公务员职业倦怠成因及干预措施研究
摘 要
公务员职业倦怠现象日益受到关注，本研究旨在深入探讨公务员职业倦怠的成因并提出有效的干预措施。工作压力大、职业发展受限、社会期望高是导致公务员职业倦怠的主要因素，其中工作负荷过重与晋升机制不完善尤为突出。通过因子分析得出四个关键维度：工作环境、个人因素、组织支持和社会认知。针对上述问题，提出构建多元化激励机制、优化绩效考核体系、加强心理健康服务等干预策略。本研究创新性地将组织行为学与心理学理论相结合，首次引入“心理资本”概念，为公务员职业倦怠干预提供新视角。研究结果不仅有助于改善公务员心理健康状况，也为政府人力资源管理提供了科学依据，具有重要的理论价值和现实意义。
关键词：公务员职业倦怠，工作压力，晋升机制
ABSTRACT
The phenomenon of job burnout in civil servants is getting increasing attention, and this study aims to deeply explore the causes of job burnout and propose effective interventions. High work pressure, limited career development and high social expectations are the main factors leading to job burnout of civil servants, among which excessive workload and imperfect promotion mechanism are particularly prominent. Factor analysis reveals four key dimensions: working environment, personal factors, organizational support, and social cognition. In view of the above problems, the intervention strategies such as constructing a diversified incentive mechanism, optimizing the performance appraisal system and strengthening the mental health services are proposed. This study innovatively combined organizational behavior with psychological theory, and introduced the concept of "psychological capital" for the first time to provide a new perspective for job burnout intervention in civil servants. The results not only help to improve the mental health of civil servants, but also provide a scientific basis for the government human resource management, which has important theoretical value and practical significance.
Keywords: Job burnout in civil servants, job pressure, promotion mechanism
目 录
摘 要 I
ABSTRACT II
第一章 绪论 1
1.1 研究背景及意义 1
1.2 国内外研究现状 1
第二章 公务员职业倦怠的成因分析 3
2.1 工作压力与任务负荷 3
2.2 职业发展与晋升机制 3
2.3 人际关系与组织氛围 4
2.4 工作环境与物质条件 5
第三章 公务员职业倦怠的影响因素 6
3.1 个体心理特征影响 6
3.2 组织管理方式作用 6
3.3 社会支持系统关联 7
3.4 工作 7
第四章 公务员职业倦怠的干预措施 9
4.1 个体层面干预策略 9
4.2 组织层面干预措施 9
4.3 社会支持体系构建 10
4.4 预防机制与长效机制 11
结束语 12
谢 辞 13
参考文献 14
摘 要
公务员职业倦怠现象日益受到关注，本研究旨在深入探讨公务员职业倦怠的成因并提出有效的干预措施。工作压力大、职业发展受限、社会期望高是导致公务员职业倦怠的主要因素，其中工作负荷过重与晋升机制不完善尤为突出。通过因子分析得出四个关键维度：工作环境、个人因素、组织支持和社会认知。针对上述问题，提出构建多元化激励机制、优化绩效考核体系、加强心理健康服务等干预策略。本研究创新性地将组织行为学与心理学理论相结合，首次引入“心理资本”概念，为公务员职业倦怠干预提供新视角。研究结果不仅有助于改善公务员心理健康状况，也为政府人力资源管理提供了科学依据，具有重要的理论价值和现实意义。
关键词：公务员职业倦怠，工作压力，晋升机制
ABSTRACT
The phenomenon of job burnout in civil servants is getting increasing attention, and this study aims to deeply explore the causes of job burnout and propose effective interventions. High work pressure, limited career development and high social expectations are the main factors leading to job burnout of civil servants, among which excessive workload and imperfect promotion mechanism are particularly prominent. Factor analysis reveals four key dimensions: working environment, personal factors, organizational support, and social cognition. In view of the above problems, the intervention strategies such as constructing a diversified incentive mechanism, optimizing the performance appraisal system and strengthening the mental health services are proposed. This study innovatively combined organizational behavior with psychological theory, and introduced the concept of "psychological capital" for the first time to provide a new perspective for job burnout intervention in civil servants. The results not only help to improve the mental health of civil servants, but also provide a scientific basis for the government human resource management, which has important theoretical value and practical significance.
Keywords: Job burnout in civil servants, job pressure, promotion mechanism
目 录
摘 要 I
ABSTRACT II
第一章 绪论 1
1.1 研究背景及意义 1
1.2 国内外研究现状 1
第二章 公务员职业倦怠的成因分析 3
2.1 工作压力与任务负荷 3
2.2 职业发展与晋升机制 3
2.3 人际关系与组织氛围 4
2.4 工作环境与物质条件 5
第三章 公务员职业倦怠的影响因素 6
3.1 个体心理特征影响 6
3.2 组织管理方式作用 6
3.3 社会支持系统关联 7
3.4 工作 7
第四章 公务员职业倦怠的干预措施 9
4.1 个体层面干预策略 9
4.2 组织层面干预措施 9
4.3 社会支持体系构建 10
4.4 预防机制与长效机制 11
结束语 12
谢 辞 13
参考文献 14
