Psychological Contract Perspective counselor burnout causes and Countermeasures

[Abstract] With the college enrollment, counselors working in the field of increasing pressure, the phenomenon of burnout is increasing. For the prevention and mitigation counselor burnout, psychological contract theory from the perspective of the article analyzes the causes of counselor burnout proposed countermeasures.

[Keywords: psychological contract burnout
Healthy growth of college counselors are college students as mentors, pathfinder, and close friends who are not only ideological and political work of the main participants, but also students studying and living the direct managers, colleges and universities to train qualified personnel, to improve the quality of college students The key strength.

In recent years, with the development of higher education, college enrollment continues to expand, China has entered the phase of the internationally recognized higher education students is diverse, uneven quality, their pursuit of individuality, like the maverick, non-conformist, more rebellion to the stronger of these to the education and management more difficult, so that counselors working in the first line of the task has become increasingly important, increasing pressure. Counselors in the phenomenon of burnout is increasing. Therefore, the study counselor burnout in order to reduce its negative effects, will undoubtedly have important practical significance of the article focuses on the psychological contract from a theoretical point of view to analyze the causes of burnout college counselors and countermeasures.

A counselor burnout and psychological contract theory defined
1. Counselor burnout
Burnout (Job burnout, also known as "professional failure", "burnout" means physically and mentally fatigued at work under the weight of the state, mental and physical energy is depleted feeling .1961 years of work, a book entitled <<a depletion case>> of the novel caused a sensation in the United States, the book describes the work of a construction worker, extreme fatigue, loss of ideals and enthusiasm, fled to the African jungle. Since then, the "exhaustion" (burn-out the word into people U.S. psychologist vision .1974 Buddha Luton Berg (Freudenberger the first time, fatigue and exhaustion of the introduction of psychology, and to the "burnout" definition of burnout is an individual because they can not effectively relieve the work pressure or work properly deal with experienced setbacks in the psychological state of mental and physical exhaustion. it contains the core components of emotional exhaustion (Emotional exhaustion, depersonalization (Depersonalization and low personal accomplishment (Reduced personal accomplishment in three dimensions. college counselor is a counselor burnout can not successfully cope with an extreme work pressure response, as a counselor under the pressure of the individual in the long term, because they can not work in a timely manner to ease the pressure of work or can not properly deal with the frustration arising from the emotions, attitudes and behaviors of failure state, the typical The state is low job satisfaction, enthusiasm and interest and loss of emotional alienation and indifference. college counselors as the ideological and political education and daily management of the organizers and instructors, faced with complex responsibilities, non-professional positions, marginalized and other professional difficulties with school evaluation and incentive system is unreasonable, their own problems and other factors interact, so that this group has become a high risk of burnout.

2. Psychological contract theory
U.S. scientists Argyris Organizational Behavior book in 1960 <<to understand organizational behavior>> in the first use of the "psychological contract" of the term, emphasizing the interactions between employees and enterprises, in addition there is a formal contract of employment, also includes implicit, informal and non-publicly expectations mercy in its 1980 book <<Organizational Psychology "in the psychological contract is defined as" each member and their organizations all the time there is a group of unwritten expectations "and that it influences employee attitudes and behaviors of powerful factors. Specifically, psychological contract refers to employees out of organizational policies, practices and cultural organizations at all levels of understanding and an agent to make various commitments arising from the perception, not necessarily being aware of the organization at all levels of agent with a series of mutual obligations between the organization and beliefs and these beliefs are not necessarily representative of the organization at all levels of consciousness. It mainly emphasizes the employees and the relationship between the organization, in addition to the formal provisions of the employment contract, but also the existence of implicit, informal, mutual expectations are not publicly stated its essence is the psychological content of the invisible expectations, subjective, dynamic, non-exclusive, informal character.

Studies have shown that most employees will be put into the enterprise with their own contribution to the enterprise as the ratio of the benchmark to determine the fair is not fair and if employees feel that reasonable and fair, mutually beneficial business will continue to work with, if companies do not feel subjected to fair treatment, or the perception of psychological contract fulfillment is not the organization, the psychological contract would have been destroyed, the emotional frustration and combat experience, and adjust their pay to make their own investment and business income to achieve a balance, showing lower to-business satisfaction and trust, enhance turnover intention, and even extreme behavior will show if the breach of the psychological contract and the lack of attention to long-term solution will lead to burnout, resulting in the loss of organizational effectiveness if the psychological contract both sides according to the contract work, regulate behavior, mutual interaction, the psychological contract will be able to stimulate the motivation of individual employees, to mobilize the enthusiasm of their work, efforts to complete the corresponding work.

Two counselor burnout analysis of the psychological contract
As knowledge, the individual nature of workers, counselors work is not only the individual means of livelihood, but also demonstrate their knowledge and talent, won the respect and realize their own values, the school and the primary means of social recognition. College counselor as first-line The main commitment of students who need more emotion and energy inputs, for the schools, social services, what the process should be paying the same time should be what is in their hearts there is a subjective, implicit mental agreement or psychological contract, which is the other official Economic contract can not be replaced.

According to psychological contract theory, the invisible psychological contract can be a deeper influence and determine the performance of professional counselors, behavior and results, schools and counselors and obligations of mutual responsibility between the expectations and cognitive behavior and attitudes that affect the importance of counselors factor, but a long time, college counselor is too high, the higher education issues that exist in the style of study, students of psychological crisis, campus security and stability, the employment rate of university students and other issues, total pressure on the shoulders of counselors, while in fact these problems The solution is not a counselor or personal goals can be hard to change. counselors often in work overload, over time limit, the emotional high input, high role conflict with job requirements, the resources required (such as work independently , work sense of control, the possibility of promotion and development, performance feedback, etc.) but rather lack of serious work demands and work resources do not match, which resulted in counselors are engaged in work values ​​into question, complete the tasks of belief or confidence gradually weakened, resulting in reduced levels of personal accomplishment. At the same time school counselor performance evaluation, there are some flaws, can not make a fair and objective evaluation, and dampen the enthusiasm of some of the work of counselors, enterprising and innovative, that their labor to pay is not recognized, did not win due professional respect. counselors and expect to be treated the way they felt was the real treat of a discrepancy between the way, then the psychological contract violation also occurred.

If the instructor was perceived breach of contract, will have to work, organizations, students and colleagues of dissatisfaction as to cause the work of counselors, students, colleagues of the negative attitude of indifference, to produce human-term in this state, counselors would be unfair, would not consciously work to reduce investment, job satisfaction and motivation greatly reduced, eventually leading to burnout.

Three response measures counselor burnout
Counselor is a man's work, their work is not only labor "force", it is labor, "heart", and only touch the hearts of management is most effective. Universities in management practice, only the importance of psychological contract fulfillment, to the greatest limits to prevent the emergence of counselor burnout and reduce its negative impact, because the psychological contract is more than a formal contract in line with the aims of education, to better mobilize the enthusiasm of instructors, counselors work to stimulate more potential.

1. Strengthen the 'human' concept, the implementation of the 'human' management
People-oriented management philosophy is to put people at the management of the central position of great importance to people's multi-level needs and overall development, to fully mobilize the people's enthusiasm and creativity of a management philosophy which is the psychological contract management of the ideological foundation and it requires management are fully respected teachers in the management of personality, self-esteem, recognize they have a positive potential, convinced that they are the primary resource for school management, teachers, school masters to establish the concept. Links to free download http://www . hi138.com special emphasis on the psychological contract expectations and feelings of the human heart as university administrators, counselors should be fully trust and respect, as their true, rich body of people to achieve the "matter-centric" to "human center "of the changes, weakening the" Control "and emphasized that guidance, incentives and services. While paying attention to the scientific system construction, but also should pay attention to human care, the implementation of democratic management counselor particularity lies in its creativity. Creative activities require their own space, need flexible work and flexible management system, so for mobilizing the creativity counselor, the counselor must be managed in the appropriate institutional arrangements for special, give them more work autonomy, their own job content, work environment has some say in the choice of , especially in the working methods and working time both to give considerable autonomy. In addition, they should be granted to participate in school decision-making and management activities of the right to freedom of expression to create the atmosphere, creating a fun and caring work environment. Fundamental to mobilize the enthusiasm and creativity counselor, give full play to their talents, to maximize the promotion of counselor self-goals.

2. Enhance communication, timely adjustment of the psychological contract, create a harmonious atmosphere
Psychological contract is a complex mental activity, it has a subjective, dynamic and implicit characteristics of the individual and the organization is a mutual responsibility between the subjective experience, often in a constant state of update and revision. Psychological contract adjustment consists of two phases: First phase of communication, and second, compensation or stages of change. If the counselor feels the psychological contract was violated, they hope to get the most effective communication, such as effective communication, then the old psychological contract can be maintained, such as communication is invalid, then it will have the psychological demands compensation, but organization and employees often asymmetric information problem between the employee does not know the reasons for organizational changes related to the organization's employees do not understand the psychological feelings, prone to the phenomenon of psychological contract violation, therefore, to understand and maintain a good psychological contract, school administrators and communication between the counselors is particularly important to university administrators and counselors through various forms of communication, understand and grasp the counselor, youth counselor, especially the expectations, requirements and state of mind, in a timely manner interpretation or adjustment policies, concerned about their life, work and learning, they take the initiative to solve problems the same time learn to appreciate them, trust them, as they take the stage, burdens, and create conditions to give them the opportunity to play freely, so that counselors appreciate the value of their work and sense of fairness, to create a democratic cooperation, relaxed and harmonious atmosphere, maintaining the good functioning of the psychological contract.

3. Improve the evaluation and incentive mechanism
Modern psychological theory that human behavior is a controllable system that is conducive to production, beneficial social behavior social recognition, and give recognition and incentives, positive reinforcement can play a role, and vice versa. Effective evaluation and incentive mechanism is to enhance self-efficacy of counselors the key is the development of psychological contract, an important means to alleviate burnout. university administrators should be the starting characteristics of human capital initiative, attention to incentives for the guiding role of the psychological contract counselors, so that counselors understand what schools expect and what is not advocated, what should be their own, and what is not yet achieved, etc., in order to stimulate the counselor's responsibility, a sense of belonging and enthusiasm. incentives to colleges and universities design must take account of personal development and benefits, but also take into account both emphasize individual incentives motivate the team, both have a long-term incentives and also to have short-term incentives. to make the best use of the principles according to the design of incentive systems and career development ladder, a personal counselor to guide school organizations, career planning and career management combined dialectical use of material incentives, career incentives, development incentives, such as feelings of effective incentive motivation, continuous development and maintenance of the psychological contract counselors to increase their motivation and creativity.

4. Provide development platforms, improving the quality of counselor
With the expansion of college enrollment students is diverse, varying quality, indulgent, counselors work more and more difficult the urgent need to improve the skills of educating people while the majority of counselors have created a strong desire and need for achievement. College Managers should focus to stimulate talent and to meet the needs of counselors, the development of relevant systems and improved personnel training system, to increase human capital investment counselor, to provide them with more training and professional development learning opportunities and conditions, such as through special training counselors, academic seminars, go visit, sending the exchange and other means, continue to broaden the vision of counselors, updating ideas to enhance the professional quality, growth and create conditions for the counselors to increase their self-efficacy, to meet their need for achievement, increasing degree of psychological contract, so as to promote school students carry out the work.

In summary, the psychological contract theory to explain and ease the counselor burnout is of great significance in the importance of university management practice, there are counselors and the impact of psychological contract, follow the psychological contract theory, a positive psychological contract to build a good, effective counselor burnout prevention and mitigation of the emergence of behavior and school counselors promote the development goals of harmony and unity, thus promoting the growth of the school counselor education and sustainable development.

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