企业有时存在对安全管理工作重视力度不够、工作资源投入不足的情况，加之巨大身心压力、组织对安全管理人员存在不公平对待等情境，安全管理人员易出现工作倦怠。有效地对工作倦怠进行干预，可提升安全绩效水平。因此，本文通过对安全管理人员工作特征背景下的工作倦怠形成路径进行系统研究，提出干预策略，以期为减少或消除安全管理人员工作工作倦怠问题提供思路。

构建了安全管理人员工作倦怠形成路径理论模型。基于一对一访谈、线上问卷记录以及线上社区问答获取资料，经梳理概念与归纳概念，构建出基于工作要求-资源模型（Job Demands-resources, JD-R）的安全管理人员工作倦怠形成路径理论模型，并对模型做出了诠释，提出了研究假设。设计出“工作特征-心理影响要素-工作倦怠”为主线的理论框架模型，包含正向影响路径“工作要求-角色压力-工作倦怠”和负向影响路径“工作资源-组织公平感-工作倦怠”的内容框架。

开发设计量表后展开了数据收集和信效度分析。对关量表进行开发设计后，展开了问卷调研，共发放问卷500份，回收问卷432份，删除无效填写的72份问卷后，共收集有效问卷360份。随后分别对工作要求、工作资源、角色压力、组织公平感和工作倦怠量表进行了信度和效度检验，检验结果较好。

展开了安全管理人员工作倦怠形成路径实证研究。首先进行了安全管理人员工作倦怠现状及差异性分析，发现现阶段安全管理人员的工作倦怠程度整体呈现较高水平，观测值分别为3.47（情绪耗竭）、3.42（低成就感）、3.10（去人格化）。其次，采用独立样本T检验和单因素方差分析的方法比较了不同人口统计学差异下的工作倦怠及各维度方面的表现情况，发现工作时间、工作收入、工作年限及职位差异与工作倦怠具有显著性差异。接着，通过Pearson相关系数对各变量间的相关性进行了分析后，回归分析了安全管理人员工作倦怠直接影响因素作用效果，发现工作要求中的工作负荷、情绪劳动和安全责任偏差对工作倦怠具有显著正向影响作用，而事故体验无显著影响作用；工作资源中，组织支持、职业发展和安全管理投入对工作倦怠具有显著负向影响作用，而安全管理自主性仅对情绪耗竭有显著影响作用；角色压力和组织公平感对工作倦怠及各维度具有显著的影响作用。最后，对各变量进行多元层次回归分析发现，角色压力在工作要求对工作倦怠及各维度的影响作用中有显著的中介作用，中介效应值为0.2768；组织公平感在工作资源对工作倦怠及各维度的影响作用中有显著的中介作用，中介效应值为-0.3654。

进行了企业干预员工情绪转型的演化博弈分析，提出了干预建议。构建了安全管理人员与企业策略选择的博弈模型，基于工作特征关键影响要素，分析了安全管理人员情绪转型和企业是否推行干预政策的关键影响要素。研究发现演化博弈系统存在4个均衡点以及1个鞍点，在设定的各关键要素的影响下，博弈双方将采取不同的应对策略。同时，通过数值仿真，验证了双方策略的演化结果对（x, y）初始值具有依赖性，为如何推行激励政策才能刺激安全管理人员的积极情绪迸发提供了思路。最后，基于实证研究和演化博弈分析结果，设计出整体干预框架，并提出了工作倦怠干预建议。

Enterprises sometimes had insufficient attention to it and insufficient investment in work resources. In addition to the huge physical and mental pressure, the organization had unfair treatment of safety managers and other situations, safety managers were prone to job burnout. Effective intervention on job burnout can improve safety performance. Therefore, this paper systematically studied the formation path of job burnout under the background of job characteristics of safety managers, and put forward intervention strategies in order to provide ideas for reducing or eliminating job burnout of safety managers.

A theoretical model of the formation path of job burnout of safety managers was constructed. Based on one-to-one interviews, online questionnaire records and online commun-ity Q&A data, through concept combing and concept induction, a theoretical model of job burnout formation path of safety managers based on Job Demands-Resources (JD-R) model was constructed, and the model was explained and the research hypothesis was proposed. A theoretical framework model with 'job characteristics-psychological influencing factors-job burnout' as the main line was designed, including the content framework of the positive influence path 'job requirements-role stress-job burnout' and the negative influence path 'job resources-organizational justice-job burnout'.

After designing scale, data collection and reliability and validity analysis were carried out. After the development and design of the relevant scale, a questionnaire survey was carried out. A total of 500 questionnaires were distributed to safety managers, 432 questionnaires were recovered, and after deleted 72 questionnaires, finally a total of 360 valid questionnaires were collected. Subsequently, the reliability and validity of the job requirements, job resources, role stress, organizational justice and job burnout scales were tested, and the test results were good.

An empirical study on the formation path of job burnout of safety managers was carried out. Firstly, the current situation and difference analysis of job burnout were carried out. It was found that the overall level of job burnout at this stage was high, and the observed values were 3.47 (EE), 3.42 (DP) and 3.10 (DPA). Secondly, the independent sample T test and one-way analysis of variance were used to compare the performance of job burnout and various dimensions under different demographic differences. It was found that there were significant differences between work time, income, years and job burnout. Then, by Pearson correlation coefficient, the correlation between the variables was analyzed, and the effect of the direct influencing factors of job burnout was analyzed by regression analysis. It was found that the workload, emotional labor and safety responsibility deviation in job requirements had a significant positive effect on job burnout, while the accident experience had no significant effect. Among work resources, organizational support, career development and safety management investment have a significant negative impact on job burnout, while safety management autonomy only has a significant impact on EE. Organizational justice and Role stress have a significant impact on job burnout and its dimensions. Finally, the multivariate hierarchical regression analysis of each variable shows that role stress has a significant mediating impact in the influence of job requirements on job burnout as well as its dimensions, the mediating effect value is 0.2768; organizational justice has a significant mediating effect on the influence of job resources on job burnout and its dimensions, the mediating effect value is −0.3654.

The evolutionary game analysis of enterprise intervention in employee emotional transformation was carried out, and intervention suggestions were put forward. The game model of safety managers and enterprise strategy selection was constructed. Based on the key influencing factors of job characteristics, this paper analyzed the key influencing factors of safety managers' emotional transformation and whether the enterprise implements intervention policies or not. It was verified that there were four equilibrium points and one saddle point in the game system. Under the influence of the set key elements, both sides of the game will adopt different coping strategies. Moreover, through numerical simulation, it was found that the evolution results of the two strategies are dependent on the initial value of (x, y), which provides ideas for how to implement incentive strategies to stimulate the positive emotions of safety managers. Finally, based on empirical research and evolutionary game analysis, the overall intervention framework was designed, and suggestions were proposed.

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