Investigation the Relationship between Organizational Climate and Job Burnout of Personnel in University of Bandar Abbas

Transcription

1 2013, World of Researches Publication Ac. J. Psy. Stud. Vol. 2, Issue 2, 39-46, 2013 Academic Journal of Psychological Studies Investigation the Relationship between Organizational Climate and Job Burnout of Personnel in University of Bandar Abbas Foziyeh Salari*, Hossein Zainalipour and AliAkbar Shaikhi Fini Hormozgan University, Bandar Abbas, Iran *Corresponding Author: Abstract: The purpose of the study is investigation the relationship between organizational climate and job burnout of personnel in University of Bandar Abbas. This study was a descriptive survey and the survey instrument was two questionnaires. Statistical society was all of personnel in University of Bandar Abbas. Sample size (231 persons) determination is based on the Cochran formula and Stratified random sampling method was used. After data collection, data analysis was performed using SPSS. Results showed that organizational climate, group spirit, enthusiasm, and devotion focuses on the production is above average and is in good condition. The status of staff burnout is higher than average in governmental universities in Bandar Abbas. Results showed a significant negative relationship between organizational climate and burnout. Also results showed that there is a significant correlation between the nuisance parameters, confidence, enthusiasm, and cast considerable emphasis on production and burnout. Key Words: Organizational Climate, Job Burnout, Personnel in University of Bandar Abbas. INTRODUCTION The organizational context in which people work is characterized by numerous features (e.g., leadership, structure, rewards, communication) subsumed under the general concepts of organizational climate and culture. Climate refers to perceptions of organizational practices reported by people who work there. Studies of climate include many of the most central concepts in organizational research. Common features of climate include communication (as describable, say, by openness), conflict (constructive or dysfunctional), leadership (as it involves support or focus) and reward emphasis (i.e., whether an organization is characterized by positive versus negative feedback, or reward- or punishment-orientation). 1 Work environment or climate perception of employees has significant consequences for both individuals and organizational. Climate or atmosphere in workplace has impact on employee s motivation, behavior, attitudes and potentials, which, in turn is predicted to influence organizational productivity. 2 In other words, the climate or the organizational climate is considered very 39

2 Salari et al., 2013 important in the life of organizations due to its clear effects and relations to the various regulatory activities. It affects employees satisfaction and performance and, thus, the success of the organization and its ability to continue. 3 for these reasons; organizational climate has been a topic of considerable research over the last thirty years, both theoretically and empirically. 4 Organizational climate is defined as the set of characteristics that describe an organization and that distinguish the organization from other organizations and influence the behavior of people in the organization. 5 As today s businesses continue to struggle to survive or acquire sustainable competitive advantage, it is important for organizations to better understand the factors that influence employees and important employee-oriented work outcomes. The growing significance placed on understanding employees and their behavior within the organization has produced a great deal of interest in investigating employee perceptions of climate within the organization. 6 Organizational climate attempts to identify the environment that affects the behavior of the employees. Due to the organizational climate importance on employee s attitudes and behaviors, researches increasing attention in organizational behavior literature. 7 Workplace stress and burnout affects between 19% and 30% of employees in the general working population. Job stress is the psychological distress or strain that arises from both individual and organizational stressors in the workplace. Long term job stress can lead to burnout in the workplace and is characterized by feelings of exhaustion, cynicism, detachment, ineffectiveness and lack of personal accomplishment. Both job stress and burnout can result in employees with decreased organizational commitment and associated lower productivity. 8 Burnout is defined as a syndrome mostly seen among individuals working on jobs with people face to face feeling exhausted, feeling inconsiderate for people they come across due to their jobs, a decrease in the senses of individual success and efficiency. 9, 10 According to Maslach Burnout Model 11 there are three components of burnout; emotional exhaustion, depersonalization and deficient sense of personal accomplishment. 11 Emotional Exhaustion which means energy discharge and consumption of emotional resources 12. Depersonalization a tendency to respond to others in callous, detached, emotionally hardened, uncaring, and dehumanizing ways 12 and the third dimension of burnout Deficient sense of personal accomplishment by which the person comes to a negative self-assessment. 12 Several studies examined the relationship between organizational climate and job burnout. In an examination of organization stress climate and burnout in certified Athletic Trainers at Division I-A universities, reported significant negative relationship between organizational climate and burnout. 13 Miller (2003) investigated the relationships between the perceived organizational climate and professional burnout in libraries and computing centers in West Virginia public 40

3 Investigation the relationship between organizational Higher Education Institutions and showed the significant relationship between the perceived organizational climate and burnout. Due to the importance of the topic, the purpose of the study is investigation the relationship between organizational climate and job burnout of personnel in University of Bandar Abbas. MATERIALS AND METHODS The present study is a descriptive one. Theoretical bases of the study were collected by reputable sites, books and related articles. The information and data for hypothesis testing were gathered by questionnaire. In this study, two standard questionnaires were used for gathering data from statistical sample. Halpin and Craft organizational climate questionnaire and Geldard Burnout Inventory. Statistical society was all of personnel in University of Bandar Abbas. Sample size was calculated using Kerjeci and Morgan table and selection will be performed by stratified random sampling method. Kerjeci and Morgan Table are used to determine the sample size from a statistical society. Validity of Halpin and Craft organizational climate questionnaire was approved by Halpin and Craft and reliability of it was calculated Validity and reliability of Geldard Burnout Inventory was approved by Khakpoor and Birashk, so that reliability of it was calculated In this study, Validity and reliability of the questionnaire was approved. Validity of the questionnaire was accepted by expert opinion of university and reliability of that was calculated by Cronbach's alpha and the value of that was 0.74 and 0.81 for Halpin and Craft organizational climate questionnaire and Geldard Burnout Inventory respectively. Before completing the questionnaire by the participants, basic description of the study and its objectives as well as additional details about the questions presented to them. Enough time to complete the questionnaire was provided to participants. Write the name and characteristics of participants for the questionnaire was not compulsory, so they can fully express their opinions. After gathering information from the questionnaires, the data were analyzed and results are discussed with the findings of previous studies. All of data were analyzed by SPSS software. RESULTS Table 1 shows descriptive statistics of participants. As showed by the table, males with 54.6% are the maximum sex of participants. From education perspective, bachelor participants with 59.2% make the most and participants with job experience between years are highest in the group of job experience.

4 Salari et al., 2013 Statistics Table 1. Descriptive statistics of participants Sex Female Male % % Education Diploma Bachelor Masters or higher Job Experience % % % Less than 10 years Between years Higher than 20 years % % % Age years years years % % % As shown by table 2, the status of variables of organizational climate, Team spirit, Favorites, Emphasis on production and intimacy is higher than average, but is less than average for variable of disturbance and is similar to average for consideration and influence and dynamics. Table 2. Results of t-test for variables of organizational climate frequency Average sd T. statistics Sig. level Organizational climate Team spirit Favorites Consideration Influence and dynamics Intimacy Emphasis on production Disturbance Spacing As shown by table 3, the status of variable of Job burnout is higher than average. 42

5 Investigation the relationship between organizational Table 3. Results of t-test for variable of Job burnout frequency Average sd T. statistics Sig. level Job burnout Table 4 shows that there are significant correlation between Job burnout and Organizational climate (P<0.05). Table 4. Correlation test between Job burnout and Organizational climate Job burnout Organizational climate Correlation p-value N Table 5 shows that there are significant correlation between Job burnout and disturbance, intimacy, Favorite, Consideration and Emphasis on production (P<0.05). Table 5. Correlation test between Job burnout and Organizational climate variables Job burnout Team spirit R p- value Disturbance Intimacy Favorite Consideration Emphasis on production Influence and dynamics Spacing N DISCUSSION As shown by table 2, the status of variables of organizational climate, Team spirit, Favorites, Emphasis on production and intimacy is higher than average, but is less than average for variable of disturbance and is similar to average for consideration and influence and dynamics. These results are similar to reports of Farooqui 5 and Al-Saudi 3. Climate or the organizational climate is considered very important in the life of organizations due to its clear effects and relations to the various regulatory activities. Researchers suggest that organizational climate related with positive behaviors like innovative behavior, organizational citizenship behavior and negative organizational behaviors like counterproductive behaviors. 14 As shown by table 3, the status of variable of Job burnout is higher than average. These results are similar to reports of Hendrix et al. 13 that examined stress and burnout in certified Athletic Trainers at Division I-A universities.

6 Salari et al., 2013 Burnout is an important problem in the working life. Burnout may result in really serious changes like the decrease in the attendance and satisfaction of the job, an increase in the number of resignations, lower performance, descending of group dependence. One of the effects of burnout on working life is the effect of workers on job satisfaction. An individual who is dissatisfied by his/her job and cannot find the peace he/she desires within the organization, a high degree of morale and motivation disorder. 15 Burnout also has a special significance in higher education because academicians can susceptible to burnout. Melendez and Guzman (1983), emphasize that academicians is a profession group that faces severe burnout both as a result of the intense communications of academicians with students and depending on the pressure and obstacles of publishing and succeeding.table 4 shows that there are significant correlation between Job burnout and Organizational climate (P<0.05). These results are consistent with findings of Adenike 2 that investigated organizational climate as a predictor of employee job satisfaction. High burnout has been linked to poor Organizational climate. Tsigilis et al. 16 inspected the relation between satisfaction from organization climate and burnout and established that test subjects experience a medium level of burnout and there is a meaningful relation between burnout and satisfaction from organization climate. Modern business organizations are under severe work pressure and competitive work environment outcome of which is higher level of stress among employees and executives. No organization is free from stress. A higher level stress impairs physical and psychological health of executives and employees. Table 5 shows that there are significant correlation between Job burnout and disturbance, intimacy, Favorite, Consideration and Emphasis on production (P<0.05). These results are similar to reports of Hendrix et al. 13 that examined stress and burnout in certified Athletic Trainers at Division I-A universities. Work related stress is very much influenced by the organizational climate. It is something that can be perceived by the employees rather than something that can be recognized cognitively. In other words, it is a set of attributes or characteristics of the organization that is perceived by the employees. The main cause of burnout and mental stress tolerance is due to the long and hard work. But other factors are also involved in development. Burnout main bearing stress from work is long and hard work which eventually led to the evacuation of mental energy and provides context for the development of burnout. In generally factors that cause stress can be are divided three categories: individual factors, organizational factors and environmental factors. Below is a brief description of each turn. 44

7 Investigation the relationship between organizational REFERENCES 1. Danies, R. (2011). Organizational Climate and Culture. International Labor Organization, Geneva. 2. Adenike, A. (2011). Organizational Climate as a Predictor of Employee Job Satisfaction: Evidence From Covenant University, Business Intelligence Journal, 4(1): Al-Saudi, M.A. (2012). The Impact of Organizational Climate upon the Innovative Behavior at Jordanian Private Universities as Perceived by Employees: A Field Study, International Business and Management, 5(2): Dawson, J.F., Gonzalez-Roma, V., Davis, A. & West, M.A. (2008). Organizational climate and climate strength in UK hospitals, European Journal of Work and Organizational Psychology, 17(1): Farooqui, M. R. (2012). Measuring Organizational Citizenship Behavior (OCB) as a Consequence of Organizational Climate (OC), Asian Journal of Business Management, 4(3): Riggle, R.J. (2007). The Impact of Organizational Climate Variables of Perceived Organizational Support, Workplace Isolation, and Ethical Climate on Salesperson Psychological and Behavioral Outcomes, Doctoral Thesis, University of South Florida. 7. Miller, A.R, (2003). An analysis of the relationships between the perceived organizational climate and professional burnout in libraries and computing centers in West Virginia public Higher Education Institutions, Dissertation of Doctor of Education in Department of Leadership Studles. 8. Maslach, C., Schaufeli, W. B. & Leiter, M.P. (2001). Job Burnout. Annual. Review. Psychology. 52, February, Demerouti, E., Bakker, A.B., De Jonge, J., Janssen, P.P.M. & Schaufeli, W.B. (2001). Burnout and engagement at work as a function of demands and control. Scandinavian Journal of Work, Environment & Health, 27(4), Demerouti, E., Bakker, A.B., Nachreiner, F. & Schaufeli, W.B. (2000). A model of burnout and life satisfaction amongst nurses. Journal of Advanced Nursing, 32(2): Maslach, C., Schaufeli, W.B. & Leiter MP. (2001). Job burnout. Annual Review of Psychology. 52: Maslach, C. & Leiter, M. P. (2005). Stress and burnout: The critical research. In cooper, C.L. (Ed.), Handbook of Stress Medicine and Health, (2nd edition). Boca Raton, FL.: Crc Press, pp Hendrix, A.E., Acevedo, E.O. & Herbert.E. (2000). An examination of stress and burnout in certified Athletic Trainers at Division I-A universities, Journal of Athletic Training, 35(2): PP:

8 Salari et al., Bellou, V. & Andronikidis, A.I. (2009). Examining organizational climate in Greek hotels from a service quality perspective, International Journal of Contemporary Hospitality Management, 21(3): Rocca, A.D. & Kostanski, M. (2001). Burnout and job satisfaction among Victorian secondary school teachers: a comparative look at contract and permanent employment. Atea Conference, September, Melbourne. 16. Tsigilis, N., Zachopoulou, E., Grammatikopoulos, V. (2006). Job satisfaction and burnout among Greek early educators: a comparison between public and private sector employees. University Of Thessaly, Alexandrio technological Educational Institute Of Thessaloniki, Greece, Academic Journals, Educational Research And Review Vol. 1 (8):