職業(yè)成長、職業(yè)承諾與工作倦怠關系研究
發(fā)布時間：2018-08-18 15:54
【摘要】：工作是人們生活的核心,工作狀況對人們的自我觀念、價值觀、對社會的認知以及思維能力等都有重要的影響。在學術上,學者們從心理學,管理學,社會學等多方面開展了關于工作或職業(yè)的研究,如職業(yè)成功,工作績效,職業(yè)倦怠,離職傾向等等。工作與個人,工作與組織總是有著分不開的關系,因此,關于工作或職業(yè)的研究一直是學術界和實踐界關注的熱點。 組織內(nèi)職業(yè)成長是指員工在目前組織內(nèi)部的職業(yè)進展速度,包括職業(yè)能力發(fā)展速度、職業(yè)目標進展速度、晉升速度與報酬增長速度四個維度(翁清雄,席酉民,2011)。職業(yè)成長相比職業(yè)成功,職業(yè)發(fā)展等,更微觀,更能衡量個人的職業(yè)進展狀況。職業(yè)成長理論近年來取得了一定的研究成果。 工作倦怠主要是由于工作等方面的壓力而產(chǎn)生的倦怠感。處在經(jīng)濟轉型期的中國,工作和生活壓力不斷增加,企業(yè)組織為了適應動態(tài)的環(huán)境,需要不斷調(diào)整組織結構,對員工也提出了更高的要求,員工需要承擔更多的責任和壓力,很容易產(chǎn)生工作倦怠感。工作倦怠對員工的身心健康、工作績效、工作生活平衡等等都會產(chǎn)生影響。 職業(yè)承諾主要表現(xiàn)為一種對自己所從事的職業(yè)的認同和情感。關于職業(yè)承諾的研究已取得了豐富的研究成果。隨著無邊界職業(yè)生涯的到來,組織結構日益扁平化,加之組織外部環(huán)境的變化,組織內(nèi)部需要不斷變革,以適應外部環(huán)境。員工不僅要提高在組織內(nèi)部的競爭力,更要提高在組織外部的可雇傭性。知識員工與組織的心理契約也發(fā)生了變化,知識員工對組織的忠誠不斷轉向對自己職業(yè)的忠誠和承諾,因此職業(yè)承諾也成為人力資源管理中和學術研究中的熱點。 職業(yè)成長,職業(yè)承諾和工作倦怠是人力資源管理中常常面臨的重要問題,也是學術界研究的熱點,與員工的自身利益密切相關。隨著經(jīng)濟社會的發(fā)展,知識型員工在企業(yè)中的數(shù)量和地位不斷提高。相比其他員工,知識型員工更關注自己的職業(yè)進展狀況,更重視工作的意義和價值以及工作生活質(zhì)量等等。因此對三者之間的關系的探討,具有重要的理論意義和實踐意義。 本研究在工作倦怠相關理論基礎上,基于員工最關心的工作視角,通過文獻研究和問卷調(diào)查研究,在對205位企業(yè)知識員工的實證研究后,探討了職業(yè)成長、職業(yè)承諾和工作倦怠的關系研究,分析了職業(yè)成長和職業(yè)承諾對工作倦怠的作用機理,并探討了職業(yè)承諾在職業(yè)成長與工作倦怠關系中的調(diào)節(jié)作用。本文主要得出以下結論： 1、職業(yè)成長總體對工作倦怠有顯著影響(Beta=-0.319,P=0.000),說明職業(yè)成長可以作為工作倦怠的預測變量,證實了工作因素是影響工作倦怠的觀點； 2、職業(yè)成長的三個維度對工作倦怠的情緒衰竭維度均不存在顯著影響,職業(yè)成長的三個維度對工作倦怠的消極怠慢和個人成就感低存在顯著影響； 3、職業(yè)成長對職業(yè)承諾存在顯著影響,證實了職業(yè)成長與職業(yè)承諾存在正相關的觀點； 4、職業(yè)承諾對工作倦怠的檢驗結果表明,職業(yè)承諾對工作倦怠存在顯著影響(Beta=-0.498,P=0.000),職業(yè)承諾越高的員工,工作倦怠感越低; 5、職業(yè)承諾在職業(yè)成長與工作倦怠關系中起調(diào)節(jié)作用,(Beta:-0.635,P=0.00),即隨著職業(yè)承諾的提升,職業(yè)成長對工作倦怠的影響逐漸增強；職業(yè)承諾對職業(yè)成長的三個維度和消極怠慢存在調(diào)節(jié)作用,即隨著職業(yè)承諾的提升,職業(yè)成長的三個維度分別對消極怠慢的影響逐漸增強；職業(yè)承諾對職業(yè)成長的三個維度和個人成就感低存在調(diào)節(jié)作用,即隨著職業(yè)承諾的提升,職業(yè)成長的三個維度分別對個人成就感低的影響逐漸增強。 通過本研究,豐富了職業(yè)成長和職業(yè)承諾的結果變量研究,工作倦怠的前因變量研究,對職業(yè)成長和工作倦怠的價值和規(guī)律有了進一步的認識。對做好工作倦怠的干預提供了新的視角,并為企業(yè)提升人力資源管理水平提出了相應的管理建議：1、知識員工職業(yè)成長方面,組織要重視知識員工的職業(yè)成長問題,通過有效的工作分析和工作設計、知識管理和團隊建設等促進員工的職業(yè)成長；2、在關注員工組織承諾的同時更要注意提高職業(yè)承諾；3、通過有效的措施進行工作倦怠的干預,包括員工個人提高心理資本,積極應對壓力,組織應構建和諧的工作環(huán)境,注重情緒管理,同時針對知識員工要注意工作意義的激勵。 本文的研究創(chuàng)新主要有：(1)、首次探討了職業(yè)成長、職業(yè)承諾和工作倦怠三者之間的關系；(2)、從員工最關心、最直接的工作角度出發(fā),分析工作倦怠的影響因素,證實了工作因素與工作倦怠相關性的觀點,對工作倦怠的干預研究提供了新的視角。本文研究不足主要包括：(1)、樣本數(shù)據(jù)的不足。雖然本研究的研究對象是知識員工,但由于沒有針對特定行業(yè),可能會導致本研究的數(shù)據(jù)代表性不夠高；(2)、研究方法的不足,本研究采用問卷調(diào)查法,都是自陳式量表,雖然都是成熟量表,但數(shù)據(jù)可能存在同源方法偏差。 全文共分五章,主要內(nèi)容安排如下： 一、緒論。主要包括研究背景、研究主要內(nèi)容、研究意義和目的。對本文所要研究的主要問題做一個總體的概況。 二、文獻綜述。通過對職業(yè)成長、工作倦怠和職業(yè)承諾的相關研究的綜述,為本文的研究假設提供一定的理論基礎。 三、研究設計。在已有文獻綜述的基礎上提出本文的研究問題和研究假設。并對本文將采用的研究方法和研究工具進行解釋和說明。 四、實證研究結果和分析。在對問卷信度和效度分析的基礎上,通過獨立樣本T檢驗、方差分析、相關分析、回歸分析等統(tǒng)計技術,進一步探討變量特征、人口統(tǒng)計學變量對研究變量的影響以及變量之間的相互關系和作用。 五、研究結果討論與展望。在實證分析的基礎上,對本文的研究結論進行總結和討論。并提出了研究展望、研究創(chuàng)新及不足以及在人力資源管理實踐上的建議。
[Abstract]:Work is the core of people's life. Work conditions have an important impact on people's self-concept, values, social cognition and thinking ability. Academically, scholars have carried out research on work or occupation from psychology, management, sociology and many other aspects, such as career success, job performance, job burnout, turnover intention. Work and individual, work and organization are always inseparable, so the study of work or occupation has always been a hot topic in academic and practical circles.
Intra-organizational career growth refers to the speed of employees'career development within the current organization, including the speed of professional ability development, the speed of career goals, the speed of promotion and the speed of pay growth (Weng Qingxiong, Xi Youmin, 2011). Compared with career success, career development, career growth is more microscopic and can better measure individual career progress. The theory of career growth has made some achievements in recent years.
Job burnout is mainly due to the pressure of work and other aspects of the burnout. In China in the economic transition period, the pressure of work and life is increasing. In order to adapt to the dynamic environment, enterprise organizations need to constantly adjust the organizational structure, and put forward higher requirements for employees. Employees need to assume more responsibility and pressure, which is easy. Job burnout produces a sense of burnout. Job burnout has an impact on employees'physical and mental health, job performance, work-life balance and so on.
With the advent of borderless career, the organizational structure is becoming more and more flat. In addition to the changes of the external environment, the internal needs of the organization are constantly changing to adapt to the external environment. The psychological contract between the knowledge worker and the organization has changed, and the loyalty of the knowledge worker to the organization has turned to the loyalty and commitment to his own profession. Therefore, career commitment has become a hot spot in human resource management and academic research.
Career growth, career commitment and job burnout are important issues in human resource management, and are also hot topics in academic research. They are closely related to the interests of employees. Career progress, pay more attention to the meaning and value of work and the quality of work and life, etc. Therefore, the relationship between the three has important theoretical and practical significance.
Based on the theory of job burnout and the most concerned job perspective of employees, this study explores the relationship among job growth, job commitment and job burnout in 205 knowledge workers through literature research and questionnaire survey, and analyzes the effects of job growth and job commitment on job burnout. The paper also discusses the moderating effect of occupational commitment on the relationship between job growth and job burnout.
1. The overall effect of career growth on job burnout was significant (Beta = - 0.319, P = 0.000), indicating that career growth can be used as a predictor of job burnout, confirming the view that job factors affect job burnout.
2. The three dimensions of career growth have no significant effect on the emotional exhaustion dimension of job burnout. The three dimensions of career growth have significant influence on the negative burnout and low personal accomplishment.
3. Career growth has a significant impact on career commitment, which confirms the positive correlation between career growth and career commitment.
4. The results of job commitment on job burnout showed that job commitment had a significant effect on job burnout (Beta = - 0.498, P = 0.000). The higher the job commitment, the lower the job burnout.
5. Career commitment plays a moderating role in the relationship between career growth and job burnout (Beta:-0.635, P = 0.00), that is, with the promotion of career commitment, the impact of career growth on job burnout is gradually strengthened; career commitment has a moderating effect on the three dimensions of career growth and negative burnout, that is, with the promotion of career commitment, the three dimensions of career growth are moderated. The three dimensions of career commitment have moderating effects on three dimensions of career growth and low personal accomplishment, that is, with the promotion of career commitment, the impact of three dimensions of career growth on low personal accomplishment is gradually strengthened.
Through this study, we enrich the research on the outcome variables of career growth and career commitment, the research on the antecedents of job burnout, and have a further understanding of the value and law of job growth and job burnout. Suggestions: 1. Knowledge workers'career growth, the organization should pay attention to the knowledge workers' career growth, through effective job analysis and job design, knowledge management and team building to promote the career growth of employees; 2, pay attention to the employees'organizational commitment at the same time pay more attention to improve career commitment; 3, through effective measures to work; Intervention of job burnout includes improving individual psychological capital and actively coping with pressure. Organizations should build a harmonious working environment, pay attention to emotional management, and pay attention to motivation of work significance for knowledge workers.
The main innovations of this study are as follows: (1) The relationship among career growth, career commitment and job burnout is discussed for the first time; (2) From the most concerned and direct working point of view of employees, the influencing factors of job burnout are analyzed, which confirms the view of the correlation between job factors and job burnout, and provides a basis for the intervention study of job burnout. New perspectives. The main shortcomings of this study include: (1) insufficient sample data. Although the research object is knowledge workers, but because there is no specific industry, it may lead to the lack of data representativeness of this study; (2) lack of research methods, this study uses questionnaire survey methods, are self-reported scale, although they are all. Maturity scale, but data may be biased by homologous methods.
The full text is divided into five chapters. The main contents are as follows:
First, the introduction. It mainly includes the research background, the main content, the significance and the purpose of the study.
Second, literature review. Through the review of the relevant research on career growth, job burnout and career commitment, this paper provides a theoretical basis for the research hypothesis.
Third, research design. On the basis of existing literature review, this paper puts forward the research questions and hypotheses, and explains the research methods and tools that will be used in this paper.
Fourthly, based on the reliability and validity analysis of the questionnaire, this paper further explores the characteristics of variables, the impact of demographic variables on research variables, and the relationship and interaction among variables through independent sample T test, variance analysis, correlation analysis, regression analysis and other statistical techniques.
Fifthly, the research results are discussed and prospected. On the basis of empirical analysis, the research conclusions are summarized and discussed. Finally, the research prospects, research innovation and shortcomings and suggestions on human resource management practice are put forward.
【學位授予單位】：西南財經(jīng)大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F240;C913.2
本文編號：2189954
[Abstract]:Work is the core of people's life. Work conditions have an important impact on people's self-concept, values, social cognition and thinking ability. Academically, scholars have carried out research on work or occupation from psychology, management, sociology and many other aspects, such as career success, job performance, job burnout, turnover intention. Work and individual, work and organization are always inseparable, so the study of work or occupation has always been a hot topic in academic and practical circles.
Intra-organizational career growth refers to the speed of employees'career development within the current organization, including the speed of professional ability development, the speed of career goals, the speed of promotion and the speed of pay growth (Weng Qingxiong, Xi Youmin, 2011). Compared with career success, career development, career growth is more microscopic and can better measure individual career progress. The theory of career growth has made some achievements in recent years.
Job burnout is mainly due to the pressure of work and other aspects of the burnout. In China in the economic transition period, the pressure of work and life is increasing. In order to adapt to the dynamic environment, enterprise organizations need to constantly adjust the organizational structure, and put forward higher requirements for employees. Employees need to assume more responsibility and pressure, which is easy. Job burnout produces a sense of burnout. Job burnout has an impact on employees'physical and mental health, job performance, work-life balance and so on.
With the advent of borderless career, the organizational structure is becoming more and more flat. In addition to the changes of the external environment, the internal needs of the organization are constantly changing to adapt to the external environment. The psychological contract between the knowledge worker and the organization has changed, and the loyalty of the knowledge worker to the organization has turned to the loyalty and commitment to his own profession. Therefore, career commitment has become a hot spot in human resource management and academic research.
Career growth, career commitment and job burnout are important issues in human resource management, and are also hot topics in academic research. They are closely related to the interests of employees. Career progress, pay more attention to the meaning and value of work and the quality of work and life, etc. Therefore, the relationship between the three has important theoretical and practical significance.
Based on the theory of job burnout and the most concerned job perspective of employees, this study explores the relationship among job growth, job commitment and job burnout in 205 knowledge workers through literature research and questionnaire survey, and analyzes the effects of job growth and job commitment on job burnout. The paper also discusses the moderating effect of occupational commitment on the relationship between job growth and job burnout.
1. The overall effect of career growth on job burnout was significant (Beta = - 0.319, P = 0.000), indicating that career growth can be used as a predictor of job burnout, confirming the view that job factors affect job burnout.
2. The three dimensions of career growth have no significant effect on the emotional exhaustion dimension of job burnout. The three dimensions of career growth have significant influence on the negative burnout and low personal accomplishment.
3. Career growth has a significant impact on career commitment, which confirms the positive correlation between career growth and career commitment.
4. The results of job commitment on job burnout showed that job commitment had a significant effect on job burnout (Beta = - 0.498, P = 0.000). The higher the job commitment, the lower the job burnout.
5. Career commitment plays a moderating role in the relationship between career growth and job burnout (Beta:-0.635, P = 0.00), that is, with the promotion of career commitment, the impact of career growth on job burnout is gradually strengthened; career commitment has a moderating effect on the three dimensions of career growth and negative burnout, that is, with the promotion of career commitment, the three dimensions of career growth are moderated. The three dimensions of career commitment have moderating effects on three dimensions of career growth and low personal accomplishment, that is, with the promotion of career commitment, the impact of three dimensions of career growth on low personal accomplishment is gradually strengthened.
Through this study, we enrich the research on the outcome variables of career growth and career commitment, the research on the antecedents of job burnout, and have a further understanding of the value and law of job growth and job burnout. Suggestions: 1. Knowledge workers'career growth, the organization should pay attention to the knowledge workers' career growth, through effective job analysis and job design, knowledge management and team building to promote the career growth of employees; 2, pay attention to the employees'organizational commitment at the same time pay more attention to improve career commitment; 3, through effective measures to work; Intervention of job burnout includes improving individual psychological capital and actively coping with pressure. Organizations should build a harmonious working environment, pay attention to emotional management, and pay attention to motivation of work significance for knowledge workers.
The main innovations of this study are as follows: (1) The relationship among career growth, career commitment and job burnout is discussed for the first time; (2) From the most concerned and direct working point of view of employees, the influencing factors of job burnout are analyzed, which confirms the view of the correlation between job factors and job burnout, and provides a basis for the intervention study of job burnout. New perspectives. The main shortcomings of this study include: (1) insufficient sample data. Although the research object is knowledge workers, but because there is no specific industry, it may lead to the lack of data representativeness of this study; (2) lack of research methods, this study uses questionnaire survey methods, are self-reported scale, although they are all. Maturity scale, but data may be biased by homologous methods.
The full text is divided into five chapters. The main contents are as follows:
First, the introduction. It mainly includes the research background, the main content, the significance and the purpose of the study.
Second, literature review. Through the review of the relevant research on career growth, job burnout and career commitment, this paper provides a theoretical basis for the research hypothesis.
Third, research design. On the basis of existing literature review, this paper puts forward the research questions and hypotheses, and explains the research methods and tools that will be used in this paper.
Fourthly, based on the reliability and validity analysis of the questionnaire, this paper further explores the characteristics of variables, the impact of demographic variables on research variables, and the relationship and interaction among variables through independent sample T test, variance analysis, correlation analysis, regression analysis and other statistical techniques.
Fifthly, the research results are discussed and prospected. On the basis of empirical analysis, the research conclusions are summarized and discussed. Finally, the research prospects, research innovation and shortcomings and suggestions on human resource management practice are put forward.
【學位授予單位】：西南財經(jīng)大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F240;C913.2
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