A Study On The Influence Of Job Burnout On Job Performance And Turnover Intension Of New Generation Employees

Since the 1970‘s,job burnout has become a popular topic of research and an important concern for career counselors.Job burnout becomes seriously in modern society,which is experienced by most of the staff group.Meanwhile,the new generation of employee has become the main force of the time;they experience different psychological process from the old generation employees but still suffer under job burnout.In this context,this study is aimed at China's representative industry-manufacturing industry,to find out how is job burnout by the new generation employees,und explore the relationship between job burnout and job performance,turnover intention,career commitment and organizational commitment.In this study,the previous theoretical research has been reviewed,analyzed and summarized.And then on the basis of theoretical research a literature review has been done.Then found that most of the existing studies see job burnout as a result variable.In seldom studies the influencing factors of job burnout have been discussed.What‘s more,the role of career commitment and organizational commitment to job burnout also needs to be further explored.In this study,the influence of job burnout on job performance,on turnover intension and on career commitment will be discussed,and then to explore the role of job commitment and organizational commitment,which has built a corresponding theoretical basis for the following empirical research.In this research,225 grass-roots workers of an automobiles work shop in south China have been studied.Using the data analysis software like SPSS 22.0 and Amos 21.0 the hypothesis of structural equation model has been verified.The results are: job burnout has significant negative effect on job performance and job commitment,while it has significant positive effect on turnover intension;career commitment has a mediating role in the relationship between job burnout and turnover intention;organizational commitment adjusts the relationship between job burnout and career commitment;organizational commitment cannot regulate the intermediary role of career commitment.Based on the above conclusions,this study makes some recommendations to lighten the job burnout,to improve the job performance and to reduce turnover intension of the new generation employees.This study suggests that companies need to pay special attention to the job burnout of employees.Second,company should also consider the intermediary role of career commitment and the regulatory role of organizational commitment,play advantage and retain talent for enterprises.This study has enriched and developed the theory of the management of the new generation employees to a certain extent.