The Impact of Job Demands and Resources on Employee Job Burnout - A Case Study of the Military Factory in Southern Taiwan

• Main Authors: Po, Jung-Cheng, 薄榮徵
• Other Authors: Shih, WuRong
• Format: Others
• Language: zh-TW
• Published: 104
• Online Access: http://ndltd.ncl.edu.tw/handle/5a6ghn

碩士 === 南臺科技大學 === 工業管理研究所 === 103 === This study aims to discuss the relationship among Job Demands, Job Resources and Job Burnout by the foundation of Job Demands-Resources model. This study develops research conclusion and suggestions by the means of literature review, questionnaire, pre-test, items analysis, reliability and validity analysis, statistics and data analysis. The participants are the employees in the military factory in southern Taiwan. Issued total 371questionnaires, 359 are valid, and returned rate is 96.76%. The conclusions were found by empirical analysis as follow: 1. Job demands shows significant deviation on different ages, highest education level, marital status, job position and seniority. Job Resources shows significant deviation on different ages, highest education level, marital status, job position and seniority. Job burnout shows significant deviation on different ages. 2. Job demands has a significant positive effect on job burnout. Job resources has a significant negative effect on job burnout. Job demands has both significant positive and negative effect on Job resources. 3. Job demands and resources have predictive function on job burnout. The results showed that workload, ergonomic risk, perceived supervisor support, job hazard and task autonomy have predictive function. The workload is the most predictable variation. (β=0.389) The overall predictability is 41.9%. 4. Job demands, job resources and job burnout has amoderating effect on each other. Finally, according to the result, recommendations related to job demands, job resources and job burnout will bring out to the case study and future study. Keyword: Job Demands, Job Resources, Workload, Social support, Job burnout