摘要
采用Maslach工作倦怠量表对263名企业员工在一年时间内的三个等距时间点(T1,T2,T3)的工作倦怠进行测量,纵向研究中国文化背景下工作倦怠的发展规律,并比较工作倦怠发展的六种因果模型。研究结果表明,去人性化影响成就感降低,且这种影响具有跨时间一致性;但是情绪衰竭和去人性化相互影响的跨时间一致性较低,如T1情绪衰竭影响T2去人性化,但是T2情绪衰竭对T3去人性化的影响不显著;T1去人性化对T2情绪衰竭的影响不显著,但是T2去人性化影响T3情绪衰竭。去人性化在工作倦怠的发展中具有非常重要的作用。
Job burnout is a three-dimensional syndrome in response to chronic work-related stressors, including emotional exhaustion, depersonalization and reduced personal accomplishment. It is clear that a good understanding of the developmental process of burnout could facilitate its early recognition and intervention. Several models have been proposed for the development of burnout, among which the Leiter’s model （1988）, Golembiewski’s model （1996）, Lee’s model （1993）, van Dierendonck’s model （2001）, and Taris’ model （2005） are most influential. However, there is a conceptual reason for not accepting these models, as it is remarkable that none of the these models so far explicitly treats depersonalization as a coping strategy. We argue that depersonalization is a dysfunctional coping strategy, thereby leading to an increased emotional exhaustion and decreased personal accomplishment. Thus it seems that the developmental models for the causal effects among the three burnout dimensions should be extended to include the effects of depersonalization on the emotional exhaustion and reduced personal accomplishment. Based on the theoretical and empirical evidence, we propose a new developmental model of burnout that explicitly includes the path from depersonalization to emotional exhaustion and reduced personal accomplishment.The primary purpose of this study is to compare the six developmental models of burnout, including the Leiter’s model, Golembiewski’s model, Lee’s model, van Dierendonck’s model and Taris’ model and the model proposed in this study. In this study, we conducted a full panel design with three waves in 263 participants, and burnout was measured by means of the Chinese version of the Maslach Burnout Inventory （MBI）. The final sample consists of 263 participants with an average age of 34.67 years, including 44% males and 56% females. The preliminary analysis shows that the attrition of participants is at random, thus it will not affect the validity of the results. St
出处
《心理科学》
CSSCI
CSCD
北大核心
2015年第4期911-915,共5页
Journal of Psychological Science
基金
2011年度教育部哲学社会科学研究重大课题攻关项目(11JZD044)的资助
关键词
工作倦怠
发展模型
纵向研究
去人性化
Job burnout
developmental model
longitudinal analysis
depersonalization
