An Empirical Study Of The Effect Of Job Burnout And Switching Cost On Employees' Turnover Intention

The research on job burnout and turnover intention is hot spot in the organizational behavior and management psychology research. How to relieve the employees'perception of job burnout and reduce employee turnover rate to retain talents we neeged has becoming an important issue. In the review of the literature, this paper introduce the switching cost, discussing the effect of job burnout and switching cost on turnover intention separately. meanwhile, analyse these three factors'relationship to explain employee's turnover intention exactly.Firstly,we compare different job burnout,turnover intention and switching cost theories theories, summarize their key definations,dimensions,measurement methods, analyse the influences mechanism of these factors, build the research model of this paper,and then we establish our three research hypothesis.Secondly, based on previous research, we make up the questionnair to obtain statistics for the study. By means of questionnaire survey, we obtain 258 valid samples finally. Then we employed SPSS for the validity and reliability of the questionnaire. In ensuring the reliability and validity of the questionnaire, we adopt factor analysis,correlation analysis and regression analysis to test our research hypothesiss.Through the empirical research, the main conclusions are showed as follows:(1)Job burnout have significant positive impact on employees'turnover intention: emotional exhaustion and depersonalization have significant impact on employees'turnover intention; reduced personal accomplishment haven't significant impact on employees'turnover intention;(2)The three dimentions of switching cost, procedural switching cost,financial switching cost and relational switching cost, all have significant impact on employees'turnover intention;(3)Job burnout and switching cost all plays a role between Job burnout and employees'turnover intention. The high level of job burnout doesn't lead to turnover.(4)The determinant factor of turnover is different between genderwe give some suggestions according to the empirical results,including:(1) Preventing employees'job burnout through organization and work;(2) Improving employees'internal psychological expection through compensation,development opportunity,good interpersonal and other measures,that's mean incresing their switching cost. (3) As to personnel management,taking different measurement;(4) Responding to employees'turnover behavior actively, minimizing the loss.Finally we discuss the lack of this research and forecast the future research directions. The main idea of this study is the theory switching cost could be applied to the human resource management to analyse the different dimension of switching costs'affection on employees'turnover intention. This is to expang the range of research on turnover intention. And this study is a useful and positive exploration to enrich the theory of organizational behavior and management psychology.