An Empirical Study On The Influence Of Job Burnout On Job Attitude In Middle-level Managers

Job burnout is a fairly universal occupational disease. It would exert enormous negative influence on both the individual working attitude, which would dispose employees to quit, and the organizational service quality. Therefore, job burnout has been one of the research hotspot in Psychology and Organization Behavior. Being the backbones in a company, middle managers have always been serving as the bridge between top managers and the rank-and-file so that they have been playing an important role during the implementation of company's strategy. At present, local researchers mainly focus on job burnout in the so-called"helping industry"such as teaching and nursing, while less pay attention to middle managers; they also analyze the factors of job burnout but neglect the relation between job burnout and its outcome variables. However, targeting at middle managers, this thesis analyzes the influences of job burnout on job attitude so as to suggest some proposals.Firstly, after studying the theory and documents about job burnout and the two varies of job attitude: job satisfaction and organizational commitment, this thesis analyzes the influences mechanism of job burnout on job attitude and builds the theoretical model of influencing process. By making up the assumptions, this model takes the three dimensions of job burnout as independent variables,the job satisfaction and organizational commitment as dependent variables, and the job satisfactions as the intervening variable of job burnout and organizational commitment.Secondly, this thesis carries out empirical study on middle managers. After factorial analysis, reliability analysis, variance analysis, correlation analysis and regression analysis by SPSS15.0, it tests the scale, and verifies the research. The empirical study shows as follows: each and every scale presents great reliability and validity; background variables have different influence on job burnout, job satisfaction, organizational commitment and its dimensions; job burnout and job satisfaction show negative correlation to organizational commitment; job satisfaction acts as intermediation between job burnout and organizational commitment.Finally, this thesis revises the original conceptual model, all of which brings about the suggestions on how to solace the job burnout among middle managers.