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  本文關(guān)鍵詞： 機(jī)械制造業(yè)一線員工 工作倦怠 影響因素　出處：《合肥工業(yè)大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：工作倦怠對(duì)組織績(jī)效和個(gè)人績(jī)效都有很大影響。一方面，社會(huì)競(jìng)爭(zhēng)的加劇使得工作倦怠有愈演愈烈的趨勢(shì)，另一方面，隨著“用工荒”、“招工難”等現(xiàn)象的出現(xiàn)，，一線員工的工作狀態(tài)也開始引起各方關(guān)注。我國(guó)屬于制造大國(guó)，制造業(yè)一線員工人數(shù)眾多，研究制造業(yè)一線員工的工作倦怠影響因素，尋求解決的方法，對(duì)企業(yè)加強(qiáng)人力資源管理有重要的現(xiàn)實(shí)意義。 本文總結(jié)了工作倦怠的研究現(xiàn)狀，通過文獻(xiàn)回顧找出工作倦怠可能的影響因素，提出研究假設(shè)，構(gòu)建研究模型。通過參考MaslachJackson對(duì)工作倦怠所做的定義，把工作倦怠分為情緒耗竭、人格解體、個(gè)人成就感降低3個(gè)維度。工作倦怠影響因素選取人口統(tǒng)計(jì)學(xué)變量、人格特質(zhì)、工作壓力、組織支持感、工作滿意度、離職傾向、工作績(jī)效共7個(gè)變量。在此基礎(chǔ)上，對(duì)一線員工的工作倦怠水平及其影響因素進(jìn)行實(shí)證研究。對(duì)搜集的數(shù)據(jù)進(jìn)行信效度檢驗(yàn)、描述性統(tǒng)計(jì)分析、方差分析、相關(guān)分析、回歸分析等。根據(jù)統(tǒng)計(jì)分析的結(jié)果，驗(yàn)證工作倦怠的幾個(gè)影響因素，并從企業(yè)和個(gè)人兩個(gè)角度提出降低一線員工工作倦怠水平的對(duì)策建議。 本研究的主要結(jié)論有：機(jī)械制造業(yè)一線員工工作倦怠比較嚴(yán)重；人口統(tǒng)計(jì)學(xué)變量在工作倦怠的部分維度上具有顯著性差異；內(nèi)外控人格特質(zhì)與工作倦怠各維度顯著相關(guān)；工作壓力與工作倦怠各維度顯著相關(guān)；組織支持感與工作倦怠部分維度顯著相關(guān)；工作倦怠部分維度與工作滿意度顯著相關(guān)；工作倦怠部分維度與離職傾向顯著相關(guān)；工作倦怠部分維度與工作績(jī)效顯著相關(guān)。
[Abstract]:Job burnout has a great impact on both organizational performance and personal performance. On the one hand, the intensification of social competition makes job burnout become more and more intense, on the other hand, with the "shortage of employment". With the emergence of "recruitment difficulties" and other phenomena, the working status of front-line workers is also beginning to attract attention. China belongs to a large manufacturing country, the number of front-line manufacturing workers is numerous. It is of great practical significance for enterprises to strengthen human resource management by studying the influencing factors of job burnout and seeking solutions. This paper summarizes the current research situation of job burnout, finds out the possible influencing factors of job burnout through literature review, and puts forward the research hypothesis. By referring to the definition of job burnout made by MaslachJackson, this paper divides job burnout into emotional exhaustion and depersonalization. The influencing factors of job burnout were demographic variables, personality traits, job stress, organizational support, job satisfaction and turnover intention. On the basis of 7 variables, this paper makes an empirical study on the job burnout level and its influencing factors of the front-line employees, and carries out reliability and validity tests, descriptive statistical analysis and variance analysis of the collected data. Correlation analysis, regression analysis and so on. According to the results of statistical analysis, this paper verifies several influencing factors of job burnout, and puts forward countermeasures and suggestions to reduce the level of job burnout of front-line employees from the two angles of enterprises and individuals. The main conclusions of this study are as follows: the job burnout of first-line workers in mechanical manufacturing industry is serious; Demographic variables had significant differences in some dimensions of job burnout; The personality traits of internal and external control were significantly correlated with the dimensions of job burnout. There was a significant correlation between job stress and job burnout. Organizational support was significantly correlated with some dimensions of job burnout; Some dimensions of job burnout were significantly related to job satisfaction; Some dimensions of job burnout are significantly related to turnover intention; Some dimensions of job burnout were significantly correlated with job performance.
【學(xué)位授予單位】：合肥工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F426.4

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本文編號(hào)：1485109