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MBA毕业论文_学院基层行政管理人员职业倦怠问题及对策研究

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高校基层行政管理人员在高校日常工作及教学中扮演着重要角色,因基层行政 管理人员工作大多为重复性事务工作,极易使其在工作中产生厌倦、迷茫、失望等 负面情绪,价值感、个人成就感降低,出现职业倦怠现象,对高校组织管理工作有 效开展产生直接影响。因此,关注高校基层行政管理人员职业倦怠问题,有效缓解高 校基层行政管理人员职业倦怠现象成为当前高校组织管理关注的重要内容。 本文以 A 学院为研究对象,采用问卷调查的方法,对基层行政管理人员存在的 职业倦怠问题进行探讨与研究,发现在 A 学院基层行政管理人员中存在职业倦怠问 题,主要表现为身心疲惫、对工作不感兴趣、低成就感等。通过单因素方差分析、 职业倦怠量表与工作压力源因素的多元线性回归分析等方法,得出组织因素、个体 因素、社会因素是导致 A 学院基层行政管理人员职业倦怠的原因,并从组织管理角 度,提出了完善组织制度,合理安排工作岗位、科学设计激励措施等改善 A 学院基 层行政管理人员职业倦怠问题的对策。 关键词 职业倦怠;职业倦怠测评;基层行政管理人员II Abstract College grassroots administrative staff in colleges and universities play an important role in daily work and teaching. Because of those burdensome repetitive work and chores, It is easy for those grassroots administrative personnel to have negative emotions as exhaustion, confusion, disappointment, low sense of personal worth and reduced personal accomplishment, thus casing the job burnout phenomenon. This phenomenon would have negative impact on the management of colleges and universities. Therefore, it is significant for college and universities to pay attention to the job burnout of their grassroots administrative personnel and to find effective measures to alleviate the job burnout phenomenon. Taking College A as the object of study, this paper discusses and studies the problem of job burnout among grassroots administrative staff in College A by means of questionnaire survey. It is found that there are problems of job burnout among grassroots administrative staff in College A, which mainly manifest some phenomenon as physical and mental exhaustion, lack of interest in work, low sense of achievement, etc. Through single factor analysis of variance, job burnout scale and multivariate linear regression analysis of the work pressure source factors and other methods, the causes of college A grassroots administrative staff job burnout are organizational factors, individual factors, social factors. Thus, this paper puts forward the perfect organization system, reasonable arrangement of work, scientific design as well as incentives to address college A’s job burnout problem of grassroots administrative staff. Keywords Job burnout; Job burnout assessment; Grass-roots administrative personnelIII 目 录 摘要...................................................................................................................................I Abstract ................................................................................................................................II 第 1 章 绪 论.................................................................................................................. 1 1.1 研究背景及意义 ...................................................................................................... 1 1.1.1 研究背景 ........................................................................................................... 1 1.1.2 研究意义 ........................................................................................................... 2 1.2 国内外研究现状 ...................................................................................................... 2 1.2.1 国外研究现状 ................................................................................................... 2 1.2.2 国内研究现状 ................................................................................................... 3 1.2.3 文献述评 ........................................................................................................... 4 1.3 研究内容 .................................................................................................................. 4 1.4 研究方法与技术路线 .............................................................................................. 5 1.4.1 研究方法 ........................................................................................................... 5 1.4.2 技术路线 ........................................................................................................... 5 第 2 章 相关理论与方法.................................................................................................. 7 2.1 高校基层行政管理人员界定 .................................................................................. 7 2.2 职业倦怠相关理论 .................................................................................................. 7 2.2.1 职业倦怠内涵 ................................................................................................... 7 2.2.2 三维度理论 ....................................................................................................... 8 2.3 工作压力源相关理论 .............................................................................................. 9 2.3.1 工作压力源的含义 ........................................................................................... 9 2.3.2 工作压力源归因分析 ....................................................................................... 9 2.4 激励理论 .................................................................................................................. 9 2.4.1 双因素理论 ....................................................................................................... 9 2.4.2 期望理论 ......................................................................................................... 10 2.5 职业倦怠测评方法 ................................................................................................ 10 2.6 本章小结 .................................................................................................................11 第 3 章 A 学院基层行政管理人员职业倦怠状况调查................................................. 13 3.1 A 学院简介 ............................................................................................................. 13 3.2 问卷调查目的及范围 ............................................................................................ 13 3.2.1 问卷调查目的 ................................................................................................. 13 3.2.2 问卷调查范围 ................................................................................................. 13IV 3.3 问卷设计与发放 .................................................................................................... 14 3.3.1 问卷设计 ......................................................................................................... 14 3.3.2 问卷的预发放 ................................................................................................. 14 3.3.3 问卷的正式发放与回收 ................................................................................. 16 3.4 A 学院基层行政管理人员职业倦怠回归分析 ..................................................... 17 3.4.1 工作压力源与职业倦怠的相关性分析 ......................................................... 17 3.4.2 单因素方差分析 ............................................................................................. 17 3.4.3 影响职业倦怠因素的回归分析 ..................................................................... 21 3.5 A 学院基层行政管理人员职业倦怠总检出及分布情况 ..................................... 23 3.5.1 总检出率及各维度检出情况 ......................................................................... 23 3.5.2 职业倦怠程度的分布情况 ............................................................................. 23 3.6 本章小结 ................................................................................................................ 24 第 4 章 A 学院基层行政管理人员职业倦怠原因分析................................................ 25 4.1 组织因素对职业倦怠的影响因素分析 ................................................................ 25 4.1.1 组织因素对情绪衰竭影响的因素分析 ......................................................... 25 4.1.2 组织因素对去个性化影响的因素分析 ......................................................... 26 4.1.3 组织因素对低个人成就感的影响 ................................................................. 26 4.2 个体因素对职业倦怠的影响分析 ........................................................................ 27 4.2.1 个体因素对情绪衰竭的影响 ......................................................................... 27 4.2.2 个体因素对低个人成就感的影响 ................................................................. 28 4.3 社会因素对职业倦怠的影响分析 ........................................................................ 28 4.4 本章小结 ................................................................................................................ 29 第 5 章 改善 A 学院基层行政管理人员职业倦怠对策................................................ 31 5.1 合理安排工作岗位 ................................................................................................ 31 5.2 建立合理的薪酬体系 ............................................................................................ 31 5.2.1 公开薪酬水平及其制定标准 ......................................................................... 31 5.2.2 提高薪酬待遇 ................................................................................................. 32 5.2.3 完善现行考评机制 ........................................................................................... 32 5.3 构建科学的职称评审制度 .................................................................................... 32 5.3.1 构建不同系列的职称评审体系 ..................................................................... 33 5.3.2 制定适合的职称评审标准 ............................................................................. 34 5.4 增加职务晋升机会 ................................................................................................ 34 5.5 营造氛围增强身份感 ............................................................................................ 34 5.6 本章小结 ................................................................................................................ 35V 结论与展望........................................................................................................................ 37