员工工作倦怠的发展模型:来自纵向研究的证据

采用Maslach工作倦怠量表对263名企业员工在一年时间内的三个等距时间点(T1,T2,T3)的工作倦怠进行测量,纵向研究中国文化背景下工作倦怠的发展规律,并比较工作倦怠发展的六种因果模型。研究结果表明,去人性化影响成就感降低,且这种影响具有跨时间一致性;但是情绪衰竭和去人性化相互影响的跨时间一致性较低,如T1情绪衰竭影响T2去人性化,但是T2情绪衰竭对T3去人性化的影响不显著;T1去人性化对T2情绪衰竭的影响不显著,但是T2去人性化影响T3情绪衰竭。去人性化在工作倦怠的发展中具有非常重要的作用。     

The role of social support in burnout among Dutch medical residents

Burnout levels among medical residents are considered high. A lack of social support has shown to have a direct effect on emotional exhaustion, and depersonalization, two of the three burnout indicators. In this study, we examined the satisfaction of medical residents with social support (emotional, appreciative and informative) received from supervisors, fellow medical residents, nurses and patients. In addition, the correlation between social support and burnout was studied. Medical residents were significantly more dissatisfied with the emotional, appreciative and informative support received from their supervisors compared with fellow residents and nurses (respectively, 13.4+/-4.0 vs. 9.9+/-2.8 and 10.0+/-2.4; 10.0+/-2.9 vs. 7.4+/-2.0 and 7.3+/-1.8; and 7.2+/-2.3 vs. 5.4+/-1.6 and 5.3+/-1.5; p<.001). Significant independent effects were found on emotional exhaustion: from dissatisfaction with emotional support [Beta=.44, p<.001, total R2=.25] and dissatisfaction with appreciative support from supervisors [Beta=.30, p<.01, total R2=.11]. Moreover, dissatisfaction with emotional support from supervisors had an independent significant effect on depersonalization [Beta=.33, p=.001, total R2=.14]. The best predictor of burnout appeared to be dissatisfaction with emotional support received from supervisors. Our results suggest that intervention programs should not only focus on the medical residents, but also on the supervisors to improve their supportive skills.     

教师倦怠与自尊、心理健康和离职意向的关系

为探讨教师倦怠与自尊、心理健康和离职意向之间的关系,利用工作倦怠问卷、自尊问卷、一般健康问卷和离职意向问卷对350名教师进行施测。结果表明:(1)耗竭对自尊、心理健康和离职意向有显著的预测作用(p<0.01),人格解体对自尊有显著的预测作用(p<0.01),成就感降低对自尊和心理健康有显著的预测作用(p<0.01);(2)自尊部分中介耗竭和成就感降低对心理健康的影响(p<0.01),并能完全中介人格解体对心理健康的影响(p<0.01)。     

Relationships among burnout, job involvement, and organizational citizenship behavior

R. Cropanzano, D. E. Rupp, and Z. S. Byrne (2003) found that emotional exhaustion (i.e., 1 dimension of burnout) negatively affects organizational citizenship behavior (OCB). The authors extended this research by investigating relationships among 3 dimensions of burnout (emotional exhaustion, depersonalization, and diminished personal accomplishment) and OCB. They also affirmed the mediating effect of job involvement on these relationships. Data were collected from 296 paired samples of service employees and their supervisors from 12 hotels and restaurants in Taiwan. Findings demonstrated that emotional exhaustion and diminished personal accomplishment were related negatively to OCB, whereas depersonalization had no independent effect on OCB. Job involvement mediated the relationships among emotional exhaustion, diminished personal accomplishment, and OCB.     

加班的自我决定程度、时间和报酬对情绪耗竭的影响

运用自我决定理论剖析加班动机，探讨加班的自我决定程度对情绪耗竭的影响机制及其与加班时间、加班报酬的交互作用。对369名加班员工的调查发现，加班的自我决定程度负向影响情绪耗竭水平，任务完成感知部分中介了这一过程；长时间加班放大了加班的自我决定程度对情绪耗竭的影响；高自我决定和高加班报酬削弱了加班时间对情绪耗竭的影响；加班报酬对情绪耗竭存在通过加班自我决定程度的负向间接影响。     

Social support as a buffer in the stress-burnout relationship

Since the burnout syndrome has a negative impact both on the individual affected and the institution in which he/she is employed, it is important to identify the factors which may alleviate the level of burnout. Social support is said to be one of such factors. Our study was undertaken to investigate the influence of social support in the workplace and general social support on relationships between global stress and stress related to role conflict, ambiguity, and overload and burnout components (emotional exhaustion, depersonalization, and personal accomplishment). The subjects were 1,023 hospital nurses. The results indicate that burnout level correlates highly with organizational and global stress. The role of social support in determining the level of particular burnout components varied according to the type and scope of support. No reliable correlation was found between emotional exhaustion and social support of any type. The level of depersonalization was related only to general support whereas a personal accomplishment factor was related to both types of support. The study did not reveal a buffering effect of both types of social support on the relationships between stress and components of burnout.     

被动性社交网站使用与自尊和自我概念清晰性:有调节的中介模型

为探讨被动性社交网站使用对自尊和自我概念清晰性的影响及其作用机制,在社会比较理论和乐观的保护性作用的视角下,采用问卷法对1208名大学生进行调查。结果表明:(1)被动性社交网站使用对自尊没有直接的预测作用,但能通过上行社会比较的中介作用负向预测自尊;(2)被动性社交网站使用不仅能够直接负向预测自我概念清晰性,还能通过上行社会比较的中介作用对其产生影响;(3)上行社会比较的中介效应受到乐观的调节,相对于乐观水平高的个体,间接效应在乐观水平低的个体中更为显著;(4)此外,在乐观水平高的个体中,上行社会比较对自尊的负向预测作用以及上行社会比较在被动性社交网站使用与自尊之间的中介作用都不显著,但是上行社会比较对自我概念清晰性的负向预测作用以及上行社会比较在被动性使用与自我概念清晰性之间的中介作用仍然显著。研究结果有助于揭示被动性社交网站使用行为对自尊以及自我概念清晰性的影响及其作用机制,对维护与促进个体自我概念健康发展有一定启示意义。     

The influence of social support and problematic support on optimism and depression in chronic illness: a prospective study evaluating self-esteem as a mediator.

The present study focused on the mechanism through which social and problematic support affects psychological adjustment in chronic illness. The authors hypothesized that self-esteem would mediate the relations between social and problematic support and adjustment. Eighty-six end-stage renal disease patients were assessed twice for social support problematic support, and self-esteem. Adjustment was assessed twice by depression and optimism. Mediational analyses indicated that social support operated through self-esteem to influence optimism cross-sectionally and prospectively and depression cross-sectionally. Social support was associated with high self-esteem, which in turn increased optimism and was related to decreased depression. Problematic support was unrelated to self-esteem obviating mediational analysis. Disaggregating social support into subscales showed that belonging support predicted decreases in depression, and both tangible and belonging support predicted increases in optimism.     

The relationship of work stressors and emotional support to strain in police officers

This study tested whether quantity and quality of social support and two sources of work stress (organizational stressors and job risk) predicted work strain in police officers, a high-risk occupational group. The participants were 135 police officers from a large metropolitan law enforcement agency who responded to questionnaires for assessing work stress, social support, exhaustion, and other strain symptoms. Emotional support and work stressors accounted directly for significant variance in emotional exhaustion, depersonalization, and symptom frequency. Conflicted relationships, which are a source of both work stress and support, also contributed to strain. In contrast to previous findings, a reverse buffering effect for social support did not contribute to predicting strain. Stress management programs for police and other high-stress occupations should target increasing emotional support from supervisors and peers, and reducing conflict in job and family relationships.     

Work and Individual Determinants of Intrinsic Work Motivation, Emotional Exhaustion, and Turnover Intention: A Multi-Sample Analysis

This study tested the influence of personal characteristics on a pattern of specific relationships between work characteristics and psychological outcomes. The study hypotheses were: (1) Growth Need Strength has a direct effect on intrinsic work motivation and moderates the relationship between task characteristics and intrinsic work motivation; (2) Negative Affectivity has a direct effect on emotional exhaustion and moderates the relationships between workload and social support on the one hand and emotional exhaustion on the other; and (3) Upward Striving has a direct effect on turnover intention and moderates the relationship between unmet career expectations and turnover intention. These hypotheses were tested in two samples (bank employees and teachers) using Multi-Sample Analysis. The results showed that, generally, personal characteristics had a direct effect on the outcomes as hypothesized. We only found one moderating effect: Upward Striving moderated the relationship between unmet career expectations and turnover intention.     

小学教师核心自我评价、应对方式与工作倦怠的关系

采用核心自我评价量表、应对方式问卷、工作倦怠量表对广州市425名小学教师进行问卷调查,考察核心自我评价对小学教师工作倦怠的影响以及应对方式在其中所起的中介作用.结果表明:(1)核心自我评价对小学教师的情感耗竭、人格解体、成就感降低都具有显著的负向预测作用.(2)应对方式在核心自我评价对小学教师工作倦怠的影响中起着中介作用.其作用路径为:核心自我评价直接和通过积极应对和消极应对间接影响情感耗竭,核心自我评价通过积极应对和消极应对间接影响人格解体,核心自我评价直接和通过积极应对间接影响成就感降低.     

职业胜任力在工作要求-资源模型中的调节和中介作用

采用JD-R模型探讨了职业胜任力在工作要求-资源模型中的作用。结果表明:(1)职业胜任力弱化了工作要求和情感衰竭之间的正向关系;(2)职业胜任力正向影响工作投入;(3)职业胜任力在工作资源与工作投入之间起中介作用。本研究启示可通过提升员工的职业胜任力,促进员工的工作投入并缓解职业倦怠。     

Tenderness and Steadiness: Relating Job and Interpersonal Demands and Resources With Burnout and Physical Symptoms of Stress in Canadian Physicians

This study examined the extent to which job and interpersonal demands and resources are associated with burnout and physical symptoms of stress among Canadian physicians. Using the job demands‐resources (JD‐R) model, we predicted that demands would be more strongly related to emotional exhaustion and physical symptoms, whereas resources would be more strongly related to personal accomplishment and decreased depersonalization. The findings reveal that communication skills and emotional labor contributed to the explained variances beyond workload and work–life conflict (as job demands), as well as autonomy, predictability, and understanding (as job resources). The predictors were differentially associated with the outcome variables in a manner that is consistent with the JD‐R model. Implications for physician well‐being and improved patient outcomes are discussed.     

教师工作满意感与工作绩效:职业倦怠的中介效用

本研究通过考察398名幼儿园和小学教师的工作满意感、职业倦怠和工作绩效状况,采用纵向研究方法,借助于结构方程模型建构,以揭示其工作满意感、职业倦怠与工作绩效三者之间的关系。结果表明,(1)工作满意感对工作绩效存在显著的影响;(2)工作满意感通过职业倦怠中情感耗竭维度的中介作用影响教师的工作绩效;(3)职业倦怠中人格解体维度和成就感低落维度对工作绩效没有显著影响。     

Does role stress predict burnout over time among health care professionals?

Abstract The main objective of this study is to test the effects over time of three role stress variables (role conflict, role ambiguity and role overload) on the three burnout dimensions (emotional exhaustion, depersonalization and personal accomplishment). Based on theoretical models on burnout and on meta-analytical research, it is hypothesized that the three role stress variables will predict changes over time in emotional exhaustion and depersonalization, but not in personal accomplishment. The results obtained by means of hierarchical regression analysis partially support the hypothesis. The three role stress variables predict emotional exhaustion over time. Role conflict and role overload predict depersonalization over time. Finally, contrary to expectations, role ambiguity predicts personal accomplishment over time.     

Modeling cognitive adaptation: a longitudinal investigation of the impact of individual differences and coping on college adjustment and performance.

Drawing on cognitive adaptation theory, optimism, psychological control, and self-esteem were explored as longitudinal predictors of adjustment to college in a sample of 672 freshmen. Although a direct effect of optimism on adjustment was found, most of the predicted effects were mediated by coping methods. Controlling for initial positive and negative mood, the beneficial effects of optimism, control, and self-esteem on adjustment were mediated by the nonuse of avoidance coping, greater use of active coping, and greater seeking of social support. Alternative models of the causal relations among these variables did not fit the data as well as the a priori mediational model. The results of a 2-year follow-up indicated that self-esteem and control predicted greater motivation and higher grades, controlling for college entrance exam scores. Implications for cognitive adaptation theory and for interventions with populations under stress are discussed.     

Does role stress predict burnout over time among health care professionals?

Abstract

The main objective of this study is to test the effects over time of three role stress variables (role conflict, role ambiguity and role overload) on the three burnout dimensions (emotional exhaustion, depersonalization and personal accomplishment). Based on theoretical models on burnout and on meta-analytical research, it is hypothesized that the three role stress variables will predict changes over time in emotional exhaustion and depersonalization, but not in personal accomplishment. The results obtained by means of hierarchical regression analysis partially support the hypothesis. The three role stress variables predict emotional exhaustion over time. Role conflict and role overload predict depersonalization over time. Finally, contrary to expectations, role ambiguity predicts personal accomplishment over time.     

医护人员工作倦怠与A型人格、控制点的关系研究

通过对320名医护人员的调查,探讨工作倦怠与A型人格,控制点之间的关系。结果表明：(1)情绪疲惫、去人性化与A型人格、控制点存在显著正相关,个人成就感与控制点存在显著负相关。(2)A型人格、控制点对情绪疲惫,去人性化具有正向预测作用,控制点对个人成就感具有负向预测作用。(3)与B型人格相比．A型人格者的去人性化程度更高;与内控者相比,外控者工作倦怠程度更高。     

幼儿教师共情的负面效应：一个有调节的中介模型

为探讨共情负面效应的作用机制及条件,采用共情量表、Maslach职业倦怠问卷教育版、情绪劳动策略量表和领悟社会支持量表对253名幼儿教师进行调查。结果发现：(1)幼儿教师的情绪共情正向影响情绪枯竭,该影响作用可以通过情绪劳动这一中介实现;(2)幼儿教师的认知共情负向影响情绪枯竭;(3)社会支持调节了幼儿教师情绪劳动对情绪共情与情绪枯竭关系的中介过程的后半段路径。研究结果对幼儿教师心理健康有重要意义。     

Relationships among humour,self-esteem,and social support to burnout in school teachers

This study examined the total, direct, and indirect effects of humour on burnout among 539 school teachers. As predicted, those with high humour reported significantly lower levels of emotional exhaustion and depersonalisation but higher levels of personal accomplishment. Self-esteem consistently explained parts of the associations between humour and burnout components, whereas perceived social support from the principal, colleagues, and friends were significant mediators in the relationships between humour and emotional exhaustion, depersonalisation, and personal accomplishment respectively. Results call for an appropriate focus on the development of humour through strength-based and positive interventions to help teachers cope with burnout.