Research On Job Burnout For Changchun Business Department Of China Merchants Securities

With the vigorous development of the financial industry, securities companieshave become to be one of the ideal places for graduates. The securities company’sjob is too popular to acquire. Nonetheless, many companies still face the problem:high staff separation rate, working more personnel than work available, decliningemployee satisfaction. Based on the research of scholars at home and abroad formany years, we found that these phenomena are related to the job burnout. Theproblem of job burnout has become a hot topic widely concerned by the society.Job burnout, used to refer to people engaged in helping professions because ofthe need for constant emotional pay, at work because of various contradictions,conflicts caused frustration intensifies, eventually in the emotion, behavior, mentaland physical exhaustion. Then, the definition of job burnout was enriched byMaslach and Jackson et al. The field of job burnout was expanded to other non helpprofessions. There are many reasons of job burnout and the reasons are differentamong different industry. Job burnout is produced by a variety of factors, bothorganizational factors and personal factors. Changchun Business Department ofChina Merchants Securities was selected as samples in this paper. And theperformance and reason on job burnout of the employee in the company werediscussed and analyzed by the method of questionnaire investigation and literatureanalysis, combined with the knowledge of human resources. Job burnout includesemotional exhaustion, cynicism, reduced personal accomplishment three aspects. Through the survey, it found the employees of business department have varyingdegrees in emotional exhaustion, cynicism, and reduced personal accomplishment.The staffs were in low job burnout level. When the staffs have job burnout, they mayhave different degrees of psychological problems, such as focus on obsessivecompulsive, interpersonal sensitivity, depression and other psychological symptoms;in physiological aspect they also were in the sub healthy degree deepens. In behavior,it not only performed lost enthusiasm, work on the customer go-slow, indifference,but also made the interpersonal relationship with colleagues, family, friendsbecomes more and more harmonious. The staff have occupation burnout mainly hastwo aspects the factors. On the one hand from the organizational factors, employeesface long-term improper work pressure and the pressure cannot be relievedeffectively. And the less reasonable performance appraisal negates the staff’s workachievement is some extent. On the other hand, derived from the individual factors,employees often take negative coping style in the face of the pressure and cannotmaintain a positive attitude. Psychological contract problems resulted in pay andpromotion mechanism also become one of the incentives of job burnout. In thispaper, the intervention strategies were proposed from the individual andorganizational level by study of literature and combining with the company’ssituation. And the improvement suggestions about job burnout were also proposedbased on the reason of job burnout. Specific include: the determination of suitableworkload, the suitable organization and coordination to relax the work pressure, theoptimization of performance appraisal, perfecting the incentive mechanism, andregulation of cognition and behavior in personal. And the intervention strategies willimprove the phenomenon of job burnout form inside and outside.Job burnout not only affects the work efficiency, but also impact organizational work atmosphere in the long run. It will bring negative influence to work and life foremployees. If not checked, it will not only long-term impact on the interests of theorganization but also influence employee occupation career, health, family harmonyThe solution of job burnout plays a vital role on individuals, organizations and thecommunity.