Title: The relationship between work demands and burnout among employees in the Indonesian electricity generation industry. This paper examines the relationship between work demands and burnout in the Indonesian power generation industry, both in the private and public sectors. The Job demands and Decision Latitude questionnaire was developed by Karasek (1979) to measure job demands.
INTRODUCTION
- KEY ARGUEMENTS & AIMS
- BENEFITS OF THE STUDY
- PAPER STRUCTURE
- DEFINITION OF BURNOUT
- DIMENSIONS OF BURNOUT
- FACTORS INFLUENCING BURNOUT
- JOB DEMANDS
- DEFINITION FOR JOB DEMANDS
- DIMENSION FOR JOB DEMANDS
- RELATION BETWEEN JOB DEMANDS AND BURNOUT
The main difference that can be observed between the BM and the MBI is that the BM is considered a one-dimensional burnout questionnaire in contrast to the MBI, which is considered a three-dimensional measurement. For this reason, this paper will adopt Pines and Aronson's (1988) definition of burnout and will also use their BM as a measure of burnout. Data from this study could potentially be used to mitigate the costs of burnout and excessive work demands of affiliates.
As mentioned earlier, exhaustion is the central feature of burnout and the most obvious manifestation of this complex syndrome. Because this paper focuses on Pines & Aronson's conception of burnout as a one-dimensional phenomenon, the Burnout Measure (BM) will therefore be used as a measurement tool.
RESEARCH METHOD
- RESEARCH HYPOTHESES
- ALTERNATIVE HYPOTHESIS (Ha)
- NULL HYPOTHESIS (Ho)
- VARIABLES, CONCEPTUAL AND OPERATIONAL DEFINITIONS This section will describe the conceptual and operational definitions of the
- VARIABLE: JOB DEMANDS Conceptual Definition
- VARIABLE: BURNOUT Conceptual Definition
- DESIGN
- SAMPLING
- PROCEDURE
- QUESTIONNAIRES
- CORRELATION
- RELIABILITY ANALYSES
- DATA ANALYSES
In this current study, job demands will act as the IV of this study and the level of burnout will be the DV of this study. For the purpose of this present study, job demands as a whole as well as clusters will be examined in relation to their relationship with the levels of burnout. All the participants involved in this study work in the power generation industry in Indonesia.
The first is the Burnout Measure, which was developed by Pines and Aronson, and the second was the Job Demands and Decision Latitude Questionnaire. The second research instrument used in this study is the Job Demands and Decision Latitude Questionnaire. Job demands and decision space or authority are constructs that can vary independently in a work environment (Fortunato, Jex, & Heinish, 1999).
This generally means that this current paper intends to observe two variables, which are job demands as the independent variable (IV) and burnout as the dependent variable (DV) and see if a relationship exists between the two variables. is or not. The reason for using a correlation method for the purpose of this study goes back to the actual objective of this study, which is to see if there is a relationship between the levels of burnout and job demands of employees within or not. This is because this paper focuses on the relationship between the variables: job demands and burnout levels, the Pearson correlation seems to be the best possible choice of tool for data analysis.
For the purposes of this current study, the job requirements data will be compared as a whole with the burnout data, as well as divided into 3 groups (job requirements items, free skills items, and of decision width) and then compared to burn-in measures.
RESULTS
CORRELATION ANALYSES
This was done to see the overall relationship between Job Demands and Burnout (thus answering the first hypothesis) and to further explore the data (as an additional analysis) in the 3 subscales of the Job Demands & Decision Latitude- measure. The test resulted in a value of .06, which showed that there was no significant correlation between Job Demands &. As mentioned earlier, this current study will examine the correlation between job demands and burnout as a whole, grouped based on the 3 job demands & decision latitude subscale, as well as examine the relationship between the public and private sector employees (also as a whole). and grouped).
The results from the Job Demands & Decision Latitude correlation with burnout in the public sector resulted in a correlation coefficient of -.07, which points slightly in the direction of a negative correlation, however the correlation coefficient is not significant, therefore there is no correlation between Job Demands &. The results of the correlation between the Job Demands subscale and burnout resulted in a correlation coefficient of 0.08, which indicates a non-significant relationship. This result suggests that there is no correlation between the subscale Job demands and burnout in the public sector.
The relationship between job demands and decision latitude and burnout was also analyzed in the private sector, in which the correlation coefficient was 0.18, which indicates that there is a significant correlation between job demands. This result suggests that there is a significant positive correlation between the job demand group subscale and burnout. This would suggest that there is no significant relationship between discretion and burnout in the private sector.
This result indicates that there is no significant correlation between the Decision Authority cluster subscale and Private Sector Burnout (pointing to negative).
DISCUSSION
DISCUSSION
Based on the characteristics of the private and public sectors as mentioned earlier in this paper, it was suggested that the public sector was more characterized by maintaining and regulating social and economic conditions, a coherent set of systems consisting of rules and regulations. And again, one can suggest that the need for power and/or authority is present at different levels of the hierarchy so that someone working in the public sector has a significant impact on the business process, that is, the need for authority is high. important for someone working in this sector to make the right and appropriate decisions to conduct their business. This result may suggest that the lower the decision-making authority an individual has (within the public sector) corresponds to higher levels of burnout.
Also, as mentioned earlier, the private sector is mostly concerned with making profits while at the same time complying with existing laws and regulations regarding how to engage in their business process. Higher job demands placed on private sector workers can lead to burnout over time. Moreover, when job demands and decision latitude as a whole were related to burnout in this sector, the results found a significant positive correlation.
Thus, it could be suggested that the higher job demands placed on private sector workers may lead to higher levels of burnout. While overall no significant correlation was found between job demands and burnout in the public sector, overall the findings showed interesting results regarding job demands and burnout when the job demands measure was broken down into the respective subscales . The results found interesting findings between the corresponding subscales Job Demands in the private sector and the public sector as previously characterized and Burnout.
It was found that the public sector was more related to Decision-Making Authority, while the private sector was more related to Job Requirements.
SUGGESTIONS
Also, individual strategies are relatively ineffective in the workplace, where one has much less control over stressors than in other areas of one's life. Studies of reducing burnout focus primarily on educational interventions to improve individuals' ability to cope with the workplace. Regarding the first question, the stress literature and the growing self-help literature in the popular press have shown that people can indeed learn new ways of coping.
Therefore, if there is going to be significant change in the way work is done, it will require a degree of autonomy and an understanding of the organizational consequences of such change. In line with the findings from the research literature, a focus on the work environment, as well as the person in it, is essential for interventions to deal with burnout. This suggests that the most effective mode of intervention is to combine changes in management practice with the educational interventions described above.
The focus on involvement allows closer cooperation with the mission of the organization, especially those aspects related to the quality of work life in the organization. They are often complex in the level of collaboration required and require a significant investment of time, effort and money. Based on the author's lay knowledge, the organizations within the public sector are not as obligated to compete with each other as they are in the private sector, so it could mean less demands on their employees.
That said, factors potentially contributing to burnout in the public sector may be understated.
STRENGTHS AND LIMITATIONS
For this reason, it seemed logical to examine the relationship between job demand and burnout in this workforce population due to the increased attention associated with Indonesian current affairs. To conclude this paper, the author believes that the issue of job demand and burnout in this country needs more attention. By addressing the effects of job demands and burnout on employees, the organization could thus go beyond business efficiency and thus try to engage in more efficient business processes.
Further studies may explore the relationship between job demands and burnout and how they are influenced by other variables such as reward schemes (compensation and benefit), work schedules, work-family balance, coping skills, and so on. Furthermore, further studies can focus on other sample populations from different industries to see if this issue occurs in other populations or not. And finally, further attention can be given to the Indonesian public sector employees to see if there is a relationship between work overload and burnout or not.
Predicting occupational strain and job satisfaction: the role of stress, coping, and positive and negative affectivity. Compensatory control in the regulation of human performance under stress and high workload: a cognitive - energetic framework. Healthy work: stress, productivity and the rebuilding of working life. 2010) Hufungan antara perceptiksi täpag lingungan kerja psikologis dengan burnout pada kursama RSU Budi Rahayu Pekalongan.
Work stress in the public and private sectors: workers' compensation, levels of distress and job satisfaction, and the demand management and support model.
RELIABILITY ANALYSIS
SAMPLE PROFILE
CORRELATIONS Table 4.2
ONE-WAY ANOVA
DESCRIPTIVES
FREQUENCIES
BURNOUT MEASURE CONSENT FORM Dengan hormat,
JOB DEMANDS DECISION LATITUDE CONSENT FORM
JOB DEMANDS DECISION LATITUDE QUESTIONNAIRE Pengukuran Tuntutan Kerja dan Kendali Kerja
BURNOUT MEASURE QUESTIONNAIRE Pengukuran Tingkat Burnout
