DISCUSSION, CONCLUSION, AND RECOMMENDATION
5.1 Discussion of Research Findings
This section discusses the results of the research findings, which are organized around the research questions of the study. Generally, this study sought to examine the relationship between job demand-control-support and burnout as well as informal learning, the relationship between self-efficacy and burnout as well as informal learning, the mediating role of job demand-control-support in the relationship between self-efficacy and burnout as well as informal learning, the effect of burnout and informal learning on job performance.
5.1.1 Relationship between Job Demand-Control-Support and Burnout as well as Informal Learning
The first research question examined the relationship between job demand- control-support and burnout as well as informal learning. Thus, the findings indicated that there were significant relationships between job demand-control-support and burnout. This finding shows that burnout in employee is affected by the demanding situations of job, too much control over the tasks. However, this study demonstrated that burnout in employees are reduced by social support.
The results further presented that there was a significant relationship between job demand-control-support and informal learning. This finding also indicated that informal learning can occur in demanding situations, when receiving skill discretion and decision authority to cope with challenging tasks, gaining support from supervisors and coworkers.
This finding is consistent with previous conceptual and literature review studies that argued for a strong connection between job-demand-control-support and
burnout as well as informal learning. (Zafar et al., 2014; Demerouti et al., 2001;
Xanthopoulou et al., 2007; Bakker et al., 2014; Gijbels et al., 2010; Van Ruysseveldt et al., 2011; Janssen et al., 2001; Taris and Schreurs, 2009; Schaufeli and Bakker, 2004; Choi, 2009; Bakker and Costa, 2014) It is also interesting that this finding was empirically based.
5.1.2 Relationship between Self-Efficacy and Burnout as well as Informal Learning
The second research question of this study addressed the association between self-efficacy and burnout as well as informal learning. The result showed that there was an insignificant relationship between self-efficacy and burnout. This finding shows that self-efficacy did not directly affect burnout. The result further demonstrated that there was a significant relationship between self-efficacy and informal learning. This finding indicated that employee’s characteristic with high level of self-efficacy engage in more informal learning than employee with low self- efficacy.
This finding is consistent with previous conceptual and literature review studies that argued for a strong connection between self-efficacy and burnout as well as informal learning. (Consiglio et al., 2013; Brouwers and Tomic, 2000; Choi, 2009;
Cho and Kim, 2016) It is also interesting that this finding was empirically based.
5.1.3 Relationship between Self-Efficacy and Job Demand-Control- Support
The third research question of this study addressed the association between self-efficacy and job demand-control-support. The result showed that there was a significant relationship between self-efficacy and job demand-control-support. This finding indicated that employee’s characteristic with high level of self-efficacy perceived lower level of job demand than employee with low level of self-efficacy.
However, employees perceived that they received high level of job control and social support than those employees with a low level of self-efficacy.
This finding is consistent with previous conceptual models and with literature review (Consiglio et al., 2013) It is also interesting that this finding was empirically based.
5.1.4 Mediating Role of Job Demand-Control-Support in the
Relationship between Self-Efficacy and Burnout as well as Informal Learning
This research question sought to answer whether the mediating role of job- demand-control-support in the relationship between self-efficacy and burnout as well as informal learning was significant in terms of mediating or not. The finding showed that job demand-control-social support had a mediation effect on the relationship between self-efficacy and burnout. These findings indicated that employee’s characteristic with high level of self-efficacy perceived low level of job demand, and high level of social support which affected their lower level of burnout. However, employee’s characteristic with high level of self-efficacy perceived a high level of job control, which affected their high level of burnout.
Furthermore, job demand-control-support provided by the organization carried the influence between self-efficacy and informal learning. The results showed that employee’s characteristic with high level of self-efficacy perceived low level of job demand, but high level of job control, and high level of social support, which motivated them to engaged more informal learning.
This finding is consistent with previous conceptual framework and literature review (Consiglio et al., 2013) It is also interesting that this finding was empirically based.
5.1.5 Relationship between Burnout and Informal Learning as well as Job Performance
The fifth research question examined the relationship between burnout and informal learning as well as job performance. The result showed that there was a negative relationship between burnout and job performance. The finding indicated that employees who got job strain or burnout, suffered reduced performance regarding to their job. However, there was a positive relationship between informal learning and
job performance. The finding showed that employees, who engaged in informal learning, later improved their job performance.
This finding is consistent with previous conceptual framework and literature review (Gorji et al., 2011; Bakker and Heuven, 2006; Angerer, 2003; Bakker and Costa, 2014; Gorji, 2011; Park and Choi, 2016; Daryoush et al., 2013) It is also interesting that this finding was empirically based.