高校辅导员作为高等学校教师队伍和管理队伍的重要组成部分，是大学生思想政 治教育的主力军，在大学生健康成长中起着非常重要的作用。2017年10月1日教育部 颁布了《普通高等学校辅导员队伍建设规定》，进一步明确了辅导员是开展大学生思 想政治教育的骨干力量，是高等学校学生日常思想政治教育和管理工作的组织者、实 施者、指导者。 但是，由于高校辅导员特别是民办高校辅导员工作压力大、工作战线长、没有国 家正式编制、工资水平低、社会认同度不高，同时民办高校辅导员自身普遍也存在着 学历较低、业务能力不能适应民办高校快速发展趋势等问题，使辅导员在高校人力资 源体系中长期处于弱势地位，容易滋生负面情绪，并导致“职业倦怠”的产生，给大 学生的成长和发展带来巨大的负面影响，不利于辅导员队伍的稳定和辅导员队伍职业 化、专业化的发展，使高校大学生思想政治教育工作面临严重的发展困境。 本文以“人与组织匹配”理论为研究视角，采用问卷调查法、访谈法、综合分析 法、文献研究法，选取陕西5所规模较大、具有代表性的民办高校进行调查，从辅导 员与组织的一致性匹配、需求-供给匹配和要求-能力匹配三个方面，重点分析民办高 校辅导员职业倦怠产生的原因，产生的影响。并在此基础上构建克服职业倦怠的理论 模型，提出缓解职业倦怠的措施，希望为民办高校辅导员职业倦怠的缓解和克服起到 一定的推动和借鉴作用。 关键词：人与组织匹配理论陕西民办高校辅导员职业倦怠 II ABSTRACT Asanimportantpartoftheteachersandmanagementteamincollegesanduniversities, counselorsarethemainforceoftheideologicalandpoliticaleducationofcollegestudents. Theyplayaveryimportantroleinthehealthygrowthofcollegestudents.OnOctober1, 2017,theChineseMinistryofEducationpromulgatedtheRegulationsontheConstructionof CollegesCounselors,whichfurtherclarifiedthatcounselorsarethebackboneofideological andpoliticaleducationforcollegestudents.Theyaretheorganizers,implementers,and mentorsofcollegestudents’ideologicalandpoliticaleducationandmanagementworkin dailylife. However,becausecollegecounselors,especiallyinprivatecollegesanduniversities, havegreatpressureontheirwork,longworkhours,nostaffingofgovernmentaffiliated institutions,lowwagelevels,andlowsocialrecognition.Meanwhile,counselorsinprivate collegeanduniversitiesgenerallyhaveweaknessessuchaslowacademicqualificationsand inabilitytoadapttheirbusinessabilitytotherapiddevelopmenttrendofprivatecollegesand universities.Asaresult,counselorshavebeeninaweakpositioninthehumanresources systemofuniversitiesforalongtime.Theyarepronetonegativeemotionsandleadto “jobburnout”,whichbringshugenegativeimpactinthegrowthanddevelopmentofcollege students,theinstabilityofthecounselorteam.Theyarenotconductivetothedevelopmentof thecounselorteam’sprofessionalizationandspecialization.Theeducatorsareconfronting seriousdifficultiesintheideologicalandpoliticaleducationworkofcollegestudents. Thispaperexplorestheproblemsofcounselor’sjobburnoutinprivatecollegesand universitiesfromtheperspectiveofthetheoryofperson-organizationfitselectingfive large-scaleandrepresentativeprivateuniversitiesinShaanXi.Thewriteruses questionnaires,interviews,comprehensiveanalysismethods,andliteratureresearchmethods. Thepapermainlyanalysesthecausesofcollegecounselor’sjobburnoutandthehazards fromthethreeaspectsoftheconsistencyfitbetweencounselorandorganization, demand-supplyfitandrequest-abilityfit.Onthebasisofthis,theauthorconstructsa theoreticalmodelofovercomingjobburnout,putsforwardsomemeasurestoalleviatejob burnout,andhopestoplayacertainroleinpromotingandlearningfromitintheissues. KEYWORDS：ThetheoryofPerson-OrganizationFitprivatecollegesanduniversities inShanXicounselorjobburnout III 目录 摘要......................................................................................................................................I ABSTRACT..................................................................................................................................II 第一章绪论.............................................................................................................................1 1.1选题背景与研究意义.................................................................................................1 1.1.1选题背景..........................................................................................................1 1.1.2研究意义..........................................................................................................2 1.2国内外研究现状及存在的问题................................................................................3 1.2.1关于职业倦怠的研究......................................................................................3 1.2.2关于人与组织匹配理论的研究......................................................................7 1.3研究内容...................................................................................................................11 1.4研究方法...................................................................................................................11 1.5可能的创新点...........................................................................................................12 1.6本章小结..................................................................................................................12 第二章相关理论基础...........................................................................................................13 2.1职业倦怠定义..........................................................................................................13 2.2高校辅导员职业倦怠定义......................................................................................13 2.3人与组织匹配理论定义..........................................................................................14 2.4辅导员个体、组织与职业倦怠三者之间的关系研究..........................................15 2.5本章小结..................................................................................................................16 第三章民办高校辅导员职业倦怠现状及影响...................................................................17 3.1陕西民办高校概况...................................................................................................17 3.2陕西民办高校辅导员职业倦怠的现状调查与分析......................................17 3.2.1调查对象...............................................................................................17 3.2.2调查内容.......................................................................................................17 3.2.3研究假设.......................................................................................................18 3.2.4问卷的编制...................................................................................................18 3.2.5问卷信度检验...............................................................................................18 3.2.6问卷效度检验...............................................................................................19 3.3问卷统计结果与分析...............................................................................................20 3.3.1问卷的发放...................................................................................................20 IV 3.3.2调查人员基本信息统计...............................................................................20 3.3.3陕西民办高校辅导员职业倦怠调查情况分析...........................................22 3.3.4人员特征与职业倦怠的关系.......................................................................23 3.3.5问卷调查结果描述...............................................................................27 3.4访谈实施过程...........................................................................................................28 3.4.1选取样本情况................................................................................................28 3.4.2访谈内容总结...............................................................................................28 3.5辅导员职业倦怠影响...............................................................................................29 3.5.1对学生的影响................................................................................................29 3.5.2对辅导员个