| As the opening up process of the banking industry accelerates, and Chongqing gradually establishes its position as western financial center, the competition of banking industry in Chongqing become more and more fierce. What follows is how to conduct effective staff management in the new competitive situation, how to deal with the increasing occupational burnout of junior staff, which has become a problem managers have to face.This study has selected junior bank employees of CCB in Chongqing (mainly department managers and below) as objects. Questionnaire survey was taken in the study, to investigate the occupational burnout level and its actual reason in junior employees. Specifically, the study describes the characteristics of burnout on the demographic level, with Maslache three-dimensional theoretical model as a theoretical basis, so that to understand the burnout level of objects on three dimensions, and to explore the feeling characteristics of the objects with different demographic characteristics (gender, age, education level, position rank, and working years), in terms of emotional experience, behavior, and self-evaluation. on the basis of a Study One, Study Two studies explores the correlation between burnout and turnover intention, and based on the results, it puts forward relevant suggestions to improve personnel management of junior banking stuff, so that to improve burnout feeling of the objects, increase their positive work working experience, and to maintain their physical and psychological health.The results of study [A1] shows that:1, The ensemble average occupational burnout score of junior staff in Chongqing Branch China Construction Bank, for example was2.5388±1.3770, with the average scores of the three dimensions of burnout (emotional exhaustion, depersonalization, reduced personal accomplishment) respectively of the2.9588±1.59558,2.3471±1.77647,2.3167±1.75932(highest score of6), this result shows that the overall burnout level of the junior employees in banking industry was on the high side, but not serious.2, There was no significant difference between the effects of gender and marital status in three dimensions of occupation burnout and burnout 3, the impact of age has significant difference on both overall burnout and two dimensions of emotional exhaustion and depersonalization (p of0.004,0.001,0.003respectively, all less than0.05), and no significant affect on reduced personal accomplishment dimension (p of0.156, greater than0.05).4, the impact of education level has significant difference on both overall and two dimensions of burnout on depersonalization, and reduced personal accomplishment (p0.008,0.006,0.016respectively, all less than0.05), but no significant affect on emotional exhaustion dimension (p of0.179, greater than0.05). In the comparison among groups, educational level indicates difference among groups on the three dimensions and overall burnout.5, The rank of occupation burnout and burnout and depersonalization, reduced personal accomplishment was not significantly different (.135,.711, p respectively,.243was greater than.05,) effect on emotional exhaustion dimension has significant difference (the significant test p for.046, less than.05,)6, the impact of working year has significant difference on overall and the three dimensions of burnout (p0.000, less than0.05). In the comparison among groups, working year indicates difference among groups on the three dimensions and overall burnout.7, the top three main reasons that make junior employees in bank feel tired are long working hours, working content is mechanical repetition and boring, and low payment(respectively70.79%,62.88%,51.54%of the employees choose these). Furthermore, limited career development space, unfair income distribution have been reasonably more frequently chosen (respectively42.96%,41.58%)8, With Chongqing branch of China Construction Bank as an example, average score of the turnover intention of junior employees is of2.0802±1.0572, which indicates a not high-level (highest score of5).9, gender, marital status, educational level, rank show no significant impact on turnover intention (the results p of significance tests were0.394,0.930,0.442,0.253respectively, all greater than0.05), age and working years have significant impact on turnover intention (Sig were respectively0.001,0.012. both less than0.05). In the comparison among groups, the scores of turnover intention tare differences among groups of different age and working years.10., Turnover intention shows moderate correlation with overall occupational burnout and the dimensions of emotional exhaustion, depersonalization (correlation coefficients were0.475,0.403,0.543, respectively), and shows weak correlation with reduced personal accomplishment (correlation coefficient of0.266). Turnover intention shows a high correlation with turnover behavior (correlation coefficient of0.730), which is consistent with previous studies. |
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