| Abstract [eng] |
Burnout is a multifaceted syndrome that is caused by constant stress experienced at work. Researchers discovered that burnout is becoming more prevalent in our society, leading to a belief that burnout is one of the most pressing issues in a work environment. This syndrome is characteristic of employees who suffer from emotional exhaustion, depersonalization, and lack of personal accomplishment. Tackling burnout is a big challenge for organizations, which should be able to provide a suitable work environment and to find a good balance between the well – being of the employee and the needs of the organization. That is why organizations that strive for the highest results, must take steps to retain their most talented, productive, and goal – oriented employees. While it is hard to imagine a productive employee, who delivers results with good quality when he is dealing with burnout. Because of that, it is important for organizations to reduce the prevalence of burnout among their employees and to foresee the risks that cause burnout, namely organizational and individual factors. Organizational factors are very important for reducing the prevalence of burnout among their employees, as burnout usually leads to reduced work productivity, effectiveness and poor work quality. Individual factors are also important, because the work results of employees provided with the same work conditions still wildly differ, as pointed out by a lot of studies done on this subject during the years. Burnout syndrome is also impactful for the employees themselves, because burnout causes changes in personality and attitude, poor physical and mental state and impacts their careers, social and personal well – being. Because of the effects that burnout can cause to organizations and employees, it is important to determine the factors that have the most influence on burnout. Research object: the impact of organizational and individual factors on employee burnout. Research goal: to find the impact of organizational and individual factors on employee burnout. Results: after conducting a study on the impact of organizational and individual factors on employee burnout, it was found that 36,1 % of the respondents show high results for employee burnout. Most of the respondents show average levels of emotional exhaustion, low levels of depersonalization and high levels of lack of personal accomplishments. Organizational factors predispose 40,8 % of emotional exhaustion, 32 % of depersonalization and 31,5 % on lack of personal accomplishments. Emotional exhaustion is influenced by higher workload and role ambiguity, depersonalization is influenced by higher workload, role conflicts, role ambiguity and community, personal accomplishments are influenced by participation in decision making, community, justice, social support from the manager and role ambiguity. Out of all the organizational factors – workload has the highest effect on emotional exhaustion and depersonalization, participation in decision – making has the highest effect on personal accomplishments. It can be said, that higher workload causes higher scores of emotional exhaustion, while participation in decision making causes higher personal accomplishments. As for the individual factors of burnout, personality dimensions predispose 14,2 % of emotional exhaustion, 13 % of depersonalization and 24,2 % of personal accomplishments. Emotional exhaustion is affected by these personal qualities of the employee: agreeableness, emotional stability and openness. Depersonalization is affected by agreeableness, emotional stability and openness, while personal accomplishments are affected by all of the Big5 dimensions. It was concluded that emotional stability has the highest effect on emotional exhaustion and personal accomplishments, while agreeableness has the highest effect on depersonalization. It can be concluded that lower results in emotional stability and agreeableness lead to higher scores of emotional exhaustion and depersonalization and that higher emotional stability leads to higher personal accomplishments. Demographic factors also play a part in the prevalence of employee burnout: men tend to experience a lack of personal accomplishments more than women, and generally single, childless employees and employees with lower work experience tend to show higher results of all employee burnout dimensions. |
