Attribution And Management Strategies Research Of Job Burnout In Middle Managers

Job burnout is a growing problem in employee management practice. Researches now show that burnout does not merely happened in some particular industries, it is a general problem in all kinds of industries. If the burnout cannot be effectively controlled or solved, it will directly lead to employees’negative attitude, even turnover, all influence the enterprise performance. Middle managers are identified as managers and by managers simultaneously at work, the heavy burden and high pressure make them easily having burnout. The impact of burnout in middle managers does not only lie in themselves, it will spread to the whole department or group, which makes the research about digging out the causes of burnout in middle managers a necessity in management practice.This job burnout attribution research is based on dimensions of organizational and personal. First, factors that influenced job burnout has been analyzed qualitatively; then a job burnout attribution model has been built; Next is questionnaire survey and data collection based on the revised MBI scale. Finally, according to the result of empirical analysis, management measures has been proposed to eliminate burn out and improve their enthusiasm of work.Result of this research shows that influencing factors of middle managers’burnout are different in industries and ownerships:For the middle managers in state-owned enterprises, styles of leadership mainly influence depersonalization, organizational uncertainty mainly lead to diminished personal accomplishment, employee emotion is the main cause of emotional exhaustion and diminished personal accomplishment; For the middle managers in private enterprises, degree of autonomous control and styles of leadership lead to diminished personal accomplishment, organizational uncertainty mainly lead to depersonalization, employee emotion is the main cause of emotional exhaustion and depersonalization; For the middle managers in foreign-owned enterprises, styles of leadership mainly cause diminished personal accomplishment, characters of employees mainly lead to emotional exhaustion and diminished personal accomplishment; For the middle managers in manufacturing industries, styles of leadership mainly influence depersonalization, organizational uncertainty mainly lead to diminished personal accomplishment, characters of employees and work motivation mainly lead to emotional exhaustion; For the middle managers in high-tech enterprises, degree of autonomous control mainly influence depersonalization, organizational uncertainty mainly lead to emotional exhaustion, characters of employees mainly lead to emotional exhaustion and diminished personal accomplishment; For the middle managers in service industries, organizational uncertainty and degree of autonomous control mainly lead to diminished personal accomplishment, work motivation is the main cause of emotional exhaustion. Then analyzes of the conclusions are conducted and relevant management strategies are proposed.