Table_1_A study of the psychological mechanisms of job burnout: implications of person–job fit and person–organization fit.XLS

Job burnout and work pressure are pivotal concerns in human resource management and workplace mental health, profoundly impacting organizational sustainability and individual well-being. Grounded in the person–environment fit theory, this empirical study quantitatively investigates the psychological mechanisms of person–job fit and person–organization fit in job burnout, highlighting the mediating role of work pressure. To test our hypotheses, we investigated 477 employees from 63 IT enterprises around China’s Pearl River Delta region. The findings reveal that person–job fit is negatively associated with job burnout and work pressure, while work pressure positively influences job burnout, partially mediating the relationship between person–job fit and job burnout. Similarly, person–organization fit negatively affects job burnout and work pressure. However, its direct influence on job burnout is insignificant, indicating that work pressure fully mediates the relationship between person–organization fit and job burnout. These findings are consistent with the person–environment fit theory, enhancing our understanding of how individuals fit with their jobs and how organizations affect job burnout through work pressure. This study offers valuable insights for organizations seeking to mitigate burnout and promote employee well-being.

职业倦怠与工作压力是人类资源管理与职场心理健康的关键议题，对组织的可持续性和个人的福祉产生深远影响。本研究基于人-环境适配理论，通过实证研究方法，定量分析了职业倦怠中的人-岗适配与个人-组织适配的心理机制，并突出了工作压力的调节作用。为验证我们的假设，我们调查了位于中国珠江三角洲地区的63家IT企业的477名员工。研究发现，人-岗适配与职业倦怠及工作压力呈负相关，而工作压力对职业倦怠具有正向影响，部分调节了人-岗适配与职业倦怠之间的关系。同样，个人-组织适配对职业倦怠及工作压力具有负向影响。然而，其对职业倦怠的直接影响不显著，表明工作压力完全调节了个人-组织适配与职业倦怠之间的关系。这些发现与个人-环境适配理论相符，加深了我们对个体与其工作适配以及组织如何通过工作压力影响职业倦怠的理解。本研究为寻求减轻职业倦怠并促进员工福祉的组织提供了宝贵的见解。