本文選題：人格特質(zhì) + 職業(yè)倦怠��； 參考：《天津師范大學》2014年碩士論文

【摘要】：員工離職問題是企業(yè)非常關(guān)注的問題,也是目前國內(nèi)外人力資源管理領(lǐng)域的研究熱點之一。企業(yè)內(nèi)的高離職率,會直接影響到企業(yè)人才的穩(wěn)定性,并增加企業(yè)的人力資源成本。隨著社會經(jīng)濟的發(fā)展和銀行業(yè)競爭的加劇,銀行員工日漸遭受職業(yè)倦怠的困擾,銀行也陷入嚴重的人才流失困境。 本論文的研究目的是探討銀行員工人格特質(zhì)(包括神經(jīng)質(zhì)、外傾性、開放性、宜人性、責任心五個維度)、職業(yè)倦怠(包括情緒衰竭、成就感降低、人格解體三個維度)對離職傾向的影響。采用問卷調(diào)查的研究方法,以三個量表為研究工具,分別是大五人格簡式量表、職業(yè)倦怠調(diào)查普適量表和離職傾向量表。研究對象是商業(yè)銀行的108名職員。結(jié)果發(fā)現(xiàn)： (1)大五人格特質(zhì)中的神經(jīng)質(zhì)維度存在顯著的性別差異,神經(jīng)質(zhì)和責任心維度存在顯著的年齡差異、責任心維度存在顯著的從業(yè)時間差異、宜人性維度存在顯著的差異； (2)職業(yè)倦怠中的成就感降低維度存在顯著的年齡差異,情緒衰竭和人格解體維度在從業(yè)時間存在顯著差異； (3)大五人格中的神經(jīng)質(zhì)維度與離職傾向呈顯著正相關(guān),外傾性與離職傾向呈顯著負相關(guān)； (4)職業(yè)倦怠中的情緒衰竭、人格解體和成就感降低維度都與離職傾向呈顯著正相關(guān)。 基于此,本文制定了相關(guān)的應對措施,為有效干預職業(yè)倦怠、降低離職傾向提供實踐指導。
[Abstract]:The problem of employee turnover is very concerned by enterprises, and it is also one of the research hotspots in the field of human resource management at home and abroad. The high turnover rate will directly affect the stability of enterprise talents and increase the cost of human resources. With the development of social economy and the aggravation of banking competition, bank employees are increasingly suffering from job burnout, and banks are also in a serious brain drain dilemma. The purpose of this paper is to explore the personality traits of bank employees (including neuroticism). The influence of extroversion, openness, humanity, responsibility, burnout (including emotional exhaustion, reduced sense of achievement and depersonalization) on turnover intention. The questionnaire survey was conducted with three scales: the Big five Personality scale, the Job Burnout Survey scale and the turnover intention scale. The subjects were 108 employees of commercial banks. The results showed that: (1) there were significant gender differences in neuroticism dimension, age difference in neuroticism dimension and responsibility dimension, and significant difference in employment time in responsibility dimension. There were significant differences in the dimension of suitably human nature, significant age difference in the dimension of reduced sense of achievement in job burnout, and significant difference in age. There were significant differences between the dimensions of emotional exhaustion and depersonalization in their working time, the neuroticism dimension in Big five personality was significantly positively correlated with turnover intention, the extroversion dimension was negatively correlated with turnover intention, and the emotional exhaustion in job burnout. The dimensions of depersonalization and sense of achievement are significantly positively correlated with turnover intention. Based on this, this paper formulates relevant countermeasures to provide practical guidance for effective intervention of job burnout and reduction of turnover intention.
【學位授予單位】：天津師范大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F832.33

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本文編號：1994909