The Study On The Effects Of Organizational Members Job Burnout

Abstract

The rapidity with which the concept of job burnout has been incorporated into everyone's life is astonishing. During the two decades, many organizational members had been experienced job stresses. Because of chromic job stresses, they have fallen into job burnout. Generally speaking, Job burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of emotional exhaustion, depersonalization, and reduced personal accomplishment. But there are not enough studies about a profession outside human service. In this point of view, this study examines the effect of organizational member's job burnout on job performance and what are the major antecedents of job burnout. Also the present study is designed to test the moderating effect of supervisor's support, job discretion, and self-esteem on relationship between role overload and role conflict and members' job burnout.   The purposes of this study are as follows;  First of all, this study purposed to examine the factors which affect the organizational members’ job burnout.  Secondly, this study was to examine the effect of the members' job burnout on job performance. Thirdly, this study aimed to test moderating effect of supervisor's support, job discretion, and self-esteem on relationship between role overload and role conflict and the members' job burnout.  For the practical analysis, 100 structured questionnaires were distributed to Korean employees in Korean employees in Busan, and Gyeongnam, Korea. 100 questionnaires were distributed and 100 were returned. However, 3 questionnaires out of those returned were considered to be statistically valueless for analysis since some questions were left unanswered and some were clearly biased. Therefore, a total of 97 questionnaires were used for analysis. The collected data has been analyzed by using SPSS 12.0 for windows. The statistical techniques used in this study were descriptive analysis, reliability test, factor analysis, discriminate analysis, correlation analysis, multi regression analysis, and hierarchical regression analysis.  The major findings of the study are as follows;  First of all, role overload and role conflict are shown to be the major antecedents of job burnout, particularly of the exhaustion and disengagement components. Secondly, the disengagement of job burnout was related to lower levels of job performance.  Thirdly, moderating effect of supervisor's support on the relationship between role overload and the members of exhaustion was statistically significant. But moderating effect of job performance and self-esteem was not significant.