教师职业倦怠的研究状 毕业论文外文翻译.docVIP

Chapter 1 Concepts and Research Status 1 .1 Definition of Job-Burnout Ever since Freudenberger put forward the concept burnout, it has been used specifically on the job-burnout phenomena of people involved in people-helping occupation. Job-burnout is now divided into three sections: Emotional Exhaustion Depersonalization and Efficacy. Such division is followed by most researchers. 1 .1 .1 The Static Definition of Job-Burnout Some researchers study job-burnout from a static viewpoint. For example, Farber6 holds that job-burnout originates from the individuals recognition of the serious imbalance between his efforts and gains. Brill thinks that the characteristics of job burnout can be viewed from two angles. On the one hand, the individual has experienced good job achievement and higher emotional level in the same job context; on the other hand, without outside help or changes in the environment, it may be very difficult for the individual to return to the original state. 1 .1 .2 The Dynamic Definition of Job-Burnout Other researchers term job-burnout as a dynamic process. For example, Cherniss thinks that job burnout can be divided into three stages. The first stage is stress. The individual is faced with long-term excessive emotional demand from their target of service, which brings imbalance between the individuals effective resources and his job demand. The second stage is fatigue. The individual has short-term emotional anxiety, fatigue and sense of burnout. The third stage is called Defensive Coping, which involves series of changes in behavior and conduct. The individual start to put his needs in front of everything else and treat its target of service in an alienated and mechanical way so as to detach other people and reduce emotional input. At last, the individual discovers the great disparity between his actual job state and his expectation, which may lead to considerable decline in job satisfaction .3 General Definition of Job Burnout Maslach and Ja