A Research On Marketing Personnels' Job Burnout In A Large Construction Enterprise

With the vigorous development of the construction industry in China,the market competition is increasingly intense.In 2018,there were more than 300,000 construction enterprises of various types in China,every large-scale construction enterprise must face severe contracting environment.Marketing personnels,who account for only 2.5%of the total number of a large construction enterprises,have to bear great pressure.Little studies have focused on job burnout of marketing personnels in a large construction enterprise.The purpose of this thesis is to investigate the degree of job burnout of marketing personnels in a large construction enterprise,and according to the results of the survey,I will give advice to deal with job burnout for marketing personnels and managers of this large construction enterprises.Literature review,questionnaire survey and case analysis have been adopted to write this thesis.(1)The causes of job burnout of marketing personnels are analyzed theoretically by ERI model,career anchor theory,self-actualized person hypothesis.(2)Three scales are used to investigate the degree of job burnout and to extract external&internal factors.(3)Select two interviewees as interview cases to provide more methods in job burnout of marketing personnels.The findings of surveys:the average value of job burnout of marketing personnels from 100 marketing personnels surveyed by this questionnaire is 7.9702.The situation of job burnout is more serious.The job burnout is in a moderate state.The external factors of job burnout are:the dullness of the work,Tense of interpersonal relation,promotion,Lack of welfare.The internal factors of job burnout are:behaving kindly,vulnerability.Individual Countermeasures:(1)respect reality and fully realize personal limitations,(2)explore the joy in work and find your interest,(3)strengthen self-awareness and keep in mind your job responsibilities,(4)branching your networkEnterprise Countermeasures:(1)establishing of an effective mechanism for job rotation and exchange in batches,(2)developing appropriate career plans and providing more training and learning for marketing personnels,(3)establishing targeted performance management methods for marketing personnels,(4)establishing psychological services department for marketing personnels,(5)enhancing enterprise informationization to avoid comnunication breakdown.