CAJ | 학술논문

为探讨压力情境认知评价与工作倦怠的关系,选取北京、河南两家公司的303名员工进行了调查。分层回归分析结果发现,在控制了人口统计学因素之后,挑战评价对玩世不恭存在显著正向预测作用,控制评价对情绪衰竭、玩世不恭和成就感低落存在显著负向预测作用;进一步分析发现,控制评价在情绪中心应对与情绪衰竭、问题中心应对与成就感低落之间的关系上具有调节作用。结果表明,压力情境认知评价是影响员工工作倦怠的重要因素。
위탐토압력정경인지평개여공작권태적관계,선취북경、하남량가공사적303명원공진행료조사。분층회귀분석결과발현,재공제료인구통계학인소지후,도전평개대완세불공존재현저정향예측작용,공제평개대정서쇠갈、완세불공화성취감저락존재현저부향예측작용;진일보분석발현,공제평개재정서중심응대여정서쇠갈、문제중심응대여성취감저락지간적관계상구유조절작용。결과표명,압력정경인지평개시영향원공공작권태적중요인소。
Factors affecting job burnout are the focus of attention of many researches. Besides individual traits and environmental characteristics, studies begin to pay more attention to the effects of transactional factors on job burnout, and believe that different levels of burnout felt by individuals mainly came from their various perceptions, appraisals and attributions of situations. Researchers indicate that the effect of cognitive appraisal on job burnout should merit more special attention. Previous researches also showed that cognitive appraisals of stress situations had relevance to the stress situations of employees, and could adjust the relationship between stress coping styles and mental health （such as depression）. Based on Lazarus’ cognitive transactional model, this study investigated the effects of challenge appraisal, threat appraisal, control appraisal on job burnout, and the moderate effects of control appraisal on the relationship between coping strategies and job burnout. 303 employees from two companies in Beijing and Henan province were selected to fulfill a self-reported questionnaire. The participants were called together by their respective human resources department. After the researchers explained the procedures and requirements, the participants would complete self-report questionnaires. The questionnaires were collected immediately once completed. Established measurements were used to capture the key variables in this study. Items selected from studies of Folkman et al.（1986）, Parkes（1984）, Hudek-Kneevic ＇ Kardum（2000） were used to measure challenge appraisal. threat appraisal, control appraisal. Cronbach’s alpha＇s were .83.78 and .70 respectively in this study. We used Shi’s coping strategy scale to measure problem-focused coping strategy and emotion-focused coping strategy. Cronbach’s alpha＇s were .75 and .83 respectively in this study. The revised edition of MBI-GS was used to measure job burnout, and Cronbach’s alpha＇s were .88 for emotional exhaustion, .83 for cynicism and .82 for reduced personal accomplishment. Hierarchical regression analysis was used to examine the direct effects of challenge appraisal, threat appraisal and control appraisal on job burnout and moderate effects on relationship between coping strategies and job burnout. The results shows challenge appraisal was positively associated with cynicism in a significant way, whereas control appraisal negatively associated with emotional exhaustion, cynicism and reduced personal accomplishment significantly. Further analysis indicated that control appraisal had moderate effects on relationship between emotion-focused coping strategy and emotional exhaustion, problem-focused coping strategy and reduced personal accomplishment. The present study validated the direct and interactive effect of cognitive appraisal and coping strategies on employees’ job burnout. It indicated that the cognitive appraisal of stress situations was an important factor affecting the job burnout of employees. In terms of practical implications, this research is instructive for employees coping with stress effectively and for organizations taking measures to reduce employees’ burnout. Limitations of the present study were also discussed.