以往研究表明，员工职业倦怠对个体工作绩效的消极作用显著，对员工个体及组织都有着重要影响。而工作与家庭作为员工的两个重要领域，往往会相互影响与转移。因此本研究基于资源保存模型理论，探讨员工职业倦怠与工作绩效的关系，及其受组织内家庭工作区隔取向的调节作用。

本研究通过见数和问卷星网络平台发放在线调查问卷，招募了222名企业或单位员工参与问卷调查。问卷内容包括人口统计学信息、员工职业倦怠量表、组织内家庭工作区隔取向量表以及员工工作绩效量表。随后通过注意力测试题项和回答问卷时长对数据进行筛选，并对数据进行初步处理。利用Mplus和SPSS对数据采取验证性因子分析、相关分析、调节模型检验等统计方法进行检验。

研究结果表明，职业倦怠对工作绩效的预测作用显著；职业倦怠与组织家庭工作区隔取向的乘积项对工作绩效的预测作用边缘显著；情绪衰竭对工作绩效的预测作用显著，情绪衰竭与组织家庭工作区隔取向的乘积项对工作绩效的预测作用显著。工作疏离对工作绩效的预测作用显著，工作疏离与组织家庭工作区隔取向的乘积项对工作绩效的预测作用显著；低职业效能对工作绩效的预测作用显著，低职业效能与组织家庭工作区隔取向的乘积项对工作绩效的预测作用显著。本研究提出的假设均得以验证。

由此得出结论：员工职业倦怠对员工工作绩效有负面影响，且组织家庭工作区隔取向对员工职业倦怠和工作绩效有调节作用。研究表明组织家庭工作区隔取向越高，员工职业倦怠和工作绩效之间的负向关系越弱，且对员工职业倦怠的三个维度进行验证，结果表明组织家庭工作区隔取向还能调节员工情绪衰竭、工作疏离和低职业效能分别与员工工作绩效之间的关系。组织家庭工作区隔取向越高，员工情绪衰竭、工作疏离和低职业效能分别与员工工作绩效之间的负向关系越弱。

Previous research has shown that employee burnout has a significant negative effect on individual performance and has a significant impact on both the individual employee and the organization. This study examines the relationship between employee burnout and job performance and its moderating role by the family work compartmentalisation orientation within the organization, based on the Resource Conservation Model theory.

The questionnaire included demographic information, the Employee Burnout Scale, the Intra-Organizational Family Work Segregation Orientation Scale and the Employee Job Performance Scale. The data was then screened by attention test items and length of time spent answering the questionnaire, and preliminary processing of the data was carried out. The data were tested using statistical methods such as validated factor analysis, correlation analysis and moderated model testing using Mplus and SPSS.

The results of the study showed that burnout was a significant predictor of job performance; the product of burnout and organizational family job spacing orientation was a borderline significant predictor of job performance; emotional exhaustion, job detachment and low professional effectiveness were all significant predictors of job performance alone, and the product of each of emotional exhaustion, job detachment and low professional effectiveness and organizational family job spacing orientation was a significant predictor of job performance. All of them were also significant. The hypotheses proposed in this study were all tested.

It is concluded that employee burnout has a negative impact on employee performance and that organizational family work spacing orientation moderates employee burnout and performance. The study showed that the higher the organizational family job spacing orientation, the weaker the negative relationship between employee burnout and job performance, and the three dimensions of employee burnout were validated, showing that organizational family job spacing orientation also moderates the relationship between employee emotional exhaustion, job detachment and low professional effectiveness respectively and employee job performance. The higher the family work spacing orientation, the weaker the negative relationship between employee emotional exhaustion, job detachment and low professional effectiveness on the one hand and employee performance on the other.