Study On The Mediating Role Of Job Burnout On The Relationship Between Employees And Organizations For Post-90s Employees

With the coming of knowledge economyera,Chinese enterprises pay mo re attention to the coordination between employees and organizations in the competition of economic market,and the labor behaviors perceived by employees after organizational support.The post-90s employees,as the new labor force of enterprises,face severe employment pressure.However,there have been frequent job hopping and irresponsible turnover behavior,which has attracted the attention of enterprises.Based on the comprehensive and analyzing existing literature on employee organization relationship at the background,based on the social exchange theory,using empirical research methods,and perceived organizational support,job burnout and turnover intention research hypothesis as the main line.On the basis of the domestic and foreign mature scale,the survey questionnaire is compiled to collect the data.Through the questionnaires issued by the post-90s employees in the enterprises,the collected data were analyzed by descriptive statistics,homology variance test,reliability test and confirmatory validity test.Finally,the hypotheses were verified by correlation analysis and multiple regression analysis.The results of the study indicate that there is a significant negative effect between(1)organizational support and job burnout,a moderate correlation,and a value of pearson;Post-employment turnover has a significant negative impact(a=-0.377,P<0.01);there is a significant positive effect between job burnout and turnover intention,with a weaker correlation,The value is 0.477.(2)Multiple linear regression was performed on organizational support and turnover tendencies,organizational support and job burnout,job burnout,and turnover intention.We found that there was no multicollinearity and met the data requirements for multiple regression analysis.(b)Using stepwise regression to analyze the mediating role of turnover intention in the sense of organizational support and turnover intention.After the introduction of job burnout,the coefficient of organizational support and turnover tends to change from-0.621 to-0.132;Variant explanatory power has improved.This shows that after joining work burnout,the degree of effect of organizational support(independent variables)on the turnover intention(dependent variable)of post-employee employees changes.According to the analysis results,this study suggests that the process of new enterprises in the management of after generation of employees,90 employees should pay attention to the material and spiritual aspects of support,understanding and recognition of 90 values,provide competitive salary;at the same time,it is also suggested that the staff help plan should be introduced to widen the help for the post-90s employees in their work,life and development,and to care for their psychological development and changes;for employees and employee turnover behavior in-depth communication,through the understanding of employee turnover motivation,adjustment of job burnout,change the employees' perception of organizational support to,in order to forecast the turnover intention of 90 employees,the turnover ratio is controlled with in a reasonable range.Enterprises should set up inclusive corporate culture,establish reasonable incentive mechanism,clear promotion path and other management measures,help to achieve harmonious post-90s employees and organizational relationship management,and promote joint development of employees and enterprises.