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1、苏州大学硕士学位论文80后员工工作倦怠及影响因素与离职倾向的关系研究姓名：田婷申请学位级别：硕士专业：企业管理指导教师：孙永正2010-0980 后员工工作倦怠及影响因素与离职倾向的关系研究 摘 要 I 80 后员工工作倦怠及影响因素与离职倾向的关系研究 摘 要 如今80后员工已经大量步入职场，成为企业的主要力量，随之而来的80后频繁跳槽也成为企业管理者必须面对的现实问题。因此如何提高80后员工的企业忠诚度，减少离职行为， 成为企业管理者普遍关注的新课题。 工作倦怠自上世纪70年代提出之后，也一直是工业、组织心理学和职业健康领域的研究热点，大量的研究也表明，工作倦怠对离职倾向具有显著的正向预测
2、作用，但以往大部分研究主要局限于教师、护士、警察等助人行业，对企业员工的研究较少。本研究就以特殊的一代企业员工-80后员工为研究对象，对80后员工的工作倦怠和离职倾向的现状进行分析，重点探讨工作倦怠的三个维度、工作倦怠影响因素和离职倾向三者之间的关系。 本研究在工作倦怠和离职倾向有关研究的基础上， 对已有的理论研究进行了回顾和分析，结合80后实际特点，修订了本次调查的问卷，通过网址和邮件的发放回收，对其中有效问卷268份进行了数据分析，研究结果基本上证实了构思假设，主要结论有： 1、本次研究证实了适合西方国家的工作倦怠量表 MBI-GS 经过微调后，在我国80 后员工中仍然适用。自编的工作倦怠
3、影响因素量表和离职倾向量表，其信度水平分别为 0.771 和 0.824，都达到了可以接受的水平。 2、本研究中证实了 80 后员工有较高的工作倦怠和离职倾向水平，但还不是很严重。 3、本研究中也证明了人口统计学变量在员工工作倦怠和离职倾向上的差异。其中不同工龄、单位性质和收入的员工在工作倦怠的三个维度上都不存在显著差异，这与以往研究上略有不同；而在离职倾向上只有收入与其有显著差异。 4、本研究表明，在众多的工作倦怠影响因素中，对职业发展通道的认识和组织内部的支持，自身成就动机，以及工作与家庭的冲突成为影响员工工作倦怠的主要因素。 摘 要 80 后员工工作倦怠及影响因素与离职倾向的关系研究 I
4、I 5、本研究中证明工作倦怠对离职倾向有显著的正向预测作用，情绪衰竭和消极怠慢与离职倾向呈现显著正相关关系，而成就感低落与离职倾向没有显著影响。 本研究基本上达到了预期的目的， 工作倦怠的三个维度与离职倾向之间具有相关关系，并且可以通过工作倦怠来预测离职倾向。研究结论不仅在理论上进一步丰富了工作倦怠和离职倾向的关系，而且对于企业管理者提高 80 后员工工作满意度，减少工作倦怠和离职行为也有一定的实际指导价值。 关键词：80 后员工 工作倦怠 工作倦怠影响因素 离职倾向 作 者：田 婷 指导教师：孙永正 The Relationship of post 80s employees Job Bur
5、nout and Turnover Intention Abstract III The Relationship of post 80s employees Job Burnout and Turnover Intention Abstract Nowadays， a large number of post 80s employees entering the workplace， have been the main power of the enterprise ,with frequent job-hopping also becoming the reality that ente
6、rprise managers must face .So how to improve the enterprise loyalty of post 80s employees and reduce turnover ,has become a new topic to managers. Since the 1970s,job burnout has become a popular topic of research and an important concern for career counselors. The majority of studies on job burnout
7、 show that, job burnout had significantly influence on turnover intention. But the majority of studies on burnout focused on documenting its existence within certain occupational groups such as teachers、nurses. This study is to post 80s employees as the research object, focues on the relationship of
8、 the three dimensions of job burnout the influence factors of job burnout and turnover intention. The study is on the basis of existing research on reviewing and analyzing, combined with actual characteristic of post 80s employees ,revised the questionnaire, and through the site and mail to extend r
9、ecovery of 268 valid questionnaires were analyzed data and results essentially confirmed the conception, the main conclusions are showed as following: (1) This study confirmed for western job burnout inventory MBI - GS after fine-tuning in China with the post 80s employees. The factors affecting the
10、 self-designed questionnaire and job burnout, leaving its reliability and tendency respectively 0.771 and 0.824 level, have reached an acceptable level. (2) This study confirms the post 80s employees have high level of job burnout and tendency, but not very serious. (3) This study also proved demogr
11、aphy variables in staff job burnout and tendency of differences. Among different length, unit of nature and income of staff in three dimensions of job burnout doesnt exist significant differences on the previous research, with a slightly Abstract The Relationship of post 80s employees Job Burnout an
12、d Turnover Intention IV different. While leaving the tendency in its only income are significantly different. (4) This study shows that, in many of the job burnout in the influential factors of career development channels, and organize the internal support, achievement motive and work and family con
13、flicts become influence factors of staff job burnout. (5) This study proves to leave, job burnout significantly positively predict the tendency, emotional exhaustion and negative snub left tendency with the present significant positive correlation between depression and left, and achievement tendenc
14、y has no significant influence. This study basically achieve the expected purpose, job burnout in three dimensions and leaves with correlation between the tendency, and can be predicted by job burnout convicts. Research results not only further enrich the job burnout and the relationship of turnover
15、 in theore, and also help the enterprise managers to improve the post 80s employees job satisfaction, reduce job burnout and turnover. Key words: post 80s employees job burnout the influential factors of job burnout turnover intention Written by: Tian Ting Supervised by: Sun Yong Zheng 80 后员工工作倦怠及影响
16、因素与离职倾向的关系研究 第 1 章 绪论 1 第 1 章 绪论 1.1 研究背景 随着全球经济的快速发展，资本市场和人力资源的自由流动，全球经济一体化已经成为不可阻挡的潮流。企业之间的竞争已转变为人才的竞争，怎样留住人才、用好人才成为企业发展的一个重要议题。随着 80 后这一代的开始步入社会和职场，80 后已经逐步成为经济社会的主要力量，怎样管理好 80 后成为企业管理者必须面对的实际问题，也是企业能否继续稳定快速发展的重要保障。 然而我们也看到，经济的快速发展，企业的日益竞争，也使得步入职场的 80 后备受压力。80 后这一代大多数都为独生子女，经济条件较以前有所提高，他们追求个性，期望认可，并处于职业探索期和成长期，有些还在学生与职员身份的夹板中摸索，面对工作压力的日益增大，不同程度的工作倦怠随之产生。大量研究表明，工作倦怠会侵蚀个体的身心健康与人际关系、 降低个体的工作效率， 导致工作满意度下降，进而降低组织绩效、严重损害组织的生产力。工作倦怠作为一种职业疾病越来越受到社会的关注
