论教师枯竭现象的成因与预防

枯竭是指教师在育人的职业生涯中出现的生理、情感与心理上的资源缺乏或耗尽的状态,其主要表现形式有:身体心理的疲惫感、工作生活的厌烦感、人际交往的疏离感、知识才能的耗尽感,其成因既有教师个体的因素,也有人际氛围的压力,还有机构体制的束缚和社会环境的影响。作为教师应积极正视枯竭,加强自我觉察,努力为自己构建一个社会支持系统,以延缓和预防枯竭的产生。     

少年宫教师职业倦怠探析

职业倦怠是影响少年宫教师职业素质、心理健康的不利因素,其身体的衰竭、认知的扭曲和行为的异常影响着少年宫教师素质的全面发挥。通过从社会因素、学校因素、工作因素以及个人因素等方面的具体分析,找出其深层次原因,努力寻求解决少年宫教师产生职业倦怠的策略和方式。     

工作投入：工作倦怠研究的新视角

基于研究角度的不同,学者们对工作投入给以不同的界定。相关研究表明,工作投入的性别差异并不显著,它与年龄正相关;而个性特点对工作投入有显著影响。由于工作投入是工作倦怠的对立面,工作一个人匹配度可从工作负荷、控制力、奖赏、团队、公平和价值观等六个方面进行评定。但现有的相关研究还缺乏广泛接受的理论模型、其研究方法单一、对于工作投入的干预研究还不够等问题。     

共情疲劳研究综论——兼论对社会工作的理论启示

共情促进着人与人之间的亲社会行为,人类社会因共情而温暖。社会工作者长期面对弱势群体、越轨群体和患病群体,需要以共情为前提提供社会服务。共情是把双刃剑,长期投入共情容易产生共情疲劳,主要表现为情绪障碍、身体倦怠、认知错误和行为异常。当下,共情疲劳相关研究在中国处于初期阶段,且较少关注社会工作者这一职业群体。通过回顾国内外共情疲劳相关研究,梳理共情疲劳的概念界定、测量工具、影响因素和干预措施,提出了社会工作者共情疲劳的操作化概念,指出了社会工作研究的未来指向。今后,理论研究和干预措施应该更加关怀社会工作者这一高劳动强度、高认知技能、高情感投入的职业人群,从而推动社会工作事业不断发展壮大。     

高校辅导员工作倦怠成因分析及应对策略

教师的工作倦怠是近年来国内外研究的热点问题，但大多数研究是以专职教师为研究对象的，而对高校辅导员的研究较少。高校辅导员在学生工作中扮演着多重角色，工作具体而琐碎，更容易产生工作倦怠。对高校辅导员_Y-作倦怠的成因进行分析，并针对这些原因提出应对策略，有助于辅导员发挥工作的积极性。     

Work motivation, organisational identification, and well-being in call centre work

Previous work has not considered the interplay of motivational forces linked to the task with those linked to the social identity of employees. The aim of the present study is to combine these approaches. Two studies with call centre agents (N=211, N=161) were conducted in which the relationships of objective working conditions (e.g., inbound vs. outbound work), subjective measures of motivating potential of work, and organisational identification were analysed. Job satisfaction, turnover intentions, organisational citizenship behavior (OCB), health complaints, and burnout were assessed as indicators of the agents' work motivation and well-being. In both studies it was found that objective working conditions substantially correlated with subjective measures of work motivation. Moreover, employees experiencing a high motivating potential at work reported more OCB, higher job satisfaction, and less turnover intentions. As hypothesized, organisational identification was a further independent predictor of job satisfaction, turnover intentions, OCB, and well-being. Highly organisationally identified employees report higher work motivation and more well-being. Additionally, interactions between the motivating potential and organisational identification were found. However, all the results indicate that interventions seeking to enhance work motivation and well-being in call centres should improve both the motivating potential of the job and organisational identification. These two factors combined in an additive way across both studies.     

民族地区英语教师职业倦怠研究

民族地区英语教师的职业倦怠对学生和教师都造成很大的伤害。对民族地区英语教师职业倦怠进行成因分析研究并给予大力的关注和帮助,能够促进少数民族地区英语教育的发展,具有现实意义。     

Child welfare workers who are exhausted yet satisfied with their jobs: how do they do it?

In response to a study of Canadian child welfare workers that unexpectedly found participants scoring high on a measure of emotional exhaustion (burnout) and, at the same time, high on overall job satisfaction, this paper reviews research that has investigated these constructs in the social work literature as well as in selected studies from sociology, social psychology, management and women’s studies. The review reveals that some previous studies also report the coexistence of high levels of emotional exhaustion and strong job satisfaction in child welfare and social worker samples. Several studies have suggested that individual characteristics, including finding reward in helping others, having a commitment to the mandate of child welfare and believing that one’s labour is ‘making a difference’, contribute to satisfaction with child welfare work in spite of work overload and emotional exhaustion. Attributions regarding causes of exhaustion, coping strategies and goal orientation may also attenuate the expected negative effects of emotional exhaustion. Considerable evidence supports the positive influence of variables organizational managers can control, including job autonomy, supportive supervisors, workload, promotional opportunities and perception of personal safety. The degree to which this phenomenon is associated with female socialization and the ‘ethic of care’ underlying social work is discussed. Implications for child welfare research, practice and policy are offered.     

园本文化感知对幼儿园教师工作投入的影响——基于四川100 所公立普惠幼儿园的调查

幼儿园教师对园本文化的感知程度究竟如何影响其工作投入，这是学术界和实践界关注的一个非常重要的话题，对幼儿 园教师职业发展具有重要意义。采用自编问卷，对四川100所公立普惠幼儿园876名教师的调查表明：幼儿园教师对园本文化的 感知程度可以正向地影响其工作投入程度；敬业精神可以中介园本文化感知对幼儿园教师工作投入的效应；职业倦怠越低的幼 儿园教师，其敬业精神就越容易影响工作投入，表现为有调节的中介效应。为了增强幼儿园教师对园本文化的感知，激发幼儿园 教师的工作热情，“明示复习”是基本的应对策略，“精神引领”可以增强幼儿园教师的敬业精神和克服职业倦怠感。     

Home Visitor Relationship Security: Association With Perceptions of Work,Satisfaction, and Turnover

Home visiting is widely used to improve outcomes in families at risk for poor parenting. Impact is modest and variable, owing in part to poor fidelity. Attachment theory suggests that home visitors' relationship security influences fidelity because establishing a trusting relationship with parents is central to service delivery. This study describes paraprofessional home visitors' relationship security and relates it to demographics, psychological attributes, and work perceptions and intentions. Home visitors (n = 62) varied widely on the two major domains of relationship security: anxiety and avoidance. Relationship security was stable over time. Relationship anxiety and avoidance were associated with psychological and work constructs in theoretically predicted ways. Relationship anxiety was negatively associated with self-efficacy and positively associated with negative affect and indicators of burnout. Relationship avoidance was negatively associated with self-efficacy, job satisfaction, and tenure as a home visitor. Implications for research and practice are discussed.