Job Burnout: A Study on the Basis of Psychological Capital and Job Demands-Resources Model
|Keywords||job demands job resources job burnout job engagement psychological capital middle school teachers|
The Job Demands-Resources Model is effective for it can predict an individual’s work wellbeing through his work characteristics. Most of its researches focus on its verifying not extending, so my research will exploring the role of an individual’s psychological capital in this model. In addition, with the use of this model as the theory basis, my research will investigate the relationship of the dimensions of job demands, job resources and job burnout, job engagement. By survey of 316 middle school teachers in Shenzhen, Guangzhou, Hangzhou and Changsha, my research comes to the following conclusions:1 Self-efficacy moderates the relationship between job demands and exhaustion. When the job demands are low and somewhat high, teachers with higher self efficacy are less exhausted than those with lower self efficacy, but when the job demand are very high, teachers with higher self efficacy feel more exhausted than lower ones.2 Resilience partly mediates the relationship between superiors and colleagues’ support and job engagement.3 Optimism fully mediates the relationship between job autonomy and job engagement.4 Optimism fully mediates the relationship between relatives and friends’support and job engagement.5 Quantitative work loads, emotional load and work home conflict have a significant and positive effect on exhaustion; Skill load has a significant and negative effect on cynicism and reduced professional efficacy; Emotional load and work home conflict have a significant and positive effect on cynicism and reduced professional efficacy.6 Organizational justice and job autonomy have a significant and negative effect on exhaustion; organizational justice, job autonomy and superiors and colleagues’support have a significant and negative effect on cynicism; job autonomy has a significant and negative effect on reduced professional efficacy.7 Organizational justice, job autonomy and superiors and colleagues’ support have a significant and positive effect on job engagement.