工商管理学院知识库

国内市场经济发展呈现出稳健的发展态势，企业在高速发展的同时，对员工的各方面要求不断提高，企业员工所背负的责任与义务也随之加重，由此员工的心理压力较以往有所加剧，职业倦怠问题便无形中彰显出来。职业倦怠问题不仅危害员工的心理健康，由此引发员工工作满意度低、成就感低的问题，更是导致员工工作效率下降的主要因素，如果不正确处理职业倦怠问题必将影响企业的生产效率，导致企业失去活力与竞争力，最终企业的经济效益与健康发展必将会受到阻碍。由此可见，企业在谋求发展的关键时期，应关注到员工职业倦怠问题这一关键因素，尤其应当关注到新生代员工。新生代员工已经成为帮助企业实现健康快速发展的中坚力量，因此新生代员工的职业倦怠感亟需消除或避免，本文旨在研究新生代员工职业倦怠问题的影响因素，探究领导-员工匹配对该问题的影响机制，提出具有针对性的合理化建议，丰富人力资源管理研究。

本文通过搜集查阅相关文献对各变量以及相关理论进行简要梳理，在此基础上提出研究假设探究各变量之间的影响机制。以“90后”新生代员工为主要研究对象，借鉴相关变量的经典量表设计调查问卷，问卷所得数据通过SPSS23.0和AMOS21.0数据处理软件完成信效度检验以及相关分析，对研究假设进行验证。分析结果表明：（1）价值观匹配、个性匹配以及目标匹配在情感衰竭、成就感低和去个性化三个维度对新生代员工呈现显著负影响，影响程度各异；（2）组织绩效在领导—员工匹配中的价值观匹配、个性匹配、目标匹配与职业倦怠中情感衰竭、成就感低、去个性化三个维度中两两之间起到中介作用。

基于问卷数据分析以及实证研究结果，为缓解新生代员工职业倦怠问题，本文从以下两点出发，给出管理建议：（1）提高新生代员工与领导在价值观、目标、个性三个方面的匹配度；（2）努力增强组织绩效水平。

With the deepening of China's reform and opening up, the domestic market achieves rapid and stable economic development, and the reform of Chinese enterprises has been deepened. With rapid development of enterprises, the requirements for employees are constantly improved, while responsibilities and obligations of employees are also increased. Therefore, the psychological pressure of employees is more severe than before, and job burnout is invisible. Job burnout is not only harmful to the mental health of employees, which leads to low job satisfaction and low sense of achievement, but also the main factor leading to decline of employees' work efficiency. If job burnout is not handled correctly, it will affect the production efficiency of enterprises, lead to the loss of vitality and competitiveness of enterprises, and ultimately the economic benefits and healthy development of enterprises will be hindered. Therefore, in the critical period of development, enterprises should pay attention to the key factor of employees' job burnout, especially the new generation of employees. The new generation of employees have become the backbone to help enterprises achieve healthy and rapid development, so the job burnout of the new generation of employees needs to be eliminated even avoided. This paper aims to study the influencing factors of the new generation of employees' job burnout, explore the influence mechanism of leader employee fit on the problem, put forward targeted rationalization suggestions, and enrich the research of human resource management.

In this paper, through collection of relevant literature, the variables and related theories are briefly combed, and on this basis, research hypotheses are put forward to explore the influence mechanism between the variables. Taking the "post-90s" new generation employees as the main research object, the questionnaire was designed by referring to the classic scale of relevant variables. The data obtained from the questionnaire were tested for reliability and validity and related analysis by SPSS23.0 and AMOS21.0 data processing software to verify the research hypothesis. Results show that:(1) Value, personality and goal matching have significant negative effects on the new generation employees in three dimensions of emotional exhaustion, low sense of achievement and depersonalization;(2) Organizational performance plays a mediating role in the three dimensions of value, personality and goal matching in leader employee fit in the three dimensions of emotional exhaustion, low sense of achievement and goal matching in job burnout.