Date of Award

January 2017

Degree Type

Open Access Thesis

Degree Name

Master of Science (MS)

Department

Psychology

First Advisor

Richard Osbaldiston

Second Advisor

Jamie B. Henning

Third Advisor

Yoshie Nakai

Abstract

Job burnout is a widely spread global phenomenon that has been linked to negative work outcomes. Various factors can either contribute to or hinder job burnout development. Previous research established the role of the six areas of worklife model as well as psychological capital on job burnout. However, the relationship among these variables has not been clearly defined. The purpose of the present study was to attempt to understand predictors of job burnout in order to reduce its occurrence. Data was collected with a sample of college students. Four areas of worklife (workload, control, reward, and values) as well as three dimensions of psychological capital (hope, optimism, and resiliency) were predictive of job burnout. In addition, the negative effect of person-job mismatch in areas of worklife on job burnout was weaker when psychological capital was high as opposed to low. Finally, the study examined the mediating role of areas of worklife in relationship between psychological capital and job burnout, but failed to find any effect. Our findings underline the importance of fostering psychological capital in the workplace as well as ensuring congruence between individuals' person-job fit through areas of worklife, and specifically through workload, control, reward and values, in order to decrease job burnout occurrence.

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