Coping Strategies For Job Burnout Of Young Employees In Shanhai Company

Shanhai company is a large state-owned iron and steel enterprise,which plays a leading and exemplary role in promoting the development of China's iron and steel industry.As an important force in the development of the company,the young employees have job burnout in the work.If they don't deal with it,it will seriously affect the physical and mental health of the employees and the smooth and stable development of the company.This study takes young employees under 35 years old of Shanhai company as the research object,through literature analysis,questionnaire survey and interview,to explore the current situation of job burnout and coping strategies of young employees in Shanhai company.On the basis of a comprehensive review of the theoretical research on job burnout at home and abroad,based on the three-dimensional theory of job burnout and MBI-GS scale,this paper makes a quantitative analysis on the job burnout of young employees in Shanhai company from three dimensions of emotional exhaustion,depersonalization and low sense of achievement.The results show that the young employees of Shanhai company are generally in mild job burnout,and the proportion of the young employees with moderate and high job burnout is 31.34%.The factors such as age,marital status,job nature and working age are significantly related to the job burnout of the young employees of Shanhai company.Combined with the interview method,this paper makes a further study on the causes of job burnout of young employees in Shanhai company from four aspects: individual,work,organization and society.It is found that personal factors,work factors,organizational factors and social factors are intertwined,which leads to job burnout of young employees in Shanhai company.Combined with the cause analysis and the actual situation of the enterprise,this study puts forward some countermeasures for the individual,work and organization levels,such as improving the skills of young employees,expanding the channels of marriage and friendship,improving the physical and mental health level of employees,reducing the workload,implementing the job rotation system,improving the working environment and environmental awareness,optimizing human resources measures,and improving the management level of the company.In view of the social level,this paper puts forward some mitigation strategies,such as alleviating the family pressure of young employees,enriching their cultural life,etc.At the same time,the paper puts forward some safeguard measures,such as increasing organizational support and creating a culture atmosphere of tolerance and responsibility,to ensure the smooth implementation of the response strategy.