本研究采用李原所开发的《心理契约调查问卷》、李超平等编制的适合中国
文化背景的 MBI-GS 工作倦怠量表，以江西 L 交通施工企业的 101 名员工为被
试。随后，将所得数据经过 SPSS20 统计软件进行录入，进行描述性统计、方差
分析、回归分析，进一步揭示心理契约违背和工作倦怠的现状及二者之间的关
系。研究结果如下：
1、不同最高学历、职务、平均月收入在心理契约违背及其各维度中部分内
容具有显著差异；
2、心理契约违背与工作倦怠呈正相关关系，其中：心理契约违背与玩世不
恭维度、低职业效能感维度都呈正相关；
3、企业对员工的人际责任维度的心理契约违背能正向预测 L 交通施工企业
员工工作倦怠的衰竭维度和玩世不恭维度；
4、员工对企业的发展责任维度的心理契约违背能正向预测 L 交通施工企业
员工的工作倦怠及其低职业效能感维度
根据以上研究结果，结合企业实际情况，得到如下结论：L 企业中基层员工、
低学历员工、低收入员工的心理契约违背在全体员工中偏高。在工作倦怠方面，
35 岁以下年轻员工的衰竭水平较高，低收入员工和低学历员工的职业效能感较
低。企业在为员工创造良好的组织环境方面做得还不够，组织关怀做得不够
通过进一步分析心理契约违背对工作倦怠的预测作用，发现适当加强人际沟通、
提供良好的组织环境、提供合理的职业发展和转变工作态度会在一定程度上降
低工作倦怠的发生
随后，根据上述结论，从企业角度和员工角度分别提出 5 点和 3 点改善建
议。即：配置合理工作岗位，优化职业发展路线；加大绩效考核力度，改善薪
酬管理制度；坚持以人为本原则，优化员工工作环境；建立企业支持文化，健
全员工沟通机制；完善员工培训体系，健全培训评估机制；转变对工作的认识，摘要
III
提升业务能力水平；深入挖掘兴趣方向，明确职业发展目标；提升人际沟通水
平，促进企业和谐发展
关键词：L 交通施工企业；心理契约违背；工作倦怠Abstract
IV
ABSTRACT
Psychological contract violation and job burnout have relationship. The
relationship research of psychological contract violation and job burnout involved in
late in China. In order to know the influence of psychological contract violation on job
burnout in the transportation construction company, this article is based on
predecessors' research results, using a questionnaire to study the attitude of
employees in Jiangxi L transportion construction company. Then we use SPSS
software to analysis data collected. Suggestions for improvement are proposed
according to the results of the analysis, in order to reduce the employees'
psychological contract violation and job burnout level.
This research use the psychological contract questionnaire designed by Li Yuan,
MBI-GS job burnout scale suiting for Chinese culture designed by Li Chao Ping. We
invited 101 emplyees of Jiangxi L transportation construction company participate in
the test. Then, inputting all data in SPSS20 statistical software, using the method of
descriptive statistics, variance analysis, regression analysis, and reveals the current
situation of psychological contract violation and job burnout and the relationship
between them. The results of the study are as follows:
1. There was the significant differences between the various highest gender, job
position, the average monthly income and the part of the psychological contract
violation;
2. The relationship between psychological contract violation and job burnout
were positively correlated, the relationship between psychological contract violation
had positively correlation with cynicism and inefficacy dimension;
3. Organization interpersonal obligation dimensions of psychological contract
violation can positively predict exhaustion and cynicism dimension of job burnout ;
4. Employee developmental obligation dimensions of psychological contract
violation can positively predict the job burnout and inefficacy dimension of job
burnout .Abstract
V
Based on the above research results and the practical situation of the company,
we get the following conclusions: grass-roots staff, low-degree staff and low-income
staff of L company have a high degree of psychological contract violation. In terms of
job burnout, staff under the age of 35 have high degree of exhaustion, low-income
workers and low-degree staff have low degree of efficacy. In terms of creating a good
environment for employees and taking good care of staff, company didn’t do well.
We analyze the prediction effect of psychological contract violation on job burnout,
founding that adding interpersonal communication, providing a good environment
and a reasonable career development could reduce the degree of job burnout.
Then, according to the above conclusion, we give advice, from the position of
companies and employees, to improve the company management. Including :
arranging work reasonably and career planning reasonable; Strengthening
performance appraisal and improving the salary control system; Adhering to the
people-oriented principle, improving work environment; Establishing the company
culture of support, improving the employee communication mechanism; Improving
the staff training system and the training evaluation method; Changing how you
perceive your job and improving the ability to work; discovering interests, then
finding the job you want; Enhancing the ability of interpersonal communication, and
promoting the harmonious development of the company.
Key Words: L transportation construction company ； Psychological contract
violation；Job burnout目录
VI
目 录
第 1 章 绪论.....1
1.1 研究的背景和意义.....1
1.1.1 论文选题背景...1
1.1.2 论文选题意义...1
1.2 研究思路与方法.........1
1.2.1 研究思路...........1
1.2.2 研究方法...........2
1.3 研究的创新点.3
1.3.1 研究角度方面...3
1.3.2 研究对象方面...3
第 2 章 论文的理论基础.........4
2.1 心理契约违背综述.....4
2.1.1 心理契约的概念...........4
2.1.2 心理契约违背与心理契约破裂概念界定.......4
2.1.3 心理契约违背的相关变量.......5
2.1.4 心理契约违背的测量...5
2.1.5 心理契约违背研究现状总结...6
2.2 工作倦怠综述.6
2.2.1 工作倦怠的概念...........6
2.2.2 工作倦怠的相关变量...7
2.2.3 工作倦怠的测量...........8
2.2.4 工作倦怠研究现状总结...........8
2.3 心理契约违背与工作倦怠的相互关系.........9
2.4 施工企业员工特征...10
第 3 章 研究设计.......11
3.1 L 交通施工企业基本现状.....11
3.2 研究假设.......11
3.3 问卷设计.......12目录
VII
3.3.1 基本信息问卷.12
3.3.2 心理契约违背问卷.....12
3.3.3 工作倦怠问卷.13
第 4 章 数据采集、分析和结论.......14
4.1 数据采集.......14
4.1.1 样本描述.........14
4.1.2 问卷发放.........14
4.2 研究对象的描述性分析.......14
4.3 信度分析和效度分析...........16
4.3.1 心理契约违背问卷的信度分析和效度分析.16
4.3.2 工作倦怠问卷的信度分析和效度分析.........19
4.4 研究对象基本统计属性在心理契约违背上的方差分析...21
4.4.1 基于性别的 T 检验.....22
4.4.2 基于婚姻状况的 T 检验.........22
4.4.3 基于不同年龄的方差分析.....23
4.4.4 基于不同学历的方差分析.....25
4.4.5 基于工作年限的方差分析.....28
4.4.6 基于职务类别的方差分析.....30
4.4.7 基于专业技术资格或职业资格类别的方差分析.....32
4.4.8 基于平均月收入的方差分析.33
4.5 研究对象基本统计属性在工作倦怠上的方差分析...........38
4.5.1 基于性别的 T 检验.....38
4.5.2 基于婚姻状况的 T 检验.........39
4.5.3 基于不同年龄的方差分析.....39
4.5.4 基于不同学历的方差分析.....41
4.5.5 基于工作年限的方差分析.....43
4.5.6 基于职务类别的方差分析.....44
4.5.7 基于专业技术资格或职业资格类别的方差分析.....45
4.5.8 基于平均月收入的方差分析.46
4.6 心理契约违背与工作倦怠的相关分析.......48
4.7 心理契约违背对工作倦怠的回归分析.......49目录
VIII
4.7.1 心理契约违背各维度对衰竭的回归分析.....49
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