测作用；上级支持对职业倦怠各维度和职业倦怠总水平均有显著预测作用，应重点关注。 4、研究样本职业倦怠各维度分别与结果变量各维度（工作满意度、离职怠工、工作绩效和身心健康）显著相关，具有一定预测作用。 5、通过访谈，验证了研究对象的职业倦怠情况以及成因和结果，同时证明了职业倦怠量表的科学性。根据研究结果，从人力资源管理角度提出意见建议。
[Abstract]:Job burnout has a great negative impact on individuals and organizations. As early as 1980s, foreign scholars called job burnout "the number one enemy of office workers". China Human Resources Development Network conducted an online survey in 2010. The results show that 82.5% of the respondents have different degrees of job burnout, indicating that job burnout has been very common and serious. It is urgent to arouse the high attention of enterprise leaders and human resources departments. In the past, most of the researches on job burnout were confined to teachers, doctors, people's police and so on. This study is unique, taking railway workers as the object, and widens the scope of research on job burnout. The main contents of this study include the revision and verification of the existing job burnout scale based on the research results of domestic and foreign scholars. Through statistical analysis, the general level of job burnout of railway workers and their emotional exhaustion are roughly described. Three dimensions of job burnout such as alienation and low sense of achievement. (3) to explore the influencing factors and adverse results of job burnout. 4 to understand the real inner thoughts of the subjects through interviews. In this study, the data were obtained by questionnaire, and the results were obtained by reliability analysis, factor analysis, variance analysis, correlation analysis and regression analysis. The results show that: l, after adaptation, The job burnout scale applied in this study accords well with the theory of three dimensional structure of job burnout. 2, the phenomenon of job burnout in the study sample is not very serious. 3. The degree of job burnout of the study subjects is affected by individual factors at the same time. The influence of work factors, organizational factors and social support factors. Neuroticism can predict the dimensions of job burnout and the total level of job burnout, self-esteem can predict the estrangement dimension of job burnout, work load can predict the dimensions of emotional exhaustion and total level of job burnout. Job content can predict the dimension of low achievement and total level of job burnout, and the opportunity of career development can predict the dimension of low achievement of job burnout. The superior support has a significant predictive effect on all dimensions of job burnout and the total level of job burnout, and should be focused on. 4. The study sample of job burnout dimensions and outcome variables of each dimension (job satisfaction, resignation idle), Job performance and physical and mental health) were significantly correlated and had a certain predictive effect. 5. Through interviews, the results and causes of job burnout were verified, and the scientific nature of job burnout scale was proved. Based on the results of the study, suggestions are made from the perspective of human resources management.
【学位授予单位】：中国海洋大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F532;F272.92;F224

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