Dissertation Submitted to
Hebei GEO University
for
The Master Degree of
Business Administration
Research on the intervention of employee burnout in H
Company
By
Liu Shuai
Supervisor:Prof.Chen Weina
Associate Supervisor:Nie Qingke
December 2021

摘要
在当前水利枢纽，大型水利工程建设蓬勃发展的时代背景下，水利工程建设对水
利设计能力的要求不断提高。水利设计队伍的工作能力和工作态度直接决定水利工程
的质量和效率，关系到工程周边人民群众的生命和财产安全。不过随着水利行业的蓬
勃发展带来的社会竞争的不断加大，员工面临的压力也日益增长，在高压态势下将导
致水利设计队伍出现职业倦怠问题，职业倦怠问题直接影响到设计人员的工作态度、
工作效率和工作质量，从长远来看，这势必会影响到企业发展。因此，分析员工职业
倦怠影响因素，提出缓解职业倦怠的干预措施，对于企业发展意义重大。
在上述背景下，本文选取 HD市一家水利设计公司 H公司为研究对象，本研究首
先回顾了职业倦怠相关理论，并以此为指导。同时对公司员工个人信息情况进行统计，
采用Maslach职业倦怠量表，将 H公司员工作为研究对象，从情绪衰竭、去个性化和
低成就感三个维度对 86名员工进行了职业倦怠程度测量。结合问卷调查的发现，并
对 9名有代表性的员工进行了深度访谈。通过研究得出了H公司员工是否产生职业倦
怠及其程度如何，分析了员工职业倦怠影响因素，从而提出了缓解职业倦怠的干预措
施。
研究发现，H公司员工职业倦怠处在中等水平，具体表现为员工在情绪衰竭维度
和个人成就感低降低维度的倦怠程度高于去个性化维度，已经出现了职业倦怠倾向。
婚姻状况、年龄、健康状况、心理状态、工作能力等个人因素以及工作量和工作强度、
绩效考核和工作环境等工作因素和薪酬分配、晋升机制、组织支持等组织因素是造成
H公司员工职业倦怠的主要因素。为预防和缓解 H公司员工的职业倦怠情况，本文从
个人、工作和组织三方面提出了干预对策，以期对 H公司未来可持续发展提供参考。
关键词：职业倦怠；情感衰竭；去个性化；个人成就感
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ABSTRACT
At present,under the background of vigorous development of water conservancy
projects and large-scale water conservancy projects,the requirements of water conservancy
project construction on water conservancy design ability are constantly improving. The
working ability and attitude of the water conservancy design team directly determine the
quality and efficiency of the water conservancy project,which is related to the life and
property safety of the people around the project. But with the vigorous development of the
water conservancy industry brought by the increasing social competition,employees also
increasing pressure,under high pressure situation will lead to water conservancy design
team job burnout problems,job burnout problems directly affect the design staff work
attitude,work efficiency and work quality,in the long run,this will inevitably affect the
enterprise development. Therefore,it is of great significance for enterprise development to
analyze the influencing factors of employee burnout and put forward the intervention
measures to alleviate it.
Under the above background,this paper selected H Company,a water conservancy
design company in HD city,as the object of study. This study first reviewed the theories
related to job burnout and took them as guidance. At the same time,the personal
information of employees in the company was counted. The Maslach Burnout Scale was
used to measure the job burnout degree of 86 employees in H company from three
dimensions of emotional exhaustion,deindividuation and low sense of accomplishment.
Combined with the findings of the questionnaire survey,in-depth interviews were conducted
with 9 representative employees. The purpose of this paper is to find out whether the
employees of H company have job burnout and its degree,analyze the influencing factors of
employee job burnout,and put forward the intervention measures to alleviate job burnout.
The study found that the employee burnout of H Company was at a medium
level,which was specifically manifested as the burnout degree of employees in the
dimension of emotional exhaustion and low personal achievement was higher than that in
the dimension of deindividuation,and the tendency of job burnout had appeared. Personal
factors such as marital status,age,health status,psychological state and work ability,as well
as work factors such as workload and work intensity,performance appraisal and work
environment,and organizational factors such as salary distribution,promotion mechanism
and organizational support are the main factors causing employee burnout in H Company.
In order to prevent and alleviate the job burnout of H company employees,this paper puts
forward intervention countermeasures from three aspects: individual,work and
organization,in order to provide reference for the sustainable development of H Company
in the future.
KEYWORDS:JobBurnout;EmotionalExhaustion;DepersonalizationOrDehumanization;Pers
onal accomplishment
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