Objective To investigate the relationship between sense among state-owned enterprise employees in communication industry of organizational justice , future self-continuity and job burnout ,analyze the mediating role of future self-continuity. Methods The convenience sampling method was adopted to select 1 262 employees in state-owned communication enterprises in first-tier cities，new first-tier cities [hereinafter referred to as” (new) first-tier cities"]and fifth-tier cities from February to March 2022. The data were collected by the demographic data questionnaire , job burnout questionnaire, sense of organizational justice scale，self-others integration scale , and the data were analyzed. Results Among, the surveyed employees , male , middle managers and managers had the highest scores of future self-continuity and sense of organizational justice , and the lowest scores of job burnout. The job burnout was significantly negatively correlated with future self-continuity and sense of organizational justice (r=-0.446 -0.518，both P<0.01)，and future self-continuity was significantly positively correlated with sense of organizational justice (r =0.453 , P<0.01).The future self-continuity played a partial intermediary role in the impact of organizational justice on job burnout, the intermediary effect was 0.121 ,accounting, for 23.09% of the total effect. The city type had a moderating, effect on the prediction of organizational justice justice on future self-continuity(Moderated mediation index 95%CI:-0.099 0--0.000 4).The moderating, effect wasmarginal significant (the result of the interaction between organizational justice and city type was t=1.951, 95%CI:-0.001-0.363 , P>0.05).The employees' organizational justice in(new) first-tier cities had a greater impact on future self-continuity (Bsimple=0.883，P<0.01，95%CI:0.740-1.025),while employees' organizational justice in fifth-tier cities had a smaller impact on future self-continuity (Bsimple=0.702，P<0.01，95%C1:0.588-0.816).The scores of future self-continuity perceived organizational justice and job burnou in employees in (new) first-tier were ( 5.28士0.98)，(4.06士0.55) and ( 2.59士0.89)points, respectively. The employees in fifth-tier cities had lower scores of future self-continuity [(5.12士0.93) point], perceived organizational justice [(4.02士0.53 ) points] , and higher scores of job burnout [(2.71士0.91) points ]. Conclusions The organizational justice and future self-continuity are important influencing, factors of job burnout among, employees in state-owned communication enterprises ,and future self-continuity plays a partial mediating, role between them. The city type moderates the predictive effect of organizational justice on future self-continuity. Improving, the sense of organizational justice is conducive to improving, their future self-continuity and reducing, their level of job burnout.

目的 研究通信行业国企员工的组织公平感、未来自我连续性与职业倦怠的关系,及其未来自我连续性的中介作用.方法 2022年2-3月采用便利抽样法,选取一线、新一线城市[(新)一线城市]以及五线城市的1 262名国企通信员工为调查对象,采用人口学资料调查表、职业倦怠问卷、组织公平感量表、自我他人融合量表进行数据收集,并对数据进行分析.结果 受调查员工中,男性、中层管理者、经理类的未来自我连续性和组织公平感得分最高、职业倦怠得分最低.职业倦怠与未来自我连续性、组织公平感均呈显著负相关(r=-0.446、-0.518,均P＜0.01),未来自我连续性与组织公平感呈显著正相关(r=0.453,P＜0.01).未来自我连续性在组织公平感对职业倦怠的影响中起部分中介作用,中介效应为-0.121,占总效应的23.09％.城市类型在组织公平感对未来自我连续性的预测中具有调节作用(有调节的中介指数中95％CI:-0.099 0～-0.000 4),调节作用为边缘显著(组织公平感与城市类型的交互作用结果为t=1.951,95％CI:-0.001～0.363,P＞0.05).(新)一线城市员工组织公平感对未来自我连续性的影响较大(Bsimple=0.883,P＜0.01,95％CI:0.740～1.025),五线城市员工组织公平感对未来自我连续性的影响较小(Bsimple=0.702,P＜0.01,95％CI:0.588～0.816).(新)一线城市员工的未来自我连续性得分为(5.28±0.98)分、组织公平感得分为(4.06±0.55)分,职业倦怠感得分为(2.59±0.89)分;五线城市员工的未来自我连续性得分更低[(5.12±0.93)分]、组织公平感得分更低[(4.02±0.53)分],职业倦怠感得分更高[(2.71±0.91)分].结论 组织公平感、未来自我连续性是国企通信员工职业倦怠的重要影响因素,且未来自我连续性在二者之间具有部分中介作用.城市类型能够调节组织公平感对未来自我连续性的预测作用,提升组织公平感有利于提高其未来自我连续性以降低其职业倦怠水平.