Empirical Study On The Relationship Among Control Experience,intrinsic Motivation And Job Burnout

The job burnout phenomenon exists widely in all walks of life, it not only has a negative effect on employee’s physical and mental health, also can negatively impact on their employment status, and their job performance will fall. Most of the current research is still limited to study a particular industry, such as service, education, medical, etc. The existing studies focus on the effects of the workload, remuneration, fairness, and social interaction on job burnout, but there’s few research about control experience and intrinsic motivation effect on job burnout. Based on the literature research, the paper proposes a relational model of control experience, intrinsic motivation and job burnout, and investigates the relationship between the variables through an empirical study.This paper collected 481 valid questionnaires from education, consulting and manufacturing etc. industries employees. And used the SPSS19.0 and Amos 17.0 software to analyze the data, include correlation analysis, regression analysis and path analysis. So as to verify the relational model of control experience, intrinsic motivation and job burnout, and discussed the relationship between the dimensions. Below conclusions were reached through this study: 1) Control experience has a significant correlation with job burnout. Sense of control has a negative influence on exhaustion, cynicism and inefficacy. Control demand has a positive influence on exhaustion, cynicism and inefficacy. 2) Sense of control has a significant correlation with control demand. 3) Intrinsic motivation has a negative influence on job burnout, and it negatively effects on exhaustion, cynicism and inefficacy. 4) Control experience has a positive correlation with intrinsic motivation, and the two dimensions of control experience all have positive correlation with intrinsic motivation. This paper putted forward the relevant management suggestions according to the conclusion: 1) define the responsibilities, and give the employees appropriate authority, so as to enhance their sense of control. 2) Based on the principle of strengthen the employees’ intrinsic motivation, improve the assessment system and the incentive system. 3) Focus on the employees’ control demand, and provide the organization support timely, in order to relieve their negative emotions.