高校社团在高等院校内是一种相对独立的，是大学生根据自身兴趣与爱好自发组织或选择加入的学生组织，对学生的综合素质、在大学生涯中的身心发展、社会实践能力的发展等都非常重要。

本文以“高校社团成员工作倦怠现状以及成因”为主题，通过实证研究运用问卷调査法、访谈法、统计分析法，以北京市X校为例抽调该校社团成员为研究对象，检验了改编后的高校社团成员工作倦怠量表的适用性。

通过对问卷与访谈的结果进行梳理分析,发现X校社团成员工作倦怠现象较为普遍，主要来源于情绪衰竭与人格解体两个维度，工作倦怠的表现形式包括但不限于情感资源被过度消耗，疲惫不堪，精力丧失并对社团工作失去热情等。在工作倦怠产生上，实证结果表示社团工作内容单一化，成员对社团的心理期待与现实实际的错位，社团内学生主体地位的缺失是X校学生社团工作倦怠产生的主要原因。最后提出高校设团成员工作倦怠的改善对策，在社团招新上奇招各出的同时注意宣传的务实性，为新成员树立理性期望；在社团工作内容上大胆创新，开发多元化社团活动；在社团工作形式上强调成员的主体地位，为成员提供适当的反馈机制。

Student organizations in colleges and universities are relatively independent student groups that students organize or choose to join based on their own interests and hobbies. They are crucial for students' comprehensive qualities, physical and mental development during their college career, and the development of their social practical abilities.

This article focuses on the theme of "the current situation and causes of job burnout among members of college student organizations". Through empirical research using questionnaire surveys, interviews, and statistical analysis methods, the study takes the members of student organizations at X University in Beijing as an example and tests the applicability of the adapted job burnout scale for members of college student organizations.

By analyzing the results of the questionnaires and interviews, it is found that job burnout among members of student organizations at X University is relatively common. It mainly stems from two dimensions: emotional exhaustion and depersonalization. The manifestations of job burnout include but are not limited to over-consumption of emotional resources, exhaustion, loss of energy, and a lack of enthusiasm for the work of the student organization. Regarding the causes of job burnout, the empirical results indicate that the monotonous nature of the work content of the student organizations, the mismatch between members' psychological expectations and the reality of the organization, and the lack of student-centered status within the organizations are the main reasons for job burnout among student organization members at X University. Finally, countermeasures are proposed to improve job burnout among members of student organizations in colleges and universities. During the recruitment process, attention should be paid to the practicality of the promotion materials to establish rational expectations for new members. Bold innovations should be made in the content of the student organizations' work to develop diversified activities. The student-centered status should be emphasized in the work format of the student organizations, and appropriate feedback mechanisms should be provided for members.