Research On The Impact Of Work-family Conflict On Burnout

With the urgent requirements of China's economic transformation and upgrading,competition among enterprises has intensified,and the sense of pressure and tension of employees has been increasing day by day.More and more individuals are suffering from burnout.The employee's job burnout will not only directly lead to the decline of employee's job satisfaction,behavior such as leaving or absenteeism,but also lack of professional ethics and professionalism in the work;it will also have a huge negative impact on the interpersonal relationship of the individual employees.Will affect the individual mental health of employees.However,relevant studies have shown that work-family conflicts are deeply plaguing corporate employees,and work-family conflicts have a direct or indirect impact on job burnout and satisfaction.In addition,some scholars pointed out that self-efficacy has a strong correlation with burnout,and it is more prone to burnout when individual self-efficacy is reduced.In other words,self-efficacy is likely to be a mediator between work-family conflict and job burnout,and current empirical research on this aspect is rare.From another perspective,the nature of work and family relationships may depend to a large extent on how different occupational groups view their work.In other words,the different attributions that individuals make to work-family conflicts will affect the outcome of the conflict.Attribution theory may help us better understand the different attribution paths of individuals in the face of work-family conflicts,and thus more deeply understand the mechanism of different reactions.However,there is no research in China at present.To this end,this study starts from the impact of work-family conflict on burnout and focuses on the mediating role of self-efficacy and the regulation of external control points.It not only further explores the mediator variables between work-family conflict and job burnout,but also enriches the self-efficacy as an empirical study of the outcome variables of work-family conflict and the antecedent variables of job burnout,broadening the application of external control points in attribution theory.Scope;can also help employees in the practice to broaden the perspective of working family conflicts and provide a theoretical basis for corporate managers to improve employee self-efficacy and develop incentive policies that meet employee personality traits.This paper adopts the method of combining literature analysis and empirical research,extensively reviewing the existing research results at home and abroad,designing the questionnaire to collect data,and using SPSS 21.0 statistical analysis software to analyze and test the relationship between the research variables,and finally draw the following conclusions:1.Work-family conflicts are positively affecting burnout.The two dimensions of family-work conflict and work-family conflict are positively related to burnout.2.The negative impact of work-family conflicts on self-efficacy.The two dimensions of family-work conflict,work-family conflict,and work-family conflict are negatively correlated with self-efficacy.3.Self-efficacy negatively affects burnout.4.Self-efficacy plays a part in mediating the impact of work-family conflict on job burnout.Self-efficacy partially mediating the impact of – family-work conflict on job burnout,Self-efficacy totally mediating the impact of work-family conflict on job burnout5.The external control point positively adjusts the two dimensions of self-efficacy and burnout.The higher the score of the external control point,the stronger the impact of self-efficacy on burnout.