【作者】 王慧；

【导师】 张琳琳；

【作者基本信息】 哈尔滨工程大学 ， 应用心理学， 2016， 硕士

【摘要】 为探讨新生代企业员工工作场所欺负、心理资本、工作倦怠的基本情况及三者间的关系,研究采用随机抽样法,以负性行为问卷(NAQ)、心理资本问卷(PCQ-24)以及工作倦怠问卷(MBI-GS)为测量工具,对黑龙江、北京、上海、湖南、甘肃等地的新生代企业员工进行了问卷调查。共发放问卷600份,回收问卷526份,有效问卷462份。运用结构方程模型对负性行为问卷进行了验证性因素分析;运用t检验及方差分析考察了不同人口学背景的被试在上述三个变量上的差异分布;并采用皮尔逊相关、分层回归分析及趋势分析探索了新生代企业员工工作场所欺负、心理资本及工作倦怠之间的关系,研究发现:(1)我国企业中存在中等程度的工作场所欺负行为,部分新生代员工遭受了中等水平的个人损毁、工作骚扰及身体恐吓或威胁等工作场所欺负行为,产生了工作倦怠现象。(2)我国企业中存在较高水平的工作倦怠现象,部分新生代企业员工的情绪衰竭、玩世不恭及低成就感水平处于中等偏上。(3)新生代企业员工工作场所欺负、心理资本与工作倦怠在部分人口统计学变量上存在显著性差异,具体表现为:工作场所欺负在性别、年龄、工龄、月收入、职务、学历变量上存在差异;心理资本在性别、职务、学历变量上存在差异;工作倦怠在性别、年龄、工龄、月收入、职务、学历变量上存在差异。(4)新生代企业员工工作场所欺负与工作倦怠之间呈显著正相关;新生代企业员工心理资本与工作场所欺负及工作倦怠均呈显著负相关。(5)新生代企业员工心理资本在工作骚扰与工作倦怠之间具有负向调节作用;即个体心理资本水平越高,工作骚扰对工作倦怠的正向影响越小。(6)新生代企业员工希望水平在工作场所欺负与工作倦怠之间具有负向调节作用;即个体希望水平越高,工作场所欺负对工作倦怠的正向影响越小。工作场所欺负是影响工作倦怠的重要因素,提高新生代企业员工心理资本水平,可以有效缓解由工作场所欺负引发的工作倦怠等负向的涟漪效应。在此基础上,根据统计分析结果,提出了改善新生代企业员工工作场所欺负现状及降低其工作倦怠水平的有效方法。更多还原

【Abstract】 In order to explore the relationship between workplace bullying, psychological capital and job burnout among the young enterprise employees,the study took Negative Acts Questionnaire (NAQ), Psychological Capital Questionnaire (PCQ-24) and Maslach Burnout Inventory - General Survey (MBI-GS) as measuring instruments to conduct a questionnaire survey among the young enterprise employees in Heilongjiang, Beijing, Shanghai, Hunan,Gansu and other provinces. A total of 600 questionnaires were distributed while 526 questionnaires were received and 462 questionnaires were valid. The study used structural equation model to make a confirmatory factor analysis on the Negative Acts Questionnaire;Using t test and variance analysis to investigate the differential distribution of subjects with different demographic backgrounds on the three variables. In addition, Pearson correlation,hierarchical regression analysis and trend analysis were used to explore the relationship between workplace bullying, psychological capital and job burnout among young enterprise employees. The study found:(1) Middle degree of workplace bullying behavior existed among the young enterprise employees. Some employees suffered from personal damage,harassment and physical intimidation or threats in middle level.(2) High level of job burnout existed among the young enterprise employees. Young employees experienced middle to high level of emotional exhaustion,cynical and low level sense of achievement.(3) Different young employees with different demographic backgrounds showed significant difference on the level of workplace bullying, psychological capital and job burnout. There were differences of workplace bullying and job burnout in gender, age, length of service, income, position and educational background. And there existed differences of psychological capital in sex, position and education.(4) There was a significant positive correlation between workplace bullying and job burnout, while psychological capital negatively related to workplace bullying and job burnout.(5) Psychological capital had negative moderating effect on the relationship between job harassment and job burnout; and the higher the level of individual psychological capital, the lower the positive impact of job harassment on job burnout.(6) Hope in the workplace had negative moderating effect on the relationship between workplace bullying and job burnout; and the higher the level of individual hope, the smaller the positive effect of workplace bullying on job burnout.The workplace bullying was important factor that affect job burnout. Improving the psychological capital level of employees can effectively alleviate the job burnout and other negative ripple effects, which were caused by the workplace bullying. On this basis, the study put forward an effective way to improve the situation of workplace bullying to reduce the level of job burnout among the young enterprise employees according to the results of statistical analysis.更多还原