| Burnout is one of the most common occupational psychological problems,it will lead to physical discomfort,produce negative emotions,and seriously affect individual's physical and mental health.The health status of employees is the fundament for a company or organization.When the health of the organization members is compromised,it will inevitably affect their working efficiency,and result in a decrease in the value of the labor force,which is not conducive to the improvement of organizational effectiveness as well as development of social economy.As a specialized profession with a service nature in the financial sector,bank employees have the characteristics of high pressure and high risk.With the increasing competition in the industry,the problem of job burnout is becoming more common in this group.Therefore,to explore the status of job burnout and its influencing factors,put forward the prevention and control strategies of job burnout,can have a practical effect on preventing job burnout and its adverse consequences,and promote the health condition of bank employees.Also,it is of great significance for improving the quality of human resource,and promoting the development of organizations.ObjectivesThis study aims to clarify the status and influencing factors of job burnout among bank employees and to explore the effect of job burnout on physical and mental health and subjective well-being from the perspective of modern health.Based on the consideration of multi-level factors of work,interpersonal,and personal,a job stress-burnout-health-subjective well-being relationship model was built to explore the influence of job stress,social support,job satisfaction on physical and mental health and subjective well-being through job burnout.On the base of empirical researches,with the goal of promoting physical and mental health of employees and improving their quality of life and work,a prevention and control strategy for job burnout was proposed,which provided suggestions for bank administrators to implement job burnout interventions and provided scientific reference for related departments to formulate relevant policies and measures.MethodsUsing the convenience sampling method,the bank employees who participated in the physical examination in a top-level hospital in Changchun from June to December in 2016 was selected as the target population.This study was conducted using questionnaires and the survey including:social-demographic characteristics(gender,age,marital status,education level,position),behavioral lifestyle(smoking,drinking,eating habits,exercise status),self-evaluation of health status,the status of job burnout,job stress,social support,job satisfaction,anxiety,depression,and subjective well-being.Epidata 3.1 software was used for data entry,SPSS 24.0 and AMOS 23.0 software were used for data analysis.P<0.05 indicated that the difference was statistically significant.The chi-square test was used for the comparison of categorical variables,the t-test or one-way analysis of variance was used for continuity variables,the rank sum test was used for grading data,multivariate logistic regression and multivariate linear regression were used for the analysis of influencing factors.Mediation model and path analysis were used to verify the relationship among different variables.Results(1)The prevalence of job burnout among bank employees was 57.5%,and the three dimensions of job burnout from high to low were emotional exhaustion 40.6%,cynicism 29.2%,and inefficiency 18.1%,respectively.The distribution of burnout severity:mild job burnout accounted for 30.6%,moderate job burnout accounted for 23.4%,and severe job burnout accounted for 3.6%.The detection rate of high job stress was 29.2%,and the detection rate of high job stress in each dimension was 41.1%for high work task stress,25.8%for high work environment stress,10.5%for high interpersonal relationship stress,and 23.4%for high management stress,14.4%for high self-quality stress.The proportion of high social support for the study group was 66.3%,the ratio of high family support and high external support were 74.9%and 65.8%,respectively.The rate of high job satisfaction was 27.0%,the ratio of high intern satisfaction and high external satisfaction were 34.2%and 32.0%,respectively.Multivariate logistic regression analysis showed that:the risk of burnout among undergraduate,graduate and above were 0.450 times(95%CI:0.269?0.753),and 0.389 times(95%CI:0.215?0.706)than that of those with high school education or below.The risk of burnout in administers,managers and other position employeess were 0.304 times(95%CI:0.149?0.620),0.262 times(95%CI:0.131-0.521)and 0.284 times(95%CI:0.143?0.565)than lobby manager,respectively.The risk of job burnout of people with high job task stress,high working environment stress and high self-quality stress were 1.661 times(95%CI:1.276?2.161),4.948 times(95%CI:3.349?7.310)and 2.168(95%CI:1.323?3.553)times than those without high job task stress,high working environment stress,and high self-quality stress,respectively.The risk of burnout among high family support,high external support,high internal satisfaction,and high external satisfaction were 0.705 times(95%CI:0.504?0.988),0.635 times(95%CI:0.467?0.865),0.605 times(95%CI:0.452?0.809),0.728 times(95%CI:0.541?0.979)than those without high family support,high external support,high internal satisfaction and high external satisfaction,respectively.The influencing factors of different job burnout dimensions were different.(2)Social support has significant mediating effects on the relationship between job stress and cynicism,job stress and inefficiency.The mediating effects of family support on job stress and cynicism,job stress and inefficiency were 0.03 and-0.08,respectively,with confidence intervals were(0.01,0.05),(-0.11,-0.05)excluding 0.The mediating effects of external support on the relationship between job stress and cynicism,job stress and inefficiency were 0.07 and-0.13,respectively,with confidence intervals were(0.04,0.10),and(-0.17,-0.09)excluding 0.The mediating effects of the various dimensions of job satisfaction on job stress and job burnout were all significant.The mediating effects of internal satisfaction on the relationship of job stress-emotional exhaustion,job stress-cynicism,job stress-inefficacy were 0.14,0.35,and-0.26 respectively,with the confidence intervals were(0.10,0.20),(0.29,0.41),(-0.33,-0.19)excluding 0.The mediating effects of external satisfaction on the relationship of job stress-emotional exhaustion,job stress-cynicism,job stress-inefficacy were 0.19,0.46,and-0.10 respectively,with the confidence intervals were(0.13,0.25),(0.39,0.53),(-0.18,-0.03)excluding 0.The chain mediating effects of social support and job satisfaction were 0.02,0.04,and-0.01 for the relation of job stress-emotional exhaustion,job stress-cynicism,and job stress-inefficacy,respectively,with the confidence intervals were(0.01,0.03),(0.02,0.06),(-0.03,-0.01)excluding 0.(3)The ratio of poor self-rated health,average self-rated health and good self-rated health of bank employees were 11.7%,50.9%,and 37.4%,respectively.The detection rate of unhealthy lifestyle was 21.3%for smoking,38.9%for drinking,14.1%for eating irregularities,29.6%for overeating in dinner,36.3%for salty taste,73.5%for lacking exercises,respectively.The detection rate of anxiety was 17,1%,the rate was 31.4%of depression,and the score of subjective well-being was 4.34±0.67.Multivariate logistic regression analysis showed that the possibility of having a good self-rated health in non-emotional exhaustion employees was 2.022 times(95%CI:1.568-2.606)than those who were emotional exhaustion.The rate of irrational diet in cynicism employees was 1.908 times(95%CI:1.314-2.770)than those without cynicism.The risk of overeating in dinner in emotional exhaustion employees was 1.466 times(95%CI:1.101-1.952)than those without emotional exhaustion.The risk of anxiety among employees with emotional exhaustion,cynicism,and inefficacy were 3.298 times(95%CI:2.284-4.762),1.622 times(95%CI:1.155-2.278),1.763 times(95%CI:1.232-2.523)than those without emotional exhaustion,cynicism,and inefficacy,respectively.The risk of depression among employees with emotional exhaustion,cynicism,and inefficacy were 3.495 times(95%CI:2.538-4.813),1.766 times(95%CI:1.299-2.400),and 4.086 times(95%CI:2.958-5.463)than those without emotional exhaustion,cynicism,and inefficacy,respectively.Multiple linear regression results showed that:emotional exhaustion,cynicism and inefficacy significantly negatively predict subjective well-being(P<0.05).(4)Social support adjusted the path of job stress-job satisfaction-depression,with the moderate mediating effect was 0.03,with the confidence intervals were(-0.01,0.01)excluding 0.Taken job stress,social support,job satisfaction as independent variables,emotional exhaustion,cynicism,inefficacy as intermediary variables,self-rated health,mental health(anxiety,depression),and subjective well-being as dependent variables to build a model,with the method of path analysis was used.The results showed that job stress positively affected emotional exhaustion(?=0.521,P<0.001)and cynicism(?=0.251,P<0.001),social support negatively affected cynicism(?=-0.081,P<0.01),positively affected inefficacy(?=0.215,P<0.001),job satisfaction negatively affected emotional exhaustion(?=-0.180,P<0.001),and cynicism(?=-0.418,P<0.001),positively affected inefficacy(?= 0.201,P<0.OO1).Emotional exhaustion positively affected mental health(?=0.419,P<0.001),negatively affected self-rated health(?=-0.318,P<0.001),and subjective well-being(?=-0.376,P<0.001);cynicism positively affected mental health(??0.080,P<0.05),negatively affected subjective well-being,(?=0.079,P<0.05);inefficacy negative affected mental health,(?=-0.442,P<0.001),positively affected self-rated health(?=0.078,P<0.01),and subjective well-being(??1.286,P<0.001).The effect of job stress,social support,job satisfaction on physical and mental health and subjective well-being through different dimensions of job burnout were different in different position employees.Conclusions(1)The problem of job burnout among bank employees is prominent.Employees with lower education level and lobby managers are more likely to be job burnout.High job task stress,high work environment stress and high self-quality stress are the risk factors of job burnout.High family support,high external support,high internal satisfaction,and high external satisfaction are the protective factors of job burnout.Different dimensions of job burnout have different influencing factors.(2)Social support and job satisfaction play a mediating role between job stress and job burnout.Job stress has a direct effect on job burnout,and it also indirectly affects job burnout through social support and job satisfaction.(3)Job burnout negatively affects self-rated health,mental health,lifestyle and subjective well-being.Emotional exhaustion is a risk factor for self-rated health;cynicism is a risk factor for eating irregular,and emotional exhaustion is a risk factor for overeating in dinner;and all job burnout dimensions are risk factor for anxiety,depression and subjective well-being.(4)Social support can relieve the influence of job stress on depression.Different job characteristics have different effects on physical and mental health,subjective well-being through job burnout.Job stress indirectly affects physical and mental health,subjective well-being mainly through emotional exhaustion.Social support indirectly affects physical and mental health and subjective well-being mainly through inefficacy.Job satisfaction indirectly affects mental health and subjective well-being mainly through cynicism.(5)Avoiding higher job stress,improving the level of social support and job satisfaction will be benefit for reducing employees' job burnout,and these may be effective methods to promote their health status,and to improve their subjective well-being level.The relevant departments should combine the multidimensional factors to develop the prevention and control strategies of job burnout. |
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