教師職業(yè)倦怠的現(xiàn)狀及其影響因素外文翻譯-預(yù)覽頁
【正文】 lembiewski, 1993). However, it lacked definitional clarity until the development of a widely accepted instrument for its measurement, the Maslach burnout inventory. Maslach and Jackson (1981) defined burnout as a condition characterized by emotional exhaustion, depersonalization and loss of a sense of personal acplishment. Similarly there has been diverse evidence from scholars on the occurrence of burnout. For example, Maslach and Leiter (1999) indicated that burnout occurs when work load is bined with lack of personal control, insufficient rewards, the absence of fairness, the breakdown of the working munity, or conflicting values. Lee and Ashforth (1996) identified work load and time pressure as antecedents of burnout. Numerous work related factors have been found to be associated with burnout among teachers, including excessive time pressure, poor relationships with colleagues, large classes, lack of resources, fear of violence, behavioral problems of pupils, role ambiguity and role conflict, poor opportunities for promotion, lack of support, and lack of participation in decisionmaking (Abel and Sewell, 1999。 Wolpin et al., 1991). Researchers found that burnout negatively impacts employees? job attitudes and leads to undesirable behaviors, such as lower job involvement, reduced task performance, and increased turnover intentions (Jackson and Maslach, 1982。 Wright and Bot,1997。 “倦怠 ”這一術(shù)語源自 20世紀(jì) 60年代期間，是作為個人對濫用藥物的影響的說明（ Golembiewski， 1993）。例如：Maslach和 Leiter（ 1999）指出當(dāng)工作超出人的負(fù)荷、不足的報酬、缺乏公平性、較差的工作環(huán)境或者價值觀沖突都會導(dǎo)致職業(yè)倦怠的出現(xiàn)。 研究人員發(fā)現(xiàn)職業(yè)倦怠會對員工的工作態(tài)度造成負(fù)面影響，并且會導(dǎo)致不良的行為，比如較低的工作積極性，降低任務(wù)表演并增加離職意向。盡管普遍認(rèn)為個性因素在調(diào)節(jié)壓力中發(fā)揮關(guān)鍵作用，但是這些因素在大部分的實證研究中都被忽略了。這種個性特征定義為 “抗壓性：。挑戰(zhàn)是人們對待事件的態(tài)度。 Crainie 等人（ 1987）發(fā)現(xiàn)抗壓性對減少職業(yè)倦怠有著積極作用，但不會阻止工作壓力而產(chǎn)生的職業(yè)倦怠。他們 強調(diào)在社會化過程中，某些工作價值觀會注入到個人的思想中，職業(yè)倦怠對他們以后的工作態(tài)度有著消極的影響，比如減少工作積極性和工作滿意度。 …… …… 作者： Syed Mohammad Azeem 國籍：伊朗 出處：《國際職業(yè)教育期刊》， 2020,2（ 3），第 3640頁 6 原文 2 Antecedents and consequences of employee absenteeism:A longitudinal perspective on the role of job satisfaction and burnout A large portion of those who are absent from work for a prolonged time are diagnosed as emotionally exhausted, burned out, overstrained, or depressed (Houtman amp。 Organizational Psychology, 2020,19(1),102124 8 譯文 2 員工缺勤的前因和后果 —— 一個縱向的角度分析工作滿意度和職業(yè)倦怠的影響 Houtman和 Blatter(2020)指出：那些長期工作缺勤的人被認(rèn)為很大一部分 是情緒耗竭、過度勞累或者情緒低落的原因。職業(yè)倦怠可能使缺勤成為緩解工作壓力的必要手段。這種模式就意味著工作滿意度和缺勤的關(guān)系不夠準(zhǔn)確，很有坑內(nèi)是因為第三變量職業(yè)倦怠的原因。此外，缺勤現(xiàn)象被認(rèn)為是職業(yè)倦怠的后果。該研究顯示，心理壓力和工作焦慮以及抑郁會導(dǎo)致更嚴(yán)重的缺勤率。工作滿意度是用單一的維度來衡量的，而不是一個可用的模型。 ...... ...... 作者 ： Jan , , Paulien 國籍 ：荷蘭 出處：《歐洲期刊：組織心理學(xué)雜志》， 2020,19（ 1），第 104124頁
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