State-owned Enterprises In The Psychological Contract-based Employee Burnout

The progress of the social productive forces made rapid economic development, so that people's pace of life also become faster and faster. Thus, work stress has become one of the most influential factors for job burnout of those working groups. In the modernization process of enterprise development and construction, the working style of business managers also gets a revolutionary change. When Innovative enterprises are built, the staff can show their personal values, and managers can strengthen enterprise management. And meanwhile, corporate culture quietly penetrates into them to make them relate with each other, thus an organizational culture with its own characteristics is built. There is no doubt that psychological contract played a dual role in this process. Its optimized design can effectively reduce job burnout which is amplified among modern workers and therefore, reduce operating cost for managing practitioners. In general, building a scientific and reasonable psychological contract is critical for the future development and construction of enterprises.As an implicit expectation, playing a subtle role in employees and organizations, psychological contract becomes one of the criteria for evaluating job burnout degree. As a bridge connecting employees and enterprises, psychological contract plays a vital role, and its reasonability will affect employees'efficiency and job satisfaction. Related studies have become relatively mature abroad, and empirical studies about job burnout are also getting more sophisticated and increasingly become hot issues of organization management research in China. Choosing employees of state-owned enterprises as subjects, this study will explore the effect of psychological contract on job burnout degree and the relationship between them. State-owned enterprises are the backbone of national economy, so it has realistic significance for enhancing state-owned enterprises' performance of serving the whole society to make efforts to improve the theories on psychological contract and job burnout. This study aims at providing a more accurate measurement tool for theoretical research about burnout through using and testing the MBI-GS scale. And moreover, the study also tries to make employees and organizational managers get a relatively accurate understanding about job burnout, and provide a theoretical support for enterprises to reduce burnout and improve management.The study included five parts, separately from the preface, related literature review, research method, data analysis, finally is discussed and Suggestions into the job burnout and psychological contract relationship. The first part outlines research background, and meaning and purpose. The second part of the psychological contract review of relevant theories and job burnout. The third part is the research design, research variables, assumptions and research tools. The fourth part of data analysis and discussion and put forward the Suggestions for improvement. The fifth part summarizes research and innovation, and future prospects of research.The main conclusion of this research:1. Employee psychological contract was significantly negative correlation with job burnout, at the same time, employees of job burnout can predict from each dimensions effectively. The psychological contract was significantly negative correlation with the staff job burnout, which was a negative predicator on failure, cynicism, and low fulfillment.2. External contract had greater influence of job burnout than intrinsic contract. The psychological contract violation will lead to employee burnout improving.3. The demographic variable such as age, gender, etc to staff job burnout was significantly different. But it had partly different to psychological contract of employees.