中小学教师职业承诺、教学效能与职业倦怠的关系模型

目的:探讨中小学教师职业承诺、教学效能与职业倦怠的关系模型.方法:采用教师职业承诺问卷、教学效能问卷和职业倦怠问卷对454名中小学教师进行调查.结果:相关分析结果表明,除继续承诺外,中小学教师的情感承诺、规范承诺与情绪耗竭、去个性化、成就感低呈显著负相关,与一般教学效能、个人教学效能呈显著正相关.中小学教师的一般教学效能、个人教学效能与情绪耗竭、去个性化、成就感低呈显著负相关.结构方程模型结果显示,中小学教师的职业承诺和教学效能对其职业倦怠具有显著的负向预测作用.中小学教师的职业承诺除直接影响其职业倦怠外,还通过教学效能间接影响其职业倦怠水平.结论:中小学教师的职业承诺、教学效能对其职业倦怠有重要影响.教学效能在职业承诺与职业倦怠的关系中发挥积极的中介作用.     

警察职业倦怠与自我效能感、工作压力和工作态度的关系

目的:探讨自我效能感和工作压力对警察职业倦怠的影响以及职业倦怠与工作态度的关系。方法:采用职业倦怠量表、一般自我效能感量表、工作压力和工作态度问卷对425名警察进行调查。结果:①相关分析发现,自我效能感与情感耗竭呈负相关,与人格解体和职业效能感有显著的正相关;工作压力与情感耗竭和人格解体都有显著的正相关,但与职业效能感呈显著负相关。多元回归发现,工作压力对情感耗竭、人格解体及职业效能感都有显著的预测作用,自我效能感对人格解体和职业效能感都有显著的预测作用。②情感耗竭与工作态度有显著的负相关,人格解体及职业效能感与工作态度有显著的正相关。多元回归发现,职业效能感和人格解体能显著地预测工作态度,情感耗竭对工作态度有显著的负向预测作用。结论:自我效能感和工作压力对警察职业倦怠有不同的影响,警察职业倦怠又会影响其工作态度。     

职业承诺对教师压力和职业倦怠关系的调节作用

目的了解教师职业承诺与教师压力和职业倦怠的关系。方法问卷法测量了222名小学教师的职业承诺、压力和职业倦怠。结果1小学教师的职业承诺、压力和职业倦怠不存在学历、教龄、性别、职称、校别上的显著差异;2教师压力与职业倦怠之间有非常显著的正相关(r=0.516,P<0.01);3)情感承诺对压力与倦怠的调节作用呈边缘显著(β=-0.101,P=0.053),规范承诺对压力与倦怠关系的调节作用显著(β=-0.141,P=0.01)。结论职业承诺对压力和职业倦怠的关系起到一定的调节作用。     

中小学教师职业压力、职业倦怠与心理健康研究

目的:了解中小学教师职业压力、职业倦怠与心理健康的状况并探讨其相互关系。方法:运用教师职业压力问卷、职业倦怠问卷和SCL-90对564名中小学教师进行调查。结果:教师职业压力各因子和职业倦怠的情绪衰竭、低个人成就感维度得分均高于2.5分;除了偏执、精神病性之外,被试在SCL-90各分量表上的因子分≥3的人数比例均高于4%,男女教师在人际敏感、敌对、精神病性和其他因子上存在显著差异,不同类型学校教师在除躯体化外各因子上均存在显著差异。职业压力的人际关系因子和职业倦怠总分及各维度与心理健康总分及各因子存在显著正相关。路径分析显示,职业压力和职业倦怠与心理健康间分别存在间接和直接的因果关系。结论:教师职业压力比较大、职业倦怠较为严重,心理健康水平较低。职业倦怠是职业压力和心理健康之间重要的相关因素。     

流动儿童学校教师职业倦怠相关因素研究

目的探讨流动儿童学校教师的职业倦怠与职业承诺、教学效能感之间的关系。方法用教师职业承诺问卷、教学效能感问卷和职业倦怠问卷对76名流动儿童学校教师进行了调查。结果教师职业倦怠、职业承诺和教学效能感之间存在显著的相关关系;职业承诺和教学效能感部分维度对职业倦怠有显著的预测作用;情感承诺和规范承诺在个人教学效能感对职业倦怠的影响中发挥着部分中介作用。结论流动儿童学校教师个人教学效能感是职业倦怠的重要影响因素,应当加强流动儿童学校教学培训,提高教师个人教学效能感。     

内蒙古自治区幼儿教师职业压力与职业倦怠：职业认同的中介效应

目的 考察幼儿教师职业压力对职业倦怠的影响以及职业认同的中介效应。方法 通过问卷法调查内蒙古自治区619名幼儿教师职业压力、职业认同及职业倦怠情况。结果 职业压力对幼儿教师职业倦怠具有显著正向预测作用（0.103相似文献   

广西幼儿教师心理健康状况的调查

目的 评定广西幼儿教师心理健康状况。方法 随机抽取广西397名幼儿教师为调查对象进行SCL—90测试。结果 幼儿教师的主要心理健康问题是敌对、人际关系敏感、强迫症状、躯体化、偏执;幼儿教师心理健康水平显著低于全国成人常模;40岁以上的教师在躯体化方面的症状极显著高于40岁以下的教师;对职业不满意的教师存在较多的心理问题。结论 应积极关注幼儿教师的心理健康。     

医生职业倦怠的现状与分析

目的调查医生职业倦怠的现状。方法采用工作倦怠问卷(CMBI)对646名医生进行调查。结果医生中有31.6%轻度倦怠,36.4%中度倦怠,7.7%重度倦怠;各维度,34.1%情感衰竭,48.1%人格解体,45.4%成就感降低。男性医生情感衰竭和人格解体比女性更严重,而成就感更高;职称方面,初级职称医生职业倦怠更严重;内外科医生情感衰竭比精神科严重,而较之其他科室,外科医生成就感更高,精神科更低。结论医生职业倦怠现状严重,防治工作应关注男性、初级职称的医生,并针对不同科室的特点制定相关政策。     

员工职业倦怠、应对方式与心理健康的相关性研究

目的了解移动公司员工的心理健康状况,并探讨职业倦怠、应对方式对心理健康水平的影响。方法运用问卷调查法测查了移动公司共132名员工（获得有效问卷113份）的职业倦怠、应对方式和心理健康水平。所用问卷分别是职业倦怠问卷（MBI中文修订）,简易应对方式问卷,症状自评量表（SCL-90）,各问卷的内部一致性信度分别为：0.94,0.806,0.968。结果①职业倦怠3个维度与症状自评量表总分存在显著相关;②简易应对方式量表中,消极应对方式与症状自评量表存在显著正相关;③职业倦怠量表的情感枯竭、讥诮态度和简易应对方式量表的消极应对方式对心理健康有一定的预测效应。结论移动公司员工的心理健康水平和职业倦怠、应对方式之间存在相关。职业倦怠和应对方式对心理健康有一定的预测效应。     

精神病专科医院医务人员职业倦怠现况调查

目的:了解精神科医务人员的职业倦怠水平、分布情况和社会支持对职业倦怠的影响,为防控精神科医务人员职业倦怠提供参考资料。方法:通过对西安市二级及以上精神病专科医院347名医务人员整群抽样调查,采用工作倦怠问卷和社会支持评定量表测定医务人员的职业倦怠水平和获得的社会支持情况。结果:情感衰竭(20.50±7.60)分,人格解体(9.93±4.94)分,成就感降低(24.65±6.04)分。倦怠检出率:轻度倦怠162人(46.69%),中度倦怠131人(37.75%),重度倦怠42人(12.10%)。男性在人格解体维度得分高于女性(t=-2.99,P0.05);各年龄段间人格解体维度得分差异具有统计学意义(F=3.91,P0.01);护士在情感衰竭(F=3.49,P0.01)、人格解体维度(F=4.22,P0.01)得分与医生和医技人员有统计学意义。医生客观支持得分与护士、医技人员差异有统计学意义(F=5.93,P0.01),社会支持的3个维度与人格解体呈显著负相关(r=-0.16~-0.22,P0.01),与成就感降低呈显著正相关(r=0.18~0.22,P0.01)。结论:精神科医务人员职业倦怠显著,男性和护理人员突出,需要增加社会支持以改善精神科医务人员的职业倦怠情况。     

中小学教师职业倦怠与心理健康的关系研究

目的：探讨中小学教师的职业倦怠与心理健康的关系。方法：采用职业倦怠问卷(Maslach)和症状自陈量表(SCL-90)，以528名中小学教师为被试进行调查。结果：(1)相关分析显示中小学教师的职业倦怠与心理健康呈显著正相关，情绪衰竭维度与心理健康的躯体化、强迫、人际关系、抑郁、焦虑、敌对、偏执等因子的相关最高。(2)职业倦怠的三个维度都进入了心理健康的多元逐步回归方程，三者都对心理健康具有预测作用．情绪衰竭维度解释率最高。结论：中小学教师的职业倦怠与心理健康存在显著的相关关系，不同的职业倦怠维度对心理健康具有不同的预测作用。     

影响工作倦怠形成的组织情境因素分析

目的：研究组织公平、组织支持感、组织承诺和角色压力与工作倦怠之间的影响关系。方法：抽取361名被试测量其工作倦怠、组织公平、组织支持感、角色压力和组织承诺并依此构建结构方程模型。结果：角色压力、组织承诺和组织公平是工作倦怠的重要预测变量；角色压力和组织承诺主要通过对工作倦怠的直接作用产生影响．而组织公平则更多是通过组织承诺等变量对工作倦怠进行间接的影响。还发现组织支持感在组织公平、角色压力和组织承诺之间起中介作用。结论：组织公平、组织支持感、组织承诺和角色压力对工作倦怠有不同程度的影响。     

中小学教师的工作压力现状及其与职业倦怠的关系

目的：探讨中小学教师的工作压力现状及其与职业倦怠的关系。方法：被试为367名中小学教师，采用自编中小学教师工作压力调查表和职业倦怠问卷进行调查。结果：(1)当前中小学教师所面临的工作压力较多、压力强度较大。(2)中小学教师的考试压力、工作负担压力、角色职责压力、聘任压力、职业发展压力、人际关系压力与情绪疲惫有显著的正相关；人际关系压力与少成就感有显著的正相关，与去个人化有显著的正相关。(3)人际关系压力和聘任压力对情绪疲惫具有正向预测作用；人际关系压力对少成就感具有正向预测作用；人际关系压力对去个人化具有正向预测作用，职业声望压力对去个人化具有负向预测作用。结论：中小学教师的工作压力和职业倦怠存在显著的相关关系，不同来源的工作压力对职业倦怠的三个亚成分具有不同的预测作用。     

Stress,burnout and doctors' attitudes to work are determined by personality and learning style: A twelve year longitudinal study of UK medical graduates

Background

The study investigated the extent to which approaches to work, workplace climate, stress, burnout and satisfaction with medicine as a career in doctors aged about thirty are predicted by measures of learning style and personality measured five to twelve years earlier when the doctors were applicants to medical school or were medical students.

Methods

Prospective study of a large cohort of doctors. The participants were first studied when they applied to any of five UK medical schools in 1990. Postal questionnaires were sent to all doctors with a traceable address on the current or a previous Medical Register. The current questionnaire included measures of Approaches to Work, Workplace Climate, stress (General Health Questionnaire), burnout (Maslach Burnout Inventory), and satisfaction with medicine as a career and personality (Big Five). Previous questionnaires had included measures of learning style (Study Process Questionnaire) and personality.

Results

Doctors' approaches to work were predicted by study habits and learning styles, both at application to medical school and in the final year. How doctors perceive their workplace climate and workload is predicted both by approaches to work and by measures of stress, burnout and satisfaction with medicine. These characteristics are partially predicted by trait measures of personality taken five years earlier. Stress, burnout and satisfaction also correlate with trait measures of personality taken five years earlier.

Conclusions

Differences in approach to work and perceived workplace climate seem mainly to reflect stable, long-term individual differences in doctors themselves, reflected in measures of personality and learning style.

     

银行职员职业倦怠状况及与压力水平的关系

目的 :探讨银行员工的职业倦怠状况及与压力水平的关系。方法 :采用Maslach倦怠量表 (MBI-GS)和职业压力指标问卷 (OSI- 2 )中的压力源分量表对 135名银行员工进行调查。结果 :( 1)性别、年龄、受教育程度和婚姻状况对职业倦怠没有显著影响 ;行政级别影响员工的职业倦怠。 ( 2 )工作负荷对情绪衰竭具有正向预测作用 ;角色模糊、人际关系对玩世不恭具有正向预测作用 ;角色模糊、角色冲突对职业效能具有正向预测作用 ,日常烦扰、管理角色对职业效能具有负向预测作用。结论 :不同来源的压力源对职业倦怠的三个维度具有不同的预测作用     

Comorbidity in Migraine with Functional Somatic Syndromes,Psychiatric Disorders and Inflammatory Diseases: A Matter of Central Sensitization?

To approach the questions as to why migraine appears to be associated with functional somatic syndromes (FSSs) and whether central sensitization may be an underlying mechanism, the present study investigated (a) comorbidity with diagnoses of three FSSs, three psychiatric disorders, and three inflammatory diseases, (b) degree of mental health problems (stress, burnout, anxiety, depression and somatization), and (c) prevalence of ten cognitive/affective and nine airway symptoms in persons with migraine in the general population. From a randomized and stratified Swedish adult sample, questionnaire data were analyzed from 151 individuals with a diagnosis of migraine and 3,255 without migraine. The results showed (a) significant comorbidity in migraine with all FSSs, psychiatric disorders and inflammatory diseases, (b) significantly elevated scores on stress, burnout, anxiety, depression, and somatization, and (c) relatively high prevalence rates on almost all symptoms. Taken together, the results motivate future study of central sensitization as a mechanism underlying migraine.     

Personality, organizational stress, and attitudes toward work as prospective predictors of professional burnout in hospital nurses

Aim

To examine to what extent personality traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness), organizational stress, and attitudes toward work and interactions between personality and either organizational stress or attitudes toward work prospectively predict 3 components of burnout.

Methods

The study was carried out on 118 hospital nurses. Data were analyzed by a set of hierarchical regression analyses, in which personality traits, measures of organizational stress, and attitudes toward work, as well as interactions between personality and either organizational stress or attitudes toward work were included as predictors, while 3 indices of burnout were measured 4 years later as criteria variables.

Results

Personality traits proved to be significant but weak prospective predictors of burnout and as a group predicted only reduced professional efficacy (R² = 0.10), with agreeableness being a single negative predictor. Organizational stress was positive, affective-normative commitment negative predictor, while continuance commitment was not related to any dimension of burnout. We found interactions between neuroticism as well as conscientiousness and organizational stress, measured as role conflict and work overload, on reduced professional efficacy (β_NRCWO = -0.30; ßc_RCWO = -0.26). We also found interactions between neuroticism and affective normative commitment (β = 0.24) and between openness and continuance commitment on reduced professional efficacy (β = -0.23), as well as interactions between conscientiousness and continuance commitment on exhaustion.

Conclusion

Although contextual variables were strong prospective predictors and personality traits weak predictors of burnout, the results suggested the importance of the interaction between personality and contextual variables in predicting burnout.Numerous studies have focused on work stress and burnout in nurses because they work in high-stress environment, which has detrimental effects both on their mental and physical health, productivity and efficacy at work, absenteeism, as well as on patients'' outcomes such as increased mortality and patient dissatisfaction (1-3).Burnout refers to the symptoms of mental/emotional exhaustion caused by chronic job stress (4,5). It manifests itself in the form of exhaustion, depersonalization (cynicism), and the perception of reduced personal efficacy in working with others. Emotional exhaustion refers to feelings of fatigue and loss of energy, depersonalization and detachment from the job, cynicism and mental distancing from service recipients, while reduced professional efficacy refers to feelings of incompetence and a lack of achievement and productivity at work.The predictors of job burnout are both environmental and individual (5-8). Among frequently examined environmental (organizational) antecedents of burnout are stressors at work such as work overload, role conflict, and role ambiguity. Increased demands at work were strongly related to all components of burnout, and especially to emotional exhaustion (5-8). Rather scarce studies of personality effects found that almost all of 5-factor personality dimensions were related to burnout, although the relations between them were not always strong and consistent (9). However, neuroticism proved to be more strongly and consistently related to burnout than other 5-factor dimensions. Other studies also found positive relations between neuroticism and all three components of burnout (10-15). On the other hand, extraversion was mainly negatively related to burnout (12,14,16), and in some studies negative relations were also found between agreeableness and one or two of burnout dimensions (15,17-19). Conscientiousness was negatively related to emotional exhaustion and reduced professional efficacy and positively to depersonalization, while the relations between openness and burnout dimensions appeared less consistent (20-22).However, most of the above mentioned studies have cross-sectional designs, meaning that personality dimensions and burnout were examined at the same time, which could result in higher correlations between them. Furthermore, many studies examined burnout in relation to attitudes toward work, most frequently work satisfaction, job involvement, and organizational commitment. Organizational commitment is defined as a degree to which a person identifies himself or herself with the organization and its goals (23). The model of organizational commitment that received considerable empirical support identified 3 components: affective (value-based), normative (obligation-based), and continuance (based on an assessment of costs and benefits) (24). Organizational commitment serves as a protective factor from negative health outcomes and decreases negative effects of stressors on burnout (25).Although most of the explanatory models of burnout explained it as the outcome of the transaction of environmental and personality variables (26), most often the effects of only one set of variables, organizational (situational) or individual (dispositional), have been examined in a single study. With respect to the evidence that personality influences how people react to stressful situation in their workplace (27), it seems plausible to assume that besides direct effects of personality on one hand, and environmental variables on the other, environmental variables could also moderate the effects of personality on burnout. However, some authors stressed the need for more research on organizational and individual factors that may have direct effects or serve as moderators or buffers of burnout (28,29). Consequently, present study examines the direct effects of both individual and organizational factors, as well as moderating effects of organizational factors on professional burnout in hospital nurses. We examined the direct effects of 5-factor personality variables, and direct and moderating effects of organizational stress and attitudes toward work on 3 components of burnout among hospital nurses measured 4 years later. It was hypothesized that 5-factor personality traits would be predictors of burnout dimensions, and specifically neuroticism was expected to be positive, while extraversion, agreeableness, and conscientiousness negative predictors of burnout. We also tested the possibility that organizational stress would be positive, and affective-normative commitment negative prospective predictor of burnout components. Organizational stress and attitudes toward work (affective-normative commitment and continuance commitment) would be moderators of the effects of personality variables on burnout components.     

肿瘤医院与综合性医院医护人员职业倦怠的比较研究

目的探讨肿瘤医院和综合性医院医护人员职业倦怠状况的差异及其影响因素。方法采用中国军人职业倦怠量表(CJBSMP),对肿瘤医院和综合性医院医护人员的职业倦怠状况进行测评,对测评数据进行t检验、多元逐步回归分析等统计学处理。结果肿瘤医院医护人员的躯体化、消极怠工因子分及职业倦怠总分均高于综合医院医护人员(t=-2.90,P=0.026,t=-1.93,P=0.045,t=-1.75,P=0.048);独生子女的躯体化、自我评价、消极怠工因子分及职业倦怠总分均大于非独生子女(t=4.21,P=0.017,t=6.91,P=0.000,t=3.89,P=0.031,t=3.69,P=0.043);已婚者的成就感、躯体化及职业倦怠总分均大于未婚者(t=-3.71,P=0.040,t=-4.23,P=0.027,t=-4.61,P=0.013)。婚姻状况与躯体化呈正相关(r=0.138,P<0.05);月收入及付出、回报满意度与成就感呈显著正相关(r=0.565,r=0.772,P<0.01);付出与回报满意度与躯体化、人际关系、消极怠工及职业倦怠总分呈显著负相关(r=0.772,-0.249,-0.144,-0.258;P<0.05或0.001);独生子女与自我评价及总分呈负相关(r=-0.184,0.163;P<0.05)。付出与回报满意度、是否独生子女等是肿瘤医院医护人员职业倦怠水平的主要影响因素(t=-0.197,P=0.004;t=-0.373,P=0)。结论肿瘤医院医护人员在成就感、躯体化及职业倦怠总分项目上相对较高,更易产生职业倦怠,与其婚姻状况、是否独生子女、月收入、付出与回报满意度等因素密切相关。     

小学教师职业倦怠现状调查

目的对481位小学教师进行职业倦怠的现状调查。方法问卷法。结果高倦怠组的小学教师占总被试的21.6%,在16~20年教龄期间达到高峰,并且存在显著的城乡差异。结论小学教师职业倦怠总体情况并不严重;学校所在地对小学教师职业倦怠具有显著的影响。     

大学生网络成瘾的影响因素

目的考察大学生网络成瘾、专业承诺与学习倦怠的关系。方法以420名大学生为被试进行问卷调查,对影响大学生网络成瘾的各因子进行相关分析和回归分析。结果1大学生专业承诺、学习倦怠与网络成瘾之间有密切的关系;2网络成瘾者与非成瘾者在性别、年级、专业上存在显著差异;3在中介效用检验中,学习倦怠在专业承诺与网络成瘾间起到完全中介作用。结论学习倦怠在网络成瘾与专业承诺之间起到完全中介作用。