企业生产线员工工作倦怠的调查

目的 了解企业生产线员工的工作倦怠状况。方法 采用工作倦怠量表通用版（MBI—GS）对1192名企业生产线员工进行调查。结果 ①人口统计学变量方面，年龄小的员工情绪衰竭（F=5．13，P〈0．001）和去人性化程度（F=4.71，P〈0．001）比年龄大的严重；工龄长的员工情绪衰竭（F=4．98，P〈0．001）和去人性化程度（F=5．14，P〈0．001）比工龄短的严重；未婚员工的情绪衰竭（t=2．01，P〈0．05）和去人性化程度（t=2．83，P〈0．01）比已婚的员工严重；高中以上学历的去人性化程度（F=2．58，P〈0．05）比初中学历的严重。②12小时工作制的员工的情绪衰竭（t=-3．66，P〈0．001）和去人性化程度（t=-4．20，P〈0．001）比8小时工作制的员工严重，成就感更低（t=3．28，P〈0．001）。③外地员工的情绪衰竭程度（t=-2．77，P〈O．01）比本地员工严重。④外包员工的去人性化程度（t=2．70，P〈0．001）比正式员工严重。结论 未婚、外地、外包、12小时工作制的、年龄小的生产线员工应作为预防和干预的重点对象。

An Investigation on Job Burnout of Workers

Objective To investigate job burnout of workers in China. Methods 1192 workers were assessed by MBI-GS. Results (1)In the aspects of the demographic variables, the results are as follows: younger workers experienced higher emotional exhaustion (F=5.13, P<0.001) and depersonalization (F=4.71, P<0.001); Workers whose job experience above seven months experienced higher emotional exhaustion (F=4.98, P<0.001) and depersonalization (F=5.14, P<0.001); unmarried workers reveal higher level of emotional exhaustion (t=2.01, P<0.05) and depersonalization (t=2.83,P<0.01), and workers of higher education level reveal higher depersonalization (F=2.58, P<0.05); (2)The workers with twelve hours worktime per day demonstrate higher extent of emotional exhaustion (t=-3.66, P<0.001), higher depersonalization (t=-4.20, P<0.001) and less Personal accomplishment (t=3.28, P<0.001); (3)The out-of-town workers reveal higher level of emotional exhaustion (t=-2.77, P<0.01); (4)Outsourcing workers experienced higher depersonalization (t=2.70, P<0.001). Conclusion We should put more emphasis on the prevention of the job burnout in the unmarried workers, the out-of-town workers, outsourcing workers and the workers with longer work experience and twelve hours worktime per day.