“60后”中层管理者工作倦怠的干预措施研究

A Study on the Interfering Countermeasures against “Post-60's” Middle Management's Job Burnout

本文从人口老龄化背景出发,结合我国当前正在制定的延迟退休政策,探讨了"60后"中层管理者的工作倦怠问题,构建了"工作投入-工作倦怠"交互作用模型。文章提出从实施员工协助计划、树立以"服务、和谐、互助"为导向的企业文化理念、建立"四位一体"的岗位管理机制和采取多元激励等干预措施来实现"60后"中层管理者从工作倦怠向工作投入的转变,从而为企业管理和激励"60后"中层管理者提供启示和借鉴。

Based on the forthcoming postponed retirement policy in the aging context, this paper explored the job burnout problems among middle management of post-60’s, and established an interaction model of ＂work involvement-work burnout＂. This paper proposed four aspects of interfering countermeasures to convert middle management of post-60’s job burnout into work involvement, such as implementing assistance programs, erecting a service-harmony-mutual aid-oriented philosophy of enterprise culture, establishing a four-in-one position management mechanism and adopting multiple incentives, thus offering implications for organizations to manage and motivate the post-60’s middle management.