The Relationship Of Knowledge Employees' Job Burnout And Turnover Intention

In a condition that the information technology advanced quickly and economy globalization has become main stream in this new period, knowledge has come out to be the most powerful and influential factor, as well as knowledge economy is the main stream of economy style. In another words, knowledge employees will become the main power of our economy society.Compared with usual faculty, knowledge employees have a lot of unique characters in fields such as personal characters, philosophy requirement, value establishment and working style. As these reasons, knowledge employees have more press and be easier to in trouble of job burnout. In real life, it is often heard that the death caused by overstrain, the attack to others and suicide. In the other hand, the frequent job-hopping is normal for them, which can be explained by their tendency of get rid of their jobs. These phenomenon are attracting more and more emphasis on well-educated faculty. Also, since it is put forward in 1970s, job burnout is hot in research fields of industry, organization philosophy and career healthy. The past research has proved that job burnout a usual phenomena attributed to all kinds of press unique careers or fields. Recently the number of related research is becoming larger and larger in China, while still fall behind comparing with research abroad and most still are restricted in fields like teachers, policemen and nurses. In such a condition, this passage analyzes the job burnout and pay emphasis on the discussion of relationship between job burnout and resignation tendency.This passage is base on the inquiring to knowledge employees and get random species from related career, using evidence research method to analyze the relationship between job burnout and resignation tendency. According to questionnaire, data analysis, take out conclusion. The main conclusions are:1,knowledge employees have a high level of job burnout andturnover intention.2,T-test and one-way ANOVA showed job burnout and turnoverintention were influenced by demographics variables: age, gender,working age, civil state and so on.3,Exhaustion had a significant positive relationship to turnoverintention.4,Depersonalization had a significant positive relationship to turnover intention.5,Ineffectiveness had a significant negative relationship to turnoverintention.6,Exhaustion had sInfluence on turnover intention.7,Depersonalization had Influence on turnover intention.Above all, The results of the study verify the assumption basically and achieve the desired objective, It not only make a contribution to theoretical research to a certain extent, but also have some practical significance.