吉林省高校中年教师职业倦怠的调查与思考

中国高校教师的工作压力越来越大，教师职业倦怠现象已十分严重，它不但对教师自身的身心健康构成很大的威胁，也影响了教育事业的发展。分析高校教师职业倦怠产生的原因，不仅有利于教育管理部门调整政策，预防和缓解教师职业倦怠的发生，同时对教师的健康成长也会起到很大的作用。本文对教师职业倦怠的含义进行了解释，探讨了教师职业倦怠的成因，并提出了教师职业倦怠症的矫正策略。     

高校教师职业倦怠浅析

职业倦怠不仅影响教师的心理健康,还影响教育工作,影响到人才的培养,本文分析了教师职业倦怠的表现、危害以及产生的成因,提出了避免职业倦怠的方法和措施,以引起社会对教师职业倦怠的关注。     

高校教师职业倦怠浅析

职业倦怠不仅影响教师的心理健康,还影响教育工作,影响到人才的培养,本文分析了教师职业倦怠的表现、危害以及产生的成因,提出了避免职业倦怠的方法和措施,以引起社会对教师职业倦怠的关注.     

高职教师职业倦怠问题的探讨

高职教师职业倦怠是高职教师在长期压力体验下产生的一种情绪、态度和行为的衰竭状态,其典型症状是工作满意度低,工作热情和兴趣的丧失,以及情感的疏离和冷漠。职业倦怠是一种职业性伤害,其存在严重地影响着教师身心健康和学生发展,导致高职教师职业倦怠的原因主要有社会、个人、工作环境三个方面的因素,避免或消除教师职业倦怠也应从这几方面入手。     

护理学教师职业倦怠研究现状

职业倦怠会对学生及教师的身心发展产生严重的不良影响。本文通过分析护理学教师的特点,借鉴以往对教师职业倦怠概念、测量及成因的研究,总结归纳护理学教师职业倦怠的原因及影响因素,为进一步研究护理教师职业倦怠及其应对提供参考。     

高职英语教师职业倦怠探析

当前,高职英语教师职业倦怠已经成为职业教育中的一大危机。本文试从社会环境、组织机制职业现状和教师个体等方面探析高职英语教师职业倦怠产生的原因,并针对性地提出缓解对策。     

唐山市高职院校教师职业倦怠的成因与对策

研究职业院校教师职业倦怠状况,对于提高职业院校教师职业健康,促进教师专业化发展以及提升职业教育教学质量具有重要意义。本文对唐山市四所高职院校的教师职业倦怠现状和成因进行分析,并提出缓解教师职业倦怠的有效对策。     

高职院校教师职业倦怠及对策研究

结合我国高职院校的实际,阐述了教师职业倦怠的表现、内涵和影响,解析了教师职业倦怠形成的过程,通过实证调研,着重分析了教师职业倦怠的现状和产生原因,最后对高职院校教师职业倦怠问题提出了对策和建议,以期有助于问题的解决.     

民办高校教师职业倦怠水平研究

本研究利用个案研究,从职业倦怠单维度和整体水平两个角度分析民办高校教师职业倦怠的现状,以期为民办高等教育管理提供事实依据。本文以CS民办高校为研究对象,选取440个民办高校教师作为研究样本,对问卷数据进行描述性统计分析及人口统计学差异性分析。研究结果显示：民办高校教师在单维度和整体水平上倦怠程度偏高;40岁是民办高校教师职业倦怠的一个分水岭;入职时间5年后民办高校教师职业倦怠进入加速期;本科及博士学历的民办高校教师均为易倦怠人群;高级职称成为民办高校教师职业倦怠的重灾区。     

高职院校思政课教师职业倦怠问题探析

随着我国高等职业教育的发展,高职院校思政课教师的职业倦怠现象日益凸显,如何缓解高职院校思政课教师的职业倦怠是当前教育界必须应对的重要课题。文章对高职院校思政课教师职业倦怠的影响、产生原因及其缓解对策进行了分析。     

Job characteristics,work–home interference and burnout: testing a structural model in the South African context

The aim of this study was to test a structural model that included job demands and job resources, negative work–home interference (WHI) and burnout (exhaustion, cognitive weariness and cynicism). A cross-sectional survey design was used. Random samples (n = 330) were taken of workers employed in the earthmoving industry in eight provinces of South Africa. Job characteristics (including job pressure, job control and job support) were measured by items that were adapted from the Job Content Questionnaire and a validated questionnaire on experience and evaluation of work. The Survey Work–Home Interaction – Nijmegen was used to measure negative WHI, while the Maslach Burnout Inventory-General Survey and cognitive weariness scale were administered to measure exhaustion, cognitive weariness and cynicism. Structural equation modelling with Amos showed that job demands (e.g. job pressure) and job resources (job control, supervisor support and colleague support) contributed to negative WHI. Negative WHI mediated the relationship between job demands and burnout and partially mediated between job resources and burnout.     

企业80后知识型员工工作倦怠与离职倾向之间的关系研究——以组织支持感为调节变量

文章以企业80后知识型员工为研究对象,研究其工作倦怠、组织支持感与离职倾向之间的关系.首先采用统计软件SPSS17.0进行描述性统计分析、相关分析、回归分析,最后采用层次回归的分析方法考察组织支持感的调节作用.通过实证研究得出:工作倦怠与离职倾向显著正相关;组织支持感与离职倾向显著负相关;企业80后知识型员工工作倦怠对其离职倾向具有较好的正向预测作用;企业80知识型后员工感知到的组织支持感对其离职倾向具有较好的负向预测作用;组织支持感在工作倦怠和离职倾向之间起到了明显的调节作用.     

Effects of the workplace social context and job content on nurse burnout

Job burnout is a continuing concern for human resource management, as it affects employee productivity and well‐being. In particular, the nursing profession is widely recognized as a stressful occupation that leads to burnout. The present study examines the relative significance of workplace social context in a health care setting and the job content of the nursing profession for influencing the three dimensions of job burnout: emotional exhaustion, depersonalization, and personal accomplishment (Maslach & Jackson, 1981). Data were collected through a questionnaire survey of a random sample of 1,190 nurses working in 43 public hospitals in Hong Kong. The results indicate that although both the workplace social context and job content have significant effects on burnout dimensions, the effects of the workplace social context were significantly stronger. In addition, the workplace social context had a significant negative effect on personal accomplishment, whereas job content influenced personal accomplishment positively. Implications of these findings are discussed in the context of devising management interventions for dealing with job burnout in the nursing profession. © 2011 Wiley Periodicals, Inc.     

西安市幼儿教师职业倦怠状况及成因分析

随着现代社会和生活节奏的加快、竞争的日趋激烈,人的心理压力也悄然而至。如果不能有效缓解由于各种原因造成的工作压力,不能运用适当的方式进行自我心理调适或及时的获得外界的心理支持,久而久之,就会陷入消极情绪的阴霾里,最终造成与职业密切相关的身心耗竭状态——职业倦怠。由于职业的特点,教师是职业倦怠感产生的高发人群,对于学生也有着非常大的消极影响,因此研究幼儿教师职业倦怠状况及成因有着极其重要的现实意义。     

注册会计师职业倦怠“工作要求-资源”模型及其应用——基于资源保存理论的视角

职业倦怠是困扰注册会计师行业的现实难题之一。本文从注册会计师职业的特点出发,基于资源保存理论的视角,对已有的"工作要求-资源"模型进行修正,初步构建了注册会计师职业倦怠的"工作要求-资源"模型,全面解读了注册会计师职业倦怠的发展过程和作用机理,探讨了"工作要求-资源"模型如何应用于注册会计师职业倦怠的干预。     

浅谈高校图书馆馆员职业倦怠的原因及对策

本文通过对职业倦怠的认知,提出了解决高校馆员职业倦怠的一些对策。阐述了馆员职业倦怠的危害性,分析了高校馆员产生职业倦怠的原因。     

The interactive effect of LMX and LMX differentiation on followers’ job burnout: evidence from tourism industry in Hong Kong

Building on the conservation of resources theory, we posit that leader–member exchange (LMX) serves as a valued resource to reduce followers’ job burnout. Informed by the theoretical arguments of reference group theory and norm of equality, we further propose two sets of competing hypotheses to test whether LMX differentiation within teams enhances or dampens the effect of LMX on relieving job burnout. Using a sample of 288 travel agents in Hong Kong, we find a negative relationship between LMX and emotional exhaustion. In support of the prediction of norm of equality, the results show that the negative relationships between LMX and emotional exhaustion and between LMX and diminished sense of personal accomplishment were stronger when LMX differentiation was low. Implications for theory and managerial practice and future research directions are discussed.     

基于工作满意度的人力资源人员工作倦怠干预研究——以南京为例

通过496份有效问卷统计的数据,得出人力资源人员工作倦怠与工作满意度的现状。相关分析及回归分析表明,人力资源人员工作满意度对工作倦怠具有影响和预测作用。在实证分析的基础上,提出了提升人力资源人员工作满意度,进而对其工作倦怠在职业生涯化、培训有效化、薪酬合理化、福利人性化以及部门内部协作化等方面进行干预的对策。     

Chinese hotel employees in the smiling masks: roles of job satisfaction,burnout, and supervisory support in relationships between emotional labor and performance

Using survey data obtained from 206 frontline hotel employees (Study 1) and 111 employee–supervisor dyads (Study 2), we examined how the emotional labor of hotel employees was associated with affective and behavioral outcomes. We found that surface acting was negatively related to job satisfaction but positively related to burnout. Meanwhile, deep acting was positively related to job satisfaction but negatively related to burnout. Additionally, job satisfaction and burnout were found to mediate the relationship between emotional labor and work performance. We further found that supervisory support moderated the relationships between emotional labor and job satisfaction and burnout.