【作者】 赛男；

【导师】 王益明；

【作者基本信息】 山东大学 ， 企业管理， 2008， 硕士

【摘要】 社会的变革、技术的进步、管理的创新给新时期的企业人力资源管理带来了全新的变革。这一切都冲破了以往对企业人力资源管理者的角色期待,而代之以更大的压力和挑战。在回应压力和面对挑战的过程中,引发了企业人力资源管理者的诸多心理问题,而职业倦怠感便是其中之一。企业人力资源管理者的职业倦怠及其表现严重影响了企业人力资源管理的质量,这不仅阻碍员工和企业的发展,而且也影响了人力资源管理者个体的身心健康。国内外关于职业倦怠的研究已经积累了不少的理论成果,但其研究主要集中在教师、医生行业等助人行业,没有对人力资源从管理者的职业倦怠有所关注和研究。为了了解企业人力资源管理者职业倦怠的一般状况、其职业倦怠同各相关变量如性别、年龄、学历等因素的关系,本研究对162名企业人力资源管理者进行了问卷调查,并利用SPSS11.5进行数据分析,有助于提供我国企业人力资源管理者职业倦怠的原始数据,并在此基础上探讨防御与缓解职业倦怠的对策等一系列问题。文章主要结构如下:第一部分,概述了文章的研究背景,提出了研究意义和研究目标,介绍了本文采用的主要研究方法。第二部分,通过对已有文献的研究归纳,对职业倦怠的理论和企业人力资源管理者的界定等进行了理论综述。第三部分,介绍了企业人力资源管理者职业倦怠问卷的编制、信度效度检验以及调研数据的统计分析。得出主要结论有:第一,绝大多数企业人力资源管理者存在较为严重的职业倦怠问题;第二,在职业倦怠三维度中,企业人力资源管理者情绪衰竭程度比较严重,去个性化程度一般,成就感比较高;第三,性别、婚姻状况、年龄、学历、专业背景、职务级别、工作年限等人口统计学变量对企业人力资源管理者职业倦怠水平及各维度均有较为显著的差异性影响。第四部分,根据调研结论,从人力资源管理角度提出了预防和缓解企业人力资源管理者职业倦怠的建议和对策。总结了本研究的不足及后续研究的建议。本研究扩大了职业倦怠的研究范围,探寻具有助人服务特征的企业人力资源管理者的职业倦怠状况,对实证结果进行了原因分析,以期对今后的研究提供一定的支持。更多还原

【Abstract】 Social transformation, technical progress and management innovation bring new changes with Human Resource Management of enterprises in new era. All of them break the previous role expectations of human resource managers, and replaced them with great pressure and challenges. In response to the stress and challenges, human resource managers of enterprises get many psychological problems, but "professional burnout" is one of the typical problems.The human resource managers’ professional burnout and its expressions have bad effect on quality of Human Resource Management of enterprises. They not only hinder the growth of the enterprises and employees but also influence the development of the human resource managers’ mental and physical health. In order to understand the general situation of the human resource managers of enterprises and the relationship between job burnout and some other variables such as sex, age, work experience and so on, the study takes 162 human resource managers as examples and take the questionnaire to research. At last, according to these research results author puts forward some suggestions to reduce job burnout in human resource management.The thesis mainly consists of following parts:PartⅠsummarizes the background, puts forward the significance and target of this research, and introduces main approaches adopted.PartⅡby summarizing and researching literature, sums up the researches on job burnout and definition for the human resource managers of enterprises.PartⅢintroduces the compiling, reliability and validity assessment and statistical of the survey paper on human resource managers of enterprises. Following conclusions are drawn: Firstly, most of the surveyed human resource managers represent serious job burnout. Secondly, the level of the emotional exhaustion of the human resource managers of enterprises is serious, disintegrated personality is ordinary and the sense of success is high. Thirdly, variables, as gender, marital status, age, education, professional background, position, age of working, assert great differential influences on the level and dimensions of human resource managers’ job burnout.PartⅣaccording to research conclusion, puts forward some suggestions to reduce job burnout in human resource management. At last, it described as the main limitations of this study and follow-up research.This study expanded the scope of job burnout, explored the job burnout situation of the enterprise human resource managers. This thesis carried on the reason analysis to empirical result, in order to provide some support for the future research.更多还原