Raktiniai žodžiai: profesinis perdegimas, gidas, turizmas. Darbo objektas – profesinio perdegimo sindromas. Darbo tikslas - nustatyti profesinio perdegimo sindromo paplitimą gidų profesijoje. Darbo uždaviniai: 1. Išanalizuoti profesinio perdegimo sindromo sampratą teoriniu aspektu; 2. Atskleisti priežastis, sukeliančias profesinį perdegimą; 3. Nustatyti, kokie kriterijai lemia/nelemia gidų profesinį perdegimą. Rezultatai: Profesinio perdegimo sindromas apibrėžiamas kaip emocinio, psichinio ir fizinio išsekimo būsena susidedanti iš trijų komponentų: emocinio išsekimo, depersonalizacijos ir asmeninių profesinių siekių redukcija. Profesinio perdegimo sindromo pasireiškimui įtaką daro individualūs faktoriai (socialiniai-demografiniai), asmenybės savybės, organizaciniai faktoriai. Nors dėl individualių faktorių, tokių kaip lytis, amžius, šeimyninė padėtis, išsilavinimo lygis, darbo stažas mokslininkų nuomonės ir tyrimų rezultatai išsiskiria, tai tiesiog patvirtina, jog skirtingose profesijose profesinio perdegimo sindromas gali susidaryti dėl skirtingų priežasčių. Darbo pobūdis gidų profesijoje profesinio perdegimo sindromo pasireiškimui įtaką gali turėti tik pirmam komponentui – emociniam išsekimui. Darbo stažas nuo (3 iki 10 metų ir daugiau nei 10 metų) neturi įtakos profesinio perdegimo sindromo formavimuisi gidų profesijoje, tačiau darbo stažas iki 3 metų tikėtina, gali daryti įtaką sindromo pasireiškimui. Neatitikimas tarp keliamų darbo reikalavimų ir gaunamo atlyginimo už... [toliau žr. visą tekstą] / Object: Syndrome of the job burnout. Aim – to analyze professional burnout syndrome prevalence of guide profession Objectives: 1. To analyze the concept of job burnout syndrome in theoretical terms. 2. To reveal causes of job burnout. 3. To find out criterions which lead/ does not lead to job burnout. The main findings. Job burnout syndrome is defined as the emotional, mental and physical exhaustion state consisting of the three components: emotional exhaustion, depersonalization, and personal professional goals reduction. Job burnout syndrome is influenced by individual factors (socio- demographic), personality characteristics and organizational factors. There are different opinion about individual factors such as gender, age, marital status, level of education and work experience, influence job burnout but it confirms that the different reasons can lead to job burnout in a difference professions. Type of job can have influence only to the first job burnout component - the emotional burnout, in the guide profession. Seniority of 3 to 10 years and more than 10 years does not affect the formation of job burnout syndrome in the guide profession, but work experience less than 3 years can lead to job burnout in the guide profession. An imbalance between job requirements and the salary has no impact on any professional burnout syndrome component. Professional burnout syndrome is not common in the guide profession because it was not found that any of the burnout criteria would... [to full text]

In recent years because of the multiplex duty border plan & the globalization competition environment competition, developed ¡§the Atypical Employment Relationship¡¨ gradually the manpower dispatch pattern¡CThe globalization increased enterprise's competitive power, in order to be survived under the entire competition, the most enterprises tend to adopt a flexible HRM system to reduce the cost, the production diversification as well as promote the product quality, except will move to the manpower cost inexpensive area, will also use the Non-traditional Employment Relationship in the non-core business execution, will create the biggest superiority. But in domestic, the Executive Yuan economic construction could announce ¡§service industry development guiding principle & the course of action¡¨ in Apr. 2004, the manpower dispatch is included one of 12 prioritize industries, in this plan to the manpower dispatch service entrepreneur hoped could achieve 1000~2000 market capacities, but to dispatched the laborer to hope could achieve 300,000 people ¡CThis plan, attracts the entrepreneur who favors this market sesame seed cake to take place of the fallen invests this industry. Is engaged in the manpower dispatch industry personnel therefore increasing, & provide their profession & customize service to these needs enterprise. Although the manpower dispatch in domestic is already in fashion for many years, at present in domestic is engaged in the dispatch industry personnel also closely 80,000 people(According to the Council of Labor Affairs Executive Yuan in 2003 estimates, but it estimates the scope also to contain includes the service to contract the jobholders),however, a job dem& the manpower dispatch is often decided by these needs enterprise, confronting positions to dispatched worker, therefor these staff in Employee Dispatching Industry will blend with each othere. The goal of the thesis is to provide a dispatching industry study and analysis of: 1) The job characteristic of the employee dispatching industry. 2) The relations between the job characteristic of the employee dispatching industry and turnover. 3) The effect of the job characteristic and job satisfaction on distpatching industry turnover, and 4) The effect of the job characteristic and job burnout on distpacthing industry turnover. During this study, there are 400copies of the questionnaire were sent out to those staff in employee dispatching industry, 102 were returned. The return rate was 25.5%. From this research, we can conclude that: 1.These staff in Employee Dispatching Industry mostly are university degree, female, single & within 3 years experience in this industry. We think that because female characteristics compare job characteristics. 2.The job characteristics category, resigning intention can be restrained by increasing working autonomy . Skill variety has outst&ingly direct effect on turnover. 3.The job characteristics category, internal satisfaction can be improved by increasing skill variety, task significance & working feedback, but external satisfaction can by improved by increasing working autonomy. 4.Job burnout has mediating effect between the job characteristics & turnover.

Abstract Teachers in the City of Kaohsiung affected by this transformation were surveyed with the goal of achieving the following objectives: (1) To identify the general reactions of teachers to the change. (2) To explore the added role pressure experienced by the teachers as a result of the transformation and the related burnout issues. Furthermore, to understand which types of role pressure and burnouts are considered to be the most severe. (3) To understand the relationship between the role pressure and the sense of burnout experienced by the teachers. (4) To investigate the intervening effect role pressure plays between burnout and the organizational transformation. (5) To explore the effects that societal support has on the level of burnout experienced by the teachers. The survey used in this research targets teachers who have been affected by the change in status of vocational high schools into general purpose college-preparatory high schools in the city of Kaohsiung. A total of 490 surveys were delivered, with 416 of them returned from the recipients. The response rate is 84.9%. The survey responses were analyzed by the SPSS10.0 statistical software package for mean, standard deviation,one-way ANOVA,T ¡VTest cronbach £\, reliability analysis, factor analysis, pearson of correlation, regression analysis: Assumptions: (1) The high school teachers possess an above average understanding of the organizational transformation process. (2)The high school teachers experience larger than average level of role pressure and burnout as a result of the transformation. (3)That there is a positive correlation between role pressure and burnout (4) That role pressure plays an intervening role between the transformation and burnout. (5) That social support has an influence on role pressure and burnout.

Investigating the Relationship of Work-Family Conflicts Through the Self-Determination Theory Abstract: Interpersonal climates influence motivation of both family and work-related activities in the family and the workplace. Within the family, the feeling of being valued by one's partner directly affects a person¡¦s self-determination, while at the same time within the workplace, the feeling of being autonomy-supported by one's employer will affect one¡¦s self-determined motivation towards work related activities. If people had a high level of self-determination, they would be able to decide for themselves which activities to devote themselves to and would do so in high spirits, thus making it difficult for family alienation to occur. Nevertheless, once the phenomenon of family alienation occurs, one is no longer able to obtain family support and approval, thus is stripped of self-merit. Moreover, this phenomenon will also produce feelings of loneliness, frustration, which in turn influences the experience of work-family conflict. Ultimately in the end, work-family conflict leads to job burnout. This research uses Kaohsiung high school teachers as the subject of study, focusing primarily on how personal relationships affect self-determined motivation within the family and the workplace. Moreover, low levels of self-determined motivation in both the family and the work place leads to family alienation. Furthermore in discussing the relations among family alienation, work-family conflicts, job burnout, the factors of gender, age, position and the nature of the school were used to investigate and analyze the effects of interference of feeling valued by one's partner, feeling of being autonomy-supported by one's employer, motivation towards family activities, motivation towards work, family alienation, work-family conflicts, and job burnout. This research uses the method of survey questionnaire, and is analyzed with various methods of statistical analysis. The important discoveries are stated as follows: A. It was found that Kaohsiung teachers who had a strong feeling of being valued by one's partner within the family environment, also had a high level of self-determined motivation and therefore lessened the occurrence of family alienation. B. It was found that Kaohsiung teachers who did not have a strong feeling of being autonomy-supported by one's employer within the workplace but had adequate acceptance, possessed a lower self-determined motivation and less motivation towards work; Thereby making it easier for family alienation to occur. C. Taking care of children was the main factor leading to work-family conflict for Kaohsiung teachers¡¦. D. Family-work interference was the main factor leading to job burnout for Kaohsiung teachers. E. It was found that family alienation produces work-family conflicts and thus ultimately leading to job burnout. F. The interference effect of gender. 1. The interaction of motivation towards work activities and gender has an interference effect on family alienation. 2. The interaction of self-determined motivation towards work and gender has an interference effect on family alienation, work-family conflicts, and job burnout. G. The interference effect of occupational position 1. The interaction of Motivation towards family activities and occupational position has an interference effect on family alienation. 2. The interaction of self-determined motivation towards family and occupational position has an interference effect on family alienation, work-family conflicts, and job burnout. H. The interference effect of age 1. The interaction of motivation towards family activities and age has an interference effect on family alienation. 2. The interaction of self-determined motivation towards work and age has an interference effect on job burnout. I. It was found that effects of cultural difference between western and eastern culture created different methods for solving work-family conflicts. J. It was found that differing results produced from eastern and western cultural caused variations towards gender. Keyword: self-determined motivation, family alienation, work-family conflict, job burnout

The current research aims to examine the relationship among emotional labor, job burnout, impulsive buying behavior, and self-monitoring, and designates job burnout as mediator and self-monitoring as moderator. The research chose convenience sampling and sent out 400 questionnaires. 387 effective questionnaires were received and used STATA 8.0 to analyze descriptive statistics, reliability analysis, exploratory factor analysis, t-test, one way ANOVA, correlations and multiple regressions, and used LISREL8.8 to analyze confirmatory factor analysis. Verifying the model of this research institute inference with the structural equation model, the result shows the model mixes the degree rightly well. The findings of the study as followed: 1. First-line employees with different characters will lead to variance emotional labor, impulsive buying behavior. 2. There is a relationship between the emotional labor, job burnout and impulsive buying behavior. 3. There is a prediction between the emotional labor, job burnout and impulsive buying behavior. 4. There¡¦s a partial mediating effect for job burnout on the relationship between emotional labor and impulsive buying behavior. 5. Self-monitoring has moderating effects between the emotional labor of surface acting and impulsive buying behavior of compensatory impulsion.

The purpose of this study was to propose an exploratory causal model that examines the influence of several antecedent variables on burnout. The antecedent variables included age, marital status, education, tenure, Type A personality, Jungian types, death anxiety, leadership style, job satisfaction, stress, coping efficacy, and marital satisfaction. The validity of the causal model was tested by using path analysis. Subjects were 100 male firefighters who completed self-report measures of the predictor variables. Instruments included the Jenkins Activity Survey, Myers- Briggs Type Indicator, Collett-Lester Attitudes Toward Death Scale, Leader Behavior Description Questionnaire, Job Descriptive Index, Perceived Job Stress, The Coping Inventory, Dyadic Adjustment Scale, and the Maslach Burnout Inventory. Perceived work stress made the only direct contribution to the variance in burnout. Direct paths were found to stress from job satisfaction, Type A personality, and single marital status. Job satisfaction was directly related to leadership (consideration) and the Jungian Introversion, Feeling, and Perceiving preferences. Direct paths were found to marital satisfaction from death anxiety, leadership (consideration), and leadership (structure). Leadership (consideration) was directly related to structure. From the above results, it can be concluded that perception of stress is an important factor in predicting burnout. Other factors are important contributors to stress and have indirect effects on burnout. Implications for the prevention and treatment of job burnout are discussed.

The purpose of the current study was to investigate factors in the work environment that impact job burnout among academic support professionals who work with college student-athletes. Specifically, the factors of job control match, fairness march, rewards match, and workload match were explored. Additionally, the extent to which emotional exhaustion and depersonalization had an effect on turnover intention was explored. Job burnout has been found to have negative impacts on professionals in human services professions. The sample consisted of academic advisors and learning specialists affiliated with National Collegiate Athletic Association (NCAA) Division I programs. Results suggest academic support professionals experience a high level of emotional exhaustion related to a mismatch in perceived job control, rewards, and workload. Additionally, higher levels of emotional exhaustion were found to significantly impact turnover intention. Practical solutions that address job mismatches are discussed along with theoretical implications for the person-environment fit framework applied in the context of the sport industry.

One of the most common sources of stress is one's job and the struggle to balance the demands of one's job with those of one's family and/or romantic relationship. Prolonged exposure to stress can lead to burnout, and it can affect various aspects of one's life and one's emotional and cognitive well-being. Firefighters, police officers, and corrections officers are susceptible to burnout. If their well-being is compromised, it can impact their job performance, which can negatively impact society. The purpose of this study was to determine if a relationship exists between work-family conflict (time-based, strain-based, behavior-based), job burnout (exhaustion, depersonalization, accomplishment), and couple burnout in high-stress occupations, using the work-family conflict model. Using standard multiple regressions, strain-based work-family conflict and behavior-based work-family conflict were significant predictors of emotional exhaustion, depersonalization, and couple burnout. Work-family conflict scores predicted levels of personal accomplishment. In addition, emotional exhaustion was a significant predictor of couple burnout. This study provided insight into the aspects of work-family conflict and job burnout and how they predict couple burnout. Future research may include females, spouses, and other variables that may also predict burnout. Increasing education on which aspects of work-family conflict and job burnout predict couple burnout can help to increase awareness and well-being for individuals working in high-stress occupations. It can also lead to social change by encouraging changes in hiring, training, and support services, which can increase occupational retainment and allow employees to deliver the highest level of service to the populations in which they serve.

The Relationship among Work-Family Conflict, Job Burnout, and Turnover Intention of Female Professionals in High-Tech Companies Abstract Last ten and more years , high-tech industries grow prosperous in Taiwan. There are lots of professionals entering to the high-tech industries. Though the environment of high-tech industry is better than traditional industry-- the better payment and the better future vision, it is also the place which makes the job pressure, stress, and burnout. The job burnout, coming from the long-term stress, brings to individual the embarrassment in his life, family, and career development. The stress management in professional job becomes the future issue to those managers in high-tech industry. Today, the structure of global human resource has changed, large of educated women join the labor market, they are playing multiple roles. In the limitation of time and energy, it¡¦s easy to make the inter-role conflict during she hopes to play each role perfectly. Evidence is increasing that work-family conflict negatively influences individual¡¦s physical and psychological aspects. Under the high-tech industry speedy innovation and intense competition, employee¡¦s work-family conflict and the work stress are more catching the attention. Though female professionals are the developing resource in the labor market, they are also the crowd tending to work-family conflict. If the female professionals are always in the condition of stress and no proper way to diminish it, eventually, they will be burnout and withdraw from the working place. It will be big loss not only to individuals but also to the companies. This study examined the relationship among burnout, perceived Job stress, and turnover intention using 165 female professionals from the companies in Science-Based Industrial Park, Hsinchu, in particular, whether job burnout played a mediating role and social support played a moderating role in the stress-burnout process . The results indicated that : 1. Among the three components of work-family conflict, work interfering family was in high degree. And among the stressors, family involvement, and kids pressure were in high degree. 2. Among the three components of burnout, the exhaustion phenomenon was in high degree. 3. Work-family conflict was positively significant to job burnout. 4. A significant positive correlation was identified between job burnout and turnover intention. The exhaustion and cynicism components of burnout were positively significant predictors of turnover intention. 5. Job burnout was found to have significant mediating effect between work-family conflict and turnover intention. 6. Boss support, one of the social support components, was negatively associated with job burnout and turnover intention. In the moderating effect, most social support in higher-grades groups influenced work-family conflict and job burnout, and job burnout and turnover intention more significantly than lower-grades groups. Key words: work-family conflict, job burnout, turnover intention, social support, high-tech company, female professional.

Abstract Coming with evolution of social structure, the industrial structure has been changed continually. From earliest agriculture and industrial society. Taiwan has gradually moved into modern society¡Vservice society. Within service society, department store is the most typical business. For the clerks of department store the most significant job is providing face-to-face service to customers. The working hours for the clerks are mainly concentrate on vacation and nighttime combined with long period standing. Hence the influential of physical and psychological stress will cause job burnout. Precisely, clerks are not directly employed by the department store, even they affect the sales and quality of department store nevertheless the department store could not implement the same motivation on clerks as they were hired by boutique. Managerial methods and strategies have become the critical topic for human resource mangers. This study focus on the source of job burnout, the clerk is the main component, job burnout is the media variance, using those factors to discuss the mediating effect among leadership, role stress, social support, turnover intention, sales performance and sales attitude to the job burnout. The consequence indicated that: 1.The clerks gained highest degree in the leadership of goal achievement. 2.With role stress, the role overloads that affect clerks is more seriously. 3.With social support, the colleagues supporting provide the highest support. 4.With job burnout, the exhaustion that affects clerks is more thoughtfully. 5.A negative correlation was identified between leadership and job burnout. Along the leadership, it emphasizes the goal and depersonalization has negative interaction but the interactive to the diminished personal accomplishment among leadership result positive effect. 6.The positive correlation was identified between role stress and job burnout of clerks. Once the role overloads of the role stress occur, the positive effect of exhaustion may take place and the negative effect may diminish personal accomplishment. Further the role ambiguity and role conflict of role stress may show the positive correlation. 7.A notable correlation was identified between social support and job burnout. The workman support of social support may have negative correlation on job burnout. Moreover, a negative correlation was identified between family supports of depersonalization and diminishes personal accomplishment. 8.A predictable correlation was identified between job burnout and turnover intention. The job burnout and turnover has positive correlation. 9.A diligent positive correlation was identified between job burnout and turnover intention. The exhaustion of job burnout and turnover intention has positive effect. 10.A significant correlation was identified between exhaustion of job burnout and diminishes personal accomplishment. Exhaustion of job burnout to the sales performance has positive effect, in addition diminish personal accomplishment of job burnout has positive effect to the sales performance. 11.A notable negative correlation was associated with job burnout and service attitude. Depersonalization of job burnout and diminished personal accomplishment creates negative effect. 12.In mediating effect, the leadership will affect the turnover intention by job burnout; the role stress will cause turnover intention and service attitude by job burnout. 13.The interaction among leadership, role stress and social support will influence job burnout precisely. KEY WORDS: Leadership, Role Stress, Social Support, Department Store, and Clerk of Boutique, Job Burnout