Can configurations of motivation and extraversion attenuate job demands-job burnout bond?

Abstract

Purpose Recent research highlights the necessity to critically examine the factors that can reduce the relationship between job stressors, such as job demand and burnout, to create healthier workplaces. This study aims to explore how five types of motivations (extrinsic motivation-social, extrinsic motivation- material, introjected, identified and intrinsic motivation), in combination with extraversion trait influence the impact of job demands on job burnout. Design/methodology/approach This study adopted a set-theoretic approach named fuzzy-set qualitative comparative analysis to analyze the data collected from 84 employees working in an research and development department of a public organization. Findings Findings revealed two distinct configurations. First, the absence of intrinsic and identified motivations lead to job burnout if extraverted participants suffer from high job demands. Second, non-extraverted participants reported high job burnout in the presence of high job demands, although all five types of motivations drove them. Practical implications This study suggests managers need to consider personalized preventive actions, depending on the level of extraversion trait when they try to motivate their employees who are dealing with high levels of job demands. Originality/value The emerging trend in social science suggests adopting linearity assumptions to study social phenomena is inconsistent with the reality of human behavior. Thus, this study used fuzzy-set qualitative comparative analysis to examine the complex interplay among all five types of motivations, extraversion trait, job demands, which contribute to burnout.

Understanding Muslim frontline employees’ perceived religious discrimination and emotional exhaustion

“…Such findings confirm the study proposition stating that a combination of perceived discrimination types (overt and subtle) and support factors is more likely to predict employees’ emotional exhaustion in the USA. Although this is broadly in line with prior works suggesting that employee feelings are shaped by complex combinations of determinants (Farivar and Esmaeelinezhad, 2021; Khedhaouria and Cucchi, 2019; Wang et al. , 2022), novel insights and patterns emerged.…”

“…We believe that such a virtue is particularly relevant for the present study since human emotional exhaustion is unlikely to be triggered in a similar way for all people. Farivar and Esmaeelinezhad (2021) acknowledged that fsQCA offers a more holistic insight into the factors shaping job burnout by showing how conditions combine to cause such a behavior. In the tourism and hospitality context, researchers became aware of the limitations of extant net effect approaches and started a shift to fsQCA due to its capacity to capture complexity underlying social phenomena.…”

“…These conflicts of interest between in-group and out-group become social conflicts ("Us" versus "Them" mentality) (Tajfel and Turner, 2004). However, Muslims' perceived discrimination, compared to adherents of other religions, may be shaped by unique (specific to Islam) aspects such as religious symbolism (visible religious symbols, like the hijab), geopolitical tensions (media coverage of conflicts and terrorism in Muslim-majority countries) and historical events (history of clashes and wars between Muslims and Christians, such as the Crusades) that contribute to a general suspicion of Muslims (Esposito et al, 2016). As a result, Muslim communities are more likely to perceive discrimination due to anti-Muslim prejudice, anti-Islamic sentiment and conspiracy beliefs (Uenal et al, 2021).…”

Technostressors – a boon or bane? Toward an integrative conceptual model

“…Indeed, any demand is a kind of overload and results in psychological anxiety and higher arousal (Perrewe and Ganster, 1989). Job demands lead to job burnout (Farivar and Esmaeelinezhad, 2021). Particularly, empirical studies indicate positive associations between both challenge and hindrance type of work demands to frustration, emotional exhaustion, and strain (Webster et al, 2011).…”