摘要
目的:验证护士工作倦怠的付出—获得不平衡模型。方法:以付出—获得不平衡量表中文版和Mashlash工作倦怠量表通用版对160名护理人员进行调查。结果:以情绪衰竭、去人格化为因变量进行2(高付出低获得、非高付出低获得)*2(过分负责、非过分负责)的多元方差分析,低成就感为因变量进行一元方差分析,结果发现:①高付出低获得和过分负责在情绪衰竭、去人格化上主效应显著,过分负责在低成就感上有主效应。高付出低获得和过分负责对工作倦怠的三维度的交互作用不显著。②高付出低获得组的护士更容易情绪衰竭,去人格化;过分负责高水平组的护士更容易情绪衰竭、去人格化和低成就感。结论:付出-获得不平衡模型能一定程度上解释工作倦怠。
Objective： In order to examine the explanation of Effort-Reward Imbalance Model of job burnout. Methods： 160 nurses were recruited from three hospitals to complete Effort-Reward Imbalance Scale in the Chinese version and Mashlash Burnout Inventory-General Survey. Results： Those nurses who experienced an effort-reward imbalance reported higher levels on two of the three core dimensions of burnout （i.e. emotional exhaustion and depersonalization） than those who did not experience such an imbalance. Moreover, those nurses who were overcommitmented reported higher levels on the three core dimension of burnout. But interaction effects between ERI and overcommitment was not significant. Conclusion： To some extent, the Effort-Reward Imbalance Model can explain the job burnout process.
出处
《中国临床心理学杂志》
CSSCI
CSCD
2008年第6期586-588,共3页
Chinese Journal of Clinical Psychology
