Relationships Between Perceived Supervisor Support And Occupational Burnout In Automobile Manufacturing Enterprises

In recent years,occupational burnout appears to be more and more frequently,the keep coming social events convinced that this is a phenomenon that we can simply not blindly ignore,also holds enormous negative impact on social productivity.This study is intended to find a positive solution to relieve occupational burnout of enterprise staffs.To help staff find meaning in work,whilst the enterprise achieve its management objectives with better use of human resources.Through study of former documents,this study is aimed to evaluate the relationships between perceived supervisor support,occupational burnout and psychological capital,another target is also to check if psychological capital mediates between the other two factors.In this study,724 employees of automobile manufacturing enterprises were surveyed by questionnaire,including supervisor support,psychological capital and job burnout.Using SPSS,using independent sample t test and one-way ANOVA to analyze the differences of different demographic variables in these three variables;using Pearson correlation analysis to study the relationship between supervisor support,job burnout and psychological capital;using AMOS to study the mediating effects of psychological capital on supervisor support and job burnout were tested by bootstrap method.The results are as follows:1.The results showed that there were significant differences in the scores of perceived supervisor support and job support dimensions among employees with different job nature.The employees who preferred mental work experienced higher perceived supervisor support and job support than those who preferred manual labor;employees with different education leve ls had no significant difference in the scores of perceived supervisor support and its dimensions;employees with different working years had higher scores of supervisor support and job support There is significant difference in the score of personal development dimension of supervisor support.The employees who have worked for 1-5 years experience more support from the supervisor's personal development dimension than those who have worked for 11-15 years.2.The results show that there are significant differences in the scores of job burnout and emotional exhaustion among employees with different job natures.The level of job burnout and emotional exhaustion of employees who prefer mental work is significantly lower than that of employees who prefer physical labor.There are significant differences in the scores of the dimension of personal achievement reduction among employees with different education levels,and employees with master's degree and above The results show that the score of the degree of personal achievement is significantly higher than that of the employees with college education or below;the scores of the employees with different working years in the dimension of personal achievement decrease are significantly different;the employees with working experience of 16 years or more have a significant difference with those with other working years.3.The results show that there are significant differences in the score of resilience dimension of psychological capital among employees with different work nature.The resilience of employees who prefer physical labor is significantly higher than that of employees who prefer mental work;employees with different education levels have significant differences in the score of psychological capital,and the score of psychological capital of employees with master's degree or above is significantly lower than that of junior college or below The results show that there are significant differences in the scores of resilience dimension of psychological capital a mong employees with different education levels,and the scores of employees with master's degree or above are significantly lower than those of other employees;there is no significant difference in the scores of psychological capital and its dimensions among employees with different working years.4.Correlation analysis shows that supervisor support,job burnout,psychological capital and their four dimensions are significantly correlated.Employees' psychological capital and its four dimensions(self-efficacy,hope,resilience and optimism)were significantly negatively correlated with job burnout;employees' psychological capital and its four dimensions(self-efficacy,hope,resilience and optimism)were significantly positively correlated with supervisor support;supervisor support and job burnout were significantly negatively correlated.5.The three dimensions of psychological capital,self-efficacy,hope and resilience all partially mediate the relationship between perceived supervisor support and job burnout,but optimism does not.To sum up,we can draw a conclusion that the sense of supervisor support,job burnout and psychological capital of employees are related to each other,and the three dimensions of self-efficacy,hope and resilience in psyc hological capital are the mediating variables between supervisor support and job burnout,which play a part of mediating role.