I 摘要 知识与技术是当今社会主流体系，一个企业若要在竞争中保持长久不衰，就 要在企业的战略规划管理中把知识和技术的创新一并纳入其中。其中人力资源资 本就尤为重要，在日趋严峻的竞争中，由于社会环境和企业本身环境产生的压力， 诱发员工的职业倦怠产生。职业倦怠一词最早是在1974年由Herbert Freudenberger提出，随后在1981年由Christina Maslach具体划分为情感衰竭、 去人性化和成就感低三个维度。 本文以HG公司全体财务人员为研究对象，并根据职业倦怠理论、组织承诺 理论、职业高原理论等人力资源管理相关理论，并结合企业的发展现状进行剖析， 对全体财务人员的职业倦怠问题进行分析。财务人员职业倦怠是职业倦怠研究范 围的扩展。财务人员职业倦怠是指财务类岗位上的员工因为长期从事该工作所产 生的情感衰竭、去人性化和成就感低症状。通过分析，他们可以丰富现有的研究 成果并且有效缓解HG公司财务人员的职业倦怠问题，提高员工工作效率。本文 分别从自身个体、工作职业、企业组织和其他方面得出HG公司财务人员职业倦 怠形成的因素。通过查阅资料，问卷调查，软件分析等手段得出结论，HG公司 财务人员的职业倦怠程度为中等水平。并根据研究提出加强提升组织承诺、降低 减少职业高原和其他方面的对策和建议，逐步找寻解决企业财务人员职业倦怠的 根本方案和方法，消除财务人员的职业倦怠问题，提高工作效率。 关键词：职业倦怠；职业高原；组织承诺 Abstract II Abstract Knowledge and technology are the mainstream system of today's society. If an enterprise wants to keep enduring in the competition, it should incorporate the innovation of knowledge and technology into the strategic planning and management of the enterprise. Among them, human resource capital is particularly important. In the increasingly severe competition, due to the pressure generated by the social environment and the enterprise itself, employees' job burnout is induced. The term burnout was first put forward by Herbert Freudenberger in 1974 and then divided into three dimensions: emotional exhaustion, dehumanization and low sense of accomplishment by Christina Maslach in 1981. This paper takes all financial personnel of HG company as the research object, and analyzes the problem of job burnout of all financial personnel based on the theory of occupational burnout, organizational commitment theory, career plateau theory and other relevant theories of human resource management, combined with the development status of the enterprise. Burnout of financial personnel is an extension of the research scope of burnout. Job burnout of financial staff refers to the emotional exhaustion, dehumanization and low sense of achievement of employees in accounting positions because they have been engaged in this job for a long time. Through the analysis, we can enrich the existing research results and effectively alleviate the problem of occupational burnout of financial staff of HG company and improve the work efficiency of employees. In this paper, the factors of occupational burnout of financial personnel in HG company are obtained from their own individual, work occupation, enterprise organization and other aspects. Through consulting materials, questionnaire survey, software analysis and other means, it is concluded that the degree of burnout of financial staff in HG company is medium. Based on the research, the paper proposes countermeasures and suggestions for strengthening and improving organizational commitment, reducing occupational plateau and other aspects, and gradually finds the fundamental solutions and methods to solve the occupational burnout of financial personnel in enterprises, so as to eliminate the occupational burnout of financial personnel and improve work efficiency. Keywords: burnout; occupational plateau; organizational commitment 目 录 I 目 录 摘要............................................................................................................................ I Abstract ......................................................................................................................... II 第1章 绪论 .................................................................................................................. 1 1.1研究背景及意义.............................................................................................. 1 1.1.1研究背景................................................................................................. 1 1.1.2研究意义................................................................................................. 2 1.2国内外研究现状.............................................................................................. 2 1.2.1国外研究现状......................................................................................... 2 1.2.2国内研究现状......................................................................................... 3 1.3研究主要内容.................................................................................................. 4 1.4研究方法和技术路线...................................................................................... 5 1.4.1研究方法................................................................................................. 5 1.4.2技术路线图............................................................................................. 6 第2章 相关理论研究述评 .......................................................................................... 7 2.1职业倦怠研究综述.......................................................................................... 7 2.2组织承诺研究综述........................................................................................ 11 2.3职业高原研究综述........................................................................................ 15 2.4研究述评........................................................................................................ 21 第3章 HG公司财务人员职业倦怠现状 ................................................................. 23 3.1公司概况........................................................................................................ 23 3.1.1公司简介............................................................................................... 23 3.1.2组织结构............................................................................................... 23 3.1.3财务人员构成....................................................................................... 25 3.2 HG公司财务人员职业倦怠具体表现 ........................................................ 27 第4章 HG公司财务人员职业倦怠调查问卷 ......................................................... 29 4.1调查问卷设计................................................................................................ 29 4.2信度和效度分析............................................................................................ 30 4.2.1信度分析............................................................................................... 30 4.2.2效度分析............................................................................................... 35 4.3调查问卷结果................................................................................................ 38 目 录 II 第5章 HG公司财务人员职业倦怠原因分析 ......................................................... 43 5.1方差分析........................................................................................................ 43 5.1.1年龄的单因素方差分析....................................................................... 43 5.1.2性别的单因素变量方差分析............................................................... 46 5.1.3学历的单因素变量方差分析............................................................... 47 5.1.4工作年限的单因素变量方差分析....................................................... 49 5.1.5月收入的单因素变量方差分析........................................................... 50 5.1.6职位级别的单因素变量方差分析....................................................... 52 5.2相关分析........................................................................................................ 54 5.2.1职业倦怠与组织承诺的关系......................................................