当前国有企业面临着中青年员工离职率高、工作效率低等问题，尤其是“80、90后”知识型员工，他们的职业特征是通过思考和创新实现知识资本增值创造为企业价值，他们的工作环境往往需要面对超负荷的工作量和工作压力，同时新生代文化导致“80、90后”知识型员工与组织管理存在不协调，导致这个群体成为职业倦怠的高发群体，应该得到社会特别的关注。对国有企业“80、90后”知识型员工职业倦怠影响因素的探究，对优化企业人力资源管理，提升企业创新能力有积极意义，有利于减少个体倦怠的发生，提高员工工作效率，缓解中青年员工离职率高的问题。 本研究根据匹配—不匹配理论提出六个职业倦怠影响因素，选取航天科工集团下属某大型国企为研究样本，通过问卷调查方法，对企业“80、90后”知识型员工职业倦怠情况和影响因素分别进行了分维度和分指标的测量，对不同类型的“80、90后”知识型员工职业倦怠情况与影响因素分别进行了统计学意义上的比较分析，并在此基础上，采用回归方法，探究了职业倦怠三个维度与六个影响因素之间的关系。在定量研究的基础上，参考深度访谈结果，进一步探究导致研究结果的原因。 本研究有以下主要发现：国有企业“80、90后”知识型员工中存在职业倦怠问题，情绪耗竭和玩世不恭维度表现突出，其中情绪耗竭上的感受最为显著。影响因素方面，工作负荷是职业倦怠关键影响因素，其他影响因素在不同维度方面表现不同。对情绪耗竭维度主要影响因素有：工作负荷、团队内冲突，均为显著性正相关。对玩世不恭维度主要影响因素有：工作负荷、组织公平感呈显著性正相关，组织支持感、价值观冲突呈显著性负相关。在成就感降低维度，组织公平感和团队内冲突呈显著性正相关，工作负荷、工作控制感、组织支持感和价值观冲突对其有显著负相关。 根据实证研究的结果及原因探究，本文从组织层面提出以下对策建议：规范制度建设，创建公平有效的激励机制；加强内部沟通，营造和谐积极的组织文化氛围；优化管理，创建适应市场的国有企业管理机制。

At present, state-owned enterprises are faced with the problems of high turnover rate and low work efficiency of young and middle-aged employees, especially the “80s and 90s” knowledge workers, who have the professional characteristics of high-intelligence labor with knowledge innovation as the core, and bear a lot of work. Strength, stress and the nature of competition, and the new generation culture led to the inconsistency between the “80s and 90s” knowledge workers and organizational management, which led to this group becoming a high-risk group of burnout and should receive special attention from the society. The exploration of the factors affecting the job burnout of knowledge workers in the "80s and 90s" state-owned enterprises has positive significance for optimizing enterprise human resource management and improving the innovation ability of enterprises, reducing the occurrence of individual burnout, improving the work efficiency of enterprises and reducing the turnover rate of employees. Have a positive effect. Based on the matching-mismatch theory, this paper proposes six factors of occupational burnout, selects a large state-owned enterprise affiliated to the Aerospace Science and Industry Group as a research sample, and uses the questionnaire survey method to investigate the situation and impact of the “80, 90 post-knowledge employees”. The factors were measured by sub-dimensions and sub-indicators respectively. The comparative analysis of the occupational burnout and influencing factors of different types of "80, 90 post-knowledge employees" was carried out in a statistical sense. On this basis, the diversification was adopted. The regression method explores the relationship between the three dimensions of burnout and the six influencing factors. Based on the quantitative research, this study also conducted in-depth interviews based on the results of empirical research to further explore the reasons. The main findings of this study are: the problem of job burnout among the knowledge workers in the “80s and 90s” state-owned enterprises, in which the workload is the most powerful predictor of burnout; in the three dimensions of burnout, the emotional exhaustion and the cynical dimension have Obvious performance, in which emotional exhaustion is most significant; in the emotional exhaustion dimension, workload and intra-team conflict have a significant positive correlation. In the cynical dimension, workload and intra-team conflict have significant positive correlations, organizational support and value conflicts are significantly negatively correlated, in the low sense of achievement, workload, work control, organizational support, organizational justice There is a significant negative correlation with conflicts of values. Based on the results and reasons of empirical research, this paper proposes the following countermeasures from the organizational level: standardize system construction, establish a fair and equitable incentive mechanism; strengthen internal communication, create a harmonious and harmonious organizational culture; optimize management, create market-adapted state-owned enterprise management mechanism.