Study On The Relationship Between Job Burnout,Resilience And Turnover Intention About The Noncommissioned Officer Of The Armoured Force In The Army

Objective: To understand the current situation of the resilience,job burnout and turnover intention of the noncommissioned officer in the armored force of the army,and to discuss the relationship between the resilience,job burnout and turnover intention of the noncommissioned officer in the armored force of the army and the factors affecting the turnover intention of the noncommissioned officer,so as to provide theoretical basis for reducing the turnover intention of the noncommissioned officer.Methods: Samples were taken from 5 different types of army armored troops in the north war zone,central war zone,eastern war zone and southern war zone(Combat troops in Hangzhou and Shenzhen,combat support forces in Weifang,military academies in Changchun and training institutes in Guangzhou).Questionnaire surveys were conducted using the Chinese CD-RISC resilience scale,Chinese Maslach Burnout Inventory,and Price's Turnover Intention Scale.A total of 1,622 valid questionnaires were collected.SPSS20.0 and AMOS21.0 were used for correlation analysis and regression analysis of the data,and a structural equation model was constructed for mediating effect test.Results: 1.The Chinese version of CD-RISC resilience scale,CMBI burnout scale and the revised Price turnover intention scale adopted in this study have high reliability and validity,which meet the requirements of psychological measurement.2.The current resilience status of the noncommissioned officer in the armored force of the army: The scores of the resilience total table is 87.33±19.96,the scores of its three dimensions: confidence,optimism and toughness were respectively 29.54±6.99,12.59±3.04 and 45.20±10.85.There were significant differences in terms of region,education,reward,overtime work,family economic status,work-reward satisfaction,place of residence before enrolling,marital status,political status,backbone,post training(P<0.05).3.The job burnout current status of the noncommissioned officer in the armored force of the army: the detection rates of emotional exhaustion,depersonalization,and reduced personal accomplishment were 14.05%,39.52%,and 57.52%,respectively.The detection rates of mild burnout,moderate burnout,and high burnout were 36.06%,24.54%,and 9.06%,respectively,No burnout rate is 30.3%.There were statistically significant differences in terms of region,age(depersonalization),military age(reduced personal accomplishment),rank(reduced personal accomplishment),education,overtime work(emotional exhaustion,depersonalization),work-reward satisfaction,reward,family economic condition,marital status(depersonalization),place of residence before enlistment(emotional exhaustion,depersonalization),nation(depersonalization),backbone(emotional exhaustion,depersonalization),job training(emotional exhaustion),and punishment(depersonalization)(P<0.05).4.The turnover intention current status of the noncommissioned officer in the armored force of the army: the mean score of turn intention scale was 10.43±5.09.There were significantly different in terms of region,reward,overtime work,family economic status,work-reward satisfaction,place of residence before enlistment,political status,backbone,work field,job training and punishment(P<0.05).5.The resilience and its dimensions were significantly negatively correlated with job burnout and turnover intention(P < 0.01),while the dimensions of job burnout were significantly positively correlated with turnover intention(P < 0.01).The resilience and its dimensions of self-confidence,tenacity and optimism can significantly and negatively predict turnover intention(P < 0.001),which can explain the variance of turnover intention of 32.6%,29.3%,30.0% and 15.6%,respectively.The resilience and its dimensions can significantly and negatively predict turnover(P < 0.001).All dimensions of job burnout were significantly positively predict turnover intention(P<0.001),the emotional exhaustion,depersonalization,and reduced personal accomplishment can explain the variance of turnover intention of 30.2%,1.4% and 0.8% respectively.6.Job burnout played a complete mediating role between resilience and turnover intention,and the mediating effect accounts for 97.08% of the total effect.Conclusions: The resilience and its dimensions were significantly negatively correlated with turnover intention and job burnout,and the dimensions of job burnout were significantly positively correlated with turnover intention.The resilience can significantly negatively predict turnover intention and job burnout,while job burnout can significantly positively predict turnover intention.Job burnout plays a complete mediating role between resilience and turnover intention.