监狱人民警察这个职业由于工作环境、工作性质等特殊性，很容易产生职业倦怠。监狱民警产生职业倦怠后将会极大的影响工作积极性和工作效率、甚至影响到个人的生活状态。2012年起，新疆某监狱全面推行了精细化绩效管理，为真实反映民警的工作实绩，提升民警的工作积极性和热情，对民警定期进行了绩效考核，绩效考核奖金也逐年提升。笔者在新疆某监狱工作10年，亲眼目睹监狱民警巨大的工作压力，而且从事过5年绩效考核工作，发现绩效考核对一部分民警产生了工作压力并表现出了职业倦怠，那么为什么旨在提升民警工作积极性和热情的绩效考核制度对民警的职业倦怠产生了影响，笔者以此为研究问题展开了研究。首先，本文以自我决定理论、动机拥挤理论、心理契约理论为理论基础，以内在动机为中介变量探讨绩效考核对职业倦怠的影响机制，以绩效考核感知中的控制、公平、透明、参与感知为调节变量探讨绩效考核对职业倦怠的强化条件，提出了本文的6个研究假设，构建出以内在动机为中介变量、控制、公平、透明、参与感知为调节变量的理论框架。随后，笔者通过与新疆某监狱为研究对象下分布在不同岗位的26名民警进行个案访谈，对访谈结果进行分析，将连接本文研究问题中自变量绩效考核与因变量职业倦怠之间复杂因果联系的中间环节进行分解并逐一分析。其次，通过深入系统案例分析发现，新疆某监狱的绩效考核对民警造成了一定的职业倦怠；内在动机在绩效考核对职业倦怠的影响机制中具有完全中介作用；绩效考核的控制、公平、透明、参与感知为调节变量调节内在动机进而对民警职业倦怠产生影响。 最后，基于本文的研究结果，笔者发现绩效考核制度设计不科学不合理反而会使得民警的职业倦怠加重，当民警感到绩效考核制度是控制、不公平、不透明、不参与的问题使之产生了职业倦怠。所以，本文试着对致使民警产生职业倦怠的不合理绩效考核问题进行修正，从构建公平、透明、参与、支持性的绩效考核制度、提升民警内在动机方面着手，提出了制定科学合理的考核体系、拓展绩效考核的结果运用、培养专业的绩效管理队伍等方面的对策建议。
Because of the particularity of the working environment and the nature of the job, the job burnout of the prison police is easy to occur. The job burnout of the prison police will greatly affect the work enthusiasm and efficiency, and even affect the personal life state. Since 2012, a prison in Xinjiang has carried out a comprehensive implementation of refined performance management. In order to truly reflect the work performance of the police and enhance their enthusiasm and enthusiasm, the police have been regularly evaluated for their performance, and the performance appraisal bonus has been increased year by year. I work in a prison in xinjiang for 10 years, have witnessed great work pressure, the prison police and work in the performance appraisal in 5 years, found that performance appraisal on part of police work pressure and show the job burnout, so why is designed to improve police work initiative and enthusiasm of job burnout of police performance appraisal system, The author has carried out a research on this issue.First of all, this article crowded with self-determination theory, motivation theory, the psychological contract theory as the theoretical basis, within the motivation for intermediary variable to investigate the performance appraisal of the influence of job burnout mechanism, performance appraisal perception of control, fair and transparent, participation awareness for regulating variable to investigate the performance appraisal of job burnout of improved conditions, put forward in this paper, six research hypotheses, The theoretical framework of internal motivation as mediating variable, control, fairness, transparency, and participation perception as moderating variable is constructed. Then, through case interviews with 26 police officers in different posts in a prison in Xinjiang as the research object, the author analyzes the interview results, and decomposes and analyzes the intermediate links that link the complex causal connection between the independent variable performance appraisal and the dependent variable job burnout in the research question in this paper.Secondly, through in-depth systematic case analysis, it is found that the performance appraisal of a prison in Xinjiang has caused a certain job burnout for the police. Intrinsic motivation plays a complete mediating role in the influence mechanism of performance appraisal on job burnout. The control, fairness, transparency and perception of participation of performance appraisal as moderating variables modulated intrinsic motivation and then had an impact on the job burnout of police.Finally, based on the research results of this paper, the author finds that the unscientific and unreasonable design of the performance appraisal system will aggravate the job burnout of the police. When the police feel that the performance appraisal system is controlled, unfair, opaque and non-participatory, the job burnout will occur. So, this article try to cause police job burnout of unreasonable performance evaluation problems are fixed, from building a fair and transparent performance appraisal system, participation, supporting and promoting police intrinsic motivation aspects, proposed to establish a scientific and reasonable evaluation system, extend the result of performance appraisal, training professional performance management team and other aspects of the countermeasures and Suggestions.
