The Relationship Of Human Resources Practitioners’Job Burnout And Turnover Intention

Job burnout and turnover intention have always been hot topics in the field of industrial and organizational psychology. Many researches showed that there was significant positive correlation between job burnout and turnover intention, and that job burnout could positively predicted turnover intention to a certain extent. However, most of these studies focused on teachers, nurses and social workers, while few investigated human resources workers’ job burnout and turnover intention.Because of its work characteristics, such as high emotional stress and strong working load, human resources workers are prone to job burnout. Besides, the job of human resources workers is very important for the future development of an organization.Therefore, our study employing questionnaire approach tried to investigate the human resources workers’job burnout and turnover intention and the relationship between them. We collected350questionnaires in total, and conducted reliability, validity, factor analysis, regression analysis using SPSS13.0.350questionnaires in this study, carried out on the collected data using SPSS13.0software reliability, validity, factor analysis, regression analysis. The main research results are as follows:(1) Job burnout of Chinese Human resources practitioners was close to the medium level, specifically, emotional exhaustion and depersonalization is relatively high, while low sense of achievement is not very serious. Some personal variables such as age, work age, marital status, level of education, position and enterprise scale have significant influence on HR practitioners’job burnout; while gender, enterprise property do not.(2) Turnover intention of Chinese Human resources practitioners was in medium level, which means they are somehow dissatisfied with their job or organization. Some personal variables such as age, work age, marital status have significant influence on HR practitioners’turnover intention; while gender, enterprise property, level of education, position and enterprise scale do not.(3) Our study also showed that job burnout was positively correlated with turnover intention and all of the three dimensions of job burnout can positively predicted turnover intention. The strongest predictor was depersonalization, followed by emotional exhaustion; the last was diminished personal accomplishment.