Core self-evaluation and work engagement: employee strengths use as a mediator and role overload as a moderator

Mitigating Job Burnout in Jordanian Public Healthcare: The Interplay between Ethical Leadership, Organizational Climate, and Role Overload

“…Moreover, our third and fourth hypotheses examined the mediating role of organizational climate in the relationship between ethical leadership and job burnout. The results support this hypothesis, suggesting that a positive organizational climate characterized by trust, collaboration, and shared values significantly mitigates the adverse effects of job burnout [1,16,115]. This finding is in line with previous studies indicating that a supportive climate can enhance employee engagement and retention by reducing stress and promoting a sense of belonging [17,24,50,83,93].…”

“…The study found that role overload exacerbates the detrimental effects of job burnout, especially in environments where organizational support and resources are lacking [ 44 , 78 , 122 ]. This underscores the nuanced interplay between individual and contextual factors in influencing job burnout [ 40 , 115 , 118 ]. These findings highlight the importance of organizational interventions aimed at addressing workload management, role clarity, and resource allocation to mitigate burnout risks [ 31 , 93 , 126 , 131 ].…”

“…Lastly, the study’s exploration of role overload as a moderator in the relationship between ethical leadership, organizational climate, and job burnout contributes to our understanding of the boundary conditions that influence leadership effectiveness and employee well-being [ 44 , 115 , 118 , 119 , 120 ]. Role overload theory suggests that excessive job demands and workload can exacerbate the negative effects of leadership behaviors on employee outcomes [ 40 , 78 , 112 ].…”

“…The literature emphasizes the moderating role of role overload in the relationship between ethical leadership, organizational climate, and job burnout. Role overload acts as a situational constraint factor, impeding employees from leveraging their strengths for positive outcomes [114][115][116]. It is associated with adverse follower outcomes, such as decreased organizational commitment and heightened absenteeism [40,117].…”

“…However, the influence of ethical leadership on job burnout may vary depending on the extent of role overload experienced by employees [5,6,83,85]. In this regard, the presence of role overload can attenuate this relationship by amplifying stress and burden on employees [44,115,[118][119][120]. Employees facing role overload may perceive ethical leadership behaviors as insufficient in alleviating job strain, thereby diminishing the positive impact of ethical leadership on well-being [1,13,40].…”