工作倦怠研究中的变量分析及进展

随着劳动力结构与工作特点的巨大变化,工作倦怠问题日益突出。国内外研究涉及到与之相关的多个变量。前因变量主要包括个体与工作特征层面,后果变量主要涉及身心健康、绩效与离职层面,以及未有明确因果关系的工作满意度和工作家庭冲突。在未来研究中,纵向研究与因果关系研究成为工作倦怠领域的最大挑战,而工作投入的引入又成为新的亮点。     

城市社区与乡镇卫生院医务人员工作倦怠情况分析

目的 分析基层医疗卫生机构中的城市社区卫生服务中心与乡镇卫生院医务人员的工作倦怠情况及影响因素,探讨两类机构中医务人员倦怠的水平差异。方法 采用Maslach职业倦怠普适量表（MBI-GS）对东北某地区城市社区卫生服务中心及乡镇卫生院进行问卷调查。结果 城市社区卫生服务中心医务人员工作倦怠检出率为27.8%,工作倦怠程度影响因素是学历、职称、工资收入和绩效方案合理性。乡镇卫生院工作倦怠检出率为34.1%,倦怠程度主要受性别、工作时间、工作量和工资收入影响。结论 乡镇卫生院较城市社区卫生服务中心医务人员的工作倦怠感严重,应引起有关管理部门的重视并采取相应的干预措施。     

收敛交叉映射方法及其在生态学中的应用

收敛交叉映射(CCM)是一种分析非线性系统中时间序列变量间因果关系的方法。其不同于传统的线性系统分析方法,是通过对变量进行状态空间重构来获取变量的历史信息,随着时间序列不断增长,当其估计性能呈现收敛的性质时,可以判断因果关系的存在。本文介绍了CCM的发展史及其较传统的格兰杰因果检验的优点,详细阐明了CCM的原理、算法过程和实现途径。CCM作为一种针对变量间具有弱到中等强度耦合关系的系统分析方法,可以用来有效地解决非线性生态系统多变量间复杂的因果关系问题。将该方法应用于具有空间信息的多点位时间序列变量间因果分析时,应充分考虑点位间的空间自相关性,与可以去除变量及序列间空间相关性的方法相结合,从而确保CCM对变量因果关系的分析更加准确,结果也更具有信服力。     

工作家庭冲突与麻醉医师工作倦怠及工作满意度的关联性研究

目的 探讨工作家庭冲突对麻醉医师工作倦怠的影响,并检验工作满意度的中介作用。方法 采用网络问卷调查法收集数据。采用描述性统计分析、Pearson相关性分析及多元阶层线性回归分析法检验变量之间的关系及中介效应。结果 工作家庭冲突对麻醉医师工作倦怠（β=0.240, P＜0.01）具有显著的正向影响,对工作满意度（β=-0.282, P＜0.01）具有显著的负向影响。工作满意度在二者之间扮演了完全的中介作用。结论 工作家庭冲突显著降低麻醉医师的工作满意度,进而导致他们出现工作倦怠症状。因此,工作家庭冲突对麻醉医师的工作及生活会产生不利影响。     

基于R的结构方程模型在生态学中的应用

结构方程模型已经成为当前生态数据分析的主要方法之一。与其他多变量统计方法不同,结构方程模型的建模过程由理论假设驱动,且可以同时量化多个变量间的直接和间接因果关系。然而,由于结构方程模型引入国内生态学领域的时间相对较短,研究者经常在实际应用中遇到各种问题,各种使用错误也屡见不鲜。对此,本文系统阐述了结构方程模型的建模原理、建模流程、模型评价、模型修正等方面内容,并且结合具体研究案例介绍了结构方程模型分析的两个主流R包—lavaan和piecewiseSEM。其中,lavaan可以分析纳入了潜变量的结构方程模型,piecewiseSEM则可以解决各观测数据不独立以及响应变量残差不满足多元正态分布等问题。本文将有助于研究者准确理解结构方程模型并能扩大其在生态学中的应用。     

"过劳"与工作倦怠的比较研究

本文回顾了过劳与工作倦怠的研究起源及含义,在研究对象清晰的基础上,从两者对个体身心健康及对社会经济影响两方面比较了它们的相似之处。着重从过劳及工作倦怠现象产生的原因、多发行业、消极影响的侧重点三方面细致分析了二者的差异。通过以上比较,以期提供对过劳及工作倦怠现象比较清晰和全面的认识。     

医务人员工作倦怠与特质情绪智力相关关系的研究

目的 通过考察医务人员工作倦怠与特质情绪智力的相关关系,为探索改善医务人员工作倦怠状况的方法提供依据。方法 采用随机抽样的方式对552名医务人员进行工作倦怠和特质情绪智力问卷的调查。结果 (1)工作倦怠与特质情绪智力负性相关关系显著;(2)总体上,特质情绪智力对工作倦怠具有一定的负向预测作用。结论 可以通过对医务人员特质情绪智力的培养改善其工作倦怠感,培训方案的设计要注意整体性和全面性。

     

撤点并校与农村居民的迁移决策

上世纪９０年代以来,我国农村地区的小学数量急剧减少。本文利用２０００ 年和２００５年的人口普查和１％人口抽样调查数据以及相关年份的城市层面数据,考 察了农村地区学校数量减少对农村居民迁移的影响。实证结果表明,农村地区学校 数量的减少显著提高了居民迁出的概率。为了建立两个变量之间的因果关系,我们 控制了一系列变量,包括反映地区人口迁移趋势的变量。此外,我们还分性别、分年 龄、分不同的迁移类型、分不同的家庭类型（是否有小孩）考察了上述关系。结果表 明,那些有小孩的、处于相应年龄段的农村居民对于学校数量的减少更加敏感。     

教育投资具有外部收益吗？ ———来自中国的经验证据

使用２００５年全国１％人口抽样调查数据,在微观明瑟方程中加入代表地 区平均教育水平的变量,使用工具变量法估算我国地市层面和省级层面的教育外部 收益率。主要结论是：第一,在我国城镇地区存在明显的教育外部性,城市劳动者平 均受教育年限提高一年,将导致在该城市工作的劳动者工资提高３５％ －３８％,而城 市劳动者中大学学历劳动者的比例提高一个百分点,将导致劳动者工资提高 ３．１％ －３．６％。第二,省级层面的教育外部收益率高于地市级层面。第三,高学历 劳动者获得的教育外部收益率高于低学历劳动者。研究结论证明了政府从纠正外 部性的角度投资教育的正当性,支持省级政府比基层政府承担更大教育责任的政策 取向,同时表明地区平均教育受水平的提高更有利于高学历劳动者的工资增长。     

草地植被生物量动态研究视角与研究方法评述

草地生物量动态是群落结构和功能的综合体现,也是生态学的重要研究方向。本文就影响草地生物量动态的主要干扰因素进行了阐述。从定性论述和定量证明两方面论证了个体动态与种群动态的关系。就生物量的测定指标与估算方法提出了复合生物量与复合生长动态的新概念,并阐述了复合生物量动态对群落生产力及稳定性的影响机制,指出应加强环境因子干扰对生物量动态及植被稳定性影响的研究,针对具体群落面临的主要限制因子或干扰形式,研究层面应深入到对群落内部生物学生态学过程变化的认识上,而研究的状态变量应涉及到生物量和高度等多个变量的综合作用,即以复合生物量为状态变量,从个体水平上认识和揭示种群、群落生物量的动态变化及其与环境因子的关系,有助于深入了解环境干扰对植物群落动态及其稳定性的影响机制,为草地生产力的维持提供理论依据。     

Professional burnout and its relation to job characteristics, satisfaction, and control

Burnout scores for 104 professionals in the fields of college student personnel, health and mental health, administration and miscellaneous other professionals were correlated with ratings on 13 job characteristics, and ratings of satisfaction with, and control over, these characteristics. Results indicate significant positive correlations between the burnout scores and 10 of the 13 job characteristics. Significant positive correlations were found for burnout and all 13 items of job satisfaction. Significant negative correlations were found for 6 of the items where control was rated. Demographic variables of age, sex, marital status, employment status of spouse, dependents, number of hours worked, and being on call showed no significant correlations with burnout. Recommendations are made for continued research and theory building which take into account the concept of control over one's work environment.     

IT职员工作-家庭冲突与职业枯竭的关系（英文）

目的：探讨工作-家庭冲突和职业枯竭的关系。方法：采用问卷法调查了249名IT职员。结果：分层回归分析的结果显示,在控制了人口统计学变量之后,工作-家庭冲突所解释的方差变异量,在情绪衰竭、去人性化和成就感低落三个维度上分别增加了44%、25%和16%。结论：工作-家庭冲突可有效地预测职业枯竭。     

Effects of Core Self-Evaluations on the Job Burnout of Nurses: The Mediator of Organizational Commitment

Objective

To explore the impact of Core self-evaluations on job burnout of nurses, and especially to test and verify the mediator role of organizational commitment between the two variables.

Method

Random cluster sampling was used to pick up participants sample, which consisted of 445 nurses of a hospital in Shanghai. Core self-evaluations questionnaire, job burnout scale and organizational commitment scale were administrated to the study participants.

Results

There are significant relationships between Core self-evaluations and dimensions of job burnout and organizational commitment. There is a significant mediation effect of organizational commitment between Core self-evaluations and job burnout.

Conclusions

To enhance nurses’ Core self-evaluations can reduce the incidence of job burnout.     

What Comes First,Job Burnout or Secondary Traumatic Stress? Findings from Two Longitudinal Studies from the U.S. and Poland

This longitudinal research examined the directions of the relationships between job burnout and secondary traumatic stress (STS) among human services workers. In particular, using cross-lagged panel design, we investigated whether job burnout predicts STS at 6-month follow up or whether the level of STS symptoms explains job burnout at 6-month follow-up. Participants in Study 1 were behavioral or mental healthcare providers (N = 135) working with U.S. military personnel suffering from trauma. Participants in Study 2 were healthcare providers, social workers, and other human services professions (N = 194) providing various types of services for civilian trauma survivors in Poland. The cross-lagged analyses showed consistent results for both longitudinal studies; job burnout measured at Time 1 led to STS at Time 2, but STS assessed at Time 1 did not lead to job burnout at Time 2. These results contribute to a discussion on the origins of STS and job burnout among human services personnel working in highly demanding context of work-related secondary exposure to traumatic events and confirm that job burnout contributes to the development of STS.     

The Impact of Psychological Capital on Job Burnout of Chinese Nurses: The Mediator Role of Organizational Commitment

Background

Nursing has a high risk of job burnout, but only a few studies have explored its influencing factors from an organizational perspective.

Objective

The present study explores the impact of psychological capital on job burnout by investigating the mediating effect of organizational commitment on this relationship.

Methods

A total of 473 female nurses from four large general hospitals in Xi’an City of China were selected as participants. Data were collected via the Psychological Capital Questionnaire, the Maslach Burnout Inventory-General Survey, and the Organizational Commitment Scale.

Results

Both psychological capital and organizational commitment were significantly correlated to job burnout. Structural equation modelling indicated that organizational commitment partially mediated the relationship between psychological capital and job burnout.

Conclusion

The final model revealed a significant path from psychological capital to job burnout through organizational commitment. These findings extended prior reports and shed some light on the influence of psychological capital on job burnout.     

The effect of social support and the work environment upon burnout among nurses

Burnout among hospital-based nurses appears to be a serious problem affecting the delivery of health care. Findings from previous empirical research indicate that burnout among these nurses results from reactions to adversities inherent in the hospital work environment, and that burnout can lead nurses to change jobs and/or abandon the practice of nursing. This paper presents and discusses research findings on the effects of various aspects of the hospital work environment on burnout among nurses, and, in addition, evaluates the effects of social support in reducing and/or mitigating the relationship between negative aspects of the work environment and burnout. A multiple regression approach is employed to test the hypothesized model. The data were collected from a sample of nurses (n = 310) employed at Fitzsimons Army Medical Center (FAMC), Aurora, Colorado. The major determinants of burnout were found to be low job enhancement (autonomy, task orientation, clarity, innovation, and physical comfort); work pressure; and lack of supervisor support, along with the interaction term involving the combined effects of job enhancement and supervisor support. These predictors, in conjunction with demographic and job-related variables explained 53% of the variance in emotional exhaustion, a central component of the burnout syndrome.     

护士职业压力与职业倦怠的相关性研究

目的:了解护士职业压力、职业倦怠现状;探讨两者之间的关系。方法:方便抽样,抽取哈尔滨市5所三级医院的468名护士进行问卷调查。采用护士一般情况调查表、护士工作压力源量表、职业倦怠量表进行调查。结果:护士职业倦怠程度为中等,去人格化属于中度倦怠,情感衰竭、低成就感程度达到了高度倦怠;职业压力得分为87.56±20.43,以工作量及时间分配维度压力最高,病人护理维度压力最低。情感耗竭与除工作环境及资源之外的职业压力维度呈显著正相关;去人格化与职业压力各维度均呈显著正相关;低成就感与职业压力中护理专业及工作、病人护理呈显著负相关(P0.05)。护士职业压力各维度对其职业倦怠的3个维度均有较好的预测作用,尤其对护士情感耗竭的解释程度达25.5%。结论:护士职业倦怠现象不容忽视,护理管理者有针对性的对护士进行管理,鼓励护士加强自身修养、学会自我疏导,适当授权等是降低护士职业倦怠的正性激励措施。     

As if it weren’t hard enough already: Breaking down hiring discrimination following burnout

Hiring discrimination towards (former) burnout patients has been extensively documented in the literature. To tackle this problem, it is important to understand the underlying mechanisms of such unequal hiring opportunities. Therefore, we conducted a vignette experiment with 425 genuine recruiters and jointly tested the potential stigma against job candidates with a history of burnout that were mentioned earlier in the literature. We found candidates revealing a history of burnout elicit perceptions of requiring work adaptations, likely having more unpleasant collaborations with others as well as diminished health, autonomy, ability to work under pressure, leadership capacity, manageability, and learning ability, when compared to candidates with a comparable gap in working history due to physical injury. Led by perceptions of a reduced ability to work under pressure, the tested perceptions jointly explained over 90 % of the effect of revealing burnout on the probability of being invited to a job interview. In addition, the negative effect on interview probability of revealing burnout was stronger when the job vacancy required higher stress tolerance. In contrast, the negative impact of revealing burnout on interview probability appeared weaker when recruiters were women and when recruiters had previously had personal encounters with burnout.