Research On Employee Burnout "Dilinghua" Problem Of State Owned Enterprises

With the intensification of market competition and social pressure, the state-owned enterprises staff generally presents the trend of job burnout, and this trend gradually spread to the new recruits, has obvious characteristics of "tsunami". Job burnout is associated with employees working in the career of a negative symptoms, it is due to the long-term work pressure not moderate physical and psychological exhaustion, hate their jobs, job satisfaction is low, etc. Unlike physical fatigue, job burnout more emphasizes the negative psychological and behavioral changes, the emergence of job burnout not only brings to the individual, also to the work unit, the family and society brings some negative effects, therefore research on employees’ job burnout has social significance can not be ignored.In this paper, the main research object of employees of state-owned enterprises and their job burnout research, selection of C city a state-owned Banks, the service industry as an example, the paper mainly discusses the C city at a state-owned bank staff job burnout "tsunami" problem. This paper USES the combination of empirical research and theoretical research, and given priority to with empirical research. Banks have the nature of state-owned enterprises, which play a unique role in the whole society.Employees of state-owned enterprises is extremely easy to burnout this phenomenon,especially for these whose work experience is five to ten years,that is named the "dilinghua" trend,the main factors is that work time is not long, work identity is not strong; the advantage of young employees is smaller, organizational support is not enough; work boring, and the ideal distance and other reasons. Based on this, the author thinks that should be at the staff level enhancement work identity and emotion management personally; at the organizational level expand channels for staff development, formation mechanism of organizational justice, create a harmonious organizational culture; in the social level arouse the enthusiasm of the staff, reduce role conflict of the staff, strengthen the sense of social identity.