Research And Intervention Of The Police Job Burnout

Job burnout has been a hot topic in western Organizational Behavior and Human Resource Management. It is a long-term reaction when facing the continuing pressure of emotion and personal relationship in job, including three dimensions: exhaustion, cynicism and inefficiency. Job burnout of police refers the boredom state of police in emotion and psychology when they cannot handle the work pressure efficiently. Because of the job particularity, police are high-risk population. Job burnout not only influences the job efficiency of police, but brings the negative influence to organizational efficiency of public security department and the loyalty of police to society. Therefore, the research of job burnout of police is very meaningful. Taking the police in Shanghai Public Security Bureau B Branch for example, the purpose of this paper is to provide essential reference for construction and management of public security forces, and preventing and delaying job burnout of police through discussing the current status of job burnout of police by investigating the total situation and the diversity of demography variables in job burnout of police.Based on the analyzing and concluding of existing literatures, this research takes 759 polices in B Branch as a research object, and adopts the adapted Maslach Burnout Inventory-General Survey (MBI-GS) by Lichaoping and Shikan in Psychology Institute of Chinese Academy of Sciences, and analyzes the relationship between job burnout of polices of B Branch and the variables of demography in the manner of the questionnaire. The investigation finds:(1) The reliability and validity index of MBI-GS adopted by this research represents well, it can be used for the investigation of job burnout of police;(2) The extent of job burnout of the polices in B Branch has attained a certain degree, but not very serious, and exists differences in three dimensions, the main characters are: emotion exhaustion has attained a relatively serious degree, and the degree of cynicism is relatively low, and the sense of job accomplishment has reached a relatively high degree. (3) In the variables of demography, both marriage status and education level don't appear any remarkable differences in three dimensions of job burnout of police. Gender, age, service year, category, rank and working time all exist remarkable influences to job burnout of police. Male is more sensitive than female in the feeling of job burnout; different age exists remarkable differences in cynicism and efficacy, and has a positive relationship with efficacy, namely the age is older, the efficacy is more higher; different service year represents remarkable differences in cynicism and efficacy, job burnout of polices with 6-10 service years is the most serious; field work polices (community, public order, traffic, patrol and investigation) have a higher degree of job burnout than desk work polices(watch and comprehensive); deputy section chief gets the highest score in emotion exhaustion and cynicism, the lowest score in efficacy, and high degree in job burnout; working time has remarkable differences to the dimension of emotion exhaustion, although working time hasn't remarkable differences to the dimension of efficacy, it has a positive relationship with efficacy, namely the working time is longer, the feeling of efficacy is stronger.The occurrence of job burnout of polices is the result that factors on all sides influences together, the factors can be divieded into individual factor and condition factor. According to the factors that influening the job burnout, intervention strategy to job burnout can be divided into interior and exterior intervention. Interior intervention includes: recognizing yourselves, looking on job burnout correctly; attributing correctly, learning self-adjustment of psychology, walking out job burnout; making own occupational career management work well, preventing the job burnout. Exterior intervention includes four aspects: from the aspect of job pressure, we should control the source of pressure; untie the person and reduce the burden, let polices in grass roots take a real rest, push the compulsive vacation system; reinforce the training of polices, improve the personal quality and the psychological capability of polices; provide psychological consultation. From the aspect of organizational promise, we should establish the inner occupational career development system, provide an occupational career planning for polices; reinforce the culture construction of public security forces, strive to form a healthy police culture with own characteristics; insist the management philosophy of "people oriented" . From the aspect of organizational fairness, we should perfect the performance assessment system; establish a fair salary system. From the aspect of society, we should improve the social identification to police forces; create the favorable public faith atmosphere of police; improve the law enforcement circumstance of police.In conclusion, resolving the job burnout of police is a systemic project, it needs cooperative efforts of society, individual and organization. From the society, we should optimize the social environment, and establish an extensive social sustainment system. From individual, polices also should adjust themselves actively, build up a steady career philosophy, and improve own personal quality continually. Meanwhile, polices also should learn some techniques of self-adjustment, such as time management and relaxing training, and so on. From the aspect of practice, management and interference from the organization may be the most efficient approach in preventing and relieving the job burnout of police.