Employees’ Career Resilience And Its Relations To Turnover Intention, Job Burnout

Nowadays, being in a constantly changing work environment with the fast rhythm and high pressure, employees need more career resilience, which regard as a kind of ability helping to respond quickly to changes in the work environment. In order to reduce employees’job burnout and turnover rate for the purpose, the research takes Chinese enterprises as the background, introduced the concept of career resilience.Based on the career resilience theory and empirical study, the author put forward the theoretical model. This study takes employees of a machinery manufacturing enterprise in Shandong as the study sample, through the questionnaire survey method, explores the the relationship between career resilience and job burnout, as also as the relationship between career resilience and turnover intention.Study made an analysis on the data through the the reliability and validity analysis, factor analysis, correlation analysis, hierarchical regression analysis and other statistical methods. The method Wen Zhonglin (2005) have used for moderator test is also used in the study. As a result, the following conclusions are drawn:1. Employees’career resilience have significant negative influence on job burnout;2. Employees’ career resilience have significant negative influence on turnover intention;3. Perceived organizational support plays a moderating role in the relationship between career resilience and job burnout, and the same as the relationship between career resilience and turnover intention. Based on the empirical result, obtained some suggestions contributing to the reduction of staffs job burnout and turnover rate.