职业倦怠与职业生涯发展的干预研究

摘 要2

职业倦怠与职业生涯发展的干预研究3

一、职业倦怠干预研究的现状3

二、职业倦怠干预中存在的问题3

(一) 职业倦怠干预缺乏针对性像心理健康一样4

(二) 职业倦怠干预效果不显著4

(三) 职业倦怠干预理论和实践相脱离4

(四) 国内职业倦怠干预研究还有待深入4

三、职业倦怠干预研究的趋势4

摘 要

职业倦怠指个体在工作重压下产生的身心疲劳与耗竭的状态，通常认为， 职业倦怠是个体不能顺利应对工作压力时的一种极端反应， 是个体伴随于长期压力体验下而产生的情感、 态度和行为的衰竭状态。我们应该采取什么样的方式才能避免或者干预职业倦怠？

关键词：职业倦怠 心理学 职业生涯

职业倦怠与职业生涯发展的干预研究

Burnout has long been recognized as a risk factor affecting the health and performance of practitioners. The negative consequences of burnout will not only damage the individual's body and mind, but also manifest as a spillover effect, bringing negative experiences such as emotional wilting into other aspects of life. It can be said that the price paid for this contagious bad mental state is heavy, and the guidance and intervention of burnout is necessary. The so-called occupational burnout intervention refers to helping practitioners get rid of the problems caused by burnout through prevention, inhibition and treatment. The ultimate goal is to reduce the possibility of burnout in the future and reduce the risk of burnout.

一、职业倦怠干预研究的现状

西方研究发现, 职业倦怠干预分为指向个体的干预和指向组织的干预。

( 一) 以人为本的个体干预个体干预基于以下几个设想: 首先, 学者们倾向于认同职业倦怠更多来源于个体而不是工作环境。其次,即使不考虑职业倦怠来源,人们也通常认为应对职业倦怠是个体的责任,而与组织无关。再次,提倡职业倦怠的个体干预与个体主义盛行的西方社会生存哲学相吻合。此外最重要的一点在于对个体进行职业倦怠干预的成本要远远小于干预组织所付出的。个体干预主要集中于以下两个大的范畴: 一是针对工作现状个体主动协调与工作的关系,具体通过改变工作方式、发展防御性应对策略、寻求社会支持等途径实现。如Homer 考察工作时间永久性缩减对职业倦怠的有效干预作用。Hamberger 通过对助人行业工作者时间管理倾向的考察总结了积极应对对于工作应激和倦怠具有作用。Westman&Etzion 在以色列的 87 名蓝领人员中考察了休假对于倦怠的显著改善作用。虽然这些干预训练的确减轻了职业倦怠的程度,但并不具备长期效果。二是着眼于加强个体内部资源管理。具体通过选择轻松的生活方式、改善健康状况、自我分析等几个途径实现。如一项有关音乐治疗技术对教师倦怠的干预作用的考察证实了音乐疗法的干预作用。VanDierendonck 等从超个体心理学的角度出发,验证了以心理综合疗法为基础职业倦怠干预在提升幸福感,改善情商值以及实现完满人生方面的持久效果。这些理论上的阐述和个案研究的报告极具开创性,但对倦怠干预的整体效果仍有待检验。

( 二) 以环境为主的组织干预以环境为主的组织干预基于以下几个设想: 首先,引起职业倦怠的最初决定性因素中不能排除环境因素。其次,在以数量作为工作绩效考核标准的情况下,压力可以成为一种动力;而在以质量作为工作绩效考核标准的情况下,高强度压力导致的倦怠则需要组织加以干预。再次,提倡职业倦怠的组织干预与集体主义盛行的东方社会生存哲学相吻合。此外, 同个人干预相比,组织干预范围更广,效果更明显,潜力更大。组织干预主要集中于以下几个方面: 一是针对从业者的现状组织主动协调与个体的关系,通过提供建设性反馈,接纳从业者意见,提供工作训练和工作轮换等实现。如台湾高科技领域对从业者采用的工作轮换培训技术,以及为培养员工抵抗倦怠能力部分企业开发出的韧性培养方案。二是着眼于企业内部资源管理,通过明确任务分配,阐明角色责任,工作绩效评定合理化等实现。如 Elloy 等用自我管理团队来对职业倦怠进行干预, Nico W Van Yperen 对公平感的培训等。虽然取得了一定成效,但多数策略仍处于探索阶段。

二、职业倦怠干预中存在的问题

（一）职业倦怠干预缺乏针对性像心理健康一样

Burnout is a constantly evolving research field. Researchers have made a lot of definitions of burnout according to their own understanding, and there are confusions such as the concept of burnout, stress and depression. When a concept contains too broad content, it can no longer express any specific meaning. This caused the burnout intervention researchers to be independent, and the intervention of burnout was not targeted. On the surface, burnout research is being carried out, but the actual research content is quite different. In order to prescribe the right medicine, it is necessary to accurately define burnout. That is to say, in order to put forward reasonable suggestions for the prevention and treatment of burnout, we must first accurately describe the overall performance and different aspects of burnout, so that the burnout intervention researchers can talk to each other.

（二） 职业倦怠干预效果不显著

The ultimate goal of various forms of burnout intervention is to have a positive effect on the prevention and treatment of burnout. However, the effect of most interventions is not significant, either to alleviate the degree of burnout in the short term or to act on a factor of burnout. The main reason for the poor effect of burnout intervention is the lack of uniform standards for the goal of burnout intervention. Most of the intervention training is still caused by the factors affecting burnout. The insightful intervention training is very rare. Even though some burnout intervention studies provide theoretical elaboration and case study reports, and develop specific intervention strategies and techniques, they are only constructive and not widely accepted.

（三） 职业倦怠干预理论和实践相脱离

The popularization of burnout intervention from the perspective of exploratory, descriptive, and applied common sense psychology has accelerated people's understanding of such issues and prepared for effective intervention. But unfortunately, the bottom-up historical lineage of burnout divides the insurmountable gap between practitioners and academic researchers. Specifically expressed in the differences in the intervention of burnout, practitioners tend to proceed from their own experience and adopt a pragmatic approach to achieve immediate results. Academic researchers tend to start from the theory and believe that the intervention should be based on theoretical confirmation. For example, Fredenberger and Maslash intervene in burnout from two different perspectives of practice and theory. Undoubtedly, the intervention of burnout not only has theoretical obstacles, but also requires researchers to have the necessary practical conditions, such as subjects and funds, while mastering the theory. This undoubtedly brings difficulties to the implementation and external promotion of burnout intervention.

（四） 国内职业倦怠干预研究还有待深入

As integrated research begins to emerge, occupational burnout interventions are increasingly being valued. Especially in Europe and the United States is the most obvious. The 2000 issue of Clinical Psychology published a special issue devoted to burnout intervention and treatment issues. Looking at China's research on job burnout, it is not difficult to find that China's job burnout research is relatively lagging, and few studies on occupational burnout intervention are seen. It is true that the human mind is both a product of nature and a product of cultural history. It is necessary to recognize that there are huge differences in the system, culture and concept between the East and the West. While paying attention to the differences, domestic researchers are required to make full use of the existing research results abroad and combine the characteristics of localization to increase research efforts.

三、职业倦怠干预研究的趋势

从上述对职业倦怠干预的现状的介绍和对存在的问题分析不难看出,无论是个体干预还是组织干预都应该考虑到人与环境之间的交互作用。从发展趋势看,加强对职业倦怠的理解,设计有效的干预方法,在理论和实践间架起桥梁,加速职业倦怠干预的本土化研究,结合“以人为本 ”和“以环境为主”的干预必将成为今后职业倦怠干预研究的主流。很多研究者已经认识到这一点,并且提出了人-职匹配理论,工作要求-控制理论,工作价值观-职务特征匹配理论等理论。笔者试图在 Schmidtl994 年提出的公共健康模型的已有理论的基础上提出职业倦怠的干预设想。这样做的目的并不仅是为了从更深的层次提出倦怠干预的具体方法、手段和策略,而且试图为今后的干预研究提供一种新的思路。这一体系化的职业倦怠干预构想包括初级、次级和终极三级防御系统。其中初级防御系统正如注射疫苗防止疾病发生一样,旨在减轻或消除工作场合的压力源,减少引起职业倦怠的状况。次级防御系统正如喷洒消毒水抑制病菌传播一样,旨在帮助个体管理和应对职业倦怠,克服倦怠在行业中的盛行。终极防御系统正如接受药物治疗减轻病痛折磨一样,旨在治疗已被倦怠击垮的个体,减少倦怠已经带来的负性后果。不难发现,各级干预系统都有各自的出发点和侧重点。其中,初级防御系统在于以环境特征为主,通过改变环境防止不良情况发生。而次级和终极防御系统则在于以人为本,通过改变个体或治疗个体对压力的反应从而达到干预的效果。可以说,对于倦怠的预防和干预主要集中于以环境为主的组织策略和以人为本的个体策略相结合。上述设想既可以用于倦怠的危机干预,也可以用于倦怠的预防。在危机干预中 倦怠已是客观现实,而预防则着眼于倦怠发生的可能性。前者中,我们的目标是要解决现实问题; 后者中,我们的目的在于降低未来倦怠的风险并促进个体成长。但不论是在哪种情况下,问题解决的过程都是基本相同的: 问题都来源于个体与工作环境之间的相互作用,解决措施需要把工作环境和个体因素同时联系起来。因此,在对职业倦怠进行干预的过程中,应以引导为主,通过引导来唤起人的心理自觉,通过引导使组织认识到职业劳动是心的劳动,只有触及心灵的干预才是最有效的。只有这样,才会充分合理地对个体与组织加以干预,协调好二者之间的关系。虽然到目前为止,职业倦怠干预还没有形成一个完整、系统的研究领域,但是它对于职业健康心理的维护作用促使人们不断地研究下去,并且已经在实践应用中显示出重要的现实意义。

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