This study examined the relationship between age or years of experience and employee burnout by performing a meta-analysis on research studies that present findings on relationships between employee burnout and age or years of experience. The problem has practical significance in that the appropriateness of approaches to addressing employee burnout may depend on whether age or years of experience is a factor related to burnout. Results indicated that there was a small negative correlation between employee age and emotional exhaustion, one of the components of burnout, at least for employees in some fields in the United States, and possibly a small negative correlation between years of experience in a field and emotional exhaustion.

This study measured burnout and job satisfaction among Student Support Services personnel (SSSP). In it, the researchers used the Maslach Burnout Inventory (MBI) to measure emotional exhaustion, depersonalization, and personal accomplishment. Job satisfaction was measured using the Job Satisfaction Scale (JSS), which examined intrinsic, organizational, and salary and promotion. The study correlated three components of burnout with the total mean on job satisfaction. Burnout levels were compared to national norms. Two‐hundred fifty individuals were randomly selected from 1,702 SSSP. This yielded 166 usable surveys, for a response rate of 66 percent. Results, using the Spearman rho and rank transformation regression analysis, were significant. Findings disclosed a significant negative relationship between emotional exhaustion and total job satisfaction, a significant positive relationship between personal accomplishment and total job satisfaction, and an overall significant relationship between the three components of burnout and total job satisfaction.

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The purpose of this study was to explore the association between overall job satisfaction and selected demographic variables among 332 employees of a youth development organization. The Job Satisfaction Index (JSI) was used to measure the level of job satisfaction, and demographic information was obtained via a questionnaire developed by the researchers. Data analysis procedures included descriptive statistics, Spearman's rho, Pearson r, t tests, and analysis of variance (ANOVA). Results indicated no significant relationships or differences (p ¼ 0.05) between job satisfaction and demographic variables. These findings have implications for future research on job satisfaction and employee retention in youth development organizations.Youth development organizations with a primary emphasis on serving underprivileged, high-risk youth have been in high demand (Franze, Foster, Abbott-Shim, Francis, & Lambert, 2002). Accompanying the demand for these organizations has been an ongoing need for employees to operate them. Employee turnover has been extremely high for youth development organizations serving high-risk youth; annual turnover rates frequently have exceeded 30% (Franze et al., 2002;Halpern, 1999). Turnover has occurred at any time during the year and often unexpectedly (Clugston, 2000). Moreover, job vacancies at youth development organizations sometimes have Correspondence should be directed to Ernest W. Brewer,

Researchers have sought to identify sources of stress among postsecondary faculty members. Their findings have indicated that time pressures (Astin, 1993; Barnes, Agago, & Coombs,