长株潭地区兼职导游员职业倦怠调查研究

兼职导游员职业倦怠是我国旅游行业一个十分普遍的问题。针对长株潭地区高校学生作为兼职导游员的调查显示:导游员职业倦怠的原因主要源于工作压力大、旅游利益相关者不理解、工作风险大、薪酬制度不合理,导游员职业倦怠导致他们职业兴趣低、身心健康受损、流失率高等问题。需要通过引导他们自我调节,倡导文明旅游、强化旅行社和旅游目的地管理、建立合理的薪酬制度,以降低导游员职业倦怠。     

从异化劳动理论视角看我国导游员职业倦怠现象

异化劳动理论中折射出的人本思想为人的全面发展指明了方向。研究马克思的异化劳动理论,对今天的经济发展和社会生活具有重要的现实指导意义。用异化劳动理论分析结果显示,目前我国旅行社导游员具有较严重的职业倦怠感,这严重损害了导游员的身心健康,进而导致服务质量下滑。根据导游职业倦怠感产生的深层原因,提出了树立"以人为本"的价值观;建立合理的薪酬制度;营造轻松的工作氛围,创造和谐的人际关系的改善策略。     

基层消防士兵职业倦怠与应对策略探讨

职业倦怠的出现会严重损害从业者的健康。消防部队基层中队士兵作为一个特殊的群体,受个体、环境等因素的影响,易产生职业倦怠。在分析基层中队士兵职业倦怠产生原因的基础上,从个人和组织制度两方面提出了缓解士兵职业倦怠的干预策略,以保持基层部队的稳定和战斗力。     

基于职业动机理论的职业生涯中期倦怠透视

职业生涯中期是个体生活和工作中最为关键的时期。处于职业生涯中期的员工家庭责任重,既是社会的中流砥柱,又是企业的中坚力量。如何减轻他们的职业倦怠感,帮助他们更好地发展,实现组织与个人的双赢,是组织职业生涯管理所面临的挑战。本文从职业生涯中期职业倦怠的表现、原因等方面进行了分析,并提出了解决对策。     

酒店客房服务员的职业倦怠差异调查研究——以贵阳市为例

酒店客房服务工作要求严格、持续时间长、反复性强,客房服务员是职业倦怠的高发人群。本研究采用MBI-GS职业倦怠量表对贵阳市104名酒店客房服务员进行了测量,通过对样本数据的分析得出了人口统计特征对其职业倦怠有不同程度的影响,从而提出预防和缓解酒店客房服务员职业倦怠的干预措施。     

销售经理中期职业倦怠产生原因及对策

销售经理是一个特殊群体，职业中期是其职业生涯的分水岭。本文尝试结合其职业特征，运用销售职业阶段、个体生命周期、家庭生命周期、职业倦怠等理论分析销售经理中期职业倦怠产生的原因，提出职业生涯再定位、工作再配置、职业中期心态培训、职业退出与再选择机制、个体投资、家庭关怀等解决对策，期望有利于销售经理中期职业倦怠的缓解。     

销售经理中期职业倦怠产生原因及对策

销售经理是一个特殊群体，职业中期是其职业生涯的分水岭。本文尝试结合其职业特征，运用销售职业阶段、个体生命周期、家庭生命周期、职业倦怠等理论分析销售经理中期职业倦怠产生的原因，提出职业生涯再定位、工作再配置、职业中期心态培训、职业退出与再选择机制、个体投资、家庭关怀等解决对策，期望有利于销售经理中期职业倦怠的缓解。     

基于JS和OC的高校教师职业倦怠实证研究

本文从我国转型期高校学术人力资源的职业倦怠影响出发,设计了研究高校学术人力资源职业倦怠、工作满意与组织承诺的量表和问卷;分析了问卷调查的信度、效度和结果;指出了职业倦怠、工作满意与组织承诺的影响效应;提出了高校学术人力资源职业倦怠降低、工作满意度提升以及组织承诺改善的组织策略。     

高校教师职业倦怠的成因及应对策略

职业倦怠作为教师不能有效应对工作压力时的一种极端反应,是教师职业生涯和专业发展历程中的常见现象,已经成为制约高校教师发展的一个重要因素,也对教学质量、学生发展及教师队伍稳定产生重要的影响,从个体、学校和社会因素分析高校教师职业倦怠的原因,并提出有效应对措施,期待能预防和有效缓解高校教师的职业倦怠状况,进而促进高等教育事业的可持续性健康发展。     

基于JS和OC的高校教师职业倦怠理论研究

本文从高校学术人力资源职业倦怠对高校学术发展的影响出发,指出了研究高校学术人力资源职业倦怠、工作满意与组织承诺的重要作用和现实意义;界定了高校学术人力资源职业倦怠的内涵与原因;提出了高校学术人力资源职业倦怠、工作满意与组织承诺的相关研究假设;并构建了结构模型;分析了职业倦怠、工作满意与组织承诺的影响机理。     

工作倦怠研究的组织转向:职位性倦怠和干预策略

文章提出工作倦怠的组织转向研究尝试,以职位群体分层来分析职位性倦怠.跨行业实证结果表明,三个职位层面的工作倦怠结构尽管可用三个相同维度进行描述,但是它们的权重影响程度却是有差异的.文章最后深入讨论了相应工作倦怠的干预策略.     

The Role of Religiosity in Stress, Job Attitudes, and Organizational Citizenship Behavior

Religion and faith are often central aspects of an individual’s self-concept, and yet they are typically avoided in the workplace. The current study seeks to replicate the findings about the role of religious beliefs and practices in shaping an employee’s reactions to stress/burnout and job attitudes. Second, we extend the literature on faith in the workplace by investigating possible relationships between religious beliefs and practices and citizenship behaviors at work. Third, we attempted to study how one’s perceived freedom to express his/her religious identity at work was related to workplace attitudes and behaviors. Mixed results suggest that religiosity can be related to stress and burnout, job satisfaction, organizational commitment, and Organizational Citizenship Behavior. More research is needed to further qualify the results and explore the effects of one’s perceived freedom to express his/her religious identity in the workplace.     

Predicting Entrepreneurial Burnout in a Moderated Mediated Model of Job Fit

We introduce, and empirically test, a model of entrepreneurial burnout that highlights the relationships among job fit, entrepreneurial passion, destiny beliefs, and burnout. Using a sample of 326 individuals involved in entrepreneurial jobs, we tested the link between job fit and two forms of passion—harmonious and obsessive—and the moderating role of entrepreneurs' destiny beliefs about work (i.e., the belief that a successful career is “meant to be”). Findings illustrated that their job fit perceptions were positively related to harmonious passion, which in turn negatively predicted burnout. Additionally, the relationship between job fit and obsessive passion was moderated by destiny beliefs, such that it was positive at high and average levels of destiny beliefs. In turn, obsessive passion was positively related to burnout. We discuss implications for both theory and practice.     

The Role of Customer Orientation as a Moderator of the Job Demand–Burnout–Performance Relationship: A Surface-Level Trait Perspective

This study expands upon previous research on the antecedents (job demands and job resources) and outcomes of frontline employee burnout, and examines the role of customer orientation (CO) in the burnout process. Using data from frontline bank employees in New Zealand, we investigate both the direct relationships of CO to burnout and job outcomes (job performance and turnover intentions) and the buffering role of CO concerning the relationships between job demands, burnout, and job outcomes. The study results show that burnout mediates the effects of job demands and job resources on job performance and turnover intentions. Besides being directly related to burnout and job performance, CO also buffers the dysfunctional effects of job demands on burnout and job outcomes. Implications of the results are discussed and future research avenues are offered.     

工作倦怠在中国的研究状况分析

文章首先回顾了工作倦怠的研究背景,综述了工作倦怠在中国的研究阶段和研究领域;对工作倦怠的研究结构及其测量和处理进行了探讨;然后对工作倦怠的主要的前因变量和后果变量进行了分析研究;最后对工作倦怠未来的研究方向和困难进行了分析阐述。     

How does workplace harassment influence the employees’ response in a deluxe hotel?

Recently, workplace harassment in the form of superiors abusing their power over subordinates has emerged as a social problem. In the deluxe hotel work environment, dealing with this issue starts by asking whether harassment by a superior has taken place – and if so, how it has influenced subordinates’ responses. The purpose of this study was to measure the perception of workplace harassment among employees and to explain the relationships between workplace harassment and employee engagement, satisfaction, burnout, and turnover intent in deluxe hotels in South Korea. The results showed that verbal aggression had a significant negative effect on employee engagement, while isolation, disrespectful behavior, and physical aggression exacerbated employee burnout. In addition, employee engagement significantly enhanced job satisfaction, while burnout increased employees’ turnover intent. Limitations and future research directions are also discussed.     

The relationship between laissez-faire leadership and burnout: Mediation through work alienation and the moderating role of political skill

We tested the relationship between laissez-faire leadership and job burnout and the mediating role of work alienation in this relationship. We also examined the moderating role of political skill in the relationship between laissez-faire leadership and burnout. Based on time-lagged (three waves, two months apart) survey data collected from 272 employees in 92 firms operating in China, our results showed that laissez-faire leadership was positively related to burnout both directly and via work alienation. Moreover, the positive relationship between laissez-faire leadership and burnout was contingent on political skill, such that the relationship was weak when political skill was high. The study provides useful suggestions to help managers curb employees' feelings of burnout and work alienation.     

会计人员职业倦怠的研究评述

已有的研究表明,职业倦怠更多地与职业的特点有关。会计工作的特殊性使会计人员成了职业倦怠的易发人群,当前对于会计人员职业倦怠的研究还很少。回顾和总结国内有关会计工作人员的工作倦怠的理论研究,对会计人员职业倦怠研究具有现实意义。对其研究要有客观数量化的评价,注意了解不同城市和单位的差异,考察我国文化背景的因素。     

Antecedents and consequences of flight attendants' job satisfaction

Flight attendants' working conditions are harsh due to frequent night shifts, long shifts, and long sequences. This study sought to identify the antecedents and consequences of flight attendants' job satisfaction and assess the significant relationships among the study variables. Two hundred and twelve flight attendants in South Korea airlines were randomly chosen. Significant antecedents of job satisfaction were revealed to be self-efficacy and perceived benefits of organizational support. The indirect effect of emotional dissonance via burnout on job satisfaction was significant, and the significant positive effect of job satisfaction on organizational commitment was confirmed. Findings may guide employers in developing internal marketing strategies, including more effective benefit and reward systems, and career development programmes.     

The crisis cloud's silver linings: The effects of hope and gratitude on employee burnout and engagement

A crisis such as the COVID-19 pandemic has a tremendous impact on organisations and their employees. Building on the job demands–resources model, conservation of resources theory and the broaden-and-build theory of positive emotions, we examined the influence of job stressors on employee burnout, as well as how positive emotions can help employees thrive in tough times. We collected data from 503 Australian employees during the transition period of the COVID-19 crisis, when the country had reached a high vaccination rate and was starting to prepare to return to pre-crisis normal. Our findings show that financial insecurity has a direct impact on employee burnout, whereas a health threat has only an indirect effect. Further, our findings highlight the importance of positive emotions. Hope for the post-crisis future was found to buffer the negative impact of financial insecurity and reduce employee burnout, and feeling gratitude at work was found to mitigate the effects of burnout and enhance employee engagement even when employees are emotionally exhausted.