职业倦怠表示为一种在需要持续大量付出精力、体力和资源的职业中，个体体验到失败感、疲惫感、以及精疲力竭的状态。职业倦怠具有“传染性”，职业倦怠者的行为会对其他员工产生影响，从而形成不良的工作环境。监狱民警是一个特殊的职业群体，也是一个职业倦怠高发的群体。在狱警的工作中充满着冲突和挫折，对这些冲突和挫折的功能不良认知会增加狱警的负面情绪或负面行为，从而增加狱警个体的消耗，进而引起个体的职业倦怠或加重其职业倦怠水平。本文旨在通过个案研究的方法，使用认知行为疗法（Cognitive Behavioral Therapy, CBT）对一名处于职业倦怠中的狱警进行干预研究，以检验此疗法在干预狱警职业倦怠问题上的适用性，并对咨询过程中个案的变化过程做出呈现。
        整体干预过程一共11次咨询，每周1次，每次50-60分钟。研究者分别在干预前，干预中期，以及干预结束时进行前测，中测和后测，并在结束咨询一个月后进行了追踪测试。本研究中使用了抑郁-焦虑-压力量表精简版和职业倦怠量表通用版来测量个案的心理健康状况。结果显示：（1）个案在抑郁-焦虑-压力量表中抑郁、焦虑、压力三个维度的分数都有所降低，其中抑郁维度得分由14分降至2分，追测时稳定在2分；焦虑维度的得分由12分降至0分，追测时稳定在0分；压力维度得分由26分降至6分，追测时稳定在6分。（2）职业倦怠量表中的情感耗竭、去个性化、个人成就感低三个维度的分数都有所降低，其中情感耗竭维度得分由4.6分降至1.2分，追测时稳定在1分；去个性化维度的得分由2.75分降至0.75分，追测时稳定在0.5分；个人成就感维度得分由1.67分降至0.3分，追测时稳定在0.83分。
        本研究着重以狱警在工作中遇到的冲突和挫折事件为干预方向，以修正来访者的功能不良认知为工作重点，通过降低来访者的情绪消耗达到降低来访者的资源消耗，从而降低职业倦怠的分数。量表的客观结果和来访者的主观反馈均表明，这种干预模式对监狱民警职业倦怠的干预具有一定的适用性。

    Job burnout is defined as a state in which individuals experience feelings of failure, exhaustion, and consume of resources in professions requiring sustained effort, energy, and resources. Job burnout can lead to a "contagion effect" which because of the behavior of individuals who have experienced Job burnout can have an impact on other employees, leading to a negative work environment. Prison officer, as a special professional group, are at high risk of Job burnout. The work of prison officer is filled with conflicts and frustrations, and individuals negative perceptions of these conflicts and frustrations can increase negative emotions or behaviors, thereby increasing their individual consumption and causing Job burnout or exacerbating their level of the burnout.
    This article aims to conduct an intervention study on a prison officer experiencing Job burnout using Cognitive Behavioral Therapy (CBT) through a case study method, to examine the applicability of this therapy in intervening in prison officer Job burnout issues and to present the changes in the case during the counseling process.
The overall intervention process consisted of 11 counseling sessions, once a week, each lasting 50-60 minutes.
    The researcher conducted pre-test, mid-test, post-test and a follow-up test on the time points of before first session, after the fifth session, after the tenth session and one monthe after the end of the counseling respectively. The Depression Anxiety Stress Scale (DASS-21) and the Maslach Burnout Inventory: General Survey (MBI-GS) were used to measure the psychological health of the individual.
    The results showed: (1) Scores on the Depression Anxiety Stress Scale decreased in all three dimensions of depression, anxiety, and stress, with depression scores decreasing from 14 to 2, stabilizing at 2 during the follow-up; anxiety scores decreased from 12 to 0, stabilizing at 0 during the follow-up; stress scores decreased from 26 to 6, stabilizing at 6 during the follow-up. (2) Scores on the Maslach Burnout Inventory-General Survey decreased in all three dimensions, the detail score decreasing scale as below description: Firstly, emotional exhaustion scores decreasing from 4.6 to 1.2, stabilizing at 1 during the follow-up; Secondly, depersonalization scores decreased from 2.75 to 0.75, stabilizing at 0.5 during the follow-up; Thirdly, reduced personal accomplishment scores decreased from 1.67 to 0.3, stabilizing at 0.83 during the follow-up.
    This study focuses on the intervention direction of conflicts and frustrations encountered by prison officer in their work, with a focus on correcting the cognitive impairment. By reducing the emotional consumption, the resource consumption can be reduced, thereby reducing the score of Job burnout. The objective results of the scale and subjective feedback from individual cases indicate that CBT has certain applicability in intervening in Job burnout among prison officers caused by negative cognition of conflicts and frustrations.