Study On The Relationship Between Job Burnout, Resilience And Turnover Intention About The New Employees

With the rapid development of economic globlization, the competition between enterprises is increasingly fierce, the enterprise employees bear more and more pressure, job burnout is a common phenomenon. In addition, as the generation after 85s and 90s gradually into the workplace, the age structure of employees is changing quietly. The coming of these employees, on the one hand, inject fresh vigour into the enterprise, and they has increasingly become the main force of the workplace, on the other hand, because of their own have some characteristics, such as, with higher level of education, high expectations of job, the low loyalty to the organization, and so on. So the movement of these employees is relatively frequently. Nowadays, the high turnover rate has become a challenge for enterprise managers. Although the flow of personnel to optimize the allocation of human resources in a certain extent, but the high turnover rate will not only affect the normal operation of enterprises, also is not conducive to the development of employees’career.Since the 1990s, with the rise of positive psychology, resilience as a good indicator that reflecting individual positive coping with adversity and gradually aroused the attention of psychology. This paper introduces the resilience as a moderating variable and selects the new employees with less than five years work experience as the research object. Through in-depth analysis of the relationship between job burnout, resilience and turnover intention, so that better explain the new employees’turnover behavior.Based on the previous research results, the resaerch hypotheses are put forward. And 235 valid questionnaires were collected through the questionnaire survey. Then using the SPSS to analyze the data and draw the follwing conclusions:(1) Job burnout can positively predict turnover intention. Emotional exhaustion and depersonalization can positively predict turnover intention. There is no significant correlation between low personal accomplishment and turnover intention. (2) Resilience can negatively predict job burnout. self-efficacy, social competence and structured style can negatively predict job burnout. family cohesion, social recource and job burnout have no significant correlation. (3) The resilience and its various dimensions and turnover intention have no significantly correlation. (4) The resilience plays a moderating role in the relationship between job burnout and turnover intention.