为自己工作还是为别人工作? 在中国,有两种不同类型的倦怠
1School of Business, Wuxi Taihu University, Wuxi, Jiangsu, China.
PloS one
|November 11, 2025
概括
雇员因外部压力而经历倦怠,而自雇者则因内部不平衡而面临倦怠. 对于这两种情况来说,社会支持是关键,但财政援助增加了员工的倦怠风险,与自雇者的倦怠不同.
科学领域:
- 职业健康心理学 职业健康心理学
- 组织行为组织行为.
- 劳动社会学工作的社会学.
背景情况:
- 关于自雇者 (SE) 与雇员 (EM) 之间的职业倦怠的研究有限.
- 了解明显的倦怠驱动因素对于有针对性的干预至关重要.
- 工作需求-资源模型为分析工作场所压力因素和支持提供了一个框架.
研究的目的:
- 量化分析和比较雇员 (EM) 和自雇者 (SE) 之间的职业倦怠的独特驱动因素和特征.
- 确定社会和财务支持对EM和SE的倦怠的影响的差异.
- 将工作需求-资源模型的适用性扩展到各种职业群体.
主要方法:
- 用于数据分析的 entropy 权重方法.
- 多重线性回归用于识别预测因素.
- 博鲁塔算法用于特征选择.
- 对EM和SE燃烧的定量比较分析.
主要成果:
- 员工 (EM) 经历缺陷诱导的倦怠,由压力和外部因素驱动.
- 自雇 (SE) 个人经历不平衡引起的倦怠,由内部因素和利益驱动.
- 社交网络的支持显著预测了这两个群体的倦怠.
- 增加家庭经济支持增加了EM的倦怠风险,而增强的社交网络支持增加了SE的倦怠风险.
结论:
- 由于不同的工作模式和资源调动,在雇员和自雇者之间,倦怠的表现不同.
- 社交网络的支持是防止职业类型的倦怠的关键保护因素.
- 考虑到雇员和自雇者的独特倦怠概况,需要量身定制的心理健康干预措施.
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