Systemic justice and burnout: A multilevel model

With the aim of extending organisational justice research to embrace significant and enduring aspects of the workplace context, this study examines organisational culture and human resource management (HRM) as constitutive dimensions of systemic justice and relates them to employee health. Bridging organisational justice, HRM, organisational culture, and occupational health research, we advance and test a multilevel model relating systemic justice to burnout. Data collected from 60 organisations; 89 employee groups; and 1,976 employees provide support for the hypothesised relationships between justice‐oriented culture, in terms of organisational values and group culture, and justice‐oriented HRM. In turn, justice‐oriented HRM related directly to employee burnout and indirectly through employee perceived job control and supervisor social support.     

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.     

高绩效工作系统、工作倦怠对员工离职倾向的影响研究

本文基于员工感知的视角，以工作倦怠作为中介变量，探索员工感知的高绩效工作系统对离职倾向的影响机制。通过来自企业256 个有效样本的实证研究发现，员工感知的高绩效工作系统与离职倾向显著负相关；工作倦怠及其子维度情感耗竭、玩世不恭与离职倾向显著正相关，而子维度成就感低落与离职倾向相关性不显著；工作倦怠在员工感知的高绩效工作系统与离职倾向之间起部分中介作用；员工感知的高绩效工作系统可通过影响员工的情感耗竭、玩世不恭情绪，间接对离职倾向产生影响，而成就感低落的中介效应不显著。     

工作家庭冲突对饭店女性员工顾客导向影响实证分析

工作家庭冲突对员工工作和家庭行为都具有显著的影响。针对高星级饭店女性员工的实证调查表明,家庭对工作的干扰和工作对家庭的干扰都会导致员工出现情绪衰竭和情感疏远的倾向,进而削弱员工的顾客导向。因此,饭店管理者需要从设计弹性管理策略和系统构建家庭支持方案入手,缓和员工工作和家庭之间的冲突,目的在于同时提升员工的工作绩效和主观幸福感。     

Job stress,coping strategies,and burnout among hotel industry supervisors in Taiwan

The complex and changing environment of the hospitality industry presents a never ending array of stimuli, pressures and demands which can become sources of stress for hotel supervisors. A focus on the identification of current and potential stressors in organizations, and the development of strategies which individuals and management may use to manage and reduce stress effectively, is imperative. This study is to investigate the perceived level of stress of hotel supervisors, to establish frequency of the use of various coping strategies, and to determine the burnout rate. This study also empirically examines the relationships among stress, coping strategies, and job burnout. A convenient sample of hotel supervisors of large hotels in Taiwan was selected. The return of 298 questionnaires represented 74.5% of the total supervisors surveyed. The study findings suggest that the major job stress of hotel supervisors originates from task characteristic and workload. Moreover, a direct action coping strategy may allow one to perceive the situations as opportunities and may, in turn, contribute to reduce job stress. Furthermore, hotel supervisors experience a lower level of burnout if they apply more direct action strategies in coping with the pressures of their job. The results of this study can be used as part of guidelines including what should be considered to reduce job stress and burnout in the work environment.     

Controlling for Burnout in Estimating Mortgage Prepayment Models

Burnout is a consequence of unobservable predictive variables. This paper describes a methodology for estimating mortgage prepayment models which corrects for burnout. The paper generalizes the approach of Deng, Quigley, and Van Order (Econometrica, 68, 275–307, 1998) and Stanton (Rev. Finan. Stud.8, 677–708, 1995) in modeling the impact of unobservable variables as a probability distribution. The estimator is applied to a sample of loan histories and the results compared to a conventional logit analysis of the data. Predictions and simulations from both models are compared to illustrate the properties of the new estimator.     

少数民族地区大学生学习倦怠的调查与分析

为了了解当前少数民族地区大学生学习倦怠的状况,本研究以内蒙古财经大学的学生为样本,分析了大学生学习倦怠的状况,并对不同性别、民族、年级、文理科的倦怠情况进行了分析与讨论。结果显示：少数民族地区大学生存在一定程度的学习倦怠;男生的学习倦怠高于女生;蒙古族大学生学习倦怠高于汉族大学生;不同年级的大学生在学习倦怠上存在差异,其中二年级、三年级显著高于四年级;文科生的情绪低落程度要高于理科生。     

中学教师职业倦怠与人格特征的相关研究

通过EPQ与MBI的测量收集数据,了解中学教师职业倦怠的基本状况,分析职业倦怠与人格特征是否存在相关关系,并结合结果相关分析对可能的影响因素做一定程度的解释。     

旅行社经理人工作倦怠的影响因素研究

旅行社企业内外部众多的新老问题困扰着旅行社经理人的工作,长期的高压工作很容易转化成工作倦怠,严重影响他们的工作幸福感.了解旅行社经理人工作倦怠产生的影响因素及发展过程对提升旅行社经理人工作幸福感,促进旅游业的健康、可持续发展有着重要的理论和实践意义.文章采用内容分析法,通过与旅行社经理人的访谈搜集资料,并运用扎根理论对资料进行处理与分析,研究发现:①旅行社经理人工作倦怠产生的影响因素包括角色冲突、工作控制感、组织和社会支持感3个正向因素和情绪智力这一负向因素.②旅行社经理人工作倦怠的产生过程是情感耗竭—情绪调动—个人成就感降低,这与其他行业从业人员工作倦怠的情感耗竭—去人性化—个人成就感降低发展过程有所不同.     

基于路径依赖理论的辅导员职业倦怠现象研究

高校辅导员职业倦怠一般表现出身体、智力、社会和自我主导意识等方面的路径依赖。为了避免产生这种现象,要在充分发挥原有积极路径因素作用的同时,打破非效率路径的"锁定";要优化工作环境,加强和改进对辅导员的管理,注重他们自身的完善与发展。