本文選題：工作要求 + 工作資源　； 參考：《云南財經(jīng)大學(xué)》2017年碩士論文

【摘要】：隨著經(jīng)濟和社會的發(fā)展,企業(yè)員工面臨著越來越多的工作要求,也越來越強烈的感受到工作倦怠的狀況,近幾十年經(jīng)濟和社會的發(fā)展必然讓企業(yè)和員工不斷用力追趕,所以工作倦怠也是其必然結(jié)果。工作倦怠的出現(xiàn),會影響員工個體的組織行為和職業(yè)發(fā)展,并且也給企業(yè)帶來影響。本文基于工作要求資源模型,討論工作資源和職業(yè)使命感是怎樣影響工作要求和工作倦怠之間的關(guān)系的,進而針對性提出意見和建議,讓企業(yè)在選人、育人、用人、留人等方面采取相應(yīng)措施,以保證員工有著良好的職業(yè)使命感來面對工作種的種種壓力和要求,同時也在工作種提供給員工相應(yīng)的工作資源,來讓員工更好地完成工作,減少工作倦怠的產(chǎn)生。本文采用文獻分析法和問卷調(diào)查法共同對所提出的模型進行理論和實證方面的研究。先對以往學(xué)者的研究文獻進行梳理,為本研究奠定理論基礎(chǔ)。后使用經(jīng)學(xué)者修訂后的量表對研究對象進行問卷調(diào)查,問卷中使用了工作倦怠量表(MBI-GS)、工作資源量表、職業(yè)使命感量表,工作要求及其分量表,對企業(yè)員工進行調(diào)查并收回問卷521份,最后以完整的418份量表得到的調(diào)查數(shù)據(jù)用Spss19.0和Amos 21.0對數(shù)據(jù)進行描述性統(tǒng)計分析、相關(guān)性分析、差異性分析以及分層回歸分析得出以下結(jié)論:1,各變量在性別、學(xué)歷、部門、職位這幾個人口學(xué)變量上存在不同程度的差異2,工作要求及其各維度、職業(yè)使命感和工作資源與工作倦怠及其各維度之間存在著相關(guān)關(guān)系。3,工作資源對工作過載和低成就感之間的關(guān)系起有調(diào)節(jié)作用,工作資源對工作家庭沖突和低成就感之間的關(guān)系有調(diào)節(jié)作用。4,職業(yè)使命感對工作要求和工作倦怠有調(diào)節(jié)作用,職業(yè)使命感對工作家庭沖突和玩世不恭之間有調(diào)節(jié)作用。
[Abstract]:With the development of economy and society, the employees of enterprises are facing more and more job demands, and they feel the situation of job burnout more and more intensely. The development of economy and society in recent decades will inevitably make enterprises and employees constantly catch up with each other. So job burnout is also an inevitable result. The appearance of job burnout will affect the individual organizational behavior and career development of employees, and also affect the enterprise. Based on the resource model of job requirements, this paper discusses how the relationship between job resources and job burnout is affected by job resources and job burnout, and then puts forward some suggestions and suggestions to enable enterprises to select, educate and employ people. Measures should be taken to ensure that employees have a good sense of professional mission to face all kinds of pressures and demands of their jobs. At the same time, they also provide corresponding work resources to employees in order to enable them to complete their work better. Reduce job burnout. In this paper, literature analysis and questionnaire survey are used to study the proposed model in both theoretical and empirical aspects. First of all, the research literature of previous scholars is combed to lay a theoretical foundation for this study. After that, we used the questionnaire which was revised by scholars to investigate the subjects. In the questionnaire, we used MBI-GSN, Job Resource scale, Occupational sense of Duty scale, Job requirement and its component Table. A total of 521 questionnaires were collected from the employees of the enterprise. At last, Spss19.0 and Amos 21.0 were used for descriptive statistical analysis and correlation analysis. Difference analysis and hierarchical regression analysis show that the following conclusions: 1: 1, there are different demographic variables in gender, education, department and position. 2, job requirements and their dimensions. There was a correlation between job burnout and job resources and job burnout and its dimensions. The relationship between job overload and low achievement was regulated by job resources. The relationship between work-family conflict and low achievement is regulated by work resources. The relationship between job requirement and job burnout is regulated by job mission, and the relationship between work and family conflict and cynicism is regulated by professional mission.
【學(xué)位授予單位】：云南財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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本文編號：1879210