Research On The Impact Of Organizational Atmosphere Of Employees In Geological Exploration On Job Burnout

As a basic,advanced and strategic work,geological prospecting occupies a pivotal position in China’s national economy.Job burnout is widespread in the workplace,reducing the occupational burnout of geological prospecting practitioners to stimulate individual subjective initiative It plays an important role in promoting the sustainable development of the geological exploration industry.This article constructs a theoretical framework from the perspective of resource conservation theory,combining organizational resources and individual resources.It aims to explore whether organizational climate and self-efficacy have an impact on job burnout,and put forward suggestions to interfere with job burnout based on the research results.In this paper,employees of six geological exploration units in J province were used as samples,and a total of 490 questionnaires were distributed.After questionnaire recovery,screening,and statistical data,407 valid questionnaires were finally obtained.This article uses the organizational atmosphere scale and the general self-efficacy scale(GSES))And the Job Burnout Scale(MBI-GS)as measurement tools,use SPSS.24 and AMOS.25 software to analyze data,build a structural equation model of organizational atmosphere,self-efficacy,and burnout,using a combination of theoretical construction and empirical analysis Research method to explore the relationship between these three variables.The relevant conclusions are as follows:1.The score of the organizational atmosphere of the geological prospecting staff is 3.123± 0.587,which is at the upper middle level;the score of self-efficacy is 3.342 ± 0.644,which is at the higher level;the score of the burnout is 2.443 ± 0.613,which is at the middle Level.2.There are significant demographic differences between organizational climate,self-efficacy and job burnout.Among them,organizational atmosphere has significant differences in age,education,job category and salary level;self-efficacy has significant differences in gender,age and education level;job burnout has significant differences in gender,age,salary and employment category.3.Organizational atmosphere has a significant positive effect on self-efficacy.4.Organizational atmosphere has a significant negative impact on job burnout.5.Self-efficacy has a significant negative impact on job burnout.6.In the process of the influence of organizational climate on job burnout,self-efficacy plays a part of the intermediary role.7.The total effect of self-efficacy on job burnout is higher than that of organizational atmosphere on job burnout.