The Impact Of Employees’ Psychological Capital On Job Burnout

With the rapid development of the society,enterprise employees by encouraging competition situation will produce different emotional and behavioral problems.According to the survey,a growing number of employees are in the performance of different degree of job burnout.Employees’ job burnout has influenced the development of the enterprise,even brought a huge loss.Employees’ job burnout phenomenon has attracted the attention of the enterprise managers and psychologist in the management.they cry their best to find the factors which lead to employees’ job burnout.At first,the scholars in the western have a lot of investigations and research on the employees’ job burnout,while in our country,the study of job burnout is on the starting stage.Based on the above situation,this research is in the view of the analysis and triming the existing literature in the inland and abroad,attempt to explore the influence of the psychological capital and the psychological contract of the employees’ job burnout.At the same time,testing the psychological contract between the psychological capital and job burnout.In this study,there are 700 questionnaires for investigating different enterprises employees in Shanxi,Liaoning,Shandong,Beijing and other provinces and cities.And at the end,650 questionnaires are recycled,602 questionnaires are valid.First,this research examines the relationship between the psychological capital,psychological contract and employees’ job burnout.and using the questionnaires with the good reliability and validity,they are PCQ-24,MBI-GS and employees’ psychological contract questionnaires,then analyzing these differences between different demographic variables.Finally,analysis the relationship among the psychological capital,the psychological contract and the job burnout,and to explore the psychological contract’ intermediary role between the psychological capital and the job burnout.In this study, using the SPSS 16.0 statistical software to explore the internal consistency for each dimension.the research process adopted descriptive analysis, correlation analysis and regression analysis methods to analyze the data.Several main conclusions are as follows:1、The psychological capital, the psychological contract and job burnout in the conclusion on the differences of demographic variables:(1)There are significant differences in gender, age, marital status, educational level, position, working years, enterprise property, income and operating post by the variable of the psychological capital.(2)There are no significant differences in gender,age,marital status, educational level,working years,the nature of the enterprise,and monthly income by the variable of the job burnout,while there are significant differences in positon and operating post.(3)There are significant differences in the cultural degree,position, monthly income,the nature of the enterprise,the operating post by the variable of the psychological contract,while in sex,age,marital status and working years.there is no significant difference.2、There is a significant negative correlation between the psychological capital and job burnout;there is a significant negative correlation between the psychological contract and the job burnout;there is a significant positive correlation between the psychological capital and the psychological contract.3、The psychological capital has a significant negative prediction function on job burnout;the psychological capital has a significant positive prediction function on psychological contract;Psychological contract has a significant negative prediction function on job burnout4、The psychological contract plays the partial intermediary role in the process of the psychological capital influences on job burnout.Through this research,we can provide a valuable advice for the management of the enterprise.In recent work,enterprises should pay more attention to develop the employee’s psychological capital potential,and enhance the level of psychological capital, and strengthen the management of the psychological contract for reducing employees’job burnout phenomenon to achieve the core competitiveness of the enterprise.