The Relational Study of Emotional Exhaustion and Work Overload in the Congress Contact

• Main Authors: LAI,PENG-CHOU, 賴泙州
• Other Authors: CHEN, KUO-CHIA
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/4vnaya

碩士 === 開南大學 === 國際企業學系 === 107 === There is no substitute for the relationship between the employees’ understanding of HRM practices and their happiness. Even though some studies suggest the understanding of HRM practices will improve employee health and happiness, (Alfes et al., 2012) others find they will lead to higher stress and emotional exhaustion. (Tensen et al., 2013) Our research model points out that when employees understand that HRM practices are for improving their job performance, they will have a higher job involvement and a lower emotional exhaustion. On the other hand, when employees believe that HRM practices are used to lower organizational cost, they will transfer workload into higher emotional exhaustion. Therefore, this study aims to explore the effect of HRM cost attributions on emotional exhaustion and the mediating role of work overload. Using military congress contact as samples, there are 80 valid questionnaires for study. Through empirical analysis from questionnaires, this study reveals that 1.The α values of work overload and emotional exhaustion are greater than 0.7, which is an acceptable reliability value. 2.there is a positive correlation between emotional exhaustion and work overload. 3. exhaustion has a positive effect on Work overload . Higher emotional exhaustion will increase Work overload. This supports H3 hypothesis. 4. Only age has a significant discrepancy on views regarding work overload and emotional exhaustion.