The Impact Of Job Stress On Job Burnout: An Exploration Of The Function Boundary

With the globalization of information technology,The economic age has come.Following is the increasingly fierce competition among enterprises,the gradual substitution of intelligent equipment to the labor force,and more difficult task requirements for employees,and more and more post competition.At the same time,along with the growth of age,the problem of marriage and child raising also increases the annoyance of employees,and becomes a factor of too much work pressure.On this basis,the level of employee burnout is becoming serious,which has become a socialized disease.Employees face serious emotional exhaustion,cynicism and low sense of achievement,which not only harm their physical and mental health,but also reduce the work enthusiasm and project performance of the employees in the actual work,which is not conducive to the growth of enterprise performance,and seriously hinders the value-added of social wealth.From the perspective of work pressure,the present situation of employee relationship is combed and the relationship model between job stress and job burnout is established,and a series of hypotheses are put forward to verify the moderating role of organizational justice,perceived organizational support,transformational leadership and leadership-member exchange in the relationship between job stress and job burnout.A total of 265 valid questionnaires were collected.Through the descriptive statistics,variance analysis,correlation analysis and stratified regression analysis,the main conclusions were drawn:(1)job stress has a significant positive predictive on job burnout.(2)organizational justice plays a moderating effect in the relationship between job stress and job burnout,that is,the higher the sense of organizational justice is,the weaker the positive relationship between job stress and job burnout is;on the contrary,the stronger it is.(3)organizational support plays a moderating effect in the relationship between job stress and job burnout,that is,the higher the sense of organizational support is,the weaker the positive relationship between job stress and job burnout is;on the contrary,the stronger it is.(4)transformational leadership plays a moderating effect in the relationship between job stress and job burnout,that is,the stronger the sense of transformational leadership is,the weaker the positive relationship between job stress and job burnout is;on the contrary,the stronger it is.(5)leadership-member exchange plays a moderating effect in the relationship between job stress and job burnout,that is,the stronger the sense of leadership-member exchange is,the weaker the positive relationship between job stress and job burnout is;on the contrary,the stronger it is.Finally,based on the conclusions of the study,this paper puts forward some suggestions in the organization of human resource management practice,trying to help organizations to take effective measures to reduce the harm of job burnout:(1)to establish a work pressure assessment system.(2)improve the organizational environment and help employees adjust their work pressure.(3)starting from organizational perception,we should start employee relationship management.(4)transformational leadership is the requirement of the times.(5)strengthen leadership-member exchange to achieve organizational cohesion and organizational performance improvement.