| 其他摘要 | This present study aims to focus on the development of young employees in state-owned enterprises in the communication industry, to explore the mechanism of future self-continuity of employees in the relationship between organizational justice and job burnout, and to explore the influence of the type of city where employees live. On this basis, career development countermeasures to reduce the job burnout level of young employees were proposed.
A sample of 1262 communication employees of state-owned enterprises in first-tier cities, new first-tier cities (hereinafter referred to as "(new) first-tier cities") and fifth-tier cities was recruited in the study to complete Demographic Data Questionnaire, Burnout Inventory, Organizational Justice Scale and Future Self-continuity Scale to collect data and analyze the data. This study consists of two sub-studies.
Study 1，the status quo of the influence of organizational justice perception and job burnout of communication employees in state-owned enterprises was investigated.
The main findings are as follows:
(1) There are significant differences in future self-continuity among employees with different city types, genders, ages, working years, educational background, job positions and monthly income (before tax). There are significant differences in organizational justice among employees of different genders, ages, working years, educational backgrounds and job positions. There are significant differences in job burnout among different city types, genders, ages, working years and job positions.
(2) In the (new) first-tier cities, there are significant differences in future self-continuity among employees of different ages, working years and educational backgrounds. There are significant differences in organizational justice among employees with different educational backgrounds. There are significant differences in job burnout among employees of different ages, working years and educational backgrounds. In the fifth-tier cities, there are significant differences in future self-continuity among employees with different genders, ages, working years, educational backgrounds, job titles and job positions. There are significant differences in organizational justice among employees of different genders, ages and job positions. There are significant differences in job burnout among employees of different genders and job positions.
(3) There are significant differences in future self-continuity, affection, closeness, job burnout and emotional exhaustion among different city types. The future self-continuity, likability and closeness of communication employees of state-owned enterprises in (new) first-tier cities are higher than those in fifth-tier cities. The level of job burnout and emotional exhaustion of communication employees of state-owned enterprises in fifth-tier cities is higher than that of employees in (new) first-tier cities.
Study 2, the mechanism of future self-continuity and city type in the influence of organizational justice on job burnout of communication employees in state-owned enterprises was explored. The main findings are as follows:
(1) There is a significant negative correlation between job burnout and perceived organizational justice, and a significant positive correlation between perceived organizational justice and perceived future self-continuity.
(2) There is a significant positive correlation between liking and closeness of future self-continuity and distributive, procedural and interactive justice of organizational justice. There are significant negative correlations between liking and closeness of future self-continuity and emotional exhaustion, dehumanization and low sense of accomplishment of job burnout. The distributive justice, procedural justice and interactive justice of organizational justice are negatively significant correlated with the emotional exhaustion, dehumanization and low sense of accomplishment of job burnout.
(3) Future self-continuity is significant positively correlated with educational background, job title and monthly income. It is negatively significant correlated with age and working years. Organizational justice is negatively significant correlated with working years.
(4) Future self-continuity partially mediated the effect of organizational justice on job burnout, and the indirect effect value was -0.121，accounting for 23.090/0 of the total effect.
(5) City type has a moderating effect on the prediction of organizational justice on future self-continuity Employees' organizational justice in (new) first-tier cities has a greater influence on future self-continuity (Bs,mpie=0.883, P<0.01，95%CI 0.740一1.025), while employees' organizational justice in fifth-tier cities has a smaller influence on future self-continuity归simple=0.702, P<0.01，95%CI 0.588一0.816).
Organizational justice and future self-continuity are important influencing factors of job burnout among young employees of state-owned enterprises in communication industry, and future self-continuity plays a partial mediating role between them. City type moderates the predictive effect of organizational justice on future self-continuity. Improving organizational justice can help enhance the future self-continuity and
reduce the job burnout. |
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