發(fā)布時間：2018-02-27 00:18

  本文關(guān)鍵詞： 基層公務(wù)員 工作倦怠 現(xiàn)狀 成因 對策　出處：《華僑大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：當(dāng)今社會,工作倦怠隨著工作環(huán)境的不斷變化,壓力的不斷增大,已逐漸成為普遍現(xiàn)象。隨著社會發(fā)展進(jìn)步,政府機(jī)關(guān)職能轉(zhuǎn)變,公務(wù)員隊伍的工作狀況引起社會公眾的持續(xù)關(guān)注,這樣的關(guān)注實際上在某種程度增加了該群體的工作壓力,以致其進(jìn)入工作倦怠的高發(fā)期,作為實現(xiàn)政府職能的直接力量的基層公務(wù)員則首當(dāng)其沖。若較長時間的處在高壓力和繁雜工作環(huán)境,其身心健康及工作效率都會大大折扣。因此為建立起高效廉潔、為民服務(wù)的基層公務(wù)員隊伍,須重視并加強(qiáng)基層公務(wù)員的工作倦怠問題的研究。從目前已有的研究來看,工作倦怠的研究內(nèi)容往往集中在關(guān)注企業(yè)員工等方面的研究,其中研究對象以基層公務(wù)員作為研究的不多。本論文以實證研究的方法對118名泉州市L區(qū)基層公務(wù)員的工作倦怠現(xiàn)狀進(jìn)行研究分析。本研究參考工作倦怠通用量表,該工具在本研究中顯示出較好的信度和效度,并且在確保基層公務(wù)員調(diào)查數(shù)據(jù)真實性的基礎(chǔ)上,利用統(tǒng)計軟件SPSS對調(diào)查收集上來的數(shù)據(jù)進(jìn)行人口統(tǒng)計學(xué)分析,了解泉州市L區(qū)基層公務(wù)員工作倦怠感及其工作狀態(tài)、情緒衰竭、個人成就感低落三個因子在不同性別、年齡、婚姻狀況、職務(wù)、崗位、工作年限等人口統(tǒng)計變量對基層公務(wù)員工作倦怠的影響,分別體現(xiàn)為在性別上,男女在工作倦怠感、情緒衰竭無顯著性差異,在工作態(tài)度、個人成就感低落上差別顯著;在年齡上,不同年齡段的體驗到工作倦怠感及其情緒衰竭、工作態(tài)度、個人成就感低落有所差異,40周歲以下體驗到的工作倦怠感、工作態(tài)度和個人成就感低落最高,而41周歲以上體驗到的情緒衰竭比40周歲以下的更嚴(yán)重;在婚姻狀況上,已婚和未婚在工作倦怠感和工作態(tài)度上并無差別,但在情緒衰竭和個人成就感低落感差別顯著;在職務(wù)級別上,科員及科級干部對工作倦怠感的感受程度不同,尤其是科員以下在工作態(tài)度和個人成就感上存在明顯差異;在崗位類別上,綜合管理類和非管理類在工作倦怠感、情緒衰竭和個人成就感低落的表現(xiàn)上是不同的,而在工作態(tài)度上并無顯著性差異;在工作年限上,10年以上的體驗的工作倦怠感、工作態(tài)度、個人成就感低落最高,情感衰竭隨著工作年限的增加而增加。根據(jù)泉州市L區(qū)基層公務(wù)員工作倦怠的現(xiàn)狀,通過訪談記錄深入分析總結(jié)泉州市L區(qū)基層公務(wù)員工作倦怠的成因,分別可歸納為工作內(nèi)容單調(diào)、工作量增大、考核手段不健全等工作內(nèi)容方面,人崗不匹配、薪酬待遇不高、晉升提拔困難等心理期待方面,領(lǐng)導(dǎo)藝術(shù)不高、人際關(guān)系處理不暢等文化生態(tài)方面,社會支持不足、道德綁架現(xiàn)象頻發(fā)、社會輿論壓力等輿論環(huán)境方面,并根據(jù)研究的結(jié)論從擴(kuò)展工作內(nèi)涵、調(diào)節(jié)心理平衡、改善文化生態(tài)、引導(dǎo)輿論導(dǎo)向等四個角度提出相應(yīng)有效的緩解工作倦怠問題建議。
[Abstract]:In today's society, job burnout has become a common phenomenon with the constant changes in the working environment and the increasing pressure. With the development of society, the functions of government organs have changed. The working conditions of the civil service have aroused continuous public concern, and such concerns actually increase the work pressure of this group to a certain extent, leading it to enter a period of high job burnout. The grassroots civil servants, who are the direct force to realize the functions of the government, bear the brunt. If they are in a high-pressure and complicated working environment for a long time, their physical and mental health and work efficiency will be greatly reduced. Therefore, in order to establish an efficient and clean, The grassroots civil servants serving for the people should pay attention to and strengthen the research on the problem of job burnout of grass-roots civil servants. From the existing research, the research content of job burnout is often focused on the study of enterprise employees, etc. In this paper, 118 civil servants at the grass-roots level in Quanzhou L District were studied and analyzed by the empirical method. This study referred to the General scale of Job Burnout. The tool shows good reliability and validity in this study, and on the basis of ensuring the authenticity of the survey data of grass-roots civil servants, the statistical software SPSS is used to carry out the demographic analysis of the data collected in the survey. To understand the three factors of job burnout and job status, emotional exhaustion and low personal achievement of grass-roots civil servants in Quanzhou L District in terms of gender, age, marital status, position, post, The effects of demographic variables such as working years on job burnout of grass-roots civil servants were reflected in gender, job burnout and emotional exhaustion of male and female, but significant difference in work attitude and low personal achievement; In terms of age, different age groups experienced job burnout and emotional exhaustion, job attitude, low personal achievement, and the highest levels of job burnout, job attitude and personal achievement were found under the age of 40. In marital status, there was no difference between married and unmarried in job burnout and work attitude, but there was significant difference between emotional exhaustion and personal accomplishment. At the post level, the sense of job burnout was different between the officers and the cadres, especially in the sense of work attitude and personal achievement, and in the post category, the degree of job burnout was different between the officers and the cadres at the department level, especially in the sense of work attitude and personal achievement. The performance of job burnout, emotional exhaustion and low personal accomplishment were different between integrated management and non-management, but there was no significant difference in work attitude. Working attitude, personal accomplishment is the highest, emotional exhaustion increases with the increase of working years. According to the current situation of job burnout of grass-roots civil servants in Quanzhou L District, Through in-depth analysis and summary of the causes of job burnout of grass-roots civil servants in Quanzhou L District through interview records, it can be concluded that the job content is monotonous, the workload is increasing, the examination means are not perfect, the people and posts do not match, the salary is not high, and so on. In terms of psychological expectations, such as difficulties in promotion and promotion, low leadership art, poor interpersonal relationships and other cultural and ecological aspects, inadequate social support, frequent moral kidnapping, pressure from public opinion, and other aspects of the public opinion environment, According to the conclusion of the study, the author puts forward some effective suggestions to alleviate job burnout from four angles: expanding the connotation of work, adjusting psychological balance, improving cultural ecology and guiding public opinion.
【學(xué)位授予單位】：華僑大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：D630.3

【相似文獻(xiàn)】

相關(guān)期刊論文 前10條

1 甘培強(qiáng);現(xiàn)代政府運作過程中基層公務(wù)員的定位和功能[J];行政論壇;2004年01期

2 張玲;;一個基層公務(wù)員的自在與自得[J];中國大學(xué)生就業(yè);2005年23期

3 河北省張家口市政研會課題組;;由“催糧納稅”到“服務(wù)群眾”——關(guān)于基層公務(wù)員心態(tài)的調(diào)查[J];政工研究動態(tài);2007年10期

4 王少雄;;對基層公務(wù)員人才流失的探討[J];江西金融職工大學(xué)學(xué)報;2008年S1期

5 王少雄;;基層公務(wù)員流失之痛[J];人力資源;2008年05期

6 賀培育;黃菊;;西方街頭官僚理論與我國基層公務(wù)員的廉政建設(shè)[J];企業(yè)家天地下半月刊(理論版);2008年02期

7 李小蘭;;我國基層公務(wù)員輪訓(xùn)工程芻議[J];延邊黨校學(xué)報;2008年01期

8 衡潔;;加薪的正題與反題——基層公務(wù)員收入實考[J];廉政w，

本文編號：1540313