神经科学与心理学2015ncbi.nlm.nih.gov
减少职场倦怠：运动的好处
Reducing workplace burnout: the benefits of exercise
入门 · 约 30 分钟读完前置知识：组织行为学基础、运动心理学常识
导读
这篇论文综述了运动与职场倦怠之间的关系，指出规律运动（尤其是有氧运动和抗阻训练）能提升幸福感、降低压力和情绪耗竭，并建议组织通过鼓励员工参加规律运动项目来主动减少倦怠。值得注意的是，不同类型的运动对心理状态的改善作用有所不同。
HN 关注点：运动缓解职业倦怠的证据，同时讨论焦点集中在：企业是否会借机用'健身房补贴'式的表面措施掩盖导致倦怠的真正组织问题。
HN 评论精选
这几条评论里：支持 1 质疑 1 补充 1 亲历 1
支持不同运动类型对心理有不同功效，可按需选择锻炼方式
研究中最有意思的一点是：有氧运动能提升幸福感、降低心理困扰、感知压力和情绪耗竭；抗阻训练则显著提升幸福感和个人成就感、降低感知压力。不同类型的运动可能以不同方式帮助员工。我一直只知道'运动改善情绪'，从没听说过不同运动类型对心理有不同效果——虽然想想也合理，比如抗阻训练的进步会带来成就感。推到极致，这意味着我们应该根据自己面临的心理问题选择不同的锻炼方式，这太迷人了。
david_shaw查看英文原文
The most interesting part of the study (to me) was this: > Cardiovascular exercise was found to increase well-being and decrease psychological distress, perceived stress, and emotional exhaustion. Resistance training was noticeably effective in increasing well-being and personal accomplishment and to reduce perceived stress. and > Different types of exercise may assist employees in different ways. I've always been told that exercise improves feelings of well-being, reduces stress, etc. I've never heard about the different effects that different types of exercise can have on the psyche -- although it makes sense, for example, that improving at resistance training would lead to a sense of accomplishment. If taken to its logical conclusion, this study implies that we should be working out in different ways based on the psychological ailments we may be experiencing. That's fascinating to me.
质疑倦怠根源在经济结构，运动只是治标
这会不会是只见树木不见森林？也许倦怠的根源是工资停滞和通货膨胀，迫使人们工作更久或从事额外的无趣工作。运动或许只是帮工人应对额外压力，并不能从根本上改善他们的处境。（附生产力与时薪、GDP 与家庭收入中位数对比图）
myth_buster查看英文原文
Could this be the case of missing the forest for the trees? Perhaps the burnout is happening due to stagnant wages and inflation which forces people to work longer or take up additional unfulfilling jobs. Exercises perhaps may only be helping in workers handle additional stress but doesn't improve their being on the whole. Productivity vs Hourly Wage [0] GDP vs Median household income [1] [0] http://www.decisionsonevidence.com/wp-content/uploads/2011/09/Great-Prosperity-vs-Great-Recession.jpg [1] https://upload.wikimedia.org/wikipedia/en/e/e2/US_GDP_per_capita_vs_median_household_income.png
亲历企业会借健康建议压榨员工而非真正改善福利
在健康行业工作几年后，每当看到'组织可以通过鼓励员工参加规律运动来主动减少倦怠'这类建议，我的大脑会自动翻译成美国现实版：组织为了提升健康指标、降低开支，会推行侵入性极强的生物指标筛查并提高保费，却不提供任何实际的时间或金钱激励去健身。抱歉听起来很愤世嫉俗，但这似乎就是企业的惯用路径。我庆幸自己有份能每周三次下班锻炼 20 分钟的工作，也知道吃得'健康'在采购和制作上都要花时间精力。
6stringmerc查看英文原文
After a few years in the health industry, whenever I see a statement like this one: Organisations wishing to proactively reduce burnout can do so by encouraging their employees to access regular exercise programs. My brain translates the suggestion into real-world application, which in the US seems to go like this: Organisations wishing to proactively increase wellness metrics and reduce their expenditures can do so by instituting highly invasive biometric screening programs and jacking up premiums, while offering no actual time or fiscal incentive to join a gym or exercise independently. Quick apology if that sounds terribly cynical, but it seems like the go-to path by businesses. I say this as a person who feels grateful to have a job where I can go home and work out for 20 minutes 3 times during the work week. Also, I know that eating "better" takes time and effort both in the sourcing and production of materials, which may or may not be less expensive to the individual in the short/long term.
补充企业应反思倦怠根源，而非用运动福利敷衍了事
我自己的经验完全支持这项研究的结论，真希望刚进创业圈时就有规律运动的习惯。但我担心他们建议的后果：如果一家公司的员工倦怠严重到值得'主动减少'，那更重要的是反思为什么这么多员工会倦怠——比如文化是否明着推崇'努力工作'变相鼓励无偿加班？庆祝按时交付时，有没有回顾是靠好的规划还是'冲刺模式'？人们是否理解决定背后的原因？这些问题不好解决，但我很不愿看到公司以为用健身房折扣和锻炼激励就能'修复'倦怠。
samstokes查看英文原文
My own anecdata definitely supports this study's conclusion. I wish I'd been in the habit of regular exercise when I first got into the startup scene. That said, I fear the outcome of their recommendation: > Organisations wishing to proactively reduce burnout can do so by encouraging their employees to access regular exercise programs. If burnout is prevalent enough among an organisation's workforce for "proactively reducing" it to be strategically worthwhile, that suggests it would be much more important to introspect on why they are burning out so many of their employees in the first place. e.g. does your culture explicitly value "hard work", which can turn into encouraging unpaid overtime? When you celebrate hitting deadlines, do you look back on whether it was thanks to good planning or "crunch mode"? Do people understand the reasons for decisions that affect them? Not that these are easy problems to fix, but I'd hate to see companies start thinking burnout is something that can be "fixed" with a gym discount and workout incentive schemes.
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