【正文】 鎮(zhèn)街道為例林宏3 / 100Work Stress of Civil Servants at Grassroot Level :Research on Township and Subdistrict officials of District Z Thesis Submitted toTsinghua Universityin partial fulfillment of the requirement for the professional degree of Master of Pubic AdministrationbyLin HongThesis Supervisor: Assistant Professor Mei CiqiDecember , 20224 / 100關(guān)于學(xué)位論文使用授權(quán)的說明本人完全了解清華大學(xué)有關(guān)保留、使用學(xué)位論文的規(guī)定，即：清華大學(xué)擁有在著作權(quán)法規(guī)定范圍內(nèi)學(xué)位論文的使用權(quán)，其中包括：（1）已獲學(xué)位的研究生必須按學(xué)校規(guī)定提交學(xué)位論文，學(xué)?？梢圆捎糜坝?、縮印或其他復(fù)制手段保存研究生上交的學(xué)位論文；（2）為教學(xué)和科研目的，學(xué)?？梢詫⒐_的學(xué)位論文作為資料在圖書館、資料室等場所供校內(nèi)師生閱讀，或在校園網(wǎng)上供校內(nèi)師生瀏覽部分內(nèi)容。本人保證遵守上述規(guī)定?；鶎诱珓?wù)人員身處政策執(zhí)行和公共服務(wù)一線，其工作壓力的狀況還將直接影響到執(zhí)行效果和服務(wù)質(zhì)量，是事關(guān)政府效能以及公眾評價的重要問題。在定量研究的基礎(chǔ)上，本研究還結(jié)合實地訪談的質(zhì)性數(shù)據(jù)，對統(tǒng)計分析的結(jié)果進行了三角驗證。在工作壓力源六因素中，除組織內(nèi)人際關(guān)系外，在組織結(jié)構(gòu)與傾向等其它五因素中壓力感受均達到中度以上，其中具體因素排序為：組織結(jié)構(gòu)與傾向、職業(yè)發(fā)展、干群關(guān)系、工作本身、角色壓力、組織內(nèi)人際關(guān)系。具體到三維表現(xiàn)中，情緒耗竭最為突出，玩世不恭次之，成就感降低表現(xiàn)不明顯。4）基層公務(wù)人員工作壓力與職業(yè)倦怠的不同維度之間存在顯著相關(guān)關(guān)系，其中前者與情緒耗竭、玩世不恭正相關(guān)，與成就感降低負相關(guān)（即壓力大，成就感加強） 。其中，情緒耗竭與工作本身、組織結(jié)構(gòu)與傾向、干群關(guān)系導(dǎo)致的壓力顯著相關(guān)；玩世不恭與工作本身、組織內(nèi)人際關(guān)系、職業(yè)發(fā)展的壓力顯著相關(guān)。組織方面，建議制定目標時應(yīng)尊重實際，安排任務(wù)當合理適度；政策監(jiān)督過程中應(yīng)注重目標與手段的統(tǒng)一，避免形式主義；關(guān)注基層公務(wù)人員職業(yè)發(fā)展，創(chuàng)建科學(xué)激勵機制；關(guān)注基層公務(wù)人員心理健康，建立疏導(dǎo)緩解機制。關(guān) 鍵 詞 ： 基 層 政 府 公 務(wù) 人 員 工 作 壓 力 職 業(yè) 倦 怠II / 100AbstractWork stress is an important factor affecting civil servants at grassroot level for their working status and moral. Civil servants at grassroot level are on the front line of policy implementation and public service provision. Their working stress level has direct bearings on policy outes which will affect government efficiency and public appraisal on government. Through a survey research on a sample of 218 township and subdistrict officials at District Z of a western province, this study measures multiple dimensions of work stress and job burnout。 specifically, the former is positively related with emotion exhaustion and cynicism while is negatively related with the decrease of the sense of achievement. Fifth, different dimensions of job burnout correlate with different stressors。 its supervision activities should pay more attention the consistence between means and ends and avoid formalism。 finally, it should care more about the mental health of civil servants at grassroot level and help find the mechanism to release their the pressures and stress. For individual, this thesis suggests that individual should recognize and be aware of their own stress level and acquire some practical skills of stress release. Keywords: Civil Servant at Grassroot Level。 Job Burnout.IV / 100目 錄第 1 章 引言 .................................................................................................................1 研究背景 ...............................................................................................................1 研究意義 ...............................................................................................................1第 2 章 文獻綜述 ...........................................................................................................3 壓力及工作壓力的定義界定 ...............................................................................3 工作壓力源 ...........................................................................................................4 職業(yè)倦怠研究概述 ...............................................................................................6 工作壓力的影響 ...................................................................................................7 公務(wù)人員工作壓力及影響的研究回顧 ...............................................................8 本章小結(jié) ...............................................................................................................9第 3 章 研究設(shè)計 .........................................................................................................11 研究問題 .............................................................................................................11 研究工具 .............................................................................................................11 研究方法 .............................................................................................................13 研究假設(shè) .............................................................................................................13 研究對象 .............................................................................................................14 數(shù)據(jù)處理 .............................................................................................................14第 4 章 基層政府公務(wù)人員工作壓力實證研究 .........................................................15 研究對象的描述性統(tǒng)計 .....................................................................................15 壓力源量表的信度檢驗 .....................................................................................16 基層政府公務(wù)人員工作壓力情況描述性統(tǒng)計 .................................................17 工作壓力源六維度整體情況 ........................................................................17 各維度子項描述性統(tǒng)計 ................................................................................18 各維度子項圖示統(tǒng)計 ....................................................................................23 人口統(tǒng)計學(xué)變量在工作壓力影響分析 .............................................................26 工作壓力感受的性別差異分析 ....................................................................26 工作壓力感受的年齡差異分析 ....................................................................27 工作壓力感受的學(xué)歷差異分析 ....................................................................27 工作壓力感受的婚姻狀況差異分析 ............................................................27V / 100 工作壓力感受的職級差異分析 ....................................................................28 工作壓力感受的單位類別差異表現(xiàn) .................................................................29 本章小結(jié) .............................................................................................................30第 5 章 基層政府公務(wù)人員職業(yè)倦怠實證研究 .......................................................