CONCEPTUAL FRAMEWORK ON JOB BURNOUT OF THE EMPLOYEES AND ITS CORRELATIVE FACTORS IN CHINA DURING COIVD-19

In recent years, job burnout has become a new and vigorous research hotspot in the field of psychology and human resources management at home and abroad. Job burnout has a serious impact on personal health and performance but also harms the work efficiency, organizational effectiveness, and even social stability of employees. In China, there are many studies on Job Burnout of teachers and doctors, but few studies on job burnout from different fields of work. This paper takes Liaoning employees as the research sample, aiming at investigating the status quo of role stress, social support, job satisfaction, job demand, and job burnout, exploring the root causes of job burnout and their relationship, and putting forward intervention suggestions to prevent job burnout, which has practical significance for human resources management in various industries. The main enlightenments of this study on management practice are, firstly, the study finds that job burnout consists of four dimensions: job stress, job satisfaction, job demand, and social support. This provides targeted operational suggestions for organizing the implementation of job burnout intervention and prevention. Secondly, the difference test of job burnout on demographic variables brings beneficial inspiration to managers' practice and provides basis and support for individual difference management of job stress management and job burnout intervention.