Workplace stress factors and ‘burnout’ among information technology professionals: a systematic review

Maudgalya, Tushyati; Wallace, Scott; Daraiseh, Nancy M.; Salem, Sam

doi:10.1080/14639220500090638

Cited by 49 publications

(48 citation statements)

References 10 publications

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“…However, this raises the question of the possibility of the stressors (WO, WLC and RA) directly exerting influence on the intention to quit rather than being mediated through job stress, or job stress is mediated by other job outcomes, and this remained untested in this study. Several studies found that job stress and intention to quit is mediated through job satisfaction instead of a direct influence (Maudgalya, Wallace, Daraiseh, & Salem;Calisir et al, 2011;Firth et al, 2004). Lee and Shin (2005) found that stressors such as cynicism and emotional exhaustion had a direct impact on intention to quit.…”

Section: Discussionmentioning

confidence: 99%

Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Queiri¹,

Dwaikat²

2016

JSD

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This paper investigates the factors contributing to Generation Y employees' intention to quit in the business process outsourcing sector (BPO) in Malaysia from four different perspectives: personnel dimensions (work overload, role ambiguity and job stress), job attitudes (satisfaction with pay and organizational commitment), work-life conflict and organizational strategies (training, career planning and empowerment). A structural equation modelling approach was employed to identify the variables that significantly affect the intention to quit. Using Amos 18, data collected from 164 Generation Y employees in the BPO sector were used to test the hypotheses. The results showed that intention to quit one's job is explained by lack of training, lack of empowerment, organizational commitment, and lack of career planning. Also, role ambiguity and satisfaction with pay exert negative indirect effects on the intention to quit one's job through organizational commitment. Additionally, job stress has no impact on the intention to quit one's job. This study is considered to be among the few attempts to address the reasons behind Generation Y employees' intention to quit.

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Section: Discussionmentioning

confidence: 99%

Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Queiri¹,

Dwaikat²

2016

JSD

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“…Burnout has been associated with higher levels of physical ill-health, negative perceptions of job characteristics, working excessively and compulsively, absenteeism, turnover, insomnia, depression, alcohol and drug abuse, negative affect, and marital and family problems, and with lower levels of work morale, quality of patient care, and positive affect (Hakanen, Schaufeli, & Ahola, 2008;Maudgalya, Wallace, Daraiseh, & Salem, 2006;Schaufeli, Bakker, van der Heijden, & Prins, 2009;Schaufeli et al, 1996;Thoresen, Kaplan, Barsky, Warren, & de Chermont, 2003). In terms of performance, the component exhaustion has been consistently associated with lower levels of objective ratings of in-role job performance, organizational citizenship behaviour, and customer satisfaction (see Taris, 2006, for a review).…”

Section: Introductionmentioning

confidence: 99%

Do you want me to be perfect? Two longitudinal studies on socially prescribed perfectionism, stress and burnout in the workplace

Childs

Stoeber

2012

Work & Stress

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Stress and burnout in the workplace have a negative impact not only on individuals but also on organizations, clients and customers and are estimated to be of high cost to a country's economy. To help identify employees at high risk, it is important to know what individual differences contribute to stress and burnout. Two longitudinal studies were conducted to examine whether individual differences in socially prescribed perfectionism (individuals' perceptions that others have perfectionistic expectations of them) contribute to employees' role stress and predict increases in burnout symptoms (exhaustion, cynicism and inefficacy). Study 1 investigated 69 healthcare service provision employees in the UK over a six-month interval, and Study 2 investigated 195 school teachers in the UK over a three-month interval. In both studies, socially prescribed perfectionism predicted increases in role stress and inefficacy over time. Moreover, in Study 2, socially prescribed perfectionism also predicted increases in exhaustion and cynicism over time. The findings indicate that individual differences in socially prescribed perfectionism may be a contributing factor to stress and burnout in the workplace.

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“…It has been associated with higher levels of negative perceptions of job characteristics, compulsive and excessive working, physical symptoms, absenteeism, turnover, insomnia, depression, alcohol and drug abuse, and marital and family problems. In addition, burnout has been associated with lower levels of objective job performance, work morale, and quality of patient care (see Maudgalya, Wallace, Daraiseh, & Salem, 2006;Schaufeli et al, 1996;Shirom, 2002;and Taris, 2006, for reviews).…”

Section: Introductionmentioning

confidence: 99%

Self-Oriented, Other-Oriented, and Socially Prescribed Perfectionism in Employees: Relationships with Burnout and Engagement

Childs

Stoeber

2010

Journal of Workplace Behavioral Health

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SUMMARY.Burnout and engagement impact employees, organizations, and customers in numerous positive and negative ways. Consequently, it is important to know how individual differences contribute to employees' burnout and engagement. The present study examined how individual differences in self-oriented, other-oriented, and socially prescribed perfectionism were associated with burnout and engagement in a sample of 106 employees. Results of correlation and regression analyses showed that perfectionism explained variance in all facets of burnout (exhaustion, cynicism, reduced efficacy) and engagement (vigor, dedication, absorption). Whereas socially prescribed perfectionism was associated with higher levels of burnout and lower levels of engagement, self-oriented and other-oriented perfectionism were associated with lower levels of burnout and higher levels of engagement. The findings indicate that individual differences in perfectionism may be a contributing factor to burnout and engagement in the workplace.

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Workplace stress factors and ‘burnout’ among information technology professionals: a systematic review

Cited by 49 publications

References 10 publications

Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Do you want me to be perfect? Two longitudinal studies on socially prescribed perfectionism, stress and burnout in the workplace

Self-Oriented, Other-Oriented, and Socially Prescribed Perfectionism in Employees: Relationships with Burnout and Engagement

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