教師職業(yè)倦怠的現(xiàn)狀及其影響因素外文翻譯(完整版)
【正文】 han a consequence. Moreover, absence frequency was considered a consequence of burnout. This study tested a model in which burnout could be regarded as a mediator of the relationship between job satisfaction and absence frequency. Their data seemed to 7 confirm the mediating role of burnout, but Saxton et al. did not explicitly test or mention mediation. Although not specifically concerned with burnout, the Hardy et al.(2020) study on the relationship between psychological distress and absenteeism is relevant here. This study showed that both general psychological distress and workrelated anxiety and depression contributed to higher subsequent absence. Moreover, they hypothesized and found that job satisfaction and psychological distress were independently related to subsequent absence. Finally, ToppinenTanner, Ojajarvi, Vaananen, Kalimo, and Jappinen(2020) found that burnout predicted future medically certified sickleave absences. Especially absences due to mental and behavioural disorders were more likely among those high in burnout. It should further be noted that job satisfaction and burnout are not measured with validated scales in this study. Job satisfaction was measured with a single item, instead of with an available multiitem scale. Burnout was measured with multiple items that were derived from a validated scale, but used dichotomized response scales instead of the original 7point scales. Despite this suboptimal measurement, our job satisfaction item proved to have a high testretest reliability, which indicates that it adequately measured a construct that was stable in time. Moreover, the burnout items formed a homogeneous scale with high testretest reliability. If anything, more reliable scales of these constructs would have been likely to heighten the interrelations that were found in this study, and may have led to stronger longitudinal effects as well. …… …… Author： Jan , , Paulien Nationality： Holland Originate from ： European Journal of Work amp。 Iverson， Olekalns 和 Erwin（ 1998）提出了一種模型，該模型測試的是工作滿意度被認為是職業(yè)倦怠態(tài)度導(dǎo)致的后果，而曠工被認為是行為的后果。 雖然沒有實際關(guān)注職業(yè)倦怠，但 Hardy等人（ 2020）研究了心理因素和缺勤是有關(guān)系 的。如果有什么區(qū)別的話，就是這些可靠的尺度將有可能提高在奔向研究中所發(fā)現(xiàn)的這些因素的相關(guān)性，并可能強化縱向影響。此外，他們假設(shè)并發(fā)現(xiàn)工作滿意度和心理壓力跟缺勤率有很大關(guān)系。然而，在他們的研究中，工作滿意度和缺勤之間的負面影響是職業(yè)倦怠引起的，但是缺勤與職業(yè)倦怠之間只有一個相對較弱的關(guān)系。 Maslach和 Jackson（ 1986）提出：職業(yè)倦怠的核心要素是情感耗竭，這里指的是情緒資源的損失和缺乏活力。 Kahill（ 1988）在一項縱向研究中發(fā)現(xiàn)職業(yè)倦怠會對工作的積極性產(chǎn)生負面影響。 Simoni和 Paterson（ 1997）認為抗壓性強的人應(yīng)付各種壓力，比如個人的生活和家庭的關(guān)系，還有職業(yè)的角色和關(guān)系等，都要強于那些抗壓性弱的人。值得注意的是 Kobasa 等人（ 1982）在一系列的學(xué)術(shù)研究中探討了人格抗壓性作為阻力來闡述較高的負面壓力影響的概念。 Lee 和 Ashforth（ 1996）認為工作負荷和長時間的工作壓力是導(dǎo)致職業(yè)倦怠的重要因素。 Wright and Cropanzano, 1998). This study intends to explore the
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