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论文编号：	3360
作者编号：	2120092450
上传时间：	2011/6/9 16:34:23
中文题目：	人力资源管理者工作倦怠与工作绩效关系研究
英文题目：	Research on the Relationship between the Job Performance and Job Burnout of Human Resource Managers
指导老师：	王健友
中文关键字：	人力资源管理者，工作倦怠，工作绩效，相关关系
英文关键字：	human resources managers, job burnout, job performance,relationship
中文摘要：	对于工作倦怠的研究始于Freudenberger和Maslach等人对服务业以及医疗领域员工的倦怠状况调查，从此“工作倦怠”问题吸引了更多学者的研究和关注。工作倦怠现象开始在各个行业中被发现，从最初的教师、医生行业到警察、公务员系统等。 新时期的人力资源管理被赋予了更重要的角色，技术的进步、管理理念的革新等也为人力资源管理者的工作带来新的挑战和压力。在应对压力的过程中，人力资源管理者容易产生工作倦怠状况，如果工作倦怠的累积得不到缓解，则会对个人及组织带来多方面的负面影响，会影响员工的身心健康，阻碍人力资源管理者的工作绩效，严重会影响企业的发展。 本文结合国内外学者的研究，对工作倦怠和工作绩效的相关研究进行梳理，提出理论模型和框架；以企业人力资源管理者为研究对象，运用问卷调查的方法，采用因子分析、描述性统计分析、方差分析和相关分析等统计学方法，得出如下结果：（1）人力资源管理者存在工作倦怠状况，主要表现在情绪耗竭和情感疏离维度上；（2）人力资源管理者工作倦怠和工作绩效在个体特征变量上具有显著差异；（3）人力资源管理者工作倦怠三维度与工作绩效的两维度部分相关。 基于研究的结论，本文提出改善人力资源管理者工作倦怠的方法和建议，如丰富人力资源管理者工作内容、加强组织支持、进行职业生涯再设计等，避免工作倦怠的消极影响，以提高其工作绩效。
英文摘要：	Maslach and Freudenberger began to investigate services industry employees such as medical field about job burnout. "Job burnout" problems began to attract more scholars' research and attention. Job burnout was found almost in every industry, from the initial teachers, doctors industry to police, civil service system etc. The human resources management in the new period is endowed with the more important role and the technology progress and the innovation management idea brings new challenges and pressure for human resources managers. In the process of coping with stress, human resource managers may produce job burnout, if job burnout begins to accumulate, it will bring various negative effects to individuals and organizations. It will do harm to employees’ health and mind, obstruct human resource managers work performance and also can affect the development of the enterprise. Based on the research of scholars’ job burnout and job performance review, I put forward relevant research theory model and framework. Taking human resources managers as the research object, I take advantage of the method of questionnaire investigation, using factor analysis, descriptive statistics analysis, analysis of variance and related analysis. It is concluded as follows: (1) job burnout do exist among human resource managers; (2) human resource managers’ job burnout and performance on the individual feature variables had significant differences; (3) human resource managers’ job burnout with three dimensional and the job performance with two dimensions are partly related. Based on research results, this paper puts forward to improving the conditions of job burnout of human resources managers and giving some suggestions , such as rich working content of human resources, strengthen the organization support and career redesign, avoid the negative influence of job burnout and improve their performance.
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