健康与遗传心理学研究室知识库

目的探讨企业知识型员工心理资本与工作倦怠及工作投入的关系。方法依据方便取样的原则,采用心理资本量表、工作倦怠通用量表(MBI.GS)、工作投入量表(UWES)对727名信息企业知识型员工进行评估,并采用相关分析及多因素逐步回归分析的方法探讨心理资本对工作倦怠及工作投入的影响。结果知识型员工心理资本各维度水平[自我效能(4.72±0.72)分,希望(4.62±0.77)分,韧性(4.68±0.72)分,乐观(4.36±0.55)分]都在中等以上。心理资本总分及分维度与工作倦怠均呈负相关,与工作投入呈正相关。多元逐步回归分析表明,在控制了性别、年龄、婚姻状况三个人口学统计变量后,心理资本对知识型员工的工作倦怠有负向预测作用,对工作投入有正向预测作用;自我效能、韧性、乐观都能显著预测工作倦怠的3个维度,希望能够显著预测成就感低落;自我效能能够显著预测奉献、活力和专注,韧性能够显著预测奉献和活力。结论心理资本可以降低员工工作倦怠水平,提高员工工作投入水平。

Objective To explore the relationship among psychological capital, job burnout and job en- gagement of knowledge workers. Methods According to convenience sampling principle, 727 information enter- prise knowledge workers in Beijing were tested by Psychological Capital Scale, Maslach Burnout Inventory-General Survey (MBI-GS) ,Utrecht Work Engagement Scale(UWES) ,and the impact of psychological capital on job burn- out and job engagement with correlation analysis and multivariate stepwise regression analysis were explored. Re- suits The level of each dimension of the knowledge workers psychological capital ( self-efficacy (4.72 ± 0.72), hope (4.62 ±0.77) ,hardness (4.68 ±0.72) ,optimism (4.36 ±0.55) ) were above average. The psychological capital total score and all dimensions were negatively correlated with job burnout, and positively correlated with job engagement. Stepwise multiple regression analysis showed that, after controlling three demographic statistics varia- bles of gender, age, marital status, psychological capital could predict job burnout negatively, and predict job en- gagement positively; self-efficacy, hardness and optimism could significantly predict the three dimensions of job burnout, hope could predict reduced personal accomplishment negatively;and self-efficacy could positively predict vigor, dedication and absorption, hardness could positively predict dedication and vigor. Conclusion Psychologi- cal capital can reduce the level of job burnout of knowledge workers, and improve their level of job engagement.