工作需求与资源对火车司机离职意愿和工作满意度的影响：压力和职业倦怠的链式中介作用
The Impact of Job Demands and Resources on Resignation Intentions and Job Satisfaction of Train Drivers: The Chain Mediation Effect of Stress and Burnout

调查火车司机的压力水平以及离职意愿和工作满意度现状，探讨压力和倦怠对其离职意愿和工作满意的影响，为我国铁路运输行业的健康发展提供政参考依据。选取河北省某大型铁路公司的1750名铁路司机作为研究对象，采用自编工作需求与资源调查问卷、自编压力量表、马斯勒职业倦怠量表–通用版和工作满意度量表进行调查，使用Process 4.1软件检验中介效应。调查结果显示，37.1%的被调查对象曾出现过离职意愿，10.8%的被调查对象的工作满意度处于较低水平。工作需求和资源对火车司机的对离职意愿没有直接影响(β = 0.001, P = 0.969)，对其工作满意度有直接影响(β = ？ 0.247, P < 0.001)，但均可通过压力和倦怠对离职意愿(β = 0.089, P < 0.001)和工作满意度(β = ？0.078, P < 0.001)产生间接影响。研究表明，压力和职业倦怠在火车司机离职意愿和工作满意度间的链式中介效应成立，管理者可以通过减少员工的压力和职业倦怠来减少离职的发生，提高员工的工作满意度，进而提高其安全工作行为。
This study aims to investigate the stress levels, intentions to resign, and job satisfaction of train drivers and explore the impact of stress and burnout on their turnover intentions and job satisfaction. A total of 1750 train drivers from a large railway company in Hebei province were investigated with a self-designed questionnaire on job demands and resources, a self-designed questionnaire on stress, the Maslach Burnout Inventory (MBI), and the job satisfaction scale. Process 4.1 software was applied to conduct mediation analysis. The results showed that 37.1% of the respondents expressed intentions to resign, and 10.8% of the respondents had low levels of job satisfaction. Job demands and resources had no direct impact on intentions to resign of train drivers (β = 0.001, P = 0.969), but had a direct impact on their job satisfaction (β = ？0.247, P < 0.001). However, both stress and burnout could indirectly affect intentions to resign (β = 0.089, P < 0.001) and job satisfaction (β = ？0.078, P < 0.001) of train drivers. The study indicates that stress and burnout play a mediating role in the intentions to resign and job satisfaction of train drivers. Managers could reduce turnover rate and enhance employee job satisfaction by reducing stress and occupational burnout, thereby improving safety behaviors among train drivers.