关键词: 国企通信员工, 未来自我连续性, 组织公平感, 职业倦怠

Abstract: Objective To investigate the relationship between sense of organizational justice,future self-continuity and job burnout among state-owned enterprise employees in communication industry,analyze the mediating role of future self-continuity. Methods The convenience sampling method was adopted to select 1 262 employees in state-owned communication enterprises in first-tier cities,new first-tier cities[hereinafter referred to as "（new） first-tier cities"] and fifth-tier cities from February to March 2022. The data were collected by the demographic data questionnaire,job burnout questionnaire,sense of organizational justice scale,self-others integration scale,and the data were analyzed. Results Among the surveyed employees,male,middle managers and managers had the highest scores of future self-continuity and sense of organizational justice,and the lowest scores of job burnout. The job burnout was significantly negatively correlated with future self-continuity and sense of organizational justice（r=-0.446,-0.518,both P<0.01）,and future self-continuity was significantly positively correlated with sense of organizational justice（r=0.453,P<0.01）. The future self-continuity played a partial intermediary role in the impact of organizational justice on job burnout,the intermediary effect was 0.121,accounting for 23.09% of the total effect. The city type had a moderating effect on the prediction of organizational justice on future self-continuity（Moderated mediation index 95%CI:-0.099 0--0.000 4）. The moderating effect wasmarginal significant（the result of the interaction between organizational justice and city type was t=1.951,95%CI:-0.001-0.363,P>0.05）. The employees' organizational justice in（new） first-tier cities had a greater impact on future self-continuity（Bsimple=0.883,P<0.01,95%CI:0.740-1.025）,while employees' organizational justice in fifth-tier cities had a smaller impact on future self-continuity（Bsimple=0.702,P<0.01,95%CI:0.588-0.816）. The scores of future self-continuity,perceived organizational justice and job burnou in employees in（new） first-tier cities were （5.28±0.98）,（4.06±0.55） and （2.59±0.89）points,respectively. The employees in fifth-tier cities had lower scores of future self-continuity[（5.12±0.93）points],perceived organizational justice[（4.02±0.53）points],and higher scores of job burnout[（2.71±0.91）points]. Conclusions The organizational justice and future self-continuity are important influencing factors of job burnout among employees in state-owned communication enterprises,and future self-continuity plays a partial mediating role between them. The city type moderates the predictive effect of organizational justice on future self-continuity. Improving the sense of organizational justice is conducive to improving their future self-continuity and reducing their level of job burnout.

Key words: Employees in state-owned communication enterprises, Future self-continuity, Sense of organizational justice, Job burnout