本研究以隨機抽樣之方式，共收取來自中國大陸之全職工作者之有效電子問卷樣本205份，經描述性統計分析、信度分析、回歸分析等研究方法，得出研究結果如下：（1）工作負荷與工作倦怠、離職意向呈負相關（2）工作倦怠之情感耗竭、降低個人成就感均在工作負荷與離職意向之間具部分中介的效果（3）社會支持之主管支持會調節工作倦怠之情感耗竭對工作負荷與離職意向的中介效果。;With the rapid development of IT technology, business models are constantly enriching, and companies are increasingly demanding talents in order to improve their competitiveness. Therefore, overtime culture has prevailed in mainland China in recent years, and there is a general situation of overworked workloads for corporate employees. While the sudden emergence of 2019-nCoV has brought mainland China into anti-epidemic status, which has greatly affected the economic and employment environment. Researchers by scholars in the past have shown that individuals and groups face different stress responds in the face of sudden public health events, such as emotional anxiety, reduced self-fulfillment, etc., and even abnormal behavior and decision-making may occur, thus triggering the study interest to explore whether under the influence of 2019-nCoV, employees have different perceptions of workload, which affects their intention to leave organization and enterprises. What’s more, burnout, social support and workload are closely related to turnover intentions. Therefore, whether burnout has mediation effect between workload an turnover intention, or social support has a mediating effect between job burnout and turnover intention, is what this study holes to explore.
In this study, a total of 205 effective electronic questionnaire samples of full-time workers from mainland China were collected by random sampling. After descriptive statistical analysis, reliability analysis, regression analysis and other research methods, the research results are as follows: (1) Workload is negatively correlated with job burnout and turnover intention (2) Emotional exhaustion of job burnout and reduction of personal accomplishment all have a partial intermediary effect between workload and turnover intention (3) Supervisor support of social support will regulate the mediating effect of emotional exhaustion on workload and turnover intention.