Burnout components as predictors of job & life satisfaction of university employees.
Tamini, Bahman Kord ; Kord, Baqer
This study explores the relationships of job burnout, life and job
satisfaction among university employees from a sample of 170 (90 males
and 80 females) employees, selected at random from University of Sistan
and Baluchestan. Job Burnout Scale, Job Satisfaction Questionnaire and
Life Satisfaction Survey were applied to collect the data. There was
significant positive correlation between job and life satisfaction but
these two variables were negatively correlated with emotional exhaustion
and depersonalization. Personal accomplishment had positive correlation
with life and job satisfaction. Males showed higher mean scores on
depersonalization in comparison to females. There was no significant
difference in job satisfaction scores between males and females but
females were more satisfied with their life than males.
Introduction
The workplace stress may have resulted in chronic negative emotions
such as anger, anxiety or depression, which can eventually lead to
psychological exhaustion and burnout (Anand & Arora 2009).
Researchers have extensively examined the negative effects of job stress
on health (Shirom 2003, Smith et al. 2002). Burnout is one of the
psychological factors that derive from prolonged and continuance stress,
more obviously in the workplace. Freudenberger (1974) defines burnout
as: "failure, frazzle, loss of energy and power or a matter of
exhaustion which is the result of the unfulfilled desires of human
internal resources". Maslach, Jackson & Leiter (1996) defines
burnout as a "syndrome of reduced personal accomplishment increased
emotional exhaustion, and increased depersonalization experienced by
individuals that work closely with people". These three dimensions
of job burnout are explained as:
* Emotional exhaustion refers to energy depletion or the draining
of emotional resources.
* Depersonalization refers to the development of negative, cynical
attitudes towards the recipients of one's service or care.
* Lack of personal accomplishment that it is often considered only
as an afterthought (Demerouti et al. 2000).
Job burnout might have effects on some domains especially on job
and life satisfaction.
Job Burnout & Job Satisfaction
According to Yilmaz (2009) job satisfaction is the "attitude
of the employees towards their work, which is the consequence of the
comparison between their emotions, thoughts and tendencies towards their
work and working environment". Research demonstrated that job
burnout has a negative impact on job satisfaction (Blegen 1993).
Further, job satisfaction has an inverse relationship with burnout
dimensions (Ay & Avsaroglu 2010, Giffin et al. 2010, Sharma et al.
2010). Burnout, particularly emotional exhaustion, was found to be
strongly related to job dissatisfaction and job satisfaction is a
negative predictor for each sub-scale of job burnout (Piko 2006).
Results of a cross-cultural study depicted that burnout was positively
correlated to passive coping strategies and negatively linked to
self-efficacy and job satisfaction. Males experienced more
depersonalization (Volker et al. 2010). Intrinsic job satisfaction is
the most important variable that predicts emotional exhaustion,
depersonalization and personal accomplishment (Filiz 2006). According to
Nirel et al. (2008) dissatisfaction at work is caused by burnout, work
overload, and poor health. Moreover, physical and mental health can
impede the individuals' ability to work that is related to a sense
of burnout and the intention to change professions.
Job Burnout & Life Satisfaction
According to Diener (1984) "life satisfaction is an overall
assessment of feelings and attitudes about one's life at a
particular point in time ranging from negative to positive. It is one of
the three major indicators of well-being: life satisfaction, positive
affect and negative affect". Desire to change one's life,
satisfaction with the past, satisfaction with the future, and
significant other's views of one's life are included in life
satisfaction (Diener et al 1999). Burnout syndrome has negative effect
on life satisfaction. Anand & Arora (2009) showed that life
satisfaction had significant negative association with job burnout.
Dyrbye et al. (2006) indicated that minority students were more likely
to have a low sense of personal accomplishment and quality of life in
number of domains. Lavanchy et al. (2003) revealed that depression and
emotional exhaustion together accounted for 44% of the variance in life
satisfaction scores. Conrad & Kellar-Guenther (2006) demonstrated
that those with high compassion satisfaction had lower levels of
compassion fatigue and also workers who had high compassion satisfaction
had lower levels of burnout. Demerouti et al. (2000) showed that job
demands and job resources have an indirect impact on nurses' life
satisfaction, through the experience of burnout like exhaustion and
disengagement. Gulalp et al. (2008) expressed that there were no
relationship between burnout and private life satisfaction.
Job Burnout & Gender
Lau, Yuen, & Chan (2005) found gender differences in all three
burnout syndromes. Carlson, Anson, & Thomas (2003) found out that
women correctional officers demonstrated a greater sense of job-related
personal achievement and accomplishment than their men counterparts. But
there were no significant difference on emotional exhaustion and
depersonalization. Some studies showed that females have higher mean
scores on emotional exhaustion (Maslach et al. 1996, Lackritz 2004).
Hogan & McKnight (2007) expressed that female university online
instructors had higher levels of burnout on emotional exhaustion,
depersonalization and lack of personal accomplishment than their male
counterparts. Kumar et al. (2007) found out women respondents reported
lower levels of personal accomplishment than men. But findings of some
studies showed opposite results, for example, Cushway, Tyler, &
Nolan (1996) revealed that male mental health nurses had a poorer mental
health outcome, as well as being less satisfied with their work than
their female counterparts. Unterbrink et al. (2007) demonstrated that
male teachers showed significantly lower personal accomplishment and
more depersonalization than female teachers. Some studies showed that
gender does not affect the burnout score significantly (Zhongying 2008,
Kim, Lee & Kim 2009, Zhao & Bi 2003).
Job Satisfaction & Gender
Results from several studies have indicated that there is a
relationship between gender and job satisfaction. Some studies have
shown that gender was an important variable for job satisfaction
(Wiedmar 1998, DeVaney & Chen 2003). Others have suggested that
gender is a predictor for job satisfaction (Bilgic 1998, Finest et al.
2005). Studies showed that male respondents were more satisfied than
their female counterparts (Hunjra et al. 2010; Lambert 1991). Some
studies showed that female managers were paid less and were less
satisfied with then-pay; thus, it follows that they were not satisfied
with their pay, promotions, and overall job satisfaction (Lumpkin &
Tudor 1990, Stedham & Yamamura 2003). Boo, Madrigal & Pages
(2010) found out higher job satisfaction for men. Olorunsola (2010)
revealed that male university staffs were more satisfied than the
females. Despite the contrary research findings, women have been found
to report significantly higher job satisfaction than men (Hull 1999,
SousaPoza & Sousa-Poza 2000), although this gender gap appears to be
narrowing (Rose 2005). Some studies did not find significant difference
with regard to gender on job satisfaction (Ting 1997; Ganzach 1998,
Al-Doski & Aziz 2010).
Life Satisfaction & Gender
Scientific evidences demonstrated that gender is one of the main
socio-demographic factors which play an important role in life
satisfaction. Several studies have reported that there is unequal
balance in life satisfaction with regard to gender, for example Farooqi
& Tamini (2010) revealed that females had higher mean scores on life
satisfaction in comparison to males. Daig et al. (2009) showed that
females were more satisfied with their family life. Gale-Ross, Baird
& Towson (2009) compared the physical health functioning, wellness,
and life satisfaction with regard to gender. Results revealed that
gender role exhibited significant effects on general wellness and life
satisfaction; women who rated themselves as androgynous reported better
overall wellness levels than their men counterparts. Studies
demonstrated that females were more satisfied with their life than male
(Jafari 2005, Fugl-Meyer, Melin & Fugl-Meyer 2002). But some
findings reported reverse results (Tesch-Romer, Motel-Klingebjel &
Tomasik 2007, Tesch-Romer & Wurm 2006). But some other studies did
not report differences in life satisfaction with regard to sex (Shomktin
1990, Ng et al. 2009).
Much of the current researches have been carried out among western
countries and there is not much research in developing countries,
especially in Iran. Lack of research about this topic among university
employees, and absence of job burnout and life satisfaction studies
among employees of indigenous culture like in Sistan and Baluchestan
justifies the present study. The purpose here is to examine the
relationship of job burnout with job and life satisfaction within the
context of employees of Sistan and Baluchestan Universty.
Objectives
* To find out the relationship of j ob and life satisfaction with
job burnout components.
* To find out the prediction of job and life satisfaction from job
burnout components.
* To find out the significant differences in the mean scores of job
burnout components, job satisfaction and life satisfaction for males and
females.
Participants & Procedure
The sample size consists of 170 employees from Sistan and
Baluchestan University (90 males and 80 females) who were selected at
random. The participants' age range was between 20 and 50 years.
Scales and questionnaires were given to employees and before responding
to questions instructions for each part of the scales and questionnaires
were adequately explained. The participants were also assured that their
participation in the study was voluntary and their responses would
remain confidential and used for research purpose only.
The Maslach Burnout Inventory (MBI)
This Inventory was developed by Maslach and Jackson (1981) in order
to measure the burnout level of employees. It consists of 22 items that
are divided into three subscales: Emotional Exhaustion,
Depersonalization, and Personal Accomplishment. Maslach and Jackson
(1979) reported that correlation between the frequency and intensity
dimensions across subscales ranged from 0.35 to 0.73, with a mean of
0.56. The correlation between these dimensions for teachers varied from
0.75 to 0.94; with a mean of 0.87.The score on all the three subscales
were summed separately. AbuHilal & Salameh (1991) in their research
reported that the reliability of burnout inventory ranged from .71 to
.84.
Job Satisfaction Questionnaire
The Job Satisfaction Questionnaire was developed by Singh (1989).
There are 20 items and each item to be rated from very dissatisfied to
very satisfied, assigning: 1. means very dissatisfied, 2. means
dissatisfied, 3. means neutral, 4. means satisfied, and 5. means very
satisfied. The standardized alpha reliability was reported 0.96.
The Life Satisfaction Survey (LSS)
The Life Satisfaction Survey was designed by Krapu et al. (2006) to
assess the life satisfaction of coaches. In the present study the LSS
was used to clarify the life satisfaction of university employees. LSS
contains 86 items that each item is to be rated from strongly agree (5)
to strongly disagree (1). The LSS includes 6 factors namely, life
satisfaction/motivation, positive emotions/selfcontrol, interpersonal
confidence, good concentration and freedom from self-limiting beliefs,
diet and exercise, and sleep quality. The LSS reliability using test
retest correlations varied from .68 to .84. In this research the overall
scores were calculated to assess the employees' life satisfaction.
Results
i As shown in Table 1, There was a significant positive correlation
between job satisfaction and life satisfaction i (r=.222, p<0.05).
Job satisfaction was negatively correlated with emotional exhaustion
(r=-332, p<0.01) and depersonalization (r=-.212, p< 0.05), but
there was a significant positive correlation between job satisfaction
and personal accomplishment (r=.271, p<0.01). Life satisfaction was
also negatively related to emotional exhaustion (r=-.548, p<0.01) and
depersonalization (r=-.556, p<0.01), but there was a positive
correlation between life satisfaction and personal accomplishment
(r=.184,p<0.05).
As shown in Table 2, emotional exhaustion (Beta=-.332, p<.001)
was negatively related with job satisfaction and other sub-scales of job
burn-out (depersonalization and personal accomplishment) but failed when
entered into the regression equation, which shows that they were not
significantly associated with job satisfaction. Emotional exhaustion
accounted for 11% of the variance in job satisfaction. Depersonalization
explains 30.9% of the variance in life satisfaction and in the second
step when emotional exhaustion was entered into the regression equation
explains 6.3% of variance in life satisfaction. Eventually when personal
accomplishment was entered into the regression equation it explained
1.5% of variance in life satisfaction. Depersonalization makes the
largest unique contribution (Beta=-.324, p<0.01) and although
emotional exhaustion made a statistically significant contribution
(Beta=-336, p<0.01). But personal accomplishment made the smallest
contribution and had a positive association with life satisfaction
(Beta=.123, p<0.05).
An independent sample t-test was conducted to compare the job
burnout components scores for males and females. Table 3 shows that
there was no significant difference in scores of emotional exhaustion
for males (M = 26. 1 222, SD=7.09459), and females [M = 24.4000,
SD=7.58513; t (168) = 1.529, p=.128]. Also there was no significant
difference in the scores of 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 significant difference in the scores
of depersonalization for males (M=14.4667, SD=4.20059), and females
[M=12.2500, SD=4.47638; t (168)=3.330, p=.001)]. Male employees showed
significantly higher rnean scores on depersonalization in comparison to
their female counterparts. Results did not reveal a significant
difference in scores of job satisfaction for males (M=66.8556,
SD=10.09123), and females [M=68.2625, SD=11.44469; t (168) = -0.852,
p=.396)]. There was a significant difference in scores of life
satisfaction among males (M=243.98, SD=26.34469), and females [M=252.28,
SD=24.68227; t (168)= -2.117, p=.036)]. Female employees showed
significantly higher mean scores on life satisfaction in comparison to
male employees.
Discussion
The results of Pearson correlation coefficient demonstrated that
there was a significant positive correlation between job satisfaction
and life satisfaction. Job satisfaction was negatively correlated with
emotional exhaustion and depersonalization, that is, higher emotional
exhaustion and depersonalization leads to lower job satisfaction. But
personal accomplishment was positively correlated with job satisfaction,
that is, higher personal accomplishment related to greater job
satisfaction. The findings of the current research have coordination
with the study of Ay & Avsaroglu (2010), Blegen (1993). As reminded
by Nirel et al. (2008) dissatisfaction at work is caused by burnout,
work overload, and poor health. Moreover, physical and mental health can
impede the individuals' ability to work that is associated to a
sense of burnout and the intention to change professions.
The results illustrated that life satisfaction was negatively
associated with emotional exhaustion and depersonalization, i.e. higher
emotional exhaustion and depersonalization leads to lower life
satisfaction. But personal accomplishment was positively correlated with
life satisfaction, i.e. higher personal accomplishment related to
greater life satisfaction. Results of our study are in accordance with
the research by Anand & Arora (2009), Dyrbye et al. (2006). It could
be inferred that job burnout components particularly emotional
exhaustion and depersonalization have negative effect on life
satisfaction and might decrease the amount of happiness, well-being and
satisfaction with life but personal accomplishment has reverse
relationship with life satisfaction.
The results of this study showed that emotional exhaustion was
negatively related with job satisfaction and depersonalization and
personal accomplishment were not significantly associated with job
satisfaction. Emotional exhaustion accounted for 11% of the variance in
job satisfaction and it was a negatively significant and unique
predictor for job satisfaction. Our results are in the same direction as
those obtained by other studies (Piko 2006). It seems that among three
components of burnout, emotional exhaustion is the most unique predictor
for job satisfaction while depersonalization and personal accomplishment
are not significant predictors for job satisfaction as well as emotional
exhaustion. Employees suffering from burnout become less energetic 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 all phases of their job
conditions and respond negatively to the recommendations and advices of
their friends and colleagues.
The results of stepwise regression showed that depersonalization
explained 30.9% of the variance in life satisfaction and in the second
step when emotional exhaustion was entered into the regression equation
explained 6.3% of variance in life satisfaction and eventually personal
accomplishment explained 1.5% of variance in life satisfaction. These
two dimensions of job burnout were negative significant predictors for
life satisfaction. But personal accomplishment made the smallest
contribution and it was a positive predictor for life satisfaction. Our
results are in congruent with those of Dyrbye et al. (2006), Anand &
Arora (2009), Lavanchy et al. (2003). We conclude that job burnout
especially emotional exhaustion and depersonalization have negative
impacts on life satisfaction, but personal accomplishment has a direct
and positive association with life satisfaction.
The results of independent t-test displayed that male employees
showed significantly higher mean scores on depersonalization in
comparison to their female counterparts. Some findings are in conformity
with the current results. For example, Unterbrink et al. (2007)
concluded that male teachers showed significantly lower personal
accomplishment and more depersonalization than female teachers. Some
findings are not in the direction of our results (Lackritz 2004, Kumar
et al. 2007, Maslach et al. 1996). Hogan & McKnight (2007) revealed
that female university online instructors had higher levels of burnout
on emotional exhaustion, depersonalization and lack of personal
accomplishment than their male counterparts. It seems that male
employees of Sistan and Baluchestan University have feeling of
callousness and cynicism and a reduced sensitivity towards their friends
and colleagues, they tend to behave as objects rather than as people,
and have negative attitudes towards them, they are inclined to
depreciate themselves, their work environment, and some aspects of their
life. They experience more stress and have more j ob strain in the work
place in comparison to female employees. Their low levels of perceived
control and life and job satisfaction and high levels of role conflict,
physical and psychological health symptoms and their inclination to
leave job might have association with burnout especially
depersonalization. It can be speculated that male employees have more
responsibilities at work and feel more job strain than do females.
Results did not reveal a significant difference in scores of job
satisfaction for males and females. Same results were reported by Ting
(1997), Ganzach (1998), Al-Doski & Aziz (2010). It can be concluded
that gender differences are not to be led to job satisfaction but
variations in societal treatment such as different compensation scales
for males and females. Although pay can be a strong determinant of
overall job satisfaction, male and female employees in accordance with
their job position receive equal monthly salary and moreover, getting
promotion and wage is unbiased for both male and female employees in the
University of Sistan and Baluchestan.
Results demonstrated a significant difference in scores of life
satisfaction for males and females. Female employees showed
significantly higher mean scores on life satisfaction in comparison to
male employees. Results of this study are in accordance with the
research of Farooqi & Tamini (2010), Daig et al. (2009), Jafari
(2005). Female employees might experience positive and negative
affection with more immense and frequency than do males. Females are
happier and have more sadness than do males. Female employee's
catharsis their emotions and feelings while males are conservative and
they do not tend to express their emotions and feelings in job
environment.
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Table 1: Pearson Correlation Coefficient of
Life Satisfaction, Job Satisfaction &
Job Burnout among Employees
(n=170)
Variable Job satisfaction Life satisfaction
Job satisfaction -- .222 *
Life satisfaction .222 * --
Emotional exhaustion -.332 ** -.548 **
Depersonalization -.212 * -.556 **
Personal
accomplishment .271 ** .184 *
* p < 0.05, ** p < 0.01
Table 2: Summary of Stepwise Regression Analysis with Job Burnout
Dimensions as Criterions & Job and Life Satisfaction Employees
Model R RSquare Rsquare S.E Beta
Emotional Change
exhaustion 0.332 0.110 -- 0.106 -.332 ***
1. Depersonalization 0.556 0.309 0.309 0.462 -.324 **
2. Emotional exhaustion 0.610 0.372 0.063 0.227 -.336 **
3. Personal accomplishment 0.622 0.387 0.015 0.258 .123 *
*** p < .001, ** p < .01, * p < .05
Table 3: Mean, SD, t Value of Males & Females on Job Burnout
Components, Job Satisfaction and Life Satisfaction
Variable Gender N Mean SD
Emotional Exhaustion Male 90 26.1222 7.09459
Female 80 24.4000 7.58513
Depersonalization Male 90 14.4667 4.20059
Female 80 12.2500 4.47638
Personal Accomplishment Male 90 28.7444 5.64405
Female 80 29.5625 6.70130
Job Satisfaction Male 90 66.8556 10.09123
Female 80 68.2625 11.44469
Life Satisfaction Male 90 243.98 26.34469
Female 80 252.28 24.68227
Variable T Df Sig.
Emotional Exhaustion 1.529 168 0.128
Depersonalization 3.330 168 .001 ***
Personal Accomplishment -0.864 168 0.389
Job Satisfaction -0.852 168 0.396
Life Satisfaction -2.117 168 .036*
*** p < .001, * p < .05
