The Relationship Between Burnout and Organizational Commitment Among Health Sector Staff in Turkey

Abstract

In today's chaotic and dynamic era, organizations search and define main trends in business to improve efficiency. Defining the components of organizational behavior and understanding the relationships among these notions has a vital role for the viability of organizations. This study aims to determine the relationship between burnout and organizational commitment among health sector staff in Turkey. In the beginning of this study, the purpose, research question, and the need for the study is given. Then, literature is discussed on burnout and organizational commitment focusing on the relationship between them. An analysis of the data collected by The Maslach Burnout Inventory (MBI) and Allen and Meyer's Organizational Commitment Scale from 459 personnel is researched afterwards. Considering findings, after presenting demographic information of the variables like task position, gender, educational background and age, the reliability and factor analysis tests of the two scales are performed within the study. Then the relationship between the variables is studied with regression analysis. The analysis of the regression test results in this study shows the relationship between burnout and organizational commitment among health sector staff in Turkey. In that respect, present data provide support for the hypothesis that burnout typically has been assumed to be a predictor of organizational commitment. This study is performed with the health sector staff of two Medicine Faculty Hospitals in Istanbul in June-July 2008, including doctors, nurses, and other positions (managers and employees). One of the hospitals has a total of 1,260 personnel, including 550 doctors, 230 nurses, and 460 managers and others, while the other hospital has a total of 697 personnel including 116 doctors, 92 nurses, and 489 managers and others. Out of 1957 total hospital personnel 23% took part in the survey. The sample of the study is composed of 80 doctors, 160 nurses, 17 managers, and 10 others from the first hospital and 36 doctors, 133 nurses, 15 managers, and 8 others from the other.

The Relationship between Burnout and Organizational Commitment among Nurses at Tanta University Hospitals

“…This may due to increase years of experience help nurse to recognize the natural of the work and environment. This consistent with Gemlike et al (2010) (7) high expectations in the early times of work are believed to cause organizational burnout. The people working for long periods in the same organizations may lose their self-trust, which subsequently bring the feeling to increase the continuance commitment level and stay in same organization to maintain the status quo.…”

“…The worst impact of burnout at the organizational level is destroying and diminishing organizational commitment among personnel and experts of the job. (Saini R et al 2011) (18 ),(Aghaei et al 2012) (11) , Shirazi et al 2010) (19) & Gemlike N et al 2010) (7 ) So, the aim of the present study was to study the relationship between nurses burnout on organizational commitment among nurses in selected department at Tanta University Hospitals.…”

“…Depersonalization refers to an unfeeling and callous response toward these people, who are usually the recipients of one's service or care. Reduced personal accomplishment refers to a decline in one's feelings of competence and successful achievement in one's work with people(Gemlik et al2010) ( 7) . The causes of burnout suggested by the researchers may include the low pay package, excessive work, lack of support from supervisor and colleagues, lack of equipment to work with and public criticism (Malik etal 2010) (8) .Matin et al (2012) ( 9) expound burnout consequences in two job performance and health aspects.…”

The Moderating Effects of Basic Needs Satisfaction at Work on the Relationships Between Burnout, Work-Family Conflict and Organizational Commitment: Relevance of the Conservation of Resources (COR) Theory

“…Burnout has been found to have a significant relationship with organizational commitment (Wright, 2004;Gemlik, Sisman, & Sigri, 2010), as those who have high emotional exhaustion tend to have low affective and normative commitment. However, those who have low levels of personal accomplishment may experience an increase in continuance commitment.…”

A Study on the Relationship Between Schools’ Health and Teachers’ Organizational Commitment

“…Organizational commitment is important, for high levels of commitment will result in several important outcomes at individual and organizational levels (8)(9)(10)(11). Studies indicate that commitment is negatively related to turnover (8,(12)(13)(14) , burnout (15)(16)(17), stress (10), absenteeism, low levels of morale (16), and coun-terproductive behavior (18) and positively related to job satisfaction (6)(7)(8)(19)(20)(21)(22), well-being (23), strategies of conflict resolution (24), team effectiveness (25), motivation (13), job performance (8,(26)(27)(28), effectiveness (4), student achievement (5, 9), sustained employee's physical health (10) and organizational citizenship behavior (29,30). Organizationally committed employees are more satisfied at work, wasted less time in their jobs and are less likely to give up the organization (19).…”