摘要
摘要
关于工作负荷和职业倦怠的研究一直备受学术界的关注，是管理学、心理学、组织
行为学等领域的研究热点。之前关于工作负荷和职业倦怠的研究主要聚焦于传统行业和
传统领域的从事者，比如：飞行员、医生、教师、警察及服务性质的行业的工作人员。
以往学者们对工作负荷和职业倦怠的研究大多集中在其直接作用的研究，而对引入一些
中介变量和调节变量的研究还比较少见。
目前互联网行业员工的工作负荷量大的问题已经引起了社会各界的广泛关注，所以
本文以从事互联网行业的员工为研究对象，在归纳、整理和分析前人关于工作负荷、职
业倦怠、工作家庭冲突和家庭友好实践相关研究文献和学习、理解资源保存理论、工作
要求-资源模型等相关理论模型的基础上，构建了工作负荷为自变量、职业倦怠为因变
量、工作家庭冲突为中介变量和家庭友好实践为调节变量的研究模型。然后，本文设计
了含有工作负荷、职业倦怠、工作家庭冲突和家庭友好实践量表的问卷，并使用此问卷
对互联网行业的部分员工展开调研，共收集了有效问卷302份。随后，采用 SPSS 26
和 AMOS 23这两种研究工具对相关变量进行了描述性统计分析、相关分析和假设检验。
最后，得出了以下结论：
（1）目前从事互联网行业的员工工作负荷、职业倦怠、工作家庭冲突和家庭友好
实践存在着相关关系。具体来说，工作负荷和职业倦怠表现为正相关；工作负荷和工作
家庭冲突表现为正相关；工作家庭冲突和职业倦怠表现为正相关；家庭友好实践和职业
倦怠表现为负相关；家庭友好实践和工作家庭冲突表现为负相关。
（2）工作家庭冲突在工作负荷和职业倦怠之间起部分中介作用，工作家庭冲突在
工作负荷和职业倦怠的三个维度情绪衰竭、去个性化和成就感低落之间也分别起部分中
介作用；家庭友好实践负向调节工作负荷和工作家庭冲突；家庭友好实践负向调节工作
负荷和职业倦怠。
关键词：工作负荷；职业倦怠；工作家庭冲突；家庭友好实践；互联网企业
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Abstract
Abstract
The research on workload and job burnout has attracted much attention in academic
circles. It is a research hotspot in the fields of management, psychology, organizational
behavior and so on. Previous studies on workload and job burnout mainly focused on those
engaged in traditional industries and fields, such as pilots, doctors, teachers, police and staff
in service industries. In the past, scholars' research on workload and job burnout mostly
focused on its direct effect, while the research on the introduction of some intermediary
variables and regulatory variables is still relatively rare.
At present, the problem of large workload of employees in the Internet industry has
attracted extensive attention from all walks of life. Therefore, this thesis takes employees
engaged in the Internet industry as the research object, summarizes and analyzes the previous
research literature on workload, job burnout, work family conflict and family friendly practice,
and learns and understands the theory of resource conservation Based on the relevant
theoretical models such as job requirements resource model, this thesis constructs a research
model with workload as the independent variable, job burnout as the dependent variable,
work family conflict as the intermediaryvariable and family friendly practice as the
regulating variable. Then, this thesis designs a questionnaire containing workload, job burnout,
work family conflict and family friendly practice scale, and uses this questionnaire to
investigate some employees in the Internet industry. A total of 302 valid questionnaires are
collected. Then, SPSS 26 and AMOS 23 were used to conduct descriptive statistical analysis,
correlation analysis and hypothesis test. Finally, the following conclusions are drawn:
(1) At present, there is a correlation between the workload, job burnout, work family
conflict andfamily friendly practiceof employees engagedin the Internetindustry.
Specifically, there is a positive correlation between workload and job burnout; There is a
positive correlation between work load and work familyconflict; There is a positive
correlation between work family conflict and job burnout; Family friendlypractice is
negatively correlated with job burnout; Family friendly practice is negatively correlated with
work family conflict.
(2) Job burnout and family burnout also mediate the conflict between job burnout and
family burnout; Family friendly practice negatively regulates work load and work family
conflict; Family friendly practice negatively regulates workload and job burnout.
Key Words: workload, Job burnout, Work family conflict, Family friendly practice, Internet
enterprise
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目录
目录
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研究的主要内容.............3
1.3研究的技术路线.............4
1.4研究方法..................5
1.4.1文献分析法.................5
1.4.2问卷调查法.................5
1.4.3实证分析法.................5
1.5创新点...............5
第2章相关文献综述..................6
2.1工作负荷..................6
2.1.1工作负荷的含义和分类...........6
2.1.2工作负荷的评估................6
2.1.3工作负荷的结果变量研究..............6
2.2工作家庭冲突.................7
2.2.1工作家庭冲突的概念和结构..........7
2.2.2工作家庭冲突的前因变量研究.............7
2.2.3工作家庭冲突的结果变量研究.............8
2.3职业倦怠..................9
2.3.1职业倦怠的含义................9
2.3.2职业倦怠的发展历程.............10
2.3.3职业倦怠的相关理论模型............10
2.3.4职业倦怠的前因变量研究............11
2.4家庭友好实践...............12
2.4.1家庭友好实践的含义.............12
2.4.2家庭友好实践的作用机制............12
2.5相关理论模型...............14
2.5.1资源保存理论..................14
2.5.2工作需求-资源模型...............14
2.6文献述评................15
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