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A B S T R A C TThe article contains theory-cognitive and empirical parts which aim at diagnosing the organisational reasons of burnout detected by managers in. The group of 45 managers who are the students of Executive MBA in the Institute of Economics of the Polish Academy of Sciences in Warsaw took part in the research. The managers' opinions about organisational risk factors of burnout which occur in their work environment were the research subject. Survrey was the main research tool used in the study. The following research problem was formulated: What organisational factors raiseing the risk of burnout are detected by managerial staff in their work environment? The analysis of respondents' statements enable to identify of the following categories of burnout risk factors: pressure (of time, responsibility, expectations), lack of possibilities to develop occupational abilities and of prospects, the reasons entrenched in wrong interpersonal relations, lack of basic employees' need, deficiencies of the motivational system and work organisation, failure to meet the making decisions. Indirectly, the research results indicate senior staff individualistic inertia. The respondents are conscious of burnout risk factors but they do not take enough effective action to build friendly organisational environment and promote healthy lifestyle. They estimate that the impact of these factors on the mental hygiene improvement in the enterprises is little. They are prone to detect potential sources of burnout in factors which they do not have direct influence on, for instance in the rules enforced by the high level managers, in law of tough market competition etc. There are no statistically significant differences between the responses of men and women. The article develops knowledge in the area of organisational behavior. K E Y W O R D S burnout, organisational stress, managers' perception

Streszczenie: Artykuł opiera się na założeniu, że koncepcja przedsiębiorstwa przyszłości, określana alternatywnie jako teoria sustain able enter preis, stanowi punkt wyjścia do formułowania nowych paradygmatów zarządzania kapitałem ludzkim. Autorka eksponuje między innymi rolę kapitału ludzkiego wynikającą z roli wiedzy w "organizacji jutra", zmienność kapitału ludzkiego, zmieniający się charakter relacji pracownicy -organizacja, nowe spojrzenie na przywództwo organizacyjne.

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