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

The research on Job Burnout is one of the hot spot in the management psychology and organizational behavior research. Many researches have been made on how to reduce the employees'perception of job burnout to retain talents. So far, there are few articles that systematically summarize the influence of job burnout to turnover Behavior. What's more, most studies are focused on the professional of teacher, nurse and librarian. Based our research on the China's social and cultural environment, we have done a systemic analysis of the influences of job burnout on turnover behavior in Middle managers , and give some proposals on burnout interventions based on our research.Firstly, we compared different job burnout and turnover intention theories and methods for our following research. In theories research, we analyzed the influences mechanism of job burnout on turnover intention and build the theoretical model of influencing process. In the model, we set turnover intention as the intervening variable, exchange perceived organizational support as the moderator variable between job burnout and turnover intention. Then we established our research hypothesis.In the empirical research, we mainly employed SPSS for statistical analysis and drew up a series of conclusions form Factor Analysis, Reliability and Validity Analysis, Variance Analysis, Correlation Analysis and Regression Analysis. The empirical study showed that our self-developed scale had a good reliability and validity; variables such as age, marriage status, work tenure, enterprise nature had some impacts on conscientiousness. Job burnout affected turnover intention through the intermediation of turnover notion. Turnover notion completely mediated the associations of emotional exhaustion and turnover intention, and partially mediated the associations of cynical and turnover intention. Perceived organizational support didn't moderate the relationship between job burnout and turnover intention.Finally, we revised the model according to the empirical results, and gave some suggestions on burnout interventions from the perspective of individuals and organizations.