职业倦怠的员工不仅身心疲惫、健康受损，而且对待工作消极冷漠，工作成就感低。虽然过往有很多探讨职业倦怠的研究，但受过去三年多COVID-19的影响，职业倦怠又成为全球企业面临的棘手问题。因此，探讨职业倦怠的前因和结果并据此提出缓解职业倦怠的方法，不仅能为员工提升身心健康、提高工作积极性提供科学依据，也能为企业人力资源管理和可持续经营提供最佳实践。本研究基于认知-情感双加工系统理论，首先采用定量问卷方法，探究不合规任务对在职员工职业倦怠的影响，以及自尊和消极情绪在其中的中介作用；然后采用定性访谈法，进一步验证和拓展定量问卷调查研究的结果，并从实务的角度给出应对职业倦怠和不合规任务困境的建议。

研究一通过在线问卷调查了408名在职员工，并使用SPSS22.0和Mplus8.0进行数据分析。结果发现，不合规任务正向预测员工的职业倦怠及其三个维度（情绪耗竭、玩世不恭、低成就感）；消极情绪在不合规任务与情绪耗竭、玩世不恭、低成就感之间起到部分中介作用，情感加工路径成立；自尊在不合规任务与情绪耗竭、玩世不恭、低成就感之间起到部分中介作用，认知加工路径成立。

研究二选取12名在职员工，采用半结构化访谈法进一步定性验证与拓展研究一的发现。编码分析结果表明，影响职业倦怠的因素可分为工作特征、组织特征和个人特征等三大类；作者还从HRM实务角度提出了预防或减少不合规任务，以应对职业倦怠的建议。

Job burnout employees are not only physically and mentally tired, health damage, but also passive and indifferent to work, low sense of work achievement. While there has been a lot of research on job burnout in the past, in the wake of COVID-19 over the past three years, job burnout has become a thorny issue for businesses around the world. Therefore, to explore the ancauses and results of job burnout and put forward measures to alleviate job burnout, not only can provide scientific basis for employees to improve their physical and mental health, improve work enthusiasm, but also can provide the best practice for human resource management and sustainable operation of enterprises. Based on the theory of cognitive-affective dual processing system, this study first adopted quantitative questionnaire method to explore the impact of non-compliance tasks on on-the-job employee burnout and the mediating role of self-esteem and negative emotions. Then the qualitative interview method is used to further verify and expand the results of quantitative questionnaire survey, and from the perspective of practice to give suggestions to deal with job burnout and non-compliance task dilemma.

Study 1 surveyed 408 active employees via an online questionnaire and analyzed the data using SPSS22.0 and Mplus8.0. The results showed that non-compliance tasks positively predicted job burnout and its three dimensions (emotional exhaustion, cynicism, low sense of accomplishment). Negative emotions partially mediated the relationship between noncompliance tasks and emotional exhaustion, cynicism and low sense of accomplishment, indicating that the affective processing path was established. Self-esteem partially mediates the relationship between noncompliance tasks, emotional exhaustion, cynicism, and low sense of accomplishment, and the cognitive processing pathway is established.

In Study 2, 12 in-service employees were selected, and semi-structured interviews were used to further qualitatively verify and expand the findings of Study 1. The results of coding analysis show that the factors affecting job burnout can be divided into three categories: job characteristics, organizational characteristics and personal characteristics. The author also puts forward some suggestions on preventing or reducing non-compliance tasks from HRM practice to cope with job burnout.