本文關(guān)鍵詞： 工作倦怠 警察 付出-獲得不平衡 過分負(fù)責(zé)　出處：《中南大學(xué)》2010年碩士論文　論文類型：學(xué)位論文

【摘要】： 目的：1.檢驗工作倦怠量表和付出-獲得不平衡量表在湖南省公安民警中的適用性；2.了解湖南省公安民警的工作倦怠情況,驗證付出-獲得不平衡模型在公安民警中對工作倦怠的解釋力。 方法：以湖南省432名公安民警為研究對象,選用工作倦怠量表、付出-獲得不平衡量表及組織公平感量表對所有對象進(jìn)行施測,通過內(nèi)部一致性系數(shù)、分半相關(guān)、重測相關(guān)及驗證性因素分析等方法來驗證工作倦怠量表和付出-獲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較不同人口統(tǒng)計學(xué)群組的公安民警在工作倦怠方面的差異；比較高付出低獲得和非高付出低獲得,以及是否過分負(fù)責(zé)的公安民警在工作倦怠各因子水平上的差異。 結(jié)果：1.工作倦怠量表的信度檢驗表明：各分量表內(nèi)部一致性系數(shù)在0.70～0.83之間,各分量表分半信度在0.68～0.82之間,重測相關(guān)系數(shù)在0.76～0.84之間,相關(guān)都達(dá)到顯著水平(p0.01)。效度檢驗顯示：驗證性因素分析各擬合指標(biāo)χ2／df=1.952,RMAEA=0.047,CFI=0.950,GFI=0.949,提示該量表有較好的結(jié)構(gòu)效度；工作倦怠各維度和公平感問卷各維度相關(guān)系數(shù)為0.14-0.39(p0.01)。 2.付出-獲得不平衡量表各分量表內(nèi)部一致性系數(shù)在0.69～0.87之間,各分量表分半信度在0.73-0.90之間,重測相關(guān)系數(shù)在0.71～0.85之間,相關(guān)都達(dá)到顯著水平(p0.01)。效度檢驗顯示：驗證性因素分析各擬合指標(biāo)為χ2／df=2.839,RMAEA=0.065, CFI=0.875, TLI=0.861,提示該量表有較好的結(jié)構(gòu)效度。 3.單因素方差分析發(fā)現(xiàn),不同工作單位在成就感降低因子上的差別顯著(p0.01)；文化程度、性別、年齡及警齡在工作倦怠各因子上的差別均不顯著；未婚警察情感耗竭上的得分明顯高于已婚的警察(p0.05)；交通管理類警察的成就感降低要比治安管理警察的明顯(p0.01)。一般民警的情緒耗竭及去人格化程度要顯著高于所隊正職(P0.05),所隊副職的去人格化程度要顯著高于所隊正職(P0.05),一般民警及所隊副職的成就感降低程度要比所隊正職的明顯(P0.05)。 4.情緒耗竭在ERI的不同水平?jīng)]有顯著性差異,去人格化和成就感降低在ERI的不同水平上差異性顯著(P0.05)；情緒耗竭在過分負(fù)責(zé)的不同水平上有顯著差異(P0.01),而去人格化和成就感降’低在過分負(fù)責(zé)的不同水平上沒有顯著性差異。 結(jié)論：1.工作倦怠量表、付出-獲得不平衡量表具有良好的心理測量學(xué)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學(xué)資料上有一定差異,如未婚民警情感耗竭高于已婚民警,交通管理類民警成就感降低明顯高于治安管理類民警,一般民警的情緒耗竭及去人格化要顯著高于所隊正職,一般民警及所隊副職的成就感降低程度要明顯高于所隊正職。 3.付出-獲得不平衡及過分負(fù)責(zé)對公安民警的工作倦怠有較好的預(yù)測力。
[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.
【學(xué)位授予單位】：中南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2010
【分類號】：D631.1

【引證文獻(xiàn)】

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1 趙寅清;組織犬儒主義的形成與影響機制[D];首都師范大學(xué);2013年

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本文編號：1526669