Research On The Impact Of Organizational Career Management On The Job Burnout Of Knowledge Workers In Private Enterprises

Knowledge workers are the backbone of enterprises, are also the important weapon for enterprises to remain competitive power. During the recent "Chinese job burnout index report" shows that 70% of Chinese professionals have suffered different degrees of job burnout, while 68.81% of the undergraduate education of professionals have suffered job burnout. This indicates that the job burnout rate of knowledge workers is very high. Organizational career management is an important part and major function of human resource management and development, as a planning and commitment enterprises to workers'career development, organizational career management will have certain important influence on staff job burnout issues at work. In recent years, more and more scholars have focused on organizational career management, however, they were limited to focus on the psychological and behavioral research between organizational career management and professional commitment, organizational commitment, job performance and job satisfaction, less discussed the negative effects of job burnout. Moreover, these scholars studied all the workers of enterprises, only to study the private enterprises of knowledge workers is even more minimal. The article takes demographic variables as a modulatory variable, research organizational career management influences on knowledge workers'job burnout, has some practical significance.The article in the context of private enterprises to explore the delineation of organizational career management and job burnout dimensions and the demographic variables, make it more consistent with private enterprise characteristics of knowledge workers. In the paper, based on the interview to the private enterprises' knowledge workers, combined with organizational career management dimensions, it adds a demographic variable with "whether have promoted or not", to enrich the demographic scale. And organizational career management questionnaire follows the questionnaire which Long Lirong explored, based on the study to slightly modify, mainly in the dimension "pay attention on training", plus a question "provide induction training," to make it in line with the nature of private enterprises in China. In the burnout scale, I modifies the translation of several problems, including item 3 "the morning had to face the day's work, I feel tired" to " thinking have to face the day's work in the morning, I feel tired "; item 4" work all day for me really a lot of pressure "to" work all day is really a great pressure for me "; item 6" Since the start of work, I am less and less interested in my job "to" since the start of dong work, I am less and less interested in my job ", making it more convenient with knowledge workers' understanding in the private enterprises, and thus arrive at more accurate answer.The article takes four different regions of the private enterprises of knowledge workers as the sample, doing empirical analysis by questionnaire survey, using SPSS 16.0 statistical software to make reliability and validity of the data analysis, descriptive statistics, variance analysis, correlation analysis and regression analysis, to test scale and the research hypotheses, the main draw the following conclusions:First, organizational career management scale involved in fair promotion, providing career information, focusing on training and promotion of vocational self-development the four dimensions of mid means are moderate level, it suggests organizational career management of private enterprises the level of implementation is general. Job burnout Inventory and its related emotional exhaustion, cynicism and decreased professional self-efficacy, their mid means belong to the middle level, it indicates the feeling of job burnout of private enterprises' knowledge workers is general.Second, different personal attributes of knowledge workers in organizational career management and certain dimensions of job burnout were significant differences, mainly in gender, working hours, promotion status, duties and annual pay level.Third, job burnout and organizational career management and its dimensions were significantly and negatively correlated, organizational career management and dimensions of job burnout (except for decreased professional self-efficacy) also show a significant negative correlation. Fourth, demographic variables on organizational career management associated with job burnout has a certain impact, mainly in age, education, working hours, duties and annual pay level.Fifth, organizational career management related to three dimensions of the occupational information, fair promotion, pay attention to the training have significant negative effects on job burnout, excluding the promotion of professional self-development dimension.By various aspects of the conditions, the article only selects four different areas of typical representatives of enterprises as a study sample,the number is not very great, it maybe influence on the results in some extent,and the article uses two more mature scale of organizational career management and job burnout, and not for private enterprises to develop the new scale for knowledge-based employees, despite the use of scale on the reliability and validity tests, need to be further verification and analysis in the application. In terms of research between the relationship organizational career management and job burnout, it doesn't introduce intermediate variables, which to some extent will affect the research results, hope that the future research can be done more perfect and to achieve more satisfactory results.