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직무과부하에 따른 스트레스가 직무탈진감 및 이직의도에 미치는 영향

A Study of Effect of Job Stress from Work Overload on Burnout and Turnover

최민영|엄기현|김상만|이남선
경영연구원 (Management Research Institute)|2013.12|의료경영학연구 (Health Service Management Review)|제7권 제4호|pp. 27-41|DOI 10.18014/hsmr.2013.7.4.27

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키워드

Organizational CommitmentJob StressTurnoverJob BurnoutJob EnthusiasmJob ResourcesWork Overload

초록

This study focuses on the effect of job stress on burnout and turnover within the realm of individuals’ work environment. The study also examines how workplace dynamics as communication within the organization, delegation of authority, and a meritocracy-based rewards system affect and mold this relationship. In general, employees exhibit higher levels of stress and anxiety, impacting their performance within the workplace. Additionally, employees often display increased levels of stress and higher emotional demands when faced with obstacles such as role ambiguity, role conflict, and others. The result of the empirical analysis through the structural equation model is summarized as follows: Job stress due to emotional demands was a major factor in predicting an employee’s decreased levels of output and productivity. Additionally, their sense of “burnout” – or burnout factor - was the biggest cause of career and job turnover increase. Lastly, despite an employee’s level of work engagement, there is still a strong correlation between less fluent communication and role delegation in the workplace, and burnout on the job. Furthermore, we found that the level of compensation does not necessarily affect an employee’s decision or willingness to end their relationship at a particular company or organization.

Abstract

This study focuses on the effect of job stress on burnout and turnover within the realm of individuals’ work environment. The study also examines how workplace dynamics as communication within the organization, delegation of authority, and a meritocracy-based rewards system affect and mold this relationship. In general, employees exhibit higher levels of stress and anxiety, impacting their performance within the workplace. Additionally, employees often display increased levels of stress and higher emotional demands when faced with obstacles such as role ambiguity, role conflict, and others. The result of the empirical analysis through the structural equation model is summarized as follows: Job stress due to emotional demands was a major factor in predicting an employee’s decreased levels of output and productivity. Additionally, their sense of “burnout” – or burnout factor - was the biggest cause of career and job turnover increase. Lastly, despite an employee’s level of work engagement, there is still a strong correlation between less fluent communication and role delegation in the workplace, and burnout on the job. Furthermore, we found that the level of compensation does not necessarily affect an employee’s decision or willingness to end their relationship at a particular company or organization.

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