体制内员工作为职业倦怠的高发群体之一,他们的职业倦怠可能受到保健因素、激励因素的影响,付出回报感和工作满意度是员工对工作内容的主观感受和评价,这种主观感受对职业倦怠起重要作用。基于2018年中国劳动力动态调查的数据,文章以71...体制内员工作为职业倦怠的高发群体之一,他们的职业倦怠可能受到保健因素、激励因素的影响,付出回报感和工作满意度是员工对工作内容的主观感受和评价,这种主观感受对职业倦怠起重要作用。基于2018年中国劳动力动态调查的数据,文章以713名体制内员工为研究对象,分析了保健、激励因素对职业倦怠的影响,以及付出回报感的中介作用和工作满意度的调节作用。结果发现:保健因素负向影响职业倦怠,激励因素与职业倦怠无直接相关关系;付出回报感在保健因素与职业倦怠之间起部分中介作用,在激励因素与职业倦怠之间起遮掩作用;工作满意度在付出回报感和职业倦怠之间起调节作用。研究结论为缓解体制内员工职业倦怠,改善员工工作心态提供了参考借鉴。As one of the high incidence groups of burnout, employees within the system may be affected by hygienic factors and motivational factors, and the sense of effort-reward and job satisfaction are the subjective feelings and evaluations of employees about the content of their work, and this subjective feeling plays an important role in job burnout. Based on data from the CLDS 2018, this paper analyzed the effects of hygienic and motivational factors on job burnout, as well as the mediating role of the sense of effort-reward and the moderating role of job satisfaction, with 713 employees within the system as the research subjects. The results found that: hygienic factors negatively affect job burnout, and motivational factors have no direct correlation with job burnout. The sense of effort-reward plays a partial mediating role between hygienic factors and job burnout, and a masking role between motivational factors and job burnout. Job satisfaction moderates the relationship between the sense of effort-reward and job burnout. The findings provide a reference for alleviating job burnout and improving the work mindset of employees with the system.展开更多
文摘体制内员工作为职业倦怠的高发群体之一,他们的职业倦怠可能受到保健因素、激励因素的影响,付出回报感和工作满意度是员工对工作内容的主观感受和评价,这种主观感受对职业倦怠起重要作用。基于2018年中国劳动力动态调查的数据,文章以713名体制内员工为研究对象,分析了保健、激励因素对职业倦怠的影响,以及付出回报感的中介作用和工作满意度的调节作用。结果发现:保健因素负向影响职业倦怠,激励因素与职业倦怠无直接相关关系;付出回报感在保健因素与职业倦怠之间起部分中介作用,在激励因素与职业倦怠之间起遮掩作用;工作满意度在付出回报感和职业倦怠之间起调节作用。研究结论为缓解体制内员工职业倦怠,改善员工工作心态提供了参考借鉴。As one of the high incidence groups of burnout, employees within the system may be affected by hygienic factors and motivational factors, and the sense of effort-reward and job satisfaction are the subjective feelings and evaluations of employees about the content of their work, and this subjective feeling plays an important role in job burnout. Based on data from the CLDS 2018, this paper analyzed the effects of hygienic and motivational factors on job burnout, as well as the mediating role of the sense of effort-reward and the moderating role of job satisfaction, with 713 employees within the system as the research subjects. The results found that: hygienic factors negatively affect job burnout, and motivational factors have no direct correlation with job burnout. The sense of effort-reward plays a partial mediating role between hygienic factors and job burnout, and a masking role between motivational factors and job burnout. Job satisfaction moderates the relationship between the sense of effort-reward and job burnout. The findings provide a reference for alleviating job burnout and improving the work mindset of employees with the system.
