Burnout Components as Predictors of Job & Life

Burnout Components as Predictors of Job & LifeSatisfaction of University Employees

Bahman Kord Tamini & Baqer Kord

This study explores the relation-ships of job burnout, life and jobsatisfaction among university em-ployees from a sample of 170 (90males and 80 females) employees,selected at random from Univer-sity of Sistan and Baluchestan.Job Burnout Scale, Job Satisfac-tion Questionnaire and Life Satis-faction Survey were applied tocollect the data. There was signifi-cant positive correlation betweenjob and life satisfaction but thesetwo variables were negatively cor-related with emotional exhaustionand depersonalization. Personalaccomplishment had positive cor-relation with life and job satisfac-tion. Males showed higher meanscores on depersonalization incomparison to females. There wasno significant difference in jobsatisfaction scores between malesand females but females were moresatisfied with their life than males.

Bahman Kord Tamini is Assistant Professor(Psychology) University of Sistan and Baluchestan.(E-mail: [email protected]). Baqer Kord isAssistant Professor (Management) in the sameuniversity.

Introduction

The workplace stress may have re-sulted in chronic negative emotions suchas anger, anxiety or depression, whichcan eventually lead to psychological ex-haustion and bumout (Anand & Arora2009). Researchers have extensivelyexamined the negative effects of jobstress on health (Shirom 2003, Smith etal. 2002). Bumout is one of the psycho-logical factors that derive from prolongedand continuance stress, more obviouslyin the workplace. Freudenberger (1974)defines bumout as: "failure, frazzle, lossof energy and power or a matter of ex-haustion which is the result of the unful-filled desires of human internal re-sources". Maslach, Jackson & Leiter(1996) defines bumout as a "syndromeof reduced personal accomplishment, in-creased emotional exhaustion, and in-creased depersonalization experiencedby individuals that work closely withpeople". These three dimensions of jobbumout are explained as:

• Emotional exhaustion refers to en-ergy depletion or the draining of emo-tional resources.

The Indian Journal of Industrial Relations, Vol. 47, No. 1, July 2011 126

Burnout Components as Predictors of Job & Life Satisfaction of University Employees

• Depersonalization refers to the de-velopment of negative, cynical atti-tudes towards the recipients of one'sservice or care.

• Lack of personal accomplishmentthat it is often considered only as anafterthought (Demerouti et al. 2000).

Job bumout might have effects onsome domains especially on job and lifesatisfaction.

Job Bnrnout & Job Satisfaction

According to Yilmaz (2009) job sat-isfaction is the "attitude of the employ-ees towards their work, which is the con-sequence of the comparison betweentheir emotions, thoughts and tendenciestowards their work and working environ-ment". Research demonstrated that jobbumout has a negative impact on job sat-isfaction (Biegen 1993). Further, job sat-isfaction has an inverse relationship withburnout dimensions (Ay & Avsaroglu2010, Giffín et al. 2010, Sharma et al.2010). Bumout, particularly emotionalexhaustion, was found to be strongly re-lated to job dissatisfaction and job satis-faction is a negative predictor for eachsub-scale of job bumout (Piko 2006).Results of a cross-cultural study depictedthat bumout was positively correlated topassive coping strategies and negativelylinked to self-efficacy and job satisfac-tion. Males experienced more deperson-alization (Volker et al. 2010). Intrinsic jobsatisfaction is the most important vari-able that predicts emotional exhaustion,depersonalization and personal accom-plishment (Filiz 2006). According to Nirelet al. (2008) dissatisfaction at work is

caused by bumout, work overload, andpoor^health. Moreover,.physical and men-tal health can impede the individtials'ability to work that is related to a senseof bumout and the intention to changeprofessions.

Job Burnout & Life Satisfaction

According to Diener (1984) "life sat-isfaction is an overall assessment of feel-ings and attitudes about one's life at aparticular point in time ranging froninegative to positive. It is one of the threemajor indicators of well-being: life sat̂isfaction, positive affect and negativeaffect". Desire to change one's life, sat-isfaction with the past, satisfaction withthe future, and significant other's yiewsof one's life are included in life satisfac-tion (Diener et al 1999). Bumout syn-drome has negative effect on life satis-faction. Anand & Arora (2009) showedthat life satisfaction had significant nega-tive association with job bumout. Dyrbyeet al. (2006) indicated that minority sturdents were more likely to have a lowsense of personal accomplishment andquality of life in number of domains.Lavanchy et al. (2003) revealed that de-pression and emotional exhaustion to-gether accounted for 44% of the vari-ance in life satisfaction scores. Conrad& Kellar-Guenther (2006) demonstratedthat those with high compassion satisfac-tion had lower levels of conipassion fa-tigue and also workers, who had highcompassion satisfaction had lower ley-els of bumout. Demerouti et al. (2000)showed that job demands and job re-sources have an indirect impact onnurses' life satisfaction, through the ex-

The Indian Journal of Industrial Relations, Vol. 47. No. 1, July 2011 127


périence of bumout like exhaustionianddisengagement. Gulalp et al. (2008) ex-pressed that there were no relationshipbetween burnout and private life satis-factiori. •

Job Burnout «& Gender

Lau, Yuen, & Chan (2005) foundgender differences in all three bumoutsyndromes. Carlson, Anson, & Thomas(2003) found out that women correc-tional officers demonstrated a greatersense of job-related personal achieve-nient and accomplishment than their mencounterparts. But there were no signifi-cant difference on emotional exhaustionand depersonalization. Some studiesshowed that females have higher meanscores on emotional exhaustion (Maslachet al. 1996, Lackritz 2004). Hogan &McKnight (2007) expressed that femaleuniversity online instructors had higherlevels of bumout on emotional exhaus-tion, depersonalization and lack of per-,sonal accomplishment than their malecounterparts. Kumar et al. (2007) foundout women respondents reported lowerlevels of personal accomplishment thanmen. But findings of some studies showedopposite results, for example, Cushway,Tyler, & Nolan (1996) revealed that malethental health nurses had a poorer men-tal health outcome, as well as being lesssatisfied with their work than their fe-male countei-parts. Unterbrink et al.(2007) demonstrated that male teachersshowed sighificantly lower personal ac-ciornplishrrient and more depersonaliza-tion than female teachers. Some studiesshowed that gender does not affect thebumout score significantly (Zhongying

2008, Kim, Lee & Kim 2009, Zhao & Bi2003).

Job Satisfaction & Gender

Results from several studies haveindicated that there is a relationship be-tween gender and job satisfaction. Somestudies have shown that gender was animportant variable for job satisfaction(Wiedmar 1998, DeVaney & Chen 2003).Others have suggested that gender is apredictor for job satisfaction (Bilgic 1998,Finest et al. 2005). Studies showed thatmale respondents were more satisfiedthan their female counterparts (Hunjraet al. 2010; Lambert 1991). Some stud-ies showed that female managers werepaid less and were less satisfied with their,pay;, thus, it follows that they were not.satisfied with their pay, promotions, andoverall job satisfaction (Lumpkin & Tu-dor 1990, Stedham & Yamamura 2003).Boo, Madrigal & Pages (2010) found outhigher job satisfaction for men:Olorunsola (2010) revealed that maleuniversity staffs were more satisfiedthan the females. Despite the contraryresearch findings, women have^^enfound to report significantly higher-jbbsatisfaction than men (Hull 1999, Sousa-Poza & Sousa-Poza 2000), although thisgender gap appears to be narrowing(Rose 2005). Some studies did not findsignificant difference with regard to gen-der on job satisfaction (Ting 1997;Ganzach 1998, Al-Doski & Aziz 2010).

Life Satisfaction & Gender

.. Scientific evidences demonstratedthat gender is one of the main socio-de-

128 The Indian Journal of Industrial Relations ̂ Vol. 47, No. 1, July 2011


mographic factors which play an impor-tant role in life satisfaction. Several stud-ies have reported that there is unequalbalance in life satisfaction with regard togender, for example Farooqi & Tamini(2010) revealed that females had highermean scores on life satisfaction in com-parison to males. Daig et al. (2009)showed that females were more satis-fied with their fainily life. Gale-Ross,Baird & Towson (2009) compared thephysical health functioning, Wellness, andlife satisfaction with regard to gender.Results revealed that gender role exhib-ited significant effects on generalWellness and life satisfaction; womenwho rated themselves as androgynousreported better overall Wellness levelsthan their men counterparts. Studies dem-onstrated that females were more satis-fied with their life than male (Jafari 2005,Fugl-Meyer, Melin & Fugl-Meyer 2002).But some findings reported reverse re-sults (Tesch-Römer, Motel-Klingebjel &Tomasik 2007, Tesch-Römer & Wurm2006). But some other studies did notreport differences in life satisfaction withregard to sex (Shomktin 1990, Ng et al.2009).

Much of the current researches havebeen earned out among western coun-tries and there is not much research indeveloping countries, especially in Iran.Lack of research about this topic amonguniversity employees, and absence of jobburnout and life satisfaction studiesamong employees of indigenous culturelike in Sistan and Baluchestan justifies thepresent study. The purpose here is toexamine the relationship of job burnoutwith job and life satisfaction within the

context of empioyees of Sistan andBaluchestan Universty.

Objectives

• To find out the relationship of job andlife satisfaction with job burnout com-ponents.

• To find out the prediction of job andlife satisfaction from job burnoutcomponents.

• To find out the significant differencesin the mean scores of job burnoutcomponents, job satisfaction and lifesatisfaction for males and females.

Participants & Procedure

The sample size consists of 170 em-ployees from Sistan and BaluchestanUniversity (90 males and 80 females)who were selected at random. The par-ticipants' age range was between 20 and50 years. Scales and questionnaires weregiven to employees and before respond-ing to questions instructions for each partof the scales and questionnaires wereadequately explained. The participantswere also assured that their participationin the study was voluntary and their re-sponses would remain confidential andused for research purpose only.

Tiie Masiach Burnout Inventory(MBI) ;

This Inventory was developed byMaslach and Jackson (1981) ih order tomeasure the burnout level of employees.It consists of 22 items that are dividedinto three subscales: Emotional Exhaus-

The Indian Journal of Industrial Relations, Vol. 47, No. I, July 2011 129


tion, Depersonalization, and PersonalAccomplishment. Maslach and Jackson(1979) reported that correlation betweenthe frequency and intensity dimensionsacross subscales ranged from 0.35 to0.73, with a mean of 0.56. The correla-tion between these dimensions for teach-ers varied from 0.75 to 0.94; with a meanof 0.87.The score on all the threesubscales were summed separately. Abu-Hilal & Salameh (1991) in their researchreported that the reliability of bumout in-ventory ranged from .71 to .84.

Job Satisfaction Questionnaire

The Job Satisfaction Questionnairewas developed by Singh (1989). Thereare 20 items and each item to be ratedfrom very dissatisfied to very satisfied,assigning; 1. means very dissatisfied, 2.means dissatisfied, 3. means neutral, 4.means satisfied, and 5. means very sat-isfied. The standardized alpha reliabilitywas reported 0.96.

The Life Satisfaction Survey (LSS)

The Life Satisfaction Survey wasdesigned by Krapu et al. (2006) to as-sess the life satisfaction of coaches. Inthe present study the LSS was used toclarify the life satisfaction of universityemployees. LSS contains 86 items thateach item is to be rated from stronglyagree (5) to strongly disagree (1). TheLSS includes 6 factors namely, life satis-faction/motivation, positive emotions/self-control, interpersonal confidence, goodconcentration and freedom from self-lim-iting beliefs, diet and exercise, and sleepquality. The LSS reliability using test re-

test correlations varied from .68 to .84.In this research the overall scores werecalculated to assess the employees' lifesatisfaction.

Results

As shown in Table 1, There was asignificant positive correlation betweenjob satisfaction and life satisfaction(r=.222, p<0.05). Job satisfacfion wasnegatively correlated with emotional ex-haustion (r=-332, p<0.01) and deperson-alization (r=-.212, p< 0.05), but there wasa significant positive correlation betweenjob satisfaction and personal accomplish-ment (r=.271, p<0.01). Life satisfactionwas also negatively related to emotionalexhaustion (r=-.548, p<0.01) and deper-sonalization (r=-.556, p<0.01), but therewas a positive correlation between lifesatisfaction and personal accomplishment(r=.184,p<0.05).

Table 1: Pearson Correlation Coefficient ofLife Satisfaction, Job Satisfaction &Job Burnout among Employees(n=170)

Variable

Job satisfactionLife satisfactionEmotional exhaustionDepersonalizationPersonalaccomplishment

Jobsatisfaction

.

.222*-.332**-.212*

.271**

Lifesatisfaction

.222*-

-.548**-.556**

.184*

*p<0.05, **p<0.01

As shown in Table 2, emotional ex-haustion (Beta=-.332, p<.001) was nega-tively related with job satisfaction andother sub-scales of job bum-out (deper-sonalization and personal accomplish-

130 The Indian Journal of Industrial Relations, Vol. 47, No. 1, July 2011


ment) but failed when entered into theregression equation, which shows thatthey were not significantly associatedwith job satisfaction. Emotional exhaus-tion accounted for 11% of the variancein job satisfaction. Depersonalization ex-plains 30.9% of the variance in life sat-isfaction and in the second step whenemotional exhaustion was entered intothe regression equation explains 6.3% ofvariance in life satisfaction. Eventuallywhen personal accomplishment was en-

Table 2: Summary of Stepwise Regression Analysis with Job BurnoutDimensions as Criterions & Job and Life Satisfaction Em-ployees

p<0.01) and although emotional exhaus-tion made a statistically significant con-tribution (Beta~336, p<0.01). But per-sonal accomplishment niade the smallestcontribution and had a positive associa-tion with life satisfaction (Beta=.123,p<0.05).

Model

Emotionalexhaustion1.Depersonalization2. Emotional exhaustion3.Personal accomplishment

R

.332

.556

.610

.622

RSquare

.110

.309

.372

.387

RSquareChange

-.309.063.015

S.E

.106

.462

.227

.258

Beta

-.332***-.324**-.336**.123*

***p<.001, **p<.01, *p<.05

tered into the regression equation it ex-plained 1.5% of variance in life satisfac-tion. Depersonalization makes the larg-est unique contribution (Beta=-.324,

An independent sample t-test wasconducted to compare the job bumoutcomponents scores for males and fe-males. Table 3 shows that there was no

significant differ-ence in scores ofemotional exhaus-tion for males(M = 2 6 . 1 2 2 2 ,SD=7.09459), andf e m a l e s[M = 2 4 . 4 0 0 0 ,SD=7.58513; t(168) = 1.529,p=.128]. Also there

was no significant difference in the scoresof personal accomplishment for males(M=28.7444, SD=5.64405), and females[M=29.5625, SD=6.70130; t (168) = -.864, p=.389]. But there emerged a sig-

Table 3: Mean, SD, t Value of Males & Females on Job Burnout Components, Job Satisfactionand Life Satisfaction

Variable Gender N Mean SD Df Sig.

Emotional Exhaustion

Depersonalization

Personal Accomplishment

Job Satisfaction

Life Satisfaction

MaleFemaleMale

FemaleMale

FemaleMale

FemaleMale

Female

90809080908090809080

26.122224.400014.466712.250028.744429.562566.855668.2625243.98252.28

7.094597.585134.200594.476385.644056.7013010.0912311.4446926.3446924.68227

1.529 168

3.330 . 168

-.864 168

-.852 168

-2.117 168

.128

.001***

.389

.396

.036*

***p<.001, *p<.05



nificantidifference in the scores of dep-ersonalization for males (M=14.4667,SD=4.20059), and females [M=l2.2500,SD=4.47638; t (168)=3.330, p=.OOl)].Male eniployees showed significantlyhigher mean scores on depersonalizationin comparison to their female counter-parts. Results did not reveal a significantdifference in scores of job satisfactionfor males (M=66.8556, SD=10.09123),and females [M=68.2625; SD=11.44469;t (168) = -0.852, p=.396)]. There was asignificant difference in scores of lifesatisfaction among males (M=243.98,SD=26:34469), and females [M=252.28,SD=24.68227; t ( 168)= -2.117, p=.O36)].Female employees showed significantlyhigher hiean scores on life satisfactionin comparison to male employees.

Female employees showed signifi-cantly higher mean scores on lifesatisfaction in comparison to maleemployees.

Discussion

The results of Pearson correlationcoefficietit demonstrated that there wasa significant positive correlation betweenjob satisfaction and life satisfaction. Jobsatisfaction was negatively correlatedwith emotional exhaustion and deperson-alization, that is, higher emotional exhaus-tion and depersonalization leads to lowerjob satisfaction. But personal accomplish-ment was positively correlated with jobsatisfaction, that is, higher personal ac-complishment related to greater job sat-isfaction. The findings of the current re-search have coordination with the study

of Ay & Avsaroglu (2010), Biegen(1993). As reminded by Nirel et al.(2008) dissatisfaction at work is causedby burnout, work overload, and poorhealth. Moreover, physical and mentalhealth can impede the individuals' abilityto work that is associated to a sense ofbumout and the intention to change pro-fessions.

The results illustrated that life satis-faction was negatively associated withemotional exhaustion and depersonaliza-tion, i.e. higher emotional exhaustion anddepersonalization leads to lower life sat-isfaction. But personal accomplishmentwas positively correlated with life satis-faction, i.e. higher personal accomplish-ment related to greater life satisfaction.Results of our study are in accordancewith the research by Anand & Arora(2009), Dyrbye et al. (2006). It could beinferred that job burnout componentsparticularly emotional exhaustion anddepersonalization have negative effect on-life satisfaction and might decrease theamount of happiness, well-being and sat-isfaction with life but personal accom-plishment has reverse relationship withlife satisfaction.

The results of this study showed thatemotional exhaustion was negatively re-lated with job satisfaction and deperson-alization and personal accomplishmentwere not significantly, associated with jobsatisfaction. Emotional exhaustion ac-cotmted for 11% of the variance in jobsatisfaction and it was a negatively sig-nificant and unique predictor for job sat-isfaction, Our results are in the same di-rection as those obtained by other stud-

132 The Indian Journal of Industrial Relations. Vol. 47. No. 1, July 2011

Burnout Components as Predictors of Job & Life .Satisfaction of University Employees

ies (Piko 2006). It seems that amongthree components of bumout, emotionalexhaustion is the most unique predictorfor job satisfaction while depersonaliza-tion and personal accomplishment are notsignificant predictors for job satisfactionas well as emotional exhaustion. Employ-ees suffering from bumout become lessenergetic and less interested in their jobs.According to Schultz & Schultz (2004)employees are emotionally exhausted,apathetic, depressed, irritable, and bored.They are inclined to find fault with allphases of their job conditions and respondnegatively to the recommendations andadvices of their friends and colleagues.

The results of stepwise regressionshowed that depersonalization explained30.9% of the variance in life satisfactionand in the second step when emotionalexhaustion was entered into'the regres-sion equation explained 6.3% of variancein life satisfactiori and eventually personalaccomplishment explained 1.5% of vari-ance in life satisfaction. These two dimen-sions of job bumout were negative sig-nificant predictors for life satisfaction. Butpersonal accomplishment made the small-est contribution and it was a positive pre-dictor for life satisfaction. Our results arein congruent with those of Dyrbye et al.(2006), Anand & Arora (2009), Lavanchyet al. (2003j). We conclude that job bum-out especially emotional exhaustion anddepersonalization have negative irnpactson life satisfaction, but personal accom-plishrnent has a direct and positive asso-ciation with life satisfaction.

The results of independent t-test dis-played that male employees showed sig-

nificantly higher mean scores on deper-sonalization in comparison to their femalecounterparts. Some findings are in con-formity with the current results. For ex-ample, Unterbrink et al. (2007) concludedthat male teachers showed significantlylower personal accomplishment and moredepersonalization than female teachers.Some findings are hot in the direction ofour results (Lackritz 2004, Kumar et al.2007, Maslach et al. 1996). Hogan &McKnight (2007) revealed that femaleuniversity online instructors had higherlevels of bumout on emotional exhaustion,depersonalization and lack of personalaccomplishment than their male counter-parts. It seems that male employees ofSigtan and Baluchestan University havefedling of callousness and cynicism and a ireduced sensitivity towards their friends 'and colleagues, they tend to behave as'objects rather than as people, and havenegative attitudes iowards them, they aréinclined to depreciate themselves, theirwork environment; and some aspects 6fthieirilife. They experience more stressand have niore job sttain in the work placeih comparison to female employees. Theirlow levels of perceived control and lifeand job satisfaction and high levels of roleconflict, physical and psychological health

j symptoms and their inclination to leave jobmight have association with bumout es-pecially depersonalization. It can bespeculated that male enriployees havemore responsibilities at work and feel morejob strain than do females:

——— iMale employees liave more re-sponsibiiities at work and feelmore job strain than ,do females.



Results did not reveal a significantdifference in scores of job satisfactionfor males and females. Same resultswere reported by Ting (1997), Ganzach(1998); Al-Doski & Aziz (2010). It canbe concluded that gender differences arenot to be led to job satisfaction but varia-tions in societal treatment such as dif-ferent compensation scales'for males andfemales. Although pay can be a strongdeterminant of overall job satisfaction,male and female employees in accor-dance with their job position receive equalmonthly salary and moreover, getting pro-motion and wage is unbiased for bothmale and female employees in the Uni-versity of Sistan and Baluchestan.

Results demonstrated a significant dif-ference in scores of life satisfaction formales and females. Female employeesshowed significantly higher mean scoreson life satisfaction in comparison to maleemployees. Results of this study are inaccordance with the research of Farooqi& Tamini (2010), Daig et al. (2009), Jafari(2005). Female employees might experi-ence positive and negative affection withmore immense and frequency than domales. Females are happier and have moresadness than do males. Femaleemployee's catharsis their emotions andfeelings while males are conservative andthey do not tend to express their emotionsand feelings in job environment.

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Burnout Components as Predictors of Job & Life