The Research On The Relationship Of Job Burnout, Organizational Commitment And Turnover Intention Among Private Enterprise Employees

By the wave of economic globalization and informatization is unstoppable, the countriesmore and more cohesive, increase exchanges between enterprises, Chinese enterprises facethe competition pressure also increased gradually. Also, the employee’s work task becomesheavier, working pressure also increases. Sometimes it makes employees feel exhaustion ofbody and mind, the degree of recognition to the enterprise were reduced, and even thought ofleaving. So the attention of employees’ job burnout phenomenon from all parties in society isalso increased. Questions about job burnout and turnover intention, scholars both at home andabroad have made a lot of research, made some achievements; they believe that job burnoutwill directly impact on turnover intention. But, the research on job burnout and organizationalcommitment is relatively less, for the organizational commitment as regulated variable tostudy the adjustment effect between job burnout and turnover intention would be much less.Based on the above background, this research takes the private enterprise as the object ofstudy, to study the relationship between the private enterprise employees’ job burnout,organizational commitment and turnover intention. First of all, combed the related literatureand theory research about job burnout, organizational commitment and turnover intention ofon this basis, put forward the hypothesis of this article, maturity scale reference existing,design the questionnaire issued. Then using SPSS statistical analysis software for recyclingeffective questionnaire reliability and validity analysis, descriptive statistics analysis,correlation analysis and regression analysis.The main conclusions of this paper are as follows:(1) Job burnout part dimension, dimensions of organizational commitment and turnoverintention have significant differences in the demographic variable.(2) Job burnout andorganization commitment has negative correlation, and organizational commitment and jobburnout all dimensions were significantly negative correlation.(3) Job burnout and turnoverintention was significantly positively correlation, emotional exhaustion and negative snub andturnover intention was significantly positively correlation, the low of occupation efficacy andturnover intention was significantly negative correlation.(4) Organizational commitment andturnover intention was significantly negative correlation, emotional commitment, continuouscommitment and normative commitment and turnover intention was significantly negativecorrelation.(5) Organizational commitment plays a moderating role between job burnout and turnover intention.Combined with the results of the analysis, put forward some suggestions: Strengthenstaff training, set up a personal goal, create a harmonious relationship between colleagues,complete the staff’s career management and so on, expect to provide help for the work ofhuman resource management.