The Research Of Relationship Between Maslach Burnout Inventory And Effort-Reward Imbalance Scale, And Their Applicability In The Public Police

Objective:1. To examine the applicability of the Maslach Burnout Inventory and Effort-Reward Imbalance Scale in the study of the job burnout of policemen of Hunan province.2. To explore the burnout characteristics of policemen, and to certify how the Effort-Reward Imbalance Scale interpret this group's burnout.Methods:The study included the Maslach Burnout Inventory and Effort -Reward Imbalance Scale, and the subjects were the policemen in Hunan. To certify the reliability and validity of using these two scales to assess the burnout characteristics of policemen, this study used internal consistency reliability, split-half reliability, test-retest reliability and confirmatory factors analysis. And to compare the job burnout differences in different demographic variables, a multivariable analysis of variance analysis was used; the study also investigated the job burnout differences among the factors such as high pay and low return or non-high pay and low return, overcommitent, and so on.Results:1.The reliability test of the Maslach Burnout Inventory showed that in each subscale the internal consistency coefficient was between 0.70-0.83, split-half reliability was between 0.68-0.82,test-retest reliability was between 0.76-0.84, related to all significant levels (p<0.01). Validity tests showed that:various fitting index in confirmatory factor analysis (x2/df=1.952, RMAEA=0.047, CFI=0.950, GFI=0.949) suggested that the scale had good construct validity; the correlation coefficient between job burnout dimensions and fair questionnaire dimensions was 0.14-0.39 (p<0.001).2 In the subscale of Effort -Reward Imbalance Scale the internal consistency coefficient was between 0.69～0.87, split-half reliability was between 0.73～0.90, test-retest reliability was between 0.71-0.85, all reached a significant level of correlation(p<0.01). Validity tests showed that:the various fitting index (x2/df=2.839, RMAEA=0.065, CFI=0.875, TLI=0.861)suggested the good construct validity of the scale.3 The results of one-way ANVON showed that policemen in different work units had different reduced personal accomplishment (p<0.01),there were no significant differences among gender, age and education in each factors of job burnout; in the factor of emotional exhaustion, marital status was the key to the point, unmarried policemen' score is higher than married policemen'(p<0.05).There also were differences in the factors of depersonalization and reduced personal accomplishment among different types of policemen, compared to the policemen of security administration, traffic management policemen had the higher reduced personal accomplishment (p<0.01). The policemen in different positions showed significant differences in three aspects of job burnout; Moreover, compared to the principal policesmen showed higher emotional exhaustion(P<0.05), this phenomenon also exited in the factor of depersonalization (P<0.01) and the factor of reduced personal accomplishment (P<0.01), Otherwise, compared the deputy to the principal, they had worse depersonalization (P<0.05), also the factor of reduced personal accomplishment (P<0.05)4 In different levels of the ERI, except the emotional exhaustion, the reduced personal accomplishment and the depersonalization showed significant differences (P<0.05).On the contrary, in different levels of excessive charge, emotional exhaustion revealed significant differences (P<0.01),but the reduced personal accomplishment and the depersonalization not. Conclusions:1 with good psychometric properties, this two scales can be used in the study of polices.2. Police's burnout in different demographic data have significant differences, for example, unmarried police score is significant higher than married police' in emotional exhaustion, the polices of security administration have higher reduced personal accomplishment than traffic management polices, general police showed higher emotional exhaustion and depersonalization than the deputy to the principal, general police and the deputy general team is significant higher than the deputy to the principal in the the factor of reduced personal accomplishment.3 Policemen'effort -reward imbalance and overcommitment can predict job burnout good.