Research On The Relationship Between Job Stress,Self-efficacy And Job Burnout Of Software Developers Of IT Industry

In the twenty-first century, the competitive is increasing every-day. Stress has reached an unprecedented height. High job pressure not only affect on employees' physical and mental health hazards, but also affect the employee's work attitude and work behavior in varying degrees, thereby affecting the organization's overall performance. Therefore, people are more and more concern on the research that caused by the job pressure and some consequences that caused by job pressure. Job burnout is a direct result of job pressure. It has become an important research topic for a manager to understand the pressure on staff and the relationship between job stress and burnout.It has been a century of history for the study of job pressure. In China, the research has only just started. There is lack research system of work stressors, stress reactions and intermediates variable. This paper analyzes the correlation of job stress and burnout based on the study of domestic and international.In this paper, the author introduces self-efficacy as a intermediate variable between job stress and burnout in order to explain the relationship of correlation and regression between job stress and burnout. This study involves job stress, self-efficacy and burnout three variables. Job stress is the independent variable, job burnout is the dependent variable and self-efficacy is the manipulated variable. We want to prove the mediation role of self-efficacy by factor analysis, descriptive statistics, correlation analysis, regression analysis.This paper's target is software developers of the IT industry. IT companies are knowledge-intensive enterprises that based on innovation. It is the protection of business growth for employees to invest persistent and dedicated. In recent years, our IT human resources management has some of the problems:frequently staff turnover, decreased satisfaction. Many employees feel work pressure increasing.There are various phenomenon of burnout.This study mainly consists of five parts:the first is the introduction which introduces the background of this topic, the paper's focus and innovation and research framework of this article. The second part is related to domestic and international literature reviews about the work pressure, burnout, self-efficacy theory and related research. And at the same time, we pointed out the existing state and shortage. The third part tested validity and reliability, designed a theoretical model, and proposed hypotheses. The fourth was descriptive statistical analysis, correlation and regression analysis of the job stress, self-efficacy and burnout by spss13.0 and given the research results. The fifth part is the study's conclusions and prospects. First we summarized the research results, and then pointed out the shortcomings of this study and gave a future direction of the study.The main conclusions of this paper:(1) the software developers of IT industry are working with the middle job pressure, high self-efficacy and close to the moderate level of burnout. (2) The pressure of the work itself, interpersonal pressure and the pressure of the promotion in organization has a significant impact on emotional exhaustion.interpersonal pressure, the pressure of the promotion in organization and the pressure of technical update has a significant impact on depersonalization; Work pressure itself, role stress and the pressure of technological updated has a significant impact on diminished personal accomplishment. (3) Self-efficacy plays a significant role between work stress and burnout. Innovation of this paper is out of the original service areas, and introduces them to the technology industry. In addition, we introduce self-efficacy as the Manipulated variable.At the same time, due to time constraints and research capabilities. There are some shortcomings. The first is the paper itself, when we study the impact between work stress and burnout we only considered the role of self-efficacy, ignoring the organizational impact. Second, the self-efficacy questionnaire is lack of relevance and need further refinement. Third, in the survey process, mainly is online survey and mail survey and lack face to face communication, so the data has a certain bias.