基于职业倦怠的员工职业稳定性研究

我国正处于社会和经济的转型期,职业的不稳定性和不安全感逐步增加,职场竞争激烈,职业焦虑严重,职业倦怠已成为职场人工作和生活中不可回避的问题。最新权威调查显示,我国正进入"职业倦怠"的高峰期,七成以上的职场人士产生了工作倦怠。职业倦怠因工作而起,又反作用于工作。本研究对职业稳定性的理论进行了梳理,从职业倦怠角度分析了员工职业稳定性下降的原因。这些因素说明员工个体因为工作负担过重、缺乏工作自主、薪资待遇不合期望、缺乏职业安全感、缺乏挑战性的工作以及个人能力得不到发挥等对员工的职业稳定性有着密切的关系。员工职业的不稳定,将使企业面临巨大的人才流失的压力。为此,本研究提出企业要想确保员工队伍的稳定,就应该关注员工的职业匹配度和职业延展度,规划好员工的职业生涯,通过多样化的工作设计,为员工提供更多的职业发展机会。同时,提倡成功标准多样化的企业文化,引导员工正确认同自我价值,企业才能成功地留住员工。

The Research of Employee Occupation Stability based on Occupation Burnout

China is now in social and economic transition, occupational instability and insecurity have been gradually growing. Fierce competition and severe occupational anxiety has made job burnout an unavoidable problem. Latest authoritative survey shows that China is reaching a ＂burnout＂ peak at which more than 70% of professionals have job burnout. Burnout, due to work and counterproductive at work. From angle of staff burnout, this study sorts out the theory of career stability and discusses why career stability declines. These factors explain that employee＇s career stability is associated with overload work, less job autonomy, frustrating salaries, job insecurity, inadequate challenges and insufficient chances. Occupational instability makes enterprises face tremendous pressure of brain drain. Therefore, this study suggests that to ensure a stable workforce, enterprises must do well in employees＂ occupational matching degree and extension degree, good employees＂ career-planning, diversified job design and more professional development opportunities. At the same time, to successfully retain employees, enterprises are expected to promote coroorate culture with diversified success criteria and to encourage their emolovees to identify self-worth in a correct way.