人力资源管理人员工作倦怠研究——以南京市为例

On Job Burnout of HR Management Practitioners

在回顾工作倦怠含义的基础上,运用MBI-GS量表对496名南京市人力资源管理人员进行了问卷调查。经分析得出以下结果:人力资源管理人员情感耗竭、人格解体和个人成就感的得分分别为2.398±0.758、2.196±0.793和3.569±0.864,该群体情感耗竭和人格解体处于中等水平,同时又具有较高的个人成就感;人口统计变量对工作倦怠产生不同影响,婚姻状况和专业背景因素对情感耗竭、年龄和婚姻状况以及受教育程度因素对人格解体的影响具有统计学上的显著性意义。据此提出缓解人力资源管理人员工作倦怠的具体对策。

The authors reviewed the concept and situation of job burnout and made an investigation to HR management practitioners by MBI-GS Scale in Nanjing. After the analysis of 496 valid questionnaires from three dimensions： emotional exhaustion（EE）, depersonalization or dehumanization（DD） and personal accomplishment （PA）, we got the following results： the scores of them were respectively 2.398 ±0.758, 2. 196±0.793, 3. 569± 0.864. EE, DD were at the middle-level, PA was at high level; the influence of each demographic variable were different, there were significant differences in EE between marital status, professional background and in DD be- tween age, marital status, professional background. At last, seven specific countermeasures were put forward to reduce job burnout from the business perspective after the analysis of relevant reasons.