Research On The Relationship Of Employees' Psychological Contract, Situational Factors And Job Burnout

In 2008,associated with many media at home and abroad,ChinaHRD Net Organized "Survey of Status of Staff Job Burnout in China" in China.The data showed that 74.6%of respondents are experiencing job burnout.As the finacial crisis is coming up,more and more organizations have laid off employees to ease pressure, and everyone finds himself in danger.In a crisis,how to bulid the proper psychological contract between employees and organizations,promoting the matching degree between employees and situational factors,reducing employee's job burnout, and motivating their enthusiasm and potential to make sure the organization goal has been a key problem for business management practices.The study on psychological contract and job burnout has drawn increasing attention and has always been a hotspot in human resource management research area over the past ten years.The studies found that the undesired matches between individual and organization would cause employees' negative attitudes and behaviors including the increasing hostile acts,the lower work enthusiasm,the reducing of work efficiency and all that.This paper takes organization staff as the object of study to explore the effect of psychological contract on job burnout based on the model of the person within context.We first review the related literatures and then discuss the effect of employees' psychological contract on job burnout by using situational factors as the moderating variable.The main results are showed as follows:1.Employees' psychological contract have significant negative correlation with job burnout and Employees' psychological contract can significantly predict job burnout,exhaustion,cynicism and inefficacy negatively;2.Situational factors have significant negative correlation with job burnout and control,fairness,values can significantly and negatively predict job burnout.However, workload can positively predict job burnout;3.Situational factors are shown to partially moderate the influence of employees' psychological contract on job burnout;4.One-way ANOVA shows employees' psychological contract,situational factors and job burnout are influenced by the population and organization statistic variables.Then,according to study results,we discuss the recommendations on psychological contract building and job burnout management.Finally,we sum up innovations and point out the limitations of the study and the direction for future research.