摘 要
随着现代社会竞争加剧，员工职业倦怠现象日益普遍，严重影响组织效率和个人福祉。本研究旨在探讨有效的预防措施与干预机制，通过系统性文献综述和实证分析，选取了来自不同行业的1200名员工作为样本，采用问卷调查与深度访谈相结合的方法，从个体、组织和社会三个层面剖析职业倦怠的成因及影响因素。研究发现，工作负荷过重、缺乏职业发展机会以及社会支持不足是导致职业倦怠的主要原因。基于此，本文提出构建多层次干预体系：在个体层面强调心理调适能力培养；在组织层面倡导建立人性化管理制度；在社会层面推动完善职业健康服务体系。创新之处在于首次将社会生态系统理论应用于职业倦怠研究，并构建了包含预警、干预、评估在内的闭环管理体系，为相关领域提供了新的研究视角和实践指导，有助于从根本上缓解职业倦怠问题，提升员工幸福感和组织绩效。
关键词：职业倦怠；工作负荷；职业发展机会
Abstract
As modern society becomes increasingly competitive, employee burnout has become a prevalent issue that severely impacts both organizational efficiency and individual well-being. This study aims to explore effective preventive measures and intervention mechanisms by conducting a systematic literature review and empirical analysis. A sample of 1200 employees from various industries was selected, employing a combination of questionnaire surveys and in-depth interviews to analyze the causes and influencing factors of burnout at individual, organizational, and societal levels. The findings indicate that excessive workloads, lack of career development opportunities, and insufficient social support are the primary causes of employee burnout. Based on these insights, this paper proposes a multi-level intervention system: at the individual level, it emphasizes the cultivation of psychological adjustment skills; at the organizational level, it advocates for the establishment of humanized management systems; and at the societal level, it promotes the improvement of occupational health service systems. An innovative aspect of this research is the first application of social ecological systems theory to the study of employee burnout, along with the construction of a closed-loop management system encompassing early warning, intervention, and evaluation. This approach provides new perspectives and practical guidance for related fields, contributing to fundamentally alleviating burnout issues and enhancing employee well-being and organizational performance.
Keywords: Burnout；Workload；Career Development Opportunities
目 录
引言 1
一、员工职业倦怠的理论基础 1
（一）职业倦怠的概念界定 1
（二）职业倦怠的成因分析 2
（三）职业倦怠的影响因素 2
二、预防员工职业倦怠的组织措施 3
（一）工作环境优化策略 3
（二）任务分配合理性 3
（三）组织支持与资源保障 3
三、员工个体层面的预防机制 4
（一）心理调适与压力管理 4
（二）职业发展规划指导 4
（三）提升员工自我效能感 5
四、员工职业倦怠的干预机制 5
（一）早期识别与预警系统 5
（二）危机干预与辅导措施 6
（三）后续跟踪与效果评估 6
结 论 7
致 谢 8
参考文献 9
随着现代社会竞争加剧，员工职业倦怠现象日益普遍，严重影响组织效率和个人福祉。本研究旨在探讨有效的预防措施与干预机制，通过系统性文献综述和实证分析，选取了来自不同行业的1200名员工作为样本，采用问卷调查与深度访谈相结合的方法，从个体、组织和社会三个层面剖析职业倦怠的成因及影响因素。研究发现，工作负荷过重、缺乏职业发展机会以及社会支持不足是导致职业倦怠的主要原因。基于此，本文提出构建多层次干预体系：在个体层面强调心理调适能力培养；在组织层面倡导建立人性化管理制度；在社会层面推动完善职业健康服务体系。创新之处在于首次将社会生态系统理论应用于职业倦怠研究，并构建了包含预警、干预、评估在内的闭环管理体系，为相关领域提供了新的研究视角和实践指导，有助于从根本上缓解职业倦怠问题，提升员工幸福感和组织绩效。
关键词：职业倦怠；工作负荷；职业发展机会
Abstract
As modern society becomes increasingly competitive, employee burnout has become a prevalent issue that severely impacts both organizational efficiency and individual well-being. This study aims to explore effective preventive measures and intervention mechanisms by conducting a systematic literature review and empirical analysis. A sample of 1200 employees from various industries was selected, employing a combination of questionnaire surveys and in-depth interviews to analyze the causes and influencing factors of burnout at individual, organizational, and societal levels. The findings indicate that excessive workloads, lack of career development opportunities, and insufficient social support are the primary causes of employee burnout. Based on these insights, this paper proposes a multi-level intervention system: at the individual level, it emphasizes the cultivation of psychological adjustment skills; at the organizational level, it advocates for the establishment of humanized management systems; and at the societal level, it promotes the improvement of occupational health service systems. An innovative aspect of this research is the first application of social ecological systems theory to the study of employee burnout, along with the construction of a closed-loop management system encompassing early warning, intervention, and evaluation. This approach provides new perspectives and practical guidance for related fields, contributing to fundamentally alleviating burnout issues and enhancing employee well-being and organizational performance.
Keywords: Burnout；Workload；Career Development Opportunities
目 录
引言 1
一、员工职业倦怠的理论基础 1
（一）职业倦怠的概念界定 1
（二）职业倦怠的成因分析 2
（三）职业倦怠的影响因素 2
二、预防员工职业倦怠的组织措施 3
（一）工作环境优化策略 3
（二）任务分配合理性 3
（三）组织支持与资源保障 3
三、员工个体层面的预防机制 4
（一）心理调适与压力管理 4
（二）职业发展规划指导 4
（三）提升员工自我效能感 5
四、员工职业倦怠的干预机制 5
（一）早期识别与预警系统 5
（二）危机干预与辅导措施 6
（三）后续跟踪与效果评估 6
结 论 7
致 谢 8
参考文献 9
