Relationships of burnout with job attitudes and turnover intention among Koreans

Abstract

Two representative job attitudes (job satisfaction and organizational commitment) and turnover intention were meta-analytically examined in relation to burnout using articles published in Korean journals. In total, 11560 employees from 42 samples were included. The results showed that the three dimensions of burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) were negatively related with job satisfaction and affective commitment and positively related with turnover intention. Dimensions of job satisfaction (global versus overall facets), measurements of affective commitment, measurements of burnout, and job types were found as potential moderators. Taking steps to reduce burnout is recommended not only for individual health but also for organizations because it can promote job satisfaction and organizational commitment. Results also suggest that job types should be considered when dealing with burnout. This study summarized the status of the current research trend in the area and directed the future research orientation, although the exclusion of unpublished studies was a clear limitation. Overall, the results called for more empirical studies in the field.

Investigating the validity of the short form Burnout Assessment Tool: A job demands-resources approach

“…Burnout has been included in the 11th revision of the International Classification of Diseases (ICD-11) -effective from 2022 -by the World Health Organization (2019) and is classified as an 'occupational phenomenon' defined as 'a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed'. The consequences of burnout have become apparent over almost half a century of research: decreased performance (Roczniewska & Bakker, 2021;Taris, 2006), impaired job satisfaction and affective commitment (Park, Nam, & Yang, 2011;Salvagioni et al, 2017), increased turnover intention, negative perceptions of quality and safety (Garcia et al, 2019;Salyers et al, 2017) and more physical and psychological distress symptoms (Salvagioni et al, 2017).…”

From Role Conflict to Job Burnout: A Mediation Model Moderated by Mindfulness

“…Burnout affects not only individuals but also organizations, because it increases sickness absences (e.g., Borritz, Rugulies, Christensen, Villadsen, & Kristensen, 2006), increases turnover intentions (e.g., Alarcon, 2011) and actual turnover (e.g., Young, 2015), and decreases job performance (e.g., Taris, 2006). A meta‐analytic study of Korean literature also found that burnout was strongly related to turnover intention (Park, Nam, & Yang, 2011). To further illuminate the relationship between role conflict and burnout and find a way to reduce the strength of this relationship, we tested a buffering moderator among a sample of Korean workers using a two‐wave panel design.…”

A study on the structural relationship between emotional labor, job burnout, and turnover intention among office workers in Korea: the moderated mediating effect of leader-member exchange

“…JB is widely viewed as a facilitator of TI. Studies have shown that EL caused by conflict and stress increases employees’ JB, resulting in lower job motivation, satisfaction, and engagement [ 46 – 49 ]. Positive exchanges with the organization, superiors, and coworkers have been found to reduce employees’ EL, lowering JB and TI [ 50 ].…”