2022年11月，国际卫生组织将职业倦怠列入ICD-11的工作或失业相关部分。职业倦怠包括三个维度分别是情绪耗竭、去人性化和低成就感。职业倦怠员工会失去个体活力，缺乏工作热情，情感处于极度疲劳，对于他人疏远，对于自己处于消极评价，缺乏工作的成功体验。职业倦怠问题一定程度上会对个体、组织和家庭造成不良影响。随着经济发展加快，企业员工在工作压力环境下发生职业倦怠的频率上升，本研究希望改善企业员工的职业倦怠，减少情绪消耗，获得社会支持，有效的应对工作压力。
本研究对6名符合条件的职业倦怠员工进行8次干预，第一次为团体建设，第二次到第八次为限制性团体箱庭。研究者使用《职业倦怠量表》进行前后测；并自编反思问卷，在第一次和最后一次团体箱庭结束后收集，评估来访者社会支持体验的主观变化；在干预前后，分别对来访者进行一对一半结构化访谈，从量表得分、团体箱庭过程、主观报告等维度综合评估干预效果。
研究发现，从量表得分来看，成员职业倦怠量表3个维度得分都呈现下降趋势；从团体箱庭过程来看，可划分为问题呈现、沟通与学习、共感与整合3个阶段，干预后作品主题更加积极明确，作品各区域更加趋于统一，成员互动支持频次增加；从自我像来看，从静态、消极向动态和真实趋近，自我更加趋于整合确立；咨询者发现，成员的自我暴露增多，感受从回避和消极向真实和积极转化；从主观报告来看，成员的情绪消耗得到明显缓解、与上级和同事关系得到明显改善，能够采用有效的策略应对工作压力，获得工作对象的正向反馈。
研究结果表明，团体箱庭疗法可以有效改善本研究中企业员工的职业倦怠程度。本研究为企业员工职业倦怠的干预提供了一个有效的方法与视角。

Since November 2022, the International Health Organization has included occupational burnout in the work or unemployment related section of ICD-11. Occupational burnout includes three dimensions: emotional exhaustion, dehumanization, and low sense of achievement. Employees with occupational burnout will lose their individual vitality, lack work enthusiasm, experience extreme emotional fatigue, distance themselves from others, have negative evaluations of themselves, and lack a successful work experience. Occupational burnout seriously harms individuals, organizations, and families. With the acceleration of economic development, the frequency of occupational burnout among employees in enterprises is increasing under work pressure. This study aims to improve the occupational burnout of enterprise employees, reduce emotional consumption, obtain social support, and effectively cope with work pressure. The researchers collected data from 6 visitors through one-on-one structured interviews to understand the occupational burnout status of each visitor. Researchers used the Occupational Burnout Scale to evaluate visitors, and based on the collected data, combined with the treatment hypotheses and feasibility of group therapy, studied the alleviating effect of group therapy on occupational burnout as an intervention method. This study conducted a total of 8 group activities, with the first being group building and the second to eighth being 7 restricted group courtyards. The group courtroom process include three stages: problem presentation stage, communication and learning stage, and empathy and integration stage. From the perspective of the group box court process, after consultation, the theme becomes more positive and clear, the various regions of the work tend to be more unified, the frequency of member interaction and support actions increases, the self image approaches from static and negative to dynamic and real, the self tends to be more integrated and established, and the emotional feelings of members are effectively expressed. From subjective reports, it can be seen that the emotional consumption of members has been alleviated, the relationship between boss and colleagues has been significantly improved, and effective coping strategies have been adopted to deal with work pressure. The scores of the three dimensions of the Member Occupational Burnout Scale show a downward trend.