An Empirical Study On The Cenozoic Migrant Workers Job Burnout And Turnover Intention Relationship

In recent years, accompanied by the tide of reform and opening up, the deepening of globalization, dramatic changes in society, China’s industrial structure has been a significant change. In order to adapt to this changing trend, China’s industrial structure adjustment, which significantly increased the proportion of tertiary industry, the proportion of primary and secondary industries decreased significantly. Traditional service industries in the tertiary industry accounted for a large proportion, with the rise of the tertiary industry, and they are constantly in demand for talent increases, both the catering or hotel industry, are in urgent need of talent. Have been migrant workers are their main recruiting target, so that means that the demand for migrant workers showing a rising trend. China’s unprecedented industrialization and urbanization process, set off a wave of "Flood" and then gave birth to a large number of migrant workers. Over time, the new generation of migrant workers to gradually replace the older generation of migrant workers, has become the backbone of China’s labor force, according to incomplete statistics, the number of the new generation of migrant workers now account for more than 60% of the total number of migrant workers, nearly 100 million people. Therefore, their role and impact on the urban and rural economic and social development can not be underestimated. In recent years, occurred in the southeast coast of China and spread to the central and western provinces of the "labor shortage", it is a wake-up call. Compared with the old generation of migrant workers, the new generation of migrant workers by the reform and opening up and rapid economic development, widespread impact of information explosion era, the new generation of migrant workers higher level of education, vocational high expectations, demanding material and spiritual enjoyment; employment condition, advocacy, values, vision for the future, etc. have shown a greater difference. They thought active, diverse needs, legal knowledge, awareness of equality and rights awareness than the "old generation" has increased to varying degrees, their outlook on life and values, employment outlook was also significantly different from the older generation of migrant workers. To this end, the new generation of job burnout and turnover strengthen migrant workers tend to study for an objective and impartial knowledge generation of migrant workers, effectively grasp the law of development of the new generation of migrant workers to solve some regions of the "labor shortage" problem, with significance.Existing studies, research on job burnout and turnover intention very much, but they are mostly targeted group posts a general sense of teachers, civil servants, managers and other on research for migrant workers is quite scarce and after 9 0 migrant workers is even more difficult to find research found. The present study is the study of the relationship between turnover intention and job burnout after 90 migrant workers, it is innovation of this is difficult. Read the full results of previous studies and a lot of the actual survey and data analysis situations wrote this paper.In this study, the new generation of migrant workers for the study, the use of quantitative research in the form of research-based, data collection methods through research survey, conducted research on job satisfaction in mediating effect of job burnout and Turnover Intention. Specifically, the relevant theoretical research first job burnout, job satisfaction, turnover intention and the theoretical research and muni cipal relations between any two of the three concepts were a literature review and comb; secondly, on the basis of studies in the literature combined with the reality of the situation and the results of previous studies, to build a research model of this p aper; again, referring to the existing maturity scale for 90 migrant workers to work out the questionnaire in this study, and to grant and recovery; Finally, the questionnaire The resulting survey data for statistical analysis, verification before making a ssumptions, summarize findings, make management recommendations, and to reflect inadequate.In this paper, reliability analysis, descriptive statistics, analysis of variance and correlation analysis, regression analysis five kinds of statistical methods, t he following conclusions:1、A different age, length of service and the number of children of the family of employees on job burnout and turnover intention distinct differences exist;2、three variables job burnout emotional exhaustion, depersonalization, and reduced personal accomplishment for each variable of job satisfaction for their own satisfaction, satisfaction with the work itself, the relevant comparison for the organization and management of satisfaction among Obviously, however, job burnout and satisfaction on interpersonal no significant correlation. From the descriptive statistics, we also know that the impact of interpersonal satisfaction greatest job satisfaction, but satisfaction does not affect interpersonal job burnout.3、three variables emotional exhaustion burnout, depersonalization, and reduced personal accomplishment for each variable of job satisfaction and turnover tendency significant positive correlation in the study, we can see that its significance is less than 0.01, indicating that job burnout of each variable and turnover intention at 0.01 level was significantly associated with turnover intention.4、discusses the three variables of job satisfaction for their own satisfaction, satisfaction with the work itself, for the organization and management of satisfaction has a significant impact on turnover intention, however, to the satisfaction of interpersonal turnover intention was not significantly impact.