The Relationship Between Organization Of Psychological Ownership And Job Burnout: The Mediating Role Of Organizational Support

In the late1970s, many companies in Western countries began to give employees a variety offorms of ownership (such as employee stock ownership plan, etc.) in order to raise the enthusiasm ofemployees, reduce staff turnover and thus improve attendance and performance etc. To the1990s, morescholars began to concern ownership from the psychological perspective. Pierce defined the psychologicalownership as a kind of feeling，which is a mental state that an individual can feel the object (tangible orintangible) belonging to self or for all my state of mind.This study applied the questionnaire as the main method to explore the mediated relation about threedimensions: organizational support, psychological ownership and the job burnout in the Chinese culturalbackground.This study adopted confirmatory factor analysis, hierarchical regression analysis and structuralequation modeling and other statistical techniques. The following are the conclusions:First, the result of psychological ownership scale quality analysis showed that: the psychologicalownership scale is one-dimensional scale; the fit index of the scale has a good effect f (CFI, IFI, GFI, NFI,AGFI values are bigger than0.9, RMSEA <0.08); the questionnaire has a good reliability and validity.Second, the relevant analysis and regression analysis about the organization of psychologicalownership, organizational support, work burnout showed: In the control of organizational demographyvariables under the premise，the organization of psychological ownership has a very significant negativeprediction effect on the job burnout (emotional exhaustion, depersonalization, and personal achievement toreduce); In structural equation modeling, the organization of Psychological ownership anddepersonalization dimension of job burnout have no significant correlation; the organization of psychological ownership has very significant positive effects on organizational support; organizationalsupport has a very significant negative prediction on job burnout (emotional exhaustion, depersonalizationand reduced personal achievement).Third, the test results of mediating effect on the organization of psychological ownership,organizational support, job burnout showed that: the organization of psychological ownership partiallymediated emotional exhaustion through organizational support. Psychological ownership completelymediated depersonalization through organizational support. The organization of psychological ownershippartially mediated personal accomplishment lower through organizational support. But using the structuralequation model, the organization of psychological ownership on depersonalization path is not significant,so there is no organizational support on the organization of psychological ownership and depersonalizationintermediary role.Finally, the shortcomings of this study and the need to further address have described in this part. At thesame time, this part put forward suggests for future research work.