黑龙江森工林业局员工工作倦怠与工作投入整合研究

发布时间：2018-07-27 19:14

【摘要】：黑龙江省的森林资源非常丰富,尤其是天然林资源的所占比重非常大,对于中国的林业经济建设起着重要的作用,在国家全面停伐及党的十八大提出的生态文明建设的背景下,黑龙江森工林业局员工面临失业、转岗等问题。工作投入与工作倦怠是两个对立的概念,目前,这两个概念越来越被管理科学和组织行为学两个学科领域所关注,近几年来,对二者的研究成为组织行为学领域的新课题。员工在工作中是投入的并不能代表他没有产生工作倦怠,因此,在对黑龙江森工林业局员工的工作状态进行调查和研究时,不能片面的从积极或者消极的方面进行,必须把二者结合到一起进行研究。论文通过对工作倦怠和工作投入两种截然不同的工作状态进行研究,将组织行为学范畴中的工作投入和心理学范畴中的工作倦怠整合在一起,不仅对工作倦怠和工作投入的研究方法进行了创新,还把两个学科领域进行关联,有一定的理论意义,也有利于促进人力资源管理学的发展。论文以黑龙江森工林业局的员工为研究对象,以实地调研数据为依据,对员工工作倦怠与工作投入进行整合研究。在准确定义工作倦怠与工作投入基本概念的基础上,对黑龙江森工林业局员工现状进行介绍,并对员工工作倦怠与工作投入影响因素和测量工具进行阐述,构建模型,设计调查问卷,以工作要求—资源模型为理论基础选择影响员工工作倦怠与工作投入的因素,对基于人口学变量的员工工作倦怠与工作投入的差异进行分析并设计员工工作倦怠与工作投入的整合模型,实现了“理论阐述-模型构建-实证研究”为主线的规范与实证相结合的研究模式。研究表明:(1)不同性别、工龄、婚姻状况和职务的员工在工作倦怠与工作投入上存在差异。(2)工作要求的3个维度与工作倦怠的3个维度是显著正相关关系,工作要求的重复工作维度与工作投入的奉献维度是显著的负相关关系,与活力维度和专注维度无显著相关关系,工作投入受工作要求的影响较小。(3)工作资源的晋升机会维度和社会支持维度与工作倦怠各维度都是显著负相关关系,社会支持对工作倦怠的三个维度的预测能力是最大的。工作资源的各个维度与工作投入的3个维度都是显著的正相关关系,福利对工作投入的3个维度的预测能力是最大的。(4)黑龙江森工林业局员工的工作倦怠是在工作要求和工作资源的共同作用下产生的,而工作投入仅受工作资源的影响。为了降低员工产生的工作倦怠程度,提高员工的工作投入程度,需要有充足的工作资源提供给员工。因此,可以通过科学合理配置和使用人力资源、改革现行薪酬制度、提供晋升机会与设置不同职业生涯发展路径、缓解员工工作压力与增强员工工作稳定性、政府增加政策支持与大力发展新型林业产业等方法提高员工工作投入程度。
[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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