| Abstract [eng] |
Burnout is a state of an employee arising from long-term and uncontrollable stress in the work environment, which is manifested by a lack of energy and strength, mental detachment and a reduced sense of professional achievement. Although burnout is often associated with supporting professions, the relevance of this work is also obvious for middle and lower-level managers in the manufacturing sector, who are affected by intense demands, role conflicts and limited resources; effective burnout management allows maintaining the competence, motivation and sustainability of the organization's activities. The object of the study is the factors determining the burnout among middle and lower-level managers in manufacturing companies. The aim of the study is to reveal the factors determining the burnout among middle and lower-level managers in manufacturing companies. The results of the study showed that middle and lower-level managers are characterized by an average level of all three burnout dimensions (emotional exhaustion, depersonalization and reduced perception of personal achievements). Although the expression of all three burnout dimensions is at an average level, a significant proportion of managers are at high risk. A high level of emotional exhaustion was found in 26.6 percent of managers, a low perception of personal achievements (corresponding to a high risk of burnout) – 32.5 percent, and a high level of depersonalization – as many as 40.4 percent of respondents, which indicates that emotional detachment is the most pronounced risk of burnout in this group. Sociodemographic characteristics do not significantly affect burnout, while organizational factors and personal motivation together explain a large part of the variation in burnout (the general model explained about 55.5 percent of the total burnout rate). A more detailed analysis revealed that emotional exhaustion is most strongly promoted by workload and emotional labor, and its risk is reduced by strong motivation; depersonalization is mainly determined by workload and role conflict; a reduced perception of personal achievements is determined by low personal motivation. |
