黑龙江森工林业局员工工作倦怠与工作投入整合研究
[Abstract]:Heilongjiang Province is rich in forest resources, especially natural forest resources, which play an important role in China's forestry economic construction. Under the background of the national cutting down and ecological civilization construction proposed by the 18th National Congress of the Communist Party of China, Heilongjiang Forestry Bureau staff face unemployment, transfer and other issues. Job engagement and job burnout are two opposite concepts. At present, these two concepts have been paid more and more attention to in the field of management science and organizational behavior. In recent years, the research on the two concepts has become a new topic in the field of organizational behavior. The fact that the employee is engaged in the work does not mean that he did not produce job burnout. Therefore, in the investigation and study of the work status of the employees of Heilongjiang Forestry Industry and Forestry Bureau, we should not unilaterally carry out it from the positive or negative aspects. The two must be combined for research. Through the study of job burnout and job engagement, this paper integrates job engagement in organizational behavior and job burnout in psychology. It not only innovates the research methods of job burnout and job engagement, but also links the two disciplines, which has certain theoretical significance and is conducive to the development of human resources management. This paper takes the staff of Heilongjiang Forestry Bureau as the research object, and studies the integration of job burnout and job engagement based on the field investigation data. On the basis of defining the basic concepts of job burnout and job engagement, this paper introduces the present situation of employees in Heilongjiang Forestry Bureau of Forestry Industry, and expounds the influencing factors and measuring tools of employee job burnout and job engagement, and builds a model. A questionnaire was designed to select the factors that affect the job burnout and job engagement based on the job requisition-resource model. This paper analyzes the differences between job burnout and job engagement based on demographic variables and designs an integrated model of job burnout and job engagement. This paper realizes the research model of "theoretical expounding-model building-empirical research" as the main line of normative and empirical research. The results showed that: (1) there were significant differences in job burnout and job engagement among different gender, length of service, marital status and position. (2) the three dimensions of job requirement were positively correlated with the three dimensions of job burnout. There was a significant negative correlation between the dimension of repetitive work and the dimension of work commitment, but no significant correlation between the dimension of activity and the dimension of focus. Job engagement is less affected by job requirements. (3) the promotion opportunity dimension and social support dimension of job resources have significant negative correlation with each dimension of job burnout. The three dimensions of social support are the largest predictors of job burnout. Each dimension of work resource has significant positive correlation with three dimensions of work engagement. (4) Job burnout of Heilongjiang Forestry Bureau is caused by the joint action of job requirement and work resource, but work engagement is only affected by work resource. In order to reduce the degree of job burnout and improve the degree of work engagement, sufficient work resources should be provided to employees. Therefore, through scientific and rational allocation and use of human resources, reform of the current salary system, provide opportunities for promotion and set up different career development paths, relieve the work pressure of employees and enhance their job stability. The government increased policy support and vigorously developed new forestry industries to improve the degree of staff involvement.
【学位授予单位】:东北农业大学
【学位级别】:硕士
【学位授予年份】:2017
【分类号】:F272.92;F326.25
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