Oil Sales Staff’s Job Burnout And Turnover Intention, The Roles Of Organizational Commitment And Psychological Capital

BackgroundThe high turnover rate of employees caused tremendous costs to the enterprise, has seriously affected the development of enterprises, and is drawing more and more attention from researchers. Numerous studies show that job burnout has a significant impact on employee turnover intention, but previous researchers only focused on the effect of job burnout on turnover intention alone:they rarely considered the combined effect of other variables interacting with job burnout. Currently, some scholars have found that the impact of job burnout on turnover intention is an inner psychological process; there should be the joint interaction of mediator and moderator variables in the process. Therefore, this study puts under a unified analytical framework burnout, psychological capital, organizational commitment, and turnover intention to explore the influence mechanism of job burnout on turnover intention, and to examine the role of organizational commitment and psychological capital in the mechanism.ObjectiveSurvey the characteristics of and relationships between oil sales staff’s turnover intention,burnout,psychological capital, organizational commitment; explore organizational commitment’s intermediary role between job burnout and turnover intention; explore the psychological capital’s modifying role in the Job-burnout and turnover intention, in order to provide a theoretical basis for reducing staff turnover rate of oil sales staff.MethodEmploy personal information questionnaire, Maslach Burnout Inventory (MBI-GS), PsyCap Questionnaire PCQ-24, Organizational Commitment Questionnaire and Turnover Intention Scale to survey the staff members of Sinopec Oil Sales Company Beijing branch. Out of a total of500questionnaires429valid questionnaires were returned. Statistics methodology includes:SPSS17.0to create databases and conduct data processing; descriptive analysis, t test, ANOVA (analysis of variance), correlation analysis, correlation analysis.Results(1) From the point of view of demographic variables:the intention to quit of staff who were under twenty-five than other two groups (P<0.05); the intention to quit of staff who had work between one and three years was higher than those who had served for over three years(P<0.001); the intention to quit of staff who were monthly income above3000yuan was lower than other two groups (P<0.001).(2) The total score of job burnout of petroleum sales staff was positively correlated with intention to quit(P<0.01); the organizational commitment, affective commitment, normative commitment of petroleum sales staff was significantly negatively correlated with the intention to quit(P<0.01);the various dimensions of psychological capital of petroleum sales staff is significantly correlated with intention to quit positively (P<0.01).(3) Mediating effect of organizational commitment played a part in the relationship between job burnout and intention to quit,which accounted for20%of the total effects.(4) Psychological capital had a significant moderating effect between job burnout and turnover intention (AR2=0.054, P<0.05).Conclusions(1) The oil sales staff with younger age and lower monthly wage has a higher level of turnover intention.(2) Job burnout has significant positive effects on turnover intention,mediating effect of organizational commitment played a part in the relationship between job burnout and intention to quit.(3) The effect of psychological capital on job burnout and turnover intention makes a negative regulation, namely in case of the same job burnout degree, the employees with higher level of psychological capital have less turnover intentions.