Commercial Banks Frontline Employees’ Job Burnout And Demission Tendency

In recent years, along with the deepening of China’s financial reform, the financial industry continues to grow and develop. Commercial banks, as an important part of the financial sector, on the one hand facing good opportunities for development, on the other hand the competition among the same industry is also increasingly fierce. As of February 2015, the National Bureau of Statistics data show that in 2014 the year of all commercial banks realized a total net profit of 1.55 trillion yuan, an increase of 9.65 percent, commercial banks accounted for eighty percent indirect financial market place. However, behind the excellent operating performance of commercial banks, bank employee turnover, job-hopping phenomenon has frequently appeared on the front-line staff to enhance liquidity and serving shorter survival time will cause some loss of bank also increased the operating costs of commercial banks. Front-line staff are commercial banks windows and facades, directly related to the image of the commercial banks, frontline employees frequently replaced to improve their quality of service unfavorable, but the bank will not increase the recruitment of small pressure. Cause of frontline staff turnover and job-hopping phenomenon for a long time due to an increase of more work intensity and pressure, limited staff of mental endurance, resulting in emotional burnout, making lower job satisfaction, turnover gradually produce ideas. It has become more severe in human resource management issues.In this paper, the commercial banks frontline staff for the study, and explore the relationship between the three dimensions of burnout and turnover intention and job satisfaction through the intermediate variables play in mediating role in the relationship. This study used survey methods of information collection, and test hypotheses proposed by literature analysis, and data analysis. The final results show that:burnout between job satisfaction was significantly negatively correlated; emotional exhaustion among job satisfaction will have a significant influence; depersonalization job satisfaction will have a significant influence; personal accomplishment loss impact on job satisfaction was not significant. Job satisfaction and turnover intention was negatively correlated. Three dimensions of burnout and turnover intention and has a significant positive effect. Job satisfaction has full role in mediating effect between burnout and turnover intention.