The impact of burnout on organizational commitment: A study of public sector employees in Turkey

Sarisik, Mehmet; Boğan, Erhan; Zengin, Burhanettin; Dedeoğlu, Bekir Bora

doi:10.5038/2640-6489.4.2.1066

Cited by 24 publications

(12 citation statements)

References 72 publications

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“…As part of the coping process, these individuals may want to escape their dire situation and develop a desire to leave the organization. Previous variable-centered studies confirmed the positive relationship between burnout and psychological distress (De Beer, 2021) and turnover intention and the negative relationship between burnout and affective commitment (Sarisik et al, 2019).…”

Section: Psychological Distress Affective Organizational Commitment A...mentioning

confidence: 66%

Engaged but exhausted: Work-related wellbeing profiles of South African employees

Vaart¹,

Beer²

2021

Intnl. J. Wellbeing

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Organizations and colleagues alike benefit from dedicated employees who are immersed in their work and energetically pursue their tasks. Unfortunately, this may come at a price for employees who may burn out. Organizations are, therefore, confronted with a responsibility to assist employees in striking a balance between eagerly engaging in their tasks and taking care of their wellbeing. Before designing and implementing interventions, it is valuable to identify how engagement and burnout components cluster within individuals and whether these different combinations have different implications for employees. The study aimed to explore whether burnout and work engagement combine within individuals to form different burnout-engagement profiles. The study also aimed to examine the implications of different profiles for employees’ psychological distress, affective commitment, and turnover intention. Among 1048 South African employees, latent profile analysis highlighted five distinct burnout-engagement profiles: Burned-out, Risky, Moderately balanced, Stars, and Workaholics. The Burned-out reported higher levels of psychological distress than the Risky. Still, both reported higher levels than the Moderately balanced, who also reported higher levels of psychological distress than the Stars. The Burned out and the Workaholics reported equal levels of psychological distress. The Stars reported the highest levels of affective commitment, followed by the Workaholics, the Moderately balanced, and the Risky, with the lowest levels reported by the Burned-out. The Burned-out reported the highest levels of turnover intention, followed by the Risky, the Workaholics, and the Moderately balanced, with the lowest levels reported by the Stars. Limitations, recommendations for future research and practical implications are discussed.

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Section: Psychological Distress Affective Organizational Commitment A...mentioning

confidence: 66%

Engaged but exhausted: Work-related wellbeing profiles of South African employees

Vaart¹,

Beer²

2021

Intnl. J. Wellbeing

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“…It is characterized to affect employees of the service sector such as teachers, police, nurses, doctors, etc. (Sarisik et al, 2019 ). The World Health Organization, following the International Classification of Disease (ICD) 11, defines burnout as a result of chronic workplace stress that the employees cannot manage (World Health Organization, 2019 ).…”

Section: Introductionmentioning

confidence: 99%

Development of Burnout Syndrome in Non-university Teachers: Influence of Demand and Resource Variables

2021

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Psychosocial risks at work are an important occupational problem since they can have an impact on workers' health, productivity, absenteeism, and company profits. Among their consequences, burnout stands out for its prevalence and associated consequences. This problem is particularly noteworthy in the case of teachers. The aim of the study was to analyze the influence of some psychosocial factors (demand and resource variables) and risks in burnout development, taking into consideration the levels of burnout according to the Spanish Burnout Inventory (SBI). This paper contributes to advancing knowledge on this issue by analyzing the influence of work characteristics and personal characteristics on the progress of burnout. The sample consisted of 8,235 non-university teachers (2,268 men 27.5% and 5,967 women 72.5%), aged 22 to 70 (M = 45.16, SD = 9.18). For this purpose, statistical modeling by logistic regression was used. The results of this study showed that No burnout level was positively related with resources variables and negatively with demand variables. In the Medium-High levels and the higher levels of burnout (i.e., Profile 1 and Profile 2), there is a positive relation with demand variables and a negative one with resource variables. In conclusion, demand variables cause an increase in the burnout levels, influencing positively the movements between the levels of No burnout to Medium-High levels of burnout and Medium-High levels to Profile 1. At the same time, resource variables had a negative influence on burnout. However, the results in the movement between Profile 1 and Profile 2 were not expected. The variable Imbalance had a negative relationship with the movement between Profile 1 to Profile 2, and Social support and Autonomy at work had a positive relationship with this movement. Therefore, when professionals feel higher levels of burnout, lack of imbalance together with social support and autonomy could contribute to increased feelings of guilt and risk of higher burnout.

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“…Abundant previous studies were found on the antecedents of employees' OC in various contexts (Lambert et al, 2018;Luz et al, 2018;Pathak & Tripathi, 2010;Top et al, 2015). Several variables received great attention from previous researchers, such as different leadership styles (Chen et al, 2019;Choi et al, 2015b;Gul et al, 2012), employees' burnout (Sarisik et al, 2019), job related variables like job security and work style (Pathak & Tripathi, 2010;Spanuth & Wald, 2017), job characters (Coetzer & Rothmann, 2006), employee training and teamwork (Hanaysha, 2016a), environment and organizational learning (Hanaysha, 2016b), psychosocial safety climate (Geisler et al, 2019), corporate values, and corporate social responsibility (Asrar-ul-Haq et al, 2017;Obalola et al, 2012). However, few studies probe deeply into the impact of ethics variables on OC of employees in Chinese context where employees and managers may confront different ethical situations from other countries.…”

Section: Introductionmentioning

confidence: 99%

Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

Zhang

2020

JGBI

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This research explored the impact of job satisfaction, the ethical behavior of coworkers, successful managers, and employees themselves. Also explored were six types of ethical climate on organizational commitment and its three dimensions, including affective, continuance, and normative commitment through an investigation on 476 Chinese insurance agents. The empirical results showed that ethical behavior of coworkers and a caring climate had a significantly positive impact on both organizational commitment and its three dimensions, while independence climate had no significant influence on overall organizational commitment or its three dimensions. Job satisfaction, ethical behavior of successful managers and employees themselves, and the other five types of ethical climates only had a significant impact on organizational commitment or some of its dimensions.

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The impact of burnout on organizational commitment: A study of public sector employees in Turkey

Cited by 24 publications

References 72 publications

Engaged but exhausted: Work-related wellbeing profiles of South African employees

Engaged but exhausted: Work-related wellbeing profiles of South African employees

Development of Burnout Syndrome in Non-university Teachers: Influence of Demand and Resource Variables

Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

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