中层管理者角色压力与工作倦怠关系实证研究
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摘要
随着经济的日益发展和全球化脚步的不断扩展,我国各行业都而临着巨大的竞争压力,群体的工作压力达到了很高的程度并且继续升高的趋势,工作压力带来了一些列的生理心理反应与行为结果,其中工作倦怠是一个比较重要的负面行为结果。本文通过对两个现实事例的思考,对工作压力与工作倦怠关系模型进行改进,将组织气候作为调节变量引入工作倦怠形成机制模型,形成了新的压力—倦怠研究模型,并且将角色压力单独提出作为自变量,工作倦怠作为因变量,研究角色压力与组织气候的交互作用对工作倦怠的影响作用。
本文以中层管理者为研究对象,采取了文献回顾法、访谈法等方法,形成了角色压力、工作倦怠测量量表,并且着重讨论了组织气候的维度与量表的设计,通过问卷调查的方式了解了三变量在研究对象上的存在水平,并试图通过实证探寻角色压力对上作倦怠的预测作用以及组织气候不同维度对这一作用机制的调节作用。
本文主要分以下几个步骤进行探讨：首先,通过对现实问题的困惑重新建立研究模型,将角色压力从压力源中分离出来,建立角色压力、组织气候与工作倦怠三者之间模型,研究组织气候对角色压力—工作倦怠机制的调节作用；其次,对所需测量量表进行了选择和讨论,并且着重讨论了组织气候量表的制定,对问卷进行探索性因子分析,并进行效度和信度检验；再次,通过调查问卷将所得数据用SPSS17.0进行分析,利用相关分析、回归分析以及多层回归分析对角色压力、组织气候以及工作倦怠之间的关系进行了详细的分析,研究结果显示,角色压力各维度对工作倦怠有明显的预测作用,组织气候中的激发性维度与保障性维度对工作倦怠的形成有明显的缓冲作用；最后,通过研究结论本文对组织气候建设提出了研究建议,总结了本文研究的局限以及对未来研究的展望。
Along with the growing economic and expanding steps of globalization, China's industries are facing great pressure of competition, group work pressure have reached a very high degree and seems continues to rise, working pressure brings out series of physiological and psychological reactions and behaviour results. job burnout is a comparatively important negative behaviour results. This article come from two real examples of thinking, then the work pressure and job burnout relation model was improved, and the organization climate was taken into job burnout formation mechanism model as regulation variables, there formed a new stress-burnout research model.this article puts role stress as a independent variables, job burnout, as the dependent variable, research the relationship between role stress and job burnout,also the interaction of organizational climate.
Based on the middle managers as the research object, adopt the method of literature review, expert interview, questionnaire method, this paper formed the role stress scale, and job burnout scale, and then emphatically discussed the organizational climate dimensions and scale designing,by which we can figure out the different level of variables,and explore prediction function form role stress to job burnout,also the adjust function of organizational climate in this mechanism.
This paper mainly discussed the following several steps:firstly, with the realistic problems of confusion, re-establishing research models, separating the role stress from the pressure sources, establishing the model of role pressure, organizational climate and job burnout, emphatically discussed the adjust function of organizational climate; Secondly, the questionnaire were chosen and discussed, especially discussed the formation of the organization climate and the scale formulation with exploratory factor analysis, and carries on the validity and reliability examination. The third, by analysing the data form the questionnaire with SPSS 17.0, the author use correlation analysis,regression analysis and the multilayer regression analysis to figure out the detailed relationships between role stress, organizational climate and job burnout, the results of the study show that role stress significantly predict dimensions on job burnout, the motivational climate dimensions and indemnificatory dimensions of organization climate have obvious buffer action on job burnout formation mechanism; Finally, with the research outcome in this paper, the author give the proposals of the construction organization climate and summarize the limitations of this study and the prospects for future study.
本文以中层管理者为研究对象,采取了文献回顾法、访谈法等方法,形成了角色压力、工作倦怠测量量表,并且着重讨论了组织气候的维度与量表的设计,通过问卷调查的方式了解了三变量在研究对象上的存在水平,并试图通过实证探寻角色压力对上作倦怠的预测作用以及组织气候不同维度对这一作用机制的调节作用。
本文主要分以下几个步骤进行探讨：首先,通过对现实问题的困惑重新建立研究模型,将角色压力从压力源中分离出来,建立角色压力、组织气候与工作倦怠三者之间模型,研究组织气候对角色压力—工作倦怠机制的调节作用；其次,对所需测量量表进行了选择和讨论,并且着重讨论了组织气候量表的制定,对问卷进行探索性因子分析,并进行效度和信度检验；再次,通过调查问卷将所得数据用SPSS17.0进行分析,利用相关分析、回归分析以及多层回归分析对角色压力、组织气候以及工作倦怠之间的关系进行了详细的分析,研究结果显示,角色压力各维度对工作倦怠有明显的预测作用,组织气候中的激发性维度与保障性维度对工作倦怠的形成有明显的缓冲作用；最后,通过研究结论本文对组织气候建设提出了研究建议,总结了本文研究的局限以及对未来研究的展望。
Along with the growing economic and expanding steps of globalization, China's industries are facing great pressure of competition, group work pressure have reached a very high degree and seems continues to rise, working pressure brings out series of physiological and psychological reactions and behaviour results. job burnout is a comparatively important negative behaviour results. This article come from two real examples of thinking, then the work pressure and job burnout relation model was improved, and the organization climate was taken into job burnout formation mechanism model as regulation variables, there formed a new stress-burnout research model.this article puts role stress as a independent variables, job burnout, as the dependent variable, research the relationship between role stress and job burnout,also the interaction of organizational climate.
Based on the middle managers as the research object, adopt the method of literature review, expert interview, questionnaire method, this paper formed the role stress scale, and job burnout scale, and then emphatically discussed the organizational climate dimensions and scale designing,by which we can figure out the different level of variables,and explore prediction function form role stress to job burnout,also the adjust function of organizational climate in this mechanism.
This paper mainly discussed the following several steps:firstly, with the realistic problems of confusion, re-establishing research models, separating the role stress from the pressure sources, establishing the model of role pressure, organizational climate and job burnout, emphatically discussed the adjust function of organizational climate; Secondly, the questionnaire were chosen and discussed, especially discussed the formation of the organization climate and the scale formulation with exploratory factor analysis, and carries on the validity and reliability examination. The third, by analysing the data form the questionnaire with SPSS 17.0, the author use correlation analysis,regression analysis and the multilayer regression analysis to figure out the detailed relationships between role stress, organizational climate and job burnout, the results of the study show that role stress significantly predict dimensions on job burnout, the motivational climate dimensions and indemnificatory dimensions of organization climate have obvious buffer action on job burnout formation mechanism; Finally, with the research outcome in this paper, the author give the proposals of the construction organization climate and summarize the limitations of this study and the prospects for future study.
引文
1 Margaret,J. D. Brunout in Doctorally Prepared Nurse Faculty. Journal of Nursing Education,2002(8):341-345.
2朱姝,史央群,丁蒙.银行业知识员工职业倦怠研究—基于上海地区的调查[J].人类工效学.2008(1)：45-47
3Taris,T.W., Peters, C.W., Le Blanc, P.M. From Inequity to Burnout:The Role of Job Stress[J]. Journal of Occupational Health Psychology,2001,6 (4):303-323
4马可一,王重鸣.组织压力管理的最新研究进展[J].心理科学2003,26(5)864-865
5 Bartunek, Rynes, Ireland. What Makes Management Research Interesting And Why Does It Matter[J]. Academy of Management Journal.2006,49(1):9-15.
6 Kahn, R., Wolfe, D., Quinn, R., Snoek, J. Rosenthal, R. Organizational stress:Studies in Role Conflict and Ambiguity[M], Wiley,New York,1964:260-279
7 Hardy M.E.,Conway M.E., Role theory:Perspectives for health professionals [M], Appleton-century-crofts, New-York,1978,198-199
8林世昌.会计人员角色压力与工作满足组织承诺的关系[D],“国立”政治大学会计研究所硕士论文.1987
9纪宏儒.被并公司员工角色压力与离职意愿之关系研究.辅仁大学企业管理学系人力资源管理专题报告.2003.
11 Schneider, B. Organizational climates:an essay[J]. Personnel Psychology,1975,18:447-479 12 Lewin,K. The Conceptual Representation and The Measurement of Psychological Forces[M]. Durb am.NC: Duke University Press 1938
13 Litwin, G.H., Stringer, R.A., Motivation and Organization Climate[M], Boston:The President and Fellows of Havard College,1968
14 Dessler,G. Organizational and management:a contingency approach[M].Enenwood cliffs,NJ:Prentice-Hall,1976
15 Schneider, B. Reichers, A. E. On the etiology of climates[J]. Personnel Psychology,1983,36:19-39.
16陈维政,李金平.组织气候研究回顾及展望[J].外国经济与管理2005,27(8)：18-25
17 Tagiuri, R., Litwin, G. Organizational Climate:Explorations of a Concept[M]. Boston:Harvard University Press 1968
18 Schneider, B. Organizational climate:an essay[J]. Personnel Psychology.1975,28:447-479
19 Kopelman, R E, Brief, A.P., Guzzo, R.A., The role of climate and culture in prodectivity[M].Jossery-Bass 1990:280-318
20 Stringer, R. Leadership and Organizational Climate:The Cloud Chamber Effect. New Jersey[M]:Practice Hall 2002
21朱瑜.广东地区企业组织气氛因素结构及其与绩效关系研究[D].广州：暨南大学硕士论文,2004
22陈维政,李金平.组织气候研究回顾与展望[J].外国经理与管理,2005,27(8)：18-25
23邓硕宁,张进辅.组织气氛的结构维度与类型[J].中国组织工程研究与临床康复,2007(17)：3401-3403
24 Hoy, W., Cecil, G., Miskel. Educational Administration[M]. USA, New Work, McgGraw-Hill 1996
35Moos, R.H., Insel, P..M. Manual for the Work Environment Scale[M], Palo Alto, CA:Consulting Psychologists Press,1974
26蒋景清.组织气候、组织承诺与组织公民行为之研究-以C工厂为例[D].“国立”国大学人力资源管理研究所硕士论文,2002,6
27 Schneider B. Organizational Climate and Culture, San Francisco:Jossey-Bass, Oxford,1990
28 Hatch, M. The dynamics of organizational culture[J]. Academy of Management Review,1993,18(4):657-676
20 Moran, E.T., Volkwein, J.F. The cultural approach to the formation of organizational climate[J]. Human Relations,1992,45(1):19-47
30 Freudenberger, H. J. Staff burn-out [J]. Journal of Social Issue,1974,30(1):59-65
31 Pines, A., Aronson, E. Career Burnout:Causes And Cures[M]. New York:Free Press.1988
32 Maslach, C., Jackson, S.E. The measurement of experienced burnout[J]. Journal of Occupational Behavior,2(6):99-113
33 Perlman,B. Hartman,E.A. Burnout:Summary and Future Research [J]. Human Relations,1982,35:283-305.
34 Densen, L. Re-thinking burnout [J]. Journal of Organizational Behavior,2001,22(8):833-847.
35裴利芳,上燕妮.工作倦怠的因素分析与研究发展评述[J].北京科技大学学报(社会科学版),2008,24(3)：37-49.
36 Moore, J.E. One road to rurnover an examination of work exhaustion in technology professionals[J]. MIS Quarterly,2000,24(1):141-175.
37 Cordes, C., Dougherty, T. A review and integration of research on job burnout [J]. Academy of Management Review.1993,18(3):621-659.
38伍燕.洒店基层员上上作倦怠、组织承诺与上作绩效的关系[D].湖南师范大学硕士学位论文,2009
39许士军,黎史.组织气候尺度在我国企业机构的实用性探讨[J].“国立”政治大学学报,1972,(26)：103-138
40朱瑜.广东地区企业组织气氛因索结构及其与绩效关系研究[D].暨南大学硕士毕业论文.2004.
41温忠麟,候杰泰,张雷.调节效应与中介效应的比较和应用.心理学报2005.37(2)：268-274..
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2朱姝,史央群,丁蒙.银行业知识员工职业倦怠研究—基于上海地区的调查[J].人类工效学.2008(1)：45-47
3Taris,T.W., Peters, C.W., Le Blanc, P.M. From Inequity to Burnout:The Role of Job Stress[J]. Journal of Occupational Health Psychology,2001,6 (4):303-323
4马可一,王重鸣.组织压力管理的最新研究进展[J].心理科学2003,26(5)864-865
5 Bartunek, Rynes, Ireland. What Makes Management Research Interesting And Why Does It Matter[J]. Academy of Management Journal.2006,49(1):9-15.
6 Kahn, R., Wolfe, D., Quinn, R., Snoek, J. Rosenthal, R. Organizational stress:Studies in Role Conflict and Ambiguity[M], Wiley,New York,1964:260-279
7 Hardy M.E.,Conway M.E., Role theory:Perspectives for health professionals [M], Appleton-century-crofts, New-York,1978,198-199
8林世昌.会计人员角色压力与工作满足组织承诺的关系[D],“国立”政治大学会计研究所硕士论文.1987
9纪宏儒.被并公司员工角色压力与离职意愿之关系研究.辅仁大学企业管理学系人力资源管理专题报告.2003.
11 Schneider, B. Organizational climates:an essay[J]. Personnel Psychology,1975,18:447-479 12 Lewin,K. The Conceptual Representation and The Measurement of Psychological Forces[M]. Durb am.NC: Duke University Press 1938
13 Litwin, G.H., Stringer, R.A., Motivation and Organization Climate[M], Boston:The President and Fellows of Havard College,1968
14 Dessler,G. Organizational and management:a contingency approach[M].Enenwood cliffs,NJ:Prentice-Hall,1976
15 Schneider, B. Reichers, A. E. On the etiology of climates[J]. Personnel Psychology,1983,36:19-39.
16陈维政,李金平.组织气候研究回顾及展望[J].外国经济与管理2005,27(8)：18-25
17 Tagiuri, R., Litwin, G. Organizational Climate:Explorations of a Concept[M]. Boston:Harvard University Press 1968
18 Schneider, B. Organizational climate:an essay[J]. Personnel Psychology.1975,28:447-479
19 Kopelman, R E, Brief, A.P., Guzzo, R.A., The role of climate and culture in prodectivity[M].Jossery-Bass 1990:280-318
20 Stringer, R. Leadership and Organizational Climate:The Cloud Chamber Effect. New Jersey[M]:Practice Hall 2002
21朱瑜.广东地区企业组织气氛因素结构及其与绩效关系研究[D].广州：暨南大学硕士论文,2004
22陈维政,李金平.组织气候研究回顾与展望[J].外国经理与管理,2005,27(8)：18-25
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