The Impact of Career Resilience on Job Burnout in University Physical Education Teachers: The Chain Mediating Role of Job Satisfaction and Job Performance

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Method A survey was conducted on 455 college physical education teachers using the career Resilience Scale, Job Burnout Scale, Job Performance Scale, and Job Satisfaction Scale. The Bootstrap method was used to test and analyze the mediating effect between job satisfaction and job performance. Result 1) Career resilience has a negative predictive effect on the Job burnout of college physical education teachers (direct effect is -1.1266, P<;0.01); 2) Job satisfaction and job performance play a mediating role between career resilience and burnout among college physical education teachers, and this mediating role includes three pathways: the individual mediating role of job satisfaction, the individual mediating role of job performance, and the chain mediating role of job satisfaction and job performance. Conclusion Career resilience indirectly affects the job burnout of college physical education teachers through the chain mediation effect of job satisfaction and job performance. Career resilience Job burnout Job performance Job satisfaction University physical education teachers Figures Figure 1 Figure 2 Introduction With the continuous progress and development of society, the work of modern physical education teachers has gradually become cumbersome and complex. Physical education teachers not only need to complete their assigned teaching, training, and competition tasks, but also have certain research requirements. Not only that, the additional promotion of professional titles, job and staffing systems, performance, and salary systems have all brought certain work pressure to efficient physical education teachers(Wang Dongsheng, 2012 ). Under high work pressure, it is more likely to consume emotions, leading to Job burnout (Wu Xinchun et al., 2003). Job burnout refers to the chronic physical and mental exhaustion syndrome caused by the inability to effectively cope with work pressure in industries that serve people, mainly manifested in emotional exhaustion, depersonalization, and decreased personal sense of achievement(LEAPE L L et al.,2012).The main characteristics are fatigue, apathy, disillusionment with ideals, depression, lack of competence and sense of achievement, and display that individuals have exhausted their existing resources and energy (Li Bing et al., 2004). Research has found that the level of job burnout among university teachers ranges from moderate to very severe, and there are significant differences in the degree of job burnout across various dimensions(Wei Fangfang, 2023 ).Career resilience refers to an individual's ability to self adjust and recover from adversity and difficulties in their profession, and is an important protective factor for achieving personal growth and coping with stress(LEAPE L L et al.,2012). Foreign scholars have become an important component of the research on the post effects of career resilience, and their frequently studied outcome variables include organizational commitment, occupational commitment, job satisfaction, job performance, turnover intention, physical and mental health, occupational success, leadership efficacy, job burnout, etc(Zang Haixiang,2022).Based on this, this study mainly explores the interrelationships between career resilience and job burnout, job performance, and job satisfaction of college physical education teachers. Hypothesis development The relationship between career resilience and job burnout Career resilience originates from the theory of career motivation, which means "an individual's resistance to career breakdown in an unfavorable environment". It is a personal trait and a psychological capital for individuals to resist adversity. According to Richardson's resilience process model, when individuals encounter risk factors, they will mobilize protective factors to compete with risk factors in order to maintain balance(Richardson GE,2002).Among them, protective factors refer to various factors or resources that can help improve an individual's ability and promote their good adaptability, which can reduce the likelihood of adverse adaptation symptoms. The higher an individual's resilience level, the stronger their ability to resist risk factors, thereby reducing the occurrence of maladaptive symptoms. And job burnout is a typical maladaptive symptom. When an individual is in a harsh occupational environment, individuals with higher levels of career resilience have a stronger ability to resist the risk factors in the harsh occupational environment and are less likely to develop job burnout. Numerous scholars have achieved results in their research, Richardson and London pointed out that individuals with high levels of career resilience can adapt quickly to changes in the external environment and experience fewer negative phenomena such as emotional exhaustion and cynicism. Multiple studies have also shown that career resilience can effectively reduce individual job burnout in the workplace(Dunn LB et al.,2008;Zhu Yuxia,2012).In domestic research, scholars represented by Zhou Qian have shown through their research on the post effect variables of teacher career resilience that the status of teacher career resilience can effectively predict their job burnout, and there is a negative correlation between the two(Zhou Qian,2014).Ye Baojuan's research indicates that career resilience has a negative predictive effect on the job burnout of rural primary school principals(Ye Baojuan et al.,2012). Based on this, this article proposed the hypothesis1: career resilience has a significant negative impact on the job burnout of college physical education teachers in their work. The mediating role of job satisfaction Job satisfaction refers to the attitude and emotions experienced by individuals when evaluating work characteristics, work behavior, and their outcomes based on their own work reference framework, including five dimensions: teaching work, work environment, development and promotion, welfare compensation, and principal management(Xu Xingchun,2007). Among all the variables that affect job burnout, work factors are most valued, such as job satisfaction, work pressure, work expectations, interpersonal relationships at work, workload, etc(Li Bing et al., 2004). Previous studies have shown that competence and job satisfaction play a chain mediating role between career resilience and job burnout of rural primary school principals(Ye Baojuan,2017). Foreign studies have also shown a positive correlation between career resilience and job satisfaction(Paul Giroux,2007;Tait,M., 2008). It can be seen that career resilience may reduce the job burnout of college physical education teachers by improving their job satisfaction. Based on this, this study proposes hypothesis 2: Job satisfaction plays a mediating role betwee n career resilience and job burnout. The mediating role of job performance In order to better prevent and intervene in the job burnout of college physical education teachers, the mediating mechanism of the impact of career resilience on the job burnout of college physical education teachers should be examined. According to literature review, research suggests that job performance is a mediating variable worth considering. job performance refers to the behavior and outcomes exhibited by individuals in activities to achieve their goals(Xu Xingchun,2007). Among all the variables that affect occupational bur. The job performance of university teachers refers to the behaviors and results exhibited by teachers in the process of education, teaching, and scientific research, which are related to individual and university goals and can be observed and evaluated(Pan Xiaofu et al,2006). From empirical research, it has been preliminarily confirmed that career resilience also has a positive impact on individual job performance(Paul Giroux,2007). For the teacher group, there is a significant positive correlation between career resilience and teacher job performance(Liu Weiyang,2012). It can be seen that career resilience may reduce the job burnout of college physical education teachers by improving their job performance(Liu Weiyang,2012). Based on this, this study proposes hypothesis 3: job performance plays a mediating role between career resilience and job burnout. The chain mediating effect of job satisfaction and job performance London and Noe's research found that the higher the level of career resilience, the stronger an individual's desire to be recognized by others, and they will place more emphasis on career achievement and pay more attention to their work; Career resilience is also positively correlated with job performance and satisfaction. Employees with high career resilience exhibit higher levels of performance and are more likely to achieve success. Related studies have confirmed that job performance can affect job satisfaction, and job satisfaction can affect job performance. For example, Xu Xingchun believes that if it is external satisfaction, satisfaction will affect job performance, and if it is internal satisfaction, job performance will affect satisfaction. There is a significant correlation between job performance and job satisfaction. Whether teachers are satisfied with their work and whether they can experience the joy of work can not only affect an individual's physical and mental state, but also affect the organizational performance of the school(Xu Xingchun, 2007 ). Based on this, this study proposes hypothesis 4: job satisfaction and job performance play a chain mediating role in career resilience and burnout. Materials and methods Sampling method and participants This study was conducted in accordance with the 1964 Helsinki Declaration and subsequent amendments, and was approved by the Ethics Committee of the Sports Training College of Chengdu Sports Institute before being included in this study. All participants received written informed consent. Using the convenience sampling method, 455 physical education teachers from universities across the country were selected for the survey, mainly distributed in provinces such as Sichuan, Shandong, and Chongqing. A total of 496 online questionnaires were distributed and collected. After excluding invalid questionnaires such as regular responses, 455 valid questionnaires were obtained, with an effective rate of 91.73%. Descriptive statistical analysis was conducted using SPSS 27.0 software. After testing the reliability and validity of the questionnaire, the Cronbach Alpha coefficient was 0.871, indicating that the reliability met the standard; The KMO test and Bartlett's sphericity test showed that KMO = 0.920, Bartlett's value was 14208.429, df = 3240, and P was 0.000<0.001, indicating that the validity was met. Research tools The study selected Wang Dongsheng's Career Resilience Scale(Wang Dongsheng, 2012 ), which includes 25 items and measures four aspects: self belief, breaking through traditional career success concepts, self dependence, and change acceptance ability. From "completely disagree" to "completely agree", scores were given 1–5, with higher scores indicating stronger career resilience. In this study, the Cronbach’s alpha measured by the adapted scale was 0.639. The study selected and adapted the job burnout scale developed by Xin Xing(Xin Xing, 2005 ), which includes 19 items and measures three aspects: emotional exhaustion, depersonalization, and personal sense of achievement. From "never been like this" to "always been like this", give 1–5 points respectively, the higher the score, the stronger the job burnout. In this study, the Cronbach’s alpha measured by the adapted scale was 0.878. The study selected a job satisfaction scale developed by Song Zhizhang(Song Zhizhang,2023), which includes 21 items and mainly covers various aspects such as salary, benefits, job design, promotion, career development, and leadership appreciation. From "very dissatisfied" to "very satisfied", a score of 1–5 is given, with higher scores indicating higher job satisfaction. In this study, the Cronbach’s alpha measured by the adapted scale was 0.953. The study selected a job performance scale developed by Song Zhizhang(Song Zhizhang,2023). The college teacher job performance scale includes 16 items and three dimensions, namely talent cultivation, scientific research, and social service performance. The scale ranges from "1" to "5", indicating "very inconsistent" to "very consistent", with higher scores indicating better job performance. In this study, the Cronbach’s alpha measured by the adapted scale was 0.926. Statistical analysis Descriptive statistics and correlation analysis were conducted using SPSS 27.0, and the mediation effect test was performed using the bias corrected percentile Bootstrap method. The SPSS macro program PROCESS, developed by Hayes, was specifically applied. Results Control and Testing of Deviations in Common Methods In the actual testing program, all questionnaires were filled out anonymously, and forward and reverse scoring were used to control for possible common method bias. Harman's single factor test was used for testing. KMO test and Bartlett's sphericity test were performed on the data, and the results showed that KMO = 0.920, Bartlett's value was 14208.429, df = 3240, and P was 0.000<0.001, indicating that the data is suitable for factor analysis. All variables were included in the unrotated exploratory factor analysis, and 22 factors with eigenvalues greater than 1 were extracted. The maximum factor variance explanatory rate was 20.152% (<40%). Based on this, it is believed that there is no significant common method bias in the data of this study. The mean, standard deviation, and correlation matrix of each variable The Pearson correlation coefficient (Table 2 ) between career resilience, job satisfaction, job performance, and job burnout shows that: 1) career resilience (X) is significantly positively correlated with job satisfaction (M1) and job performance (M2), while it is significantly negatively correlated with job burnout (Y). 2) There is a significant positive correlation between job satisfaction (M1) and job performance (M2), while there is a significant negative correlation with job burnout (Y). 3) There is a significant negative correlation between job performance (M2) and job burnout. The significant correlation between the variables lays the foundation for testing the mediating effect. Table 1 Descriptive statistics and correlation coefficients of each variable Career Resilience (X) Job Satisfaction (M1) Job Performance (M2) Job Burnout (Y) Career Resilience (X) 1.000 Job Satisfaction (M1) 0.483 ** 1.000 Job Performance (M2) 0.497 ** 0.497 ** 1.000 Job Burnout (Y) -0.509 ** -0.388 ** -0.398 ** 1.000 Note: * represents P<0.05, * * represents P<0.01; Same as below The Chain Mediation Effect Test of Job Satisfaction and Job Performance between Career Resilience and Job Burnout Based on the mediation effect test model proposed by Wen Zhonglin et al., the significant mediation effect needs to meet the following three conditions: the independent variable (career resilience) can significantly affect the dependent variable (job burnout), the independent variable (career resilience) can significantly affect the mediating variables (job satisfaction, job performance), and the mediating variables (job satisfaction, job burnout) can significantly affect the dependent variable (job burnout). Using the SPSS macro program Process4.2 developed by Hayes, an analysis was conducted on the mediating role of job satisfaction and job performance in career resilience and burnout. The Bootstrap sample size was set to 5000, and the significance level of the confidence interval was set to 95%. When the confidence interval does not include 0, it is considered significant. Perform regression analysis on the variables in the study, first examining the overall effect of career resilience on job burnout, and then examining the significance of the path coefficients after adding mediating variables (job satisfaction and job performance). As shown in Table 3 , career resilience can significantly negatively predict the job burnout of college physical education teachers( β=- 0.509, P<0.001), career resilience can positively predict job satisfaction and performance ( β = 0.483, P < 0.001, β = 0.0497, P<0.0001), job satisfaction and performance can negatively predict job burnout ( β=- 0.388, P < 0.001, β=- 0.398, P<0.001). Table 2 Regression analysis of variable relationships Regression Equation Overall Fit Index Regression Coefficient Significance 95% Confidence Interval Independent Variables Dependent Variable R R 2 F β t Lower Limit Upper Limit Career Resilience Job Burnout 0.509 0.259 158.108 −0.509 −12.574 *** −1.790 −1.306 Career Resilience Job Satisfaction 0.483 0.233 137.817 0.483 11.740 *** 1.900 2.664 Career Resilience Job Performance 0.497 0.247 148.941 0.497 12.204 *** 1.709 2.365 Job Satisfaction Job Performance 0.497 0.247 148.929 0.497 12.204 *** 0.362 0.501 Job Satisfaction Job Burnout 0.388 0.150 80.116 −0.388 −8.951 *** −0.305 −0.195 Job Performance Job Burnout 0.398 0.159 85.338 −0.398 −9.238 *** −0.359 −0.233 As shown in Table 3 , the 95% confidence interval of Bootsrpap for the total effect of career resilience and job burnout does not contain a zero value, indicating that the direct effect of career resilience on job burnout is significant, with a standardized effect value of -1.1266, accounting for 72.77% of the total effect, supporting hypothesis H1. The 95% confidence interval of Bootsrpap for the total indirect effect of career resilience and job burnout does not contain a 0 value, indicating a significant mediating effect between these two mediating variables (standardized effect value=-0.4217, accounting for 27.23% of the total effect). Specifically, the mediating effect consists of indirect effects generated by three pathways:1)Path 1 is "Career Resilience → Job Satisfaction → Job burnout",the confidence interval does not contain a value of 0, indicating that job satisfaction has a significant mediating effect between career resilience and job burnout (standardized effect value=-0.2001, accounting for 12.94% of the total effect), supporting hypothesis H2; 2) Path 2 is "career resilience → job performance → job burnout", with a confidence interval that does not contain a 0 value, indicating that job performance has a significant mediating effect between career resilience and job burnout (standardized effect value=-0.1494, accounting for 9.65% of the total effect), supporting hypothesis H3; 3)The indirect effect 3 generated by the path of "career resilience → job satisfaction → job performance → job burnout" does not contain a confidence interval of 0, indicating a significant chain mediating effect between job satisfaction and job burnout (standardized effect value=-0.0722, accounting for 4.66% of the total effect), supporting hypothesis H4. Due to the significant direct predictive effect of career resilience on job burnout, job satisfaction and job performance partially mediate the relationship between career resilience and job burnout(Qiu Fen,2019).The effect values of the above paths are shown in Table 5. Table 3 Results of Mediation Effect Analysis Impact Path Effect Boot SE Boot CI下限 Boot CI上限 相对中介效应(%) Career Resilience→Job Burnout -1.1266 0.1456 -1.4127 -0.8404 72.77% The total indirect effect of Career Resilience on Job Burnout -0.4217 0.0979 -0.6237 -0.2394 27.23% Career Resilience→Job Satisfaction→ Job Burnout -0.2001 0.0707 -0.3453 -0.0683 12.94% Career Resilience→Job performance→ Job Burnout -0.1494 0.0485 -0.2500 -0.0642 9.65% Career Resilience→Job Satisfaction→Job performance→Job Burnout -0.0722 0.0268 -0.1322 -0.0273 4.66% The total effect of Career Resilience on Job Burnout -1.5482 0.1231 -1.7902 -1.3062 Table 3 shows that the total effect of career resilience on job burnout is -1.5482, the direct effect is -1.1266, and the indirect effect is -0.4217,. Therefore, all hypotheses have been validated, and the chain mediation model is shown in Fig. 2 . Discussion The Direct Effect of Career Resilience on the Job Burnout of College Physical Education Teachers Career resilience has a significant negative predictive effect on the job burnout of college physical education teachers (relative effect of 72.77%), which is consistent with previous research results. This confirms that career resilience is an effective way to reduce teacher job burnout and verifies hypothesis H1. The career resilience of physical education teachers refers to the ability of the group of physical education teachers to overcome difficulties and adapt to the environment by utilizing internal protective and external supportive factors after encountering difficulties and setbacks, enduring certain pressures, and experiencing psychological trauma in their work in school physical education(Zang Haixiang,2022). Psychological resilience, as an internal and environmental coordination factor, is significantly positively correlated with mental health(Ye Baojuan et al.,2012), which can alleviate teacher burnout and work pressure, and promote their psychological and professional self-development(Zhang Jia et al.,2022). Meanwhile, psychological resilience can predict positive emotions and help alleviate depression and anxiety(Liu Haoran et al.,2019).The essence of the career resilience of college physical education teachers lies in endowing the teacher group with the ability to cope with various difficulties in school physical education work. career resilience not only enables teachers to better stimulate internal protective factors, such as self-efficacy and emotional regulation ability, but also relies on external supportive factors, such as cooperation among colleagues and support from leaders. Working together enables them to bravely face challenges and overcome stress. This manifestation of career resilience is not only a mechanism to alleviate job burnout, but also reflected in physical education teachers actively and flexibly facing various difficulties and changes in their careers. Through the process of adapting to the environment, college physical education teachers can continuously learn and grow, cultivate professional skills and psychological qualities, and thus lay a solid foundation for career development. This positive attitude of responding to challenges not only benefits individuals' sense of career achievement and satisfaction, but also brings a positive driving force to the entire field of physical education in universities, encouraging teachers to continuously pursue excellence while providing students with a richer and more comprehensive experience in physical education. In fact, such career resilience is to establish a strong support network for the group of college physical education teachers, enabling them to better meet various challenges in their career and reduce job burnout. The mediating effect of Job Satisfaction Job satisfaction partially mediates the relationship between career resilience and burnout among college physical education teachers (with a relative effect of 12.94%). Consistent with previous research results, teacher career resilience is an effective trait that enhances teacher job satisfaction, teaching efficacy, life happiness, and professional identity (Jia Xuejiao, 2021). Improving job satisfaction has a positive effect on alleviating and reducing job burnout among college physical education teachers, which verifies hypothesis H2. Teacher job satisfaction is defined as an overall, emotionally charged view and feeling of a teacher regarding their profession, working conditions, and conditions (Chen Yunying, 1994). Job satisfaction encompasses a comprehensive perception of job content, comfort in the work environment, and work relationships with colleagues and students.Job resilience, as a psychological quality, plays an important role in the career of physical education teachers in universities. The core lies in mobilizing the positive attitude and adaptability of teachers. Through this mobilization, not only does it stimulate their actual satisfaction with their work itself, but it is also reflected at a deeper level in their identification with their profession, confidence in work efficiency, and overall happiness in life. The existence of job resilience enables teachers to actively and flexibly face various challenges in their work, thereby experiencing their own value and sense of mission more firmly on the career path, and contributing more positive energy to the cause of physical education in universities. The influence of this psychological quality is not limited to the emotional level, it plays a crucial role in mediating job satisfaction. Job resilience is not only closely related to the emotional pleasure that teachers exhibit in their work, but also to factors such as self-efficacy and professional identity that teachers exhibit at a deeper level. Under the guidance of Job resilience, college physical education teachers are more likely to demonstrate confidence in their own abilities, recognition of the education industry they are engaged in, and the establishment of good working relationships between students and colleagues, all of which constitute important components of job satisfaction. In terms of educational management and training, emphasizing the cultivation of teachers' Job resilience also requires a balance of attention to job satisfaction. This not only helps to improve the psychological quality of individual teachers, but also creates a foundation for creating a positive and upward educational work atmosphere. By comprehensively applying these two strategies, not only can the job burnout of college physical education teachers be alleviated more comprehensively, but also a richer and better work experience can be provided for teachers, thereby further stimulating their long-term investment and comprehensive development in the education industry, and making more positive contributions to the quality and sustainable development of higher education. The mediating effect of job performance job performance partially mediates the relationship between career resilience and burnout among college physical education teachers (with a relative effect of 9.65%), consistent with previous research findings. Improving job performance has a positive effect on alleviating and reducing job burnout among college physical education teachers, which verifies hypothesis H3. There is a significant positive correlation between Job resilience and the job performance of physical education teachers in universities. This not only means that teachers with stronger Job resilience exhibit better performance in their work, but also indicates that the improvement of Job resilience may make teachers more adaptable and able to withstand pressure, thereby better meeting work challenges and providing students with a higher quality education platform. There is a negative correlation between job burnout and job performance, highlighting the negative impact of job burnout on the career development of college physical education teachers. job burnout may lead to teachers losing enthusiasm for their work, reducing work efficiency, and even feeling frustrated with teaching tasks. Therefore, reducing job burnout is crucial for improving job performance. In actual teaching and research work, establishing a reasonable and effective performance evaluation system can to some extent alleviate and reduce the professional burnout of college physical education teachers, stimulate their work enthusiasm, provide external incentives for college physical education teachers, and make them more actively involved in the education industry. Meanwhile, through clear evaluation criteria, physical education teachers can have a clear understanding of their career development direction, thereby enhancing their sense of dedication and satisfaction towards work. Overall, by focusing on improving job performance, cultivating career resilience, reducing job burnout, and establishing effective performance evaluation mechanisms, university managers and educational decision-makers can work together to create a healthier and more positive educational work environment, laying a solid foundation for the sustainable development of the education industry. The Chain Mediation Effect of Job Satisfaction and Job Performance The chain mediation of career resilience affecting job burnout through job performance and job satisfaction is established (with a relative effect of 4.66%), which verifies hypothesis H3. Faced with the enormous pressure of teaching and research, university physical education teachers who demonstrate higher professional resilience not only perform better in their work, but are also more likely to immerse themselves in job satisfaction, effectively reducing the incidence of job burnout. The significant manifestation of this professional resilience enables teachers to respond more flexibly to various challenges, maintain optimism and adaptability, and thereby improve overall job satisfaction. When teachers feel that the work environment is poor, training opportunities are limited, or communication channels are not smooth, job satisfaction decreases. This reduced satisfaction directly impacts the enthusiasm for scientific research and teaching training, leading to a decrease in work motivation, which in turn has a negative impact on work performance. The negative cycle ultimately affects the overall professional status, forming a situation that is unfavorable for the development of teachers. Therefore, maintaining and improving the job satisfaction of college physical education teachers is crucial for alleviating job burnout. College administrators and decision-makers should take proactive measures to improve the job satisfaction of teachers while focusing on career resilience and job performance. In addition, measures such as improving the work environment, providing abundant training opportunities, and establishing effective communication channels can help enhance teacher satisfaction with their work, build a positive working atmosphere conducive to the development of education and personal growth of teachers, and stimulate teachers to actively participate in scientific research and teaching, thereby improving the overall quality of work. Research limitations 1) The survey subjects are mainly concentrated in provinces such as Sichuan, Shandong, Jiangsu, and Anhui, with a small distribution range. Therefore, the research conclusions may have regional spatial bias. Future research can expand the regional scope of sample collection to improve the conclusions. 2) This study only considered the mediating effect of job satisfaction and job performance between occupational resilience and burnout, but in reality, there may still be mediating variables such as competence and self-efficacy, which require further research. 3) Multiple secondary variables are included in the variable, and further analysis of the chain mediation effect of secondary variables alone or in combination has not been conducted to explore their value and significance in this model. Conclusion There is a significant positive correlation between career resilience, job satisfaction, and job performance in pairs; Career resilience has a negative predictive effect on the job burnout of college physical education teachers. Job satisfaction and job performance play a mediating role between career resilience and job burnout of college physical education teachers, and this mediating role includes three pathways: the individual mediating role of job satisfaction, the individual mediating role of job performance, and the chain mediating role of job satisfaction and job performance. The research results provide reference suggestions for alleviating the job burnout of college physical education teachers. Declarations Ethics approval and consent to participate This study was conducted according to the guidelines of the Declaration of Helsinki, and approved by the Ethics Committee of the Sports Training College of Chengdu Sport University (Approval No. CTYLL2024001). Informed consent was obtained from all participants involved in this study. Consent for publication No applicable. Competing interests The authors declare no competing interests. Funding No applicable. Author Contribution WT designed the study and wrote the manuscript. DJX and LWC analyzed the data. CR and ZQB collected the data. CR and LYF modified the manuscript. LYF supervised the development of research . All authors contributed to the article and approved the submitted version. Acknowledgements The authors would like to thank the participants for their involvement in this study. Availability of data and materials The raw data supporting the conclusions of this article will be available from Yongfeng Liu ( [email protected] ) on resonable requests. References Wang Dongsheng. Research on the Professional Resilience of Middle School Physical Education Teachers [D]. Fujian Normal University, 2012. Wu Xinchun, Zeng Lingjuan, Qin Xiangang, et al. Research on the Current Situation and Related Factors of Occupational Burnout among Primary and Secondary School Teachers [J] Psychological and Behavioral Research, 2003, (04): 262-267. 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Psychological resilience and its neural mechanisms: evidence from non-human animal models [J]. Progress in Psychological Science, 2019,27 (02): 312-321. Jia Xuejiao. Research on the Development of Professional Resilience of Australian Teachers: Analysis Based on the BRiTE Project [J]. Heilongjiang Higher Education Research, 2021, 39 (06): 76-82. Chen Yunying, Sun Shaobang. A measurement study on teacher job satisfaction [J]. Psychological Science, 1994, (03): 146-149+193. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-4106032","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":282281446,"identity":"584fd728-0c52-472c-b8f3-dd61bacfde28","order_by":0,"name":"Tong Wang","email":"","orcid":"","institution":"Chengdu Sport University","correspondingAuthor":false,"prefix":"","firstName":"Tong","middleName":"","lastName":"Wang","suffix":""},{"id":282281447,"identity":"79bd27ac-1897-49d1-97bc-aa8309fc4a16","order_by":1,"name":"Jiaxin Deng","email":"","orcid":"","institution":"Chengdu Sport University","correspondingAuthor":false,"prefix":"","firstName":"Jiaxin","middleName":"","lastName":"Deng","suffix":""},{"id":282281448,"identity":"f1e91e9c-38f6-4852-94ef-ea737df575f7","order_by":2,"name":"Rui Chen","email":"","orcid":"","institution":"Fujian Normal University","correspondingAuthor":false,"prefix":"","firstName":"Rui","middleName":"","lastName":"Chen","suffix":""},{"id":282281450,"identity":"03b8104b-1990-4c5f-a4d6-81a70c38a22c","order_by":3,"name":"Weicheng Li","email":"","orcid":"","institution":"Chengdu Sport University","correspondingAuthor":false,"prefix":"","firstName":"Weicheng","middleName":"","lastName":"Li","suffix":""},{"id":282281451,"identity":"3d8aa0b8-86c9-47e3-a0af-9534e6d8daaa","order_by":4,"name":"Yongfeng Liu","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAAzklEQVRIie3PvQrCMBDA8SuFdjnU8UToGwiRgGN9lYYOjjo6tghx8QEUfA7nCx26+ACOLa4O7Qv4gZNbMgrmvwXul+MAfL4fbABBw/3jiYu6LNvOhUQQzswhChO4VFtJjkRWGIUSrks9QidCOVSIkSqPrQaCNJkWDsScCNV2onSzhlzO2UpWzHdBSk/UThCwOttJDoyZUPux0YSuxCBnkihwJXgDcyw4Ee9zJAmHW4ZxHnZ9wSjium27TZpYCYyy75ewjX/WWD/1+Xy+v+8FQGxCU6CN9bcAAAAASUVORK5CYII=","orcid":"","institution":"Chengdu Sport University","correspondingAuthor":true,"prefix":"","firstName":"Yongfeng","middleName":"","lastName":"Liu","suffix":""},{"id":282281454,"identity":"a9eb467a-3924-4c06-86e5-e25dfaead6ec","order_by":5,"name":"Qiubo Zhang","email":"","orcid":"","institution":"Chengdu Sport University","correspondingAuthor":false,"prefix":"","firstName":"Qiubo","middleName":"","lastName":"Zhang","suffix":""}],"badges":[],"createdAt":"2024-03-15 08:06:56","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-4106032/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-4106032/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":53500324,"identity":"8a9f28bc-0074-420d-a715-3bcfc3c7ffe9","added_by":"auto","created_at":"2024-03-26 18:11:17","extension":"jpg","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":34128,"visible":true,"origin":"","legend":"\u003cp\u003eA Chain Mediation Model of Job Satisfaction and Job Performance\u003c/p\u003e","description":"","filename":"1.jpg","url":"https://assets-eu.researchsquare.com/files/rs-4106032/v1/dc98827f4cf18378ecde7e60.jpg"},{"id":53500325,"identity":"dba8dcb9-d114-4b10-b5d0-09d7931689e7","added_by":"auto","created_at":"2024-03-26 18:11:17","extension":"jpg","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":36287,"visible":true,"origin":"","legend":"\u003cp\u003eChain Mediation Model Diagram\u003c/p\u003e","description":"","filename":"2.jpg","url":"https://assets-eu.researchsquare.com/files/rs-4106032/v1/b701e6268e4f698ff9e96b14.jpg"},{"id":60817980,"identity":"e191a6f5-ee38-46aa-b37a-a194627788f4","added_by":"auto","created_at":"2024-07-22 12:23:32","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":762788,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-4106032/v1/fd7b8006-a73c-48f1-a69b-fd91f5a5b9fd.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"The Impact of Career Resilience on Job Burnout in University Physical Education Teachers: The Chain Mediating Role of Job Satisfaction and Job Performance","fulltext":[{"header":"Introduction","content":"\u003cp\u003eWith the continuous progress and development of society, the work of modern physical education teachers has gradually become cumbersome and complex. Physical education teachers not only need to complete their assigned teaching, training, and competition tasks, but also have certain research requirements. Not only that, the additional promotion of professional titles, job and staffing systems, performance, and salary systems have all brought certain work pressure to efficient physical education teachers(Wang Dongsheng, \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2012\u003c/span\u003e). Under high work pressure, it is more likely to consume emotions, leading to Job burnout (Wu Xinchun et al., 2003). Job burnout refers to the chronic physical and mental exhaustion syndrome caused by the inability to effectively cope with work pressure in industries that serve people, mainly manifested in emotional exhaustion, depersonalization, and decreased personal sense of achievement(LEAPE L L et al.,2012).The main characteristics are fatigue, apathy, disillusionment with ideals, depression, lack of competence and sense of achievement, and display that individuals have exhausted their existing resources and energy (Li Bing et al., 2004). Research has found that the level of job burnout among university teachers ranges from moderate to very severe, and there are significant differences in the degree of job burnout across various dimensions(Wei Fangfang, \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2023\u003c/span\u003e).Career resilience refers to an individual's ability to self adjust and recover from adversity and difficulties in their profession, and is an important protective factor for achieving personal growth and coping with stress(LEAPE L L et al.,2012). Foreign scholars have become an important component of the research on the post effects of career resilience, and their frequently studied outcome variables include organizational commitment, occupational commitment, job satisfaction, job performance, turnover intention, physical and mental health, occupational success, leadership efficacy, job burnout, etc(Zang Haixiang,2022).Based on this, this study mainly explores the interrelationships between career resilience and job burnout, job performance, and job satisfaction of college physical education teachers.\u003c/p\u003e\n\u003ch3\u003eHypothesis development\u003c/h3\u003e\n\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eThe relationship between career resilience and job burnout\u003c/h2\u003e \u003cp\u003eCareer resilience originates from the theory of career motivation, which means \"an individual's resistance to career breakdown in an unfavorable environment\". It is a personal trait and a psychological capital for individuals to resist adversity. According to Richardson's resilience process model, when individuals encounter risk factors, they will mobilize protective factors to compete with risk factors in order to maintain balance(Richardson GE,2002).Among them, protective factors refer to various factors or resources that can help improve an individual's ability and promote their good adaptability, which can reduce the likelihood of adverse adaptation symptoms. The higher an individual's resilience level, the stronger their ability to resist risk factors, thereby reducing the occurrence of maladaptive symptoms. And job burnout is a typical maladaptive symptom. When an individual is in a harsh occupational environment, individuals with higher levels of career resilience have a stronger ability to resist the risk factors in the harsh occupational environment and are less likely to develop job burnout. Numerous scholars have achieved results in their research, Richardson and London pointed out that individuals with high levels of career resilience can adapt quickly to changes in the external environment and experience fewer negative phenomena such as emotional exhaustion and cynicism. Multiple studies have also shown that career resilience can effectively reduce individual job burnout in the workplace(Dunn LB et al.,2008;Zhu Yuxia,2012).In domestic research, scholars represented by Zhou Qian have shown through their research on the post effect variables of teacher career resilience that the status of teacher career resilience can effectively predict their job burnout, and there is a negative correlation between the two(Zhou Qian,2014).Ye Baojuan's research indicates that career resilience has a negative predictive effect on the job burnout of rural primary school principals(Ye Baojuan et al.,2012). Based on this, this article proposed the hypothesis1:\u003c/p\u003e \u003cp\u003e \u003cem\u003ecareer resilience has a significant negative impact on the job burnout of college physical education teachers in their work.\u003c/em\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec4\" class=\"Section2\"\u003e \u003ch2\u003eThe mediating role of job satisfaction\u003c/h2\u003e \u003cp\u003eJob satisfaction refers to the attitude and emotions experienced by individuals when evaluating work characteristics, work behavior, and their outcomes based on their own work reference framework, including five dimensions: teaching work, work environment, development and promotion, welfare compensation, and principal management(Xu Xingchun,2007). Among all the variables that affect job burnout, work factors are most valued, such as job satisfaction, work pressure, work expectations, interpersonal relationships at work, workload, etc(Li Bing et al., 2004). Previous studies have shown that competence and job satisfaction play a chain mediating role between career resilience and job burnout of rural primary school principals(Ye Baojuan,2017). Foreign studies have also shown a positive correlation between career resilience and job satisfaction(Paul Giroux,2007;Tait,M., 2008). It can be seen that career resilience may reduce the job burnout of college physical education teachers by improving their job satisfaction. Based on this, this study proposes \u003cem\u003ehypothesis 2: Job satisfaction plays a mediating role betwee\u003c/em\u003en career resilience and job burnout.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec5\" class=\"Section2\"\u003e \u003ch2\u003eThe mediating role of job performance\u003c/h2\u003e \u003cp\u003eIn order to better prevent and intervene in the job burnout of college physical education teachers, the mediating mechanism of the impact of career resilience on the job burnout of college physical education teachers should be examined. According to literature review, research suggests that job performance is a mediating variable worth considering. job performance refers to the behavior and outcomes exhibited by individuals in activities to achieve their goals(Xu Xingchun,2007). Among all the variables that affect occupational bur. The job performance of university teachers refers to the behaviors and results exhibited by teachers in the process of education, teaching, and scientific research, which are related to individual and university goals and can be observed and evaluated(Pan Xiaofu et al,2006). From empirical research, it has been preliminarily confirmed that career resilience also has a positive impact on individual job performance(Paul Giroux,2007). For the teacher group, there is a significant positive correlation between career resilience and teacher job performance(Liu Weiyang,2012). It can be seen that career resilience may reduce the job burnout of college physical education teachers by improving their job performance(Liu Weiyang,2012). Based on this, this study proposes \u003cem\u003ehypothesis 3: job performance plays a mediating role between career resilience and job burnout.\u003c/em\u003e\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec6\" class=\"Section2\"\u003e \u003ch2\u003eThe chain mediating effect of job satisfaction and job performance\u003c/h2\u003e \u003cp\u003eLondon and Noe's research found that the higher the level of career resilience, the stronger an individual's desire to be recognized by others, and they will place more emphasis on career achievement and pay more attention to their work; Career resilience is also positively correlated with job performance and satisfaction. Employees with high career resilience exhibit higher levels of performance and are more likely to achieve success. Related studies have confirmed that job performance can affect job satisfaction, and job satisfaction can affect job performance. For example, Xu Xingchun believes that if it is external satisfaction, satisfaction will affect job performance, and if it is internal satisfaction, job performance will affect satisfaction. There is a significant correlation between job performance and job satisfaction. Whether teachers are satisfied with their work and whether they can experience the joy of work can not only affect an individual's physical and mental state, but also affect the organizational performance of the school(Xu Xingchun, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2007\u003c/span\u003e). Based on this, this study proposes \u003cem\u003ehypothesis 4: job satisfaction and job performance play a chain mediating role in career resilience and burnout.\u003c/em\u003e\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"Materials and methods","content":"\u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eSampling method and participants\u003c/h2\u003e \u003cp\u003eThis study was conducted in accordance with the 1964 Helsinki Declaration and subsequent amendments, and was approved by the Ethics Committee of the Sports Training College of Chengdu Sports Institute before being included in this study. All participants received written informed consent. Using the convenience sampling method, 455 physical education teachers from universities across the country were selected for the survey, mainly distributed in provinces such as Sichuan, Shandong, and Chongqing. A total of 496 online questionnaires were distributed and collected. After excluding invalid questionnaires such as regular responses, 455 valid questionnaires were obtained, with an effective rate of 91.73%. Descriptive statistical analysis was conducted using SPSS 27.0 software. After testing the reliability and validity of the questionnaire, the Cronbach Alpha coefficient was 0.871, indicating that the reliability met the standard; The KMO test and Bartlett's sphericity test showed that KMO\u0026thinsp;=\u0026thinsp;0.920, Bartlett's value was 14208.429, df\u0026thinsp;=\u0026thinsp;3240, and P was 0.000\u0026amp;lt;0.001, indicating that the validity was met.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003eResearch tools\u003c/h2\u003e \u003cp\u003eThe study selected Wang Dongsheng's Career Resilience Scale(Wang Dongsheng, \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2012\u003c/span\u003e), which includes 25 items and measures four aspects: self belief, breaking through traditional career success concepts, self dependence, and change acceptance ability. From \"completely disagree\" to \"completely agree\", scores were given 1\u0026ndash;5, with higher scores indicating stronger career resilience. In this study, the Cronbach\u0026rsquo;s alpha measured by the adapted scale was 0.639.\u003c/p\u003e \u003cp\u003eThe study selected and adapted the job burnout scale developed by Xin Xing(Xin Xing, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2005\u003c/span\u003e), which includes 19 items and measures three aspects: emotional exhaustion, depersonalization, and personal sense of achievement. From \"never been like this\" to \"always been like this\", give 1\u0026ndash;5 points respectively, the higher the score, the stronger the job burnout. In this study, the Cronbach\u0026rsquo;s alpha measured by the adapted scale was 0.878.\u003c/p\u003e \u003cp\u003eThe study selected a job satisfaction scale developed by Song Zhizhang(Song Zhizhang,2023), which includes 21 items and mainly covers various aspects such as salary, benefits, job design, promotion, career development, and leadership appreciation. From \"very dissatisfied\" to \"very satisfied\", a score of 1\u0026ndash;5 is given, with higher scores indicating higher job satisfaction. In this study, the Cronbach\u0026rsquo;s alpha measured by the adapted scale was 0.953.\u003c/p\u003e \u003cp\u003eThe study selected a job performance scale developed by Song Zhizhang(Song Zhizhang,2023). The college teacher job performance scale includes 16 items and three dimensions, namely talent cultivation, scientific research, and social service performance. The scale ranges from \"1\" to \"5\", indicating \"very inconsistent\" to \"very consistent\", with higher scores indicating better job performance. In this study, the Cronbach\u0026rsquo;s alpha measured by the adapted scale was 0.926.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec10\" class=\"Section2\"\u003e \u003ch2\u003eStatistical analysis\u003c/h2\u003e \u003cp\u003eDescriptive statistics and correlation analysis were conducted using SPSS 27.0, and the mediation effect test was performed using the bias corrected percentile Bootstrap method. The SPSS macro program PROCESS, developed by Hayes, was specifically applied.\u003c/p\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003eControl and Testing of Deviations in Common Methods\u003c/h2\u003e \u003cp\u003eIn the actual testing program, all questionnaires were filled out anonymously, and forward and reverse scoring were used to control for possible common method bias. Harman's single factor test was used for testing. KMO test and Bartlett's sphericity test were performed on the data, and the results showed that KMO\u0026thinsp;=\u0026thinsp;0.920, Bartlett's value was 14208.429, df\u0026thinsp;=\u0026thinsp;3240, and P was 0.000\u0026amp;lt;0.001, indicating that the data is suitable for factor analysis. All variables were included in the unrotated exploratory factor analysis, and 22 factors with eigenvalues greater than 1 were extracted. The maximum factor variance explanatory rate was 20.152% (\u0026lt;40%). Based on this, it is believed that there is no significant common method bias in the data of this study.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003eThe mean, standard deviation, and correlation matrix of each variable\u003c/h2\u003e \u003cp\u003eThe Pearson correlation coefficient (Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e) between career resilience, job satisfaction, job performance, and job burnout shows that: 1) career resilience (X) is significantly positively correlated with job satisfaction (M1) and job performance (M2), while it is significantly negatively correlated with job burnout (Y). 2) There is a significant positive correlation between job satisfaction (M1) and job performance (M2), while there is a significant negative correlation with job burnout (Y). 3) There is a significant negative correlation between job performance (M2) and job burnout. The significant correlation between the variables lays the foundation for testing the mediating effect.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDescriptive statistics and correlation coefficients of each variable\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCareer Resilience\u003c/p\u003e \u003cp\u003e(X)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003cp\u003e(M1)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJob Performance\u003c/p\u003e \u003cp\u003e(M2)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eJob Burnout\u003c/p\u003e \u003cp\u003e(Y)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer Resilience\u003c/p\u003e \u003cp\u003e(X)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e1.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003cp\u003e(M1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.483\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e1.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob Performance\u003c/p\u003e \u003cp\u003e(M2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.497\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.497\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob Burnout\u003c/p\u003e \u003cp\u003e(Y)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.509\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.388\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e-0.398\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e1.000\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"5\"\u003eNote: * represents P\u0026lt;0.05, * * represents P\u0026lt;0.01; Same as below\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cb\u003eThe Chain Mediation Effect Test of Job Satisfaction and Job Performance between Career Resilience and Job Burnout\u003c/b\u003e \u003c/p\u003e \u003cp\u003eBased on the mediation effect test model proposed by Wen Zhonglin et al., the significant mediation effect needs to meet the following three conditions: the independent variable (career resilience) can significantly affect the dependent variable (job burnout), the independent variable (career resilience) can significantly affect the mediating variables (job satisfaction, job performance), and the mediating variables (job satisfaction, job burnout) can significantly affect the dependent variable (job burnout). Using the SPSS macro program Process4.2 developed by Hayes, an analysis was conducted on the mediating role of job satisfaction and job performance in career resilience and burnout. The Bootstrap sample size was set to 5000, and the significance level of the confidence interval was set to 95%. When the confidence interval does not include 0, it is considered significant.\u003c/p\u003e \u003cp\u003ePerform regression analysis on the variables in the study, first examining the overall effect of career resilience on job burnout, and then examining the significance of the path coefficients after adding mediating variables (job satisfaction and job performance). As shown in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e, career resilience can significantly negatively predict the job burnout of college physical education teachers( β=- 0.509, P\u0026lt;0.001), career resilience can positively predict job satisfaction and performance ( β\u0026thinsp;=\u0026thinsp;0.483, P \u0026lt; 0.001, β\u0026thinsp;=\u0026thinsp;0.0497, P\u0026lt;0.0001), job satisfaction and performance can negatively predict job burnout ( β=- 0.388, P \u0026lt; 0.001, β=- 0.398, P\u0026lt;0.001).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eRegression analysis of variable relationships\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"9\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e \u003cp\u003eRegression Equation\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e \u003cp\u003eOverall Fit Index\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e \u003cp\u003eRegression Coefficient Significance\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e \u003cp\u003e95% Confidence Interval\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIndependent Variables\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDependent Variable\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eR\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eR\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eβ\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003et\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003eLower Limit\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003eUpper Limit\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer Resilience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJob Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.509\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.259\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e158.108\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;0.509\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026minus;12.574\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u0026minus;1.790\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u0026minus;1.306\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer Resilience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.483\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.233\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e137.817\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.483\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e11.740\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e1.900\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e2.664\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer Resilience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJob Performance\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.497\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.247\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e148.941\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.497\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e12.204\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e1.709\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e2.365\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJob Performance\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.497\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.247\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e148.929\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.497\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e12.204\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e0.362\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e0.501\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJob Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.388\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.150\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e80.116\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;0.388\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026minus;8.951\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u0026minus;0.305\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u0026minus;0.195\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob Performance\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJob Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.398\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.159\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e85.338\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;0.398\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u0026minus;9.238\u003csup\u003e***\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u0026minus;0.359\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u0026minus;0.233\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e, the 95% confidence interval of Bootsrpap for the total effect of career resilience and job burnout does not contain a zero value, indicating that the direct effect of career resilience on job burnout is significant, with a standardized effect value of -1.1266, accounting for 72.77% of the total effect, supporting hypothesis H1.\u003c/p\u003e \u003cp\u003eThe 95% confidence interval of Bootsrpap for the total indirect effect of career resilience and job burnout does not contain a 0 value, indicating a significant mediating effect between these two mediating variables (standardized effect value=-0.4217, accounting for 27.23% of the total effect). Specifically, the mediating effect consists of indirect effects generated by three pathways:1)Path 1 is \"Career Resilience \u0026rarr; Job Satisfaction \u0026rarr; Job burnout\",the confidence interval does not contain a value of 0, indicating that job satisfaction has a significant mediating effect between career resilience and job burnout (standardized effect value=-0.2001, accounting for 12.94% of the total effect), supporting hypothesis H2; 2) Path 2 is \"career resilience \u0026rarr; job performance \u0026rarr; job burnout\", with a confidence interval that does not contain a 0 value, indicating that job performance has a significant mediating effect between career resilience and job burnout (standardized effect value=-0.1494, accounting for 9.65% of the total effect), supporting hypothesis H3; 3)The indirect effect 3 generated by the path of \"career resilience \u0026rarr; job satisfaction \u0026rarr; job performance \u0026rarr; job burnout\" does not contain a confidence interval of 0, indicating a significant chain mediating effect between job satisfaction and job burnout (standardized effect value=-0.0722, accounting for 4.66% of the total effect), supporting hypothesis H4. Due to the significant direct predictive effect of career resilience on job burnout, job satisfaction and job performance partially mediate the relationship between career resilience and job burnout(Qiu Fen,2019).The effect values of the above paths are shown in Table\u0026nbsp;5.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eResults of Mediation Effect Analysis\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"6\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eImpact Path\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEffect\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eBoot\u003c/p\u003e \u003cp\u003eSE\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBoot\u003c/p\u003e \u003cp\u003eCI下限\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eBoot\u003c/p\u003e \u003cp\u003eCI上限\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e相对中介效应(%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer Resilience\u0026rarr;Job Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-1.1266\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.1456\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e-1.4127\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.8404\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e72.77%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe total indirect effect of Career Resilience on Job Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.4217\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.0979\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e-0.6237\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.2394\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e27.23%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer Resilience\u0026rarr;Job Satisfaction\u0026rarr; Job Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.2001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.0707\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e-0.3453\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.0683\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e12.94%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer Resilience\u0026rarr;Job performance\u0026rarr; Job Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.1494\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.0485\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e-0.2500\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.0642\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e9.65%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer Resilience\u0026rarr;Job Satisfaction\u0026rarr;Job performance\u0026rarr;Job Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.0722\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.0268\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e-0.1322\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-0.0273\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e4.66%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe total effect of Career Resilience on Job Burnout\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-1.5482\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.1231\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e-1.7902\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e-1.3062\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e shows that the total effect of career resilience on job burnout is -1.5482, the direct effect is -1.1266, and the indirect effect is -0.4217,. Therefore, all hypotheses have been validated, and the chain mediation model is shown in Fig.\u0026nbsp;\u003cspan refid=\"Fig2\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"Discussion","content":"\u003cdiv id=\"Sec15\"\u003e\n \u003ch2\u003eThe Direct Effect of Career Resilience on the Job Burnout of College Physical Education Teachers\u003c/h2\u003e\n \u003cp\u003eCareer resilience has a significant negative predictive effect on the job burnout of college physical education teachers (relative effect of 72.77%), which is consistent with previous research results. This confirms that career resilience is an effective way to reduce teacher job burnout and verifies hypothesis H1.\u003c/p\u003e\n \u003cp\u003eThe career resilience of physical education teachers refers to the ability of the group of physical education teachers to overcome difficulties and adapt to the environment by utilizing internal protective and external supportive factors after encountering difficulties and setbacks, enduring certain pressures, and experiencing psychological trauma in their work in school physical education(Zang Haixiang,2022).\u003c/p\u003e\n \u003cp\u003ePsychological resilience, as an internal and environmental coordination factor, is significantly positively correlated with mental health(Ye Baojuan et al.,2012), which can alleviate teacher burnout and work pressure, and promote their psychological and professional self-development(Zhang Jia et al.,2022). Meanwhile, psychological resilience can predict positive emotions and help alleviate depression and anxiety(Liu Haoran et al.,2019).The essence of the career resilience of college physical education teachers lies in endowing the teacher group with the ability to cope with various difficulties in school physical education work. career resilience not only enables teachers to better stimulate internal protective factors, such as self-efficacy and emotional regulation ability, but also relies on external supportive factors, such as cooperation among colleagues and support from leaders. Working together enables them to bravely face challenges and overcome stress. This manifestation of career resilience is not only a mechanism to alleviate job burnout, but also reflected in physical education teachers actively and flexibly facing various difficulties and changes in their careers. Through the process of adapting to the environment, college physical education teachers can continuously learn and grow, cultivate professional skills and psychological qualities, and thus lay a solid foundation for career development. This positive attitude of responding to challenges not only benefits individuals\u0026apos; sense of career achievement and satisfaction, but also brings a positive driving force to the entire field of physical education in universities, encouraging teachers to continuously pursue excellence while providing students with a richer and more comprehensive experience in physical education. In fact, such career resilience is to establish a strong support network for the group of college physical education teachers, enabling them to better meet various challenges in their career and reduce job burnout.\u003c/p\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec16\"\u003e\n \u003ch2\u003eThe mediating effect of Job Satisfaction\u003c/h2\u003e\n \u003cp\u003eJob satisfaction partially mediates the relationship between career resilience and burnout among college physical education teachers (with a relative effect of 12.94%). Consistent with previous research results, teacher career resilience is an effective trait that enhances teacher job satisfaction, teaching efficacy, life happiness, and professional identity (Jia Xuejiao, 2021). Improving job satisfaction has a positive effect on alleviating and reducing job burnout among college physical education teachers, which verifies hypothesis H2.\u003c/p\u003e\n \u003cp\u003eTeacher job satisfaction is defined as an overall, emotionally charged view and feeling of a teacher regarding their profession, working conditions, and conditions (Chen Yunying, 1994). Job satisfaction encompasses a comprehensive perception of job content, comfort in the work environment, and work relationships with colleagues and students.Job resilience, as a psychological quality, plays an important role in the career of physical education teachers in universities. The core lies in mobilizing the positive attitude and adaptability of teachers. Through this mobilization, not only does it stimulate their actual satisfaction with their work itself, but it is also reflected at a deeper level in their identification with their profession, confidence in work efficiency, and overall happiness in life. The existence of job resilience enables teachers to actively and flexibly face various challenges in their work, thereby experiencing their own value and sense of mission more firmly on the career path, and contributing more positive energy to the cause of physical education in universities. The influence of this psychological quality is not limited to the emotional level, it plays a crucial role in mediating job satisfaction. Job resilience is not only closely related to the emotional pleasure that teachers exhibit in their work, but also to factors such as self-efficacy and professional identity that teachers exhibit at a deeper level. Under the guidance of Job resilience, college physical education teachers are more likely to demonstrate confidence in their own abilities, recognition of the education industry they are engaged in, and the establishment of good working relationships between students and colleagues, all of which constitute important components of job satisfaction. In terms of educational management and training, emphasizing the cultivation of teachers\u0026apos; Job resilience also requires a balance of attention to job satisfaction. This not only helps to improve the psychological quality of individual teachers, but also creates a foundation for creating a positive and upward educational work atmosphere. By comprehensively applying these two strategies, not only can the job burnout of college physical education teachers be alleviated more comprehensively, but also a richer and better work experience can be provided for teachers, thereby further stimulating their long-term investment and comprehensive development in the education industry, and making more positive contributions to the quality and sustainable development of higher education.\u003c/p\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec17\"\u003e\n \u003ch2\u003eThe mediating effect of job performance\u003c/h2\u003e\n \u003cp\u003ejob performance partially mediates the relationship between career resilience and burnout among college physical education teachers (with a relative effect of 9.65%), consistent with previous research findings. Improving job performance has a positive effect on alleviating and reducing job burnout among college physical education teachers, which verifies hypothesis H3. There is a significant positive correlation between Job resilience and the job performance of physical education teachers in universities. This not only means that teachers with stronger Job resilience exhibit better performance in their work, but also indicates that the improvement of Job resilience may make teachers more adaptable and able to withstand pressure, thereby better meeting work challenges and providing students with a higher quality education platform. There is a negative correlation between job burnout and job performance, highlighting the negative impact of job burnout on the career development of college physical education teachers. job burnout may lead to teachers losing enthusiasm for their work, reducing work efficiency, and even feeling frustrated with teaching tasks. Therefore, reducing job burnout is crucial for improving job performance. In actual teaching and research work, establishing a reasonable and effective performance evaluation system can to some extent alleviate and reduce the professional burnout of college physical education teachers, stimulate their work enthusiasm, provide external incentives for college physical education teachers, and make them more actively involved in the education industry. Meanwhile, through clear evaluation criteria, physical education teachers can have a clear understanding of their career development direction, thereby enhancing their sense of dedication and satisfaction towards work. Overall, by focusing on improving job performance, cultivating career resilience, reducing job burnout, and establishing effective performance evaluation mechanisms, university managers and educational decision-makers can work together to create a healthier and more positive educational work environment, laying a solid foundation for the sustainable development of the education industry.\u003c/p\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec18\"\u003e\n \u003ch2\u003eThe Chain Mediation Effect of Job Satisfaction and Job Performance\u003c/h2\u003e\n \u003cp\u003eThe chain mediation of career resilience affecting job burnout through job performance and job satisfaction is established (with a relative effect of 4.66%), which verifies hypothesis H3. Faced with the enormous pressure of teaching and research, university physical education teachers who demonstrate higher professional resilience not only perform better in their work, but are also more likely to immerse themselves in job satisfaction, effectively reducing the incidence of job burnout. The significant manifestation of this professional resilience enables teachers to respond more flexibly to various challenges, maintain optimism and adaptability, and thereby improve overall job satisfaction. When teachers feel that the work environment is poor, training opportunities are limited, or communication channels are not smooth, job satisfaction decreases. This reduced satisfaction directly impacts the enthusiasm for scientific research and teaching training, leading to a decrease in work motivation, which in turn has a negative impact on work performance. The negative cycle ultimately affects the overall professional status, forming a situation that is unfavorable for the development of teachers. Therefore, maintaining and improving the job satisfaction of college physical education teachers is crucial for alleviating job burnout. College administrators and decision-makers should take proactive measures to improve the job satisfaction of teachers while focusing on career resilience and job performance. In addition, measures such as improving the work environment, providing abundant training opportunities, and establishing effective communication channels can help enhance teacher satisfaction with their work, build a positive working atmosphere conducive to the development of education and personal growth of teachers, and stimulate teachers to actively participate in scientific research and teaching, thereby improving the overall quality of work.\u003c/p\u003e\n \u003cp\u003eResearch limitations\u003c/p\u003e\n \u003cp\u003e1) The survey subjects are mainly concentrated in provinces such as Sichuan, Shandong, Jiangsu, and Anhui, with a small distribution range. Therefore, the research conclusions may have regional spatial bias. Future research can expand the regional scope of sample collection to improve the conclusions. 2) This study only considered the mediating effect of job satisfaction and job performance between occupational resilience and burnout, but in reality, there may still be mediating variables such as competence and self-efficacy, which require further research. 3) Multiple secondary variables are included in the variable, and further analysis of the chain mediation effect of secondary variables alone or in combination has not been conducted to explore their value and significance in this model.\u003c/p\u003e\n\u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThere is a significant positive correlation between career resilience, job satisfaction, and job performance in pairs; Career resilience has a negative predictive effect on the job burnout of college physical education teachers. Job satisfaction and job performance play a mediating role between career resilience and job burnout of college physical education teachers, and this mediating role includes three pathways: the individual mediating role of job satisfaction, the individual mediating role of job performance, and the chain mediating role of job satisfaction and job performance. The research results provide reference suggestions for alleviating the job burnout of college physical education teachers.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e \u003ch2\u003eEthics approval and consent to participate\u003c/h2\u003e \u003cp\u003eThis study was conducted according to the guidelines of the Declaration of Helsinki, and approved by the Ethics Committee of the Sports Training College of Chengdu Sport University (Approval No. CTYLL2024001). Informed consent was obtained from all participants involved in this study.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eConsent for publication\u003c/strong\u003e \u003cp\u003eNo applicable.\u003c/p\u003e \u003c/p\u003e\u003cp\u003e \u003ch2\u003eCompeting interests\u003c/h2\u003e \u003cp\u003eThe authors declare no competing interests.\u003c/p\u003e \u003c/p\u003e\u003ch2\u003eFunding\u003c/h2\u003e \u003cp\u003eNo applicable.\u003c/p\u003e\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eWT designed the study and wrote the manuscript. DJX and LWC analyzed the data. CR and ZQB collected the data. CR and LYF modified the manuscript. LYF supervised the development of research . All authors contributed to the article and approved the submitted version.\u003c/p\u003e\u003ch2\u003eAcknowledgements\u003c/h2\u003e \u003cp\u003eThe authors would like to thank the participants for their involvement in this study.\u003c/p\u003e\u003ch2\u003eAvailability of data and materials\u003c/h2\u003e \u003cp\u003eThe raw data supporting the conclusions of this article will be available from Yongfeng Liu ([email protected]) on resonable requests.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eWang Dongsheng. Research on the Professional Resilience of Middle School Physical Education Teachers [D]. Fujian Normal University, 2012.\u003c/li\u003e\n\u003cli\u003eWu Xinchun, Zeng Lingjuan, Qin Xiangang, et al. 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Psychological Science, 1994, (03): 146-149+193.\u003cstrong\u003e\u003cem\u003e\u003c/em\u003e\u003c/strong\u003e\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Career resilience, Job burnout, Job performance, Job satisfaction, University physical education teachers","lastPublishedDoi":"10.21203/rs.3.rs-4106032/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-4106032/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eObjective\u003c/h2\u003e \u003cp\u003eExamine the chain mediating role of job satisfaction and job performance in career resilience and burnout.\u003c/p\u003e\u003ch2\u003eMethod\u003c/h2\u003e \u003cp\u003eA survey was conducted on 455 college physical education teachers using the career Resilience Scale, Job Burnout Scale, Job Performance Scale, and Job Satisfaction Scale. The Bootstrap method was used to test and analyze the mediating effect between job satisfaction and job performance.\u003c/p\u003e\u003ch2\u003eResult\u003c/h2\u003e \u003cp\u003e1) Career resilience has a negative predictive effect on the Job burnout of college physical education teachers (direct effect is -1.1266, P\u0026lt;;0.01); 2) Job satisfaction and job performance play a mediating role between career resilience and burnout among college physical education teachers, and this mediating role includes three pathways: the individual mediating role of job satisfaction, the individual mediating role of job performance, and the chain mediating role of job satisfaction and job performance.\u003c/p\u003e\u003ch2\u003eConclusion\u003c/h2\u003e \u003cp\u003eCareer resilience indirectly affects the job burnout of college physical education teachers through the chain mediation effect of job satisfaction and job performance.\u003c/p\u003e","manuscriptTitle":"The Impact of Career Resilience on Job Burnout in University Physical Education Teachers: The Chain Mediating Role of Job Satisfaction and Job Performance","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2024-03-26 18:11:12","doi":"10.21203/rs.3.rs-4106032/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"e745c9b0-4af4-4814-9f5d-27c98173ac74","owner":[],"postedDate":"March 26th, 2024","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2024-07-22T12:15:26+00:00","versionOfRecord":[],"versionCreatedAt":"2024-03-26 18:11:12","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-4106032","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-4106032","identity":"rs-4106032","version":["v1"]},"buildId":"qtupq5eGEP_6zYnWcrvyt","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}