Early Career Job Stress And Burnout Evolution Of The Relationship Longitudinal Study

Burnout, as a form of job stress, has been studied in depth in the past 30 years, and has become an important field of occupational health psychology research. However, there always exists a big dispute about the relationship between job stress and burnout. Besides, it lacks longitudinal studies on it. Based on this situation, this thesis is aimed to analyse the changing process of job stress, burnout and the relationship between them with self-efficacy considered as a moderator.First of all, according to the requirement of the research, the thesis determines the relevant variables, and establishes the basic construct and hypotheses, with summarizing relevant past study adequately. Based on the conceptive model, the thesis does an empirical study:(1) Case study. Because of the differences among samples, the thesis chooses several new employee samples to examine their changing process of stress and burnout in detail to provide a more specific point of view.(2) Questionnaire study. The thesis trackes new employees for three times in six months, then analyses the changing process of stress, burnout as well as their relationship. Self-efficacy is involved as a moderator.Finally, the thesis gets these conclusions: (1)In all dimensions of stress, only stress from organization personal relationship shows an obvious downtrend. (2)Emotion exhaustion appears no obvious change, while depersonalization and diminished personal accompliment increase a lot. And stress from job, role conflict and organization structure and culture influences diminished personal accompliment notably, while stress from job confuse, career development and organization personal relationship prominently impacts depersonalization. (3)Self-efficacy moderator of new employees has an influence on the relationship between stress and burnout. As the thesis reaches, high self-efficacy intensifies emotion exhaustion and depersonalization caused by role confuse and career development. While dealing with stress from role conflict, emotion exhaustion of new employees with high self-efficacy increases.