Year: 2020
Type: dissertation
Study design: Observational Study
Abstract: The purpose of this study is to determine if organizational stress, measured by role conflict and role ambiguity, predicts burnout among employees. A review of the related literature identified variables that demonstrate a relationship with burnout, supported by the Maslach (1998) theory of burnout and Katz and Kahn’s (1966) organizational role theory. The researcher also examined whether organizational level and demographic variables (gender, education level, and job tenure) moderate the relationships between role conflict, role ambiguity, and burnout. The study follows a non-experimental, cross-sectional design using data collected from a survey. Results of linear regression analyses reveal role conflict and role ambiguity predict burnout. A series of Baron and Kenny moderation analyses (Baron & Kenny, 1986) show that organizational level is not a moderating factor in the relationships between role conflict, role ambiguity, and burnout. In addition, only education level (Associate’s degree) emerged as a moderator in the relationship between role conflict and burnout. Findings from this study emphasize the importance of understanding and addressing role conflict and role ambiguity, in order to prevent employee burnout, within organizations. Findings also suggest that organizations should include staff at all levels of the organization in burnout assessment and remediation efforts, including additional resources for employees to obtain skills that may have been absent from their previous education. Future research considerations include qualitative methods, additional industries or organizational structures, and predictive qualities of other related variables.
Author: Kristen Albritton
Language: English
Topic: Stress and Burnout Research
Subfield: Social Psychology
Field: Psychology
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W3111786743