The Study On Relationship Among Job-Burnout, Organizational Commitment And Turnover Intention Of Knowledge Employee

Under the background of economic globalization, at present knowledge becomes the most meaningful and the most influential factor, and knowledge employee becomes the most important power in society. After China entering WTO, the competition between enterprises becomes more and more furious. Employees especially the knowledge workers, the work pressure increased, leading to a different degree of job-burnout. The community pays more and more attention to the phenomenon of job-burnout.Job-burnout, organizational commitment and turnover intention are three main elements affecting employees'behavior and performance. In the prior data, there are seldom findings to study the three elements under the same frame. Thus, in this paper, it is taken knowledge employee as object, analyzing the relevant theory about job-burnout, organizational commitment and turnover intention, and combined Sigal Barsade (2006) the research results----there is a close link between the organizational respect and job-burnout. MBI-GS is amended, and scale organizational commitment is based on Allen and Meyer (1990) scale, combining the result of domestic scholars Zheng Shu. As for scale turnover intention refers to the study of Cui Laiyi (2000). In the same theoretical framework, the model including organizational respect, job-burnout, organizational commitment and turnover intention and corresponding assumptions are proposed. The main conclusions have been made, such as organization respect has significant negative impact on job-burnout, has significant positive effects on organizational commitment, and has significant negative impacts on turnover intention;job-burnout has significant negative impact on organizational commitment, and has significant positive effects turnover intention; organizational commitment has significant negative impact on turnover intention.In this paper, it is surveyed MBA students of Chongqing University and employees from Sichuan, Inner Mongolia and Beijing enterprises, using statistical software SPSS12.0 and LISREL8.7 to analyze the questionnaire data obtained, such as the exploratory factor analysis, reliability analysis, the confirmatory factor analysis, independent samples T-test and ANOVA, as well as structural equation model.At last, according to the characteristics of knowledge employees and the result of survey, suggestions are made from organizations and individuals, such as providing challenging work, strengthening training, establishing the just promotion mechanism, fully authorized, valuing organization cultural reconstruction, and strengthening self-learning, in order to improve organizational respect of knowledge workers, to mitigate the sense of burnout, increasing organizational commitment, thereby reducing turnover intention, and that to improve performance, enhancing the competitiveness of enterprises.