Job Stressors, Job Burnout And Organizational Commitment Relationship

Former researchs show that work stressors are the important factors influencing civil servant's organizational commitment, and that the role of work burnout, moderator or mediator, in the process that work stressors influence civil servant's organizational commitment are still unclear. So, paying more attention on the relationships among work stressors, work burnout and organizational commitment are very important, which are all easly affected by industry context and work characteristic.This thesis aims to study the influence mechanism of work stressors on civil servants' organizational commitment focusing on the role of work burnout in the influence process by surveying 573 civil servants. The results are showed as following:Work overload and role conflict positively relate to civil servants' emotional exhaustion; role conflict and role ambiguty positively relate to civil servants' depersonalization, and reduced personal efficacy positively relate to civil servants' work overload.Emotional exhaustion, depersonalization and reduced professional efficacy negatively relate to civil servants' emotional commitment; depersonalization negatively relate to norm commitment; emotional exhaustion negatively relate to civil servants's continual commitment, but reduced personal efficacy positively relate to continual commitment.Work overload negatively relate to civil servants' emotional commitment and norm commitment; role conflict positively relate sivil servants's continual commitment.Work overload influence emotional commitment fully mediated by civil servant's emotional exhausition. Work overload influence civil servants' norm commitment partly mediated by depersonalization, and role conflict influence civil servants' continual commitment partly mediated by emotional exhausition and reduced personal efficacy.Emotional exhaustion significantly moderate the influence relationship between role conflict, role ambiguity and emotional commitment. Depersonalization both moderate the influence relationship between role ambiguity and emotional commitment, and between role conflict, role ambiguity and norm commitment. Reduced personal efficacy significantly moderate the influence relationship between role conflict, role ambiguity and continual commtiment.Work overload and role conflict positively relate to civil servants' emotional exhaustion; role conflict and role ambiguity positively relate to depersonalization; role conflict positively relates to reduced personal efficacy. Work overload's and role conflict's effect on civil servant's emotional exhaustion are moderated by civil servants' P-O fit.role conflict's effect on Depersonalization is moderated by P-O fit. Work overload's, role conflict's and role ambiguity's effects on reduced personal efficacy are all moderated by p-o fit.P-O fit significantly moderate the influence relationship between emotional exhaustion and emotional commitment, between depersonalization and norm commitment, reduced personal efficacy and continual commitment.P-O fit significantly moderate role conflict and role ambiguity's influence relationship to civil servants' emotional commitment and continual commitment.The results show that the different dimensions of work burnout have played different roles in the process that work stressors influence civil servants' organizational commitment.