【摘要】：目的:了解衡陽市國有企業(yè)員工職業(yè)倦怠現(xiàn)狀及其影響因素。為今后國有企業(yè)員工職業(yè)倦態(tài)的干預(yù)提供依據(jù)。 方法:采用多階抽樣的方法，先分層再整群抽樣后隨機(jī)抽樣的原則對衡陽市4所企業(yè)部分員工進(jìn)行了職業(yè)倦怠及其影響因素的問卷調(diào)查，職業(yè)倦怠的影響因素的單因素分析運(yùn)用秩和檢驗(yàn)及簡單相關(guān)方法分析；多因素分析采用多元線性回歸。 結(jié)果:衡陽市國有企業(yè)員工從三個維度的重度職業(yè)倦怠發(fā)生率分別為EE（29.1%），DP（68.3%），PA（92.1%）；企業(yè)職工在職業(yè)倦態(tài)的三個維度的表現(xiàn)為;EE得分中位數(shù)為21，為中度倦怠水平，，DP和PA得分中位數(shù)分別為11和20，為重度倦怠水平。職業(yè)倦態(tài)的單因素分析結(jié)果顯示；男性員工的倦怠在DP維度上高于女性員工且差異存在顯著性(P㩳0.05)；4個年齡段職業(yè)倦態(tài)在PA,DP兩個維度差別有統(tǒng)計(jì)學(xué)意義(P0.05),不同婚姻狀況在EE和PA兩個維度職業(yè)倦態(tài)的得分差異均有統(tǒng)計(jì)學(xué)意義(P㩳0.05)；不同文化程度的員工在EE和PA兩個維度上職業(yè)倦怠得分差異有統(tǒng)計(jì)學(xué)意義(P㩳0.05)；不同的工作年限的員工組，在職業(yè)倦怠的三個維度的得分差異也都有統(tǒng)計(jì)學(xué)意義(P㩳0.05)；不同的職稱員工組，在職業(yè)倦怠EE維度和DP維度兩個得分上有差異和統(tǒng)計(jì)學(xué)意義(P㩳0.05)；不同工種在EE和DP兩個維度職業(yè)倦怠得分差別均有統(tǒng)計(jì)學(xué)意義(P0.05)；不同用工性質(zhì)在三個維度職業(yè)倦怠得分差別均有統(tǒng)計(jì)學(xué)意義(P 0.05)，編制外合同工在情感衰竭（EE）和去人性化（DP）兩個維度職業(yè)倦怠要高于編制內(nèi)員工;是否獨(dú)生子女在三個維度職業(yè)得分差別均有統(tǒng)計(jì)學(xué)意義(P 0.05)；不同的年收入在三個維度職業(yè)倦怠得分差別上均有統(tǒng)計(jì)學(xué)意義(P 0.05)；企業(yè)員工的個人收入水平在職業(yè)倦怠三個維度上的得分差異均無統(tǒng)計(jì)學(xué)意義（P㧐0.05）；不同的福利待遇的國有企業(yè)員工職業(yè)倦怠在EE和PA兩個維度上得分差別上均有統(tǒng)計(jì)學(xué)意義(P0.05)。 壓力源與職業(yè)倦怠的相關(guān)性顯示，專業(yè)工作總分與EE之間存在正相關(guān)(P0.05),與PA存在負(fù)相關(guān)(P0.05)；工作量總分與EE之間存在正相關(guān)(P0.05),與PA存在負(fù)相關(guān)(P0.05)；工作環(huán)境總分與PA存在負(fù)相關(guān)(P0.05)；員工工作總分與EE和DP之間存在正相關(guān)(P0.05)；管理總分與EE和DP之間存在正相關(guān)(P0.05)，與PA存在負(fù)相關(guān)(P0.05)。 多因素分析結(jié)果顯示，對職業(yè)倦態(tài)EE維度產(chǎn)生影響的變量為用工性質(zhì)，年齡、性別、婚姻狀況、文化程度、是否獨(dú)生子女、累計(jì)工作年限、年收入情況、職稱、目前為你辦理保險(xiǎn)的是、工作量總分、工作環(huán)境總分、管理總分；職業(yè)倦態(tài)DP維度產(chǎn)生影響的變量為婚姻狀況、是否獨(dú)生子女、年齡、職稱、年收入情況、目前為你辦理保險(xiǎn)的是、管理總分；對職業(yè)倦態(tài)PA維度產(chǎn)生影響的變量為性別、婚姻狀況、是否獨(dú)生子女、年收入情況、是否以企業(yè)收入為主要經(jīng)濟(jì)來源、專業(yè)工作總分、工作環(huán)境總分、員工工作總分管理總分。 結(jié)論:衡陽市國有企業(yè)職業(yè)倦怠發(fā)生率高，特別是個人成就感方面重度倦怠率高達(dá)92.1%；國有企業(yè)職工的壓力水平介于一般與較高之間。性別、用工性質(zhì)、工種、婚姻狀況、文化程度、工作年限，職稱、年齡，及壓力狀況等是職業(yè)倦怠的重要影響變量。國有企業(yè)職工壓力越大，職業(yè)倦態(tài)程度越高，它們之間存在正相關(guān)。
[Abstract]:Objective: To investigate the status and influencing factors of job burnout among employees of state-owned enterprises in Hengyang City, and to provide evidence for the intervention of job burnout among employees of state-owned enterprises in the future.
Methods: Using the method of multi-stage sampling, a questionnaire survey on job burnout and its influencing factors was carried out among some employees of four enterprises in Hengyang City, based on the principle of stratified and cluster sampling. Return.
Results: The incidence of severe job burnout was EE (29.1%), DP (68.3%) and PA (92.1%) in Hengyang state-owned enterprises, and the three dimensions of job burnout were EE (29.1%), DP (68.3%) and PA (92.1%). The results of factor analysis showed that the burnout of male employees was higher than that of female employees in DP dimension and the difference was significant (P?0.05); the burnout of four age groups was significantly different in PA and DP dimension (P 0.05), and the scores of different marital status in EE and PA dimension were statistically significant (P?0.05). There were significant differences in EE and P A dimensions of job burnout scores among the educated employees (P?0.05); there were also significant differences in the three dimensions of job burnout scores among the employees with different working years (P?0.05); there were differences in EE dimensions and DP dimensions of job burnout scores among the employees with different professional titles (P?0.05). Statistical significance (P? 0.05); different types of work in EE and DP dimensions of job burnout scores were statistically significant (P Employees; whether the only child in the three dimensions of occupational scores were statistically significant (P 0.05); different annual income in the three dimensions of occupational burnout scores were statistically significant (P 0.05); personal income level of employees in the three dimensions of occupational burnout scores were not statistically significant (P?0.05); There were significant differences in EE and PA scores of job burnout among employees of state-owned enterprises with the same welfare benefits (P 0.05).
The correlation between stress source and job burnout showed that there was a positive correlation between professional job score and EE (P 0.05), a negative correlation between professional job score and PA (P 0.05), a positive correlation between total workload score and EE (P 0.05), and a negative correlation between PA (P 0.05), a negative correlation between total work environment score and PA (P 0.05), and a positive correlation between total work score and EE and DP (P 0.05). Guan (P0.05); there was a positive correlation between the total score of management and EE and DP (P0.05), and negatively correlated with PA (P0.05).
Multivariate analysis showed that the variables influencing the EE dimension of occupational fatigue were employment nature, age, sex, marital status, educational level, whether only child, cumulative length of work, annual income, professional title. At present, the total workload score, total work environment score and total management score were all affected by the DP dimension of occupational fatigue. Sound variables for marital status, whether the only child, age, professional title, annual income, for you to deal with insurance is now, the management of total score; on the PA dimension of job burnout impact variables for gender, marital status, whether the only child, annual income, whether the main source of income, professional work total score, working environment Total score, total staff management score.
Conclusion: The incidence of job burnout in Hengyang state-owned enterprises is high, especially in the aspect of personal accomplishment. The level of stress in state-owned enterprises is between the general level and the high level. The higher the pressure of employees in state-owned enterprises and the higher the degree of job fatigue, there is a positive correlation between them.
【學(xué)位授予單位】：南華大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：R13

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