黑龍江森工林業(yè)局員工工作倦怠與工作投入整合研究
發(fā)布時(shí)間：2018-07-27 19:14
【摘要】：黑龍江省的森林資源非常豐富,尤其是天然林資源的所占比重非常大,對(duì)于中國(guó)的林業(yè)經(jīng)濟(jì)建設(shè)起著重要的作用,在國(guó)家全面停伐及黨的十八大提出的生態(tài)文明建設(shè)的背景下,黑龍江森工林業(yè)局員工面臨失業(yè)、轉(zhuǎn)崗等問(wèn)題。工作投入與工作倦怠是兩個(gè)對(duì)立的概念,目前,這兩個(gè)概念越來(lái)越被管理科學(xué)和組織行為學(xué)兩個(gè)學(xué)科領(lǐng)域所關(guān)注,近幾年來(lái),對(duì)二者的研究成為組織行為學(xué)領(lǐng)域的新課題。員工在工作中是投入的并不能代表他沒(méi)有產(chǎn)生工作倦怠,因此,在對(duì)黑龍江森工林業(yè)局員工的工作狀態(tài)進(jìn)行調(diào)查和研究時(shí),不能片面的從積極或者消極的方面進(jìn)行,必須把二者結(jié)合到一起進(jìn)行研究。論文通過(guò)對(duì)工作倦怠和工作投入兩種截然不同的工作狀態(tài)進(jìn)行研究,將組織行為學(xué)范疇中的工作投入和心理學(xué)范疇中的工作倦怠整合在一起,不僅對(duì)工作倦怠和工作投入的研究方法進(jìn)行了創(chuàng)新,還把兩個(gè)學(xué)科領(lǐng)域進(jìn)行關(guān)聯(lián),有一定的理論意義,也有利于促進(jìn)人力資源管理學(xué)的發(fā)展。論文以黑龍江森工林業(yè)局的員工為研究對(duì)象,以實(shí)地調(diào)研數(shù)據(jù)為依據(jù),對(duì)員工工作倦怠與工作投入進(jìn)行整合研究。在準(zhǔn)確定義工作倦怠與工作投入基本概念的基礎(chǔ)上,對(duì)黑龍江森工林業(yè)局員工現(xiàn)狀進(jìn)行介紹,并對(duì)員工工作倦怠與工作投入影響因素和測(cè)量工具進(jìn)行闡述,構(gòu)建模型,設(shè)計(jì)調(diào)查問(wèn)卷,以工作要求—資源模型為理論基礎(chǔ)選擇影響員工工作倦怠與工作投入的因素,對(duì)基于人口學(xué)變量的員工工作倦怠與工作投入的差異進(jìn)行分析并設(shè)計(jì)員工工作倦怠與工作投入的整合模型,實(shí)現(xiàn)了“理論闡述-模型構(gòu)建-實(shí)證研究”為主線的規(guī)范與實(shí)證相結(jié)合的研究模式。研究表明:(1)不同性別、工齡、婚姻狀況和職務(wù)的員工在工作倦怠與工作投入上存在差異。(2)工作要求的3個(gè)維度與工作倦怠的3個(gè)維度是顯著正相關(guān)關(guān)系,工作要求的重復(fù)工作維度與工作投入的奉獻(xiàn)維度是顯著的負(fù)相關(guān)關(guān)系,與活力維度和專注維度無(wú)顯著相關(guān)關(guān)系,工作投入受工作要求的影響較小。(3)工作資源的晉升機(jī)會(huì)維度和社會(huì)支持維度與工作倦怠各維度都是顯著負(fù)相關(guān)關(guān)系,社會(huì)支持對(duì)工作倦怠的三個(gè)維度的預(yù)測(cè)能力是最大的。工作資源的各個(gè)維度與工作投入的3個(gè)維度都是顯著的正相關(guān)關(guān)系,福利對(duì)工作投入的3個(gè)維度的預(yù)測(cè)能力是最大的。(4)黑龍江森工林業(yè)局員工的工作倦怠是在工作要求和工作資源的共同作用下產(chǎn)生的,而工作投入僅受工作資源的影響。為了降低員工產(chǎn)生的工作倦怠程度,提高員工的工作投入程度,需要有充足的工作資源提供給員工。因此,可以通過(guò)科學(xué)合理配置和使用人力資源、改革現(xiàn)行薪酬制度、提供晉升機(jī)會(huì)與設(shè)置不同職業(yè)生涯發(fā)展路徑、緩解員工工作壓力與增強(qiáng)員工工作穩(wěn)定性、政府增加政策支持與大力發(fā)展新型林業(yè)產(chǎn)業(yè)等方法提高員工工作投入程度。
[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.
【學(xué)位授予單位】：東北農(nóng)業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F326.25
本文編號(hào)：2148879
[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.
【學(xué)位授予單位】：東北農(nóng)業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F326.25
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