Job burnout has gained broad recognition globally; nevertheless, there is a lack of
consistent research about its relationship with the employees' job performance, especially
in the banking sector. The primary purpose of the study is to investigate the relationship
between job burnout components (i.e., exhaustion, disengagement) and the employees' job
performance components (i.e., task performance, contextual performance, and
counterproductive work behavior) in the banking sector in Jordan, and to compare the
results to other international studies in the banking sector. In addition, the study examined
the presence of job burnout syndrome amongst employees of the banking sector. This study
also examined job burnout levels regarding the employees’ gender, age, marital status,
education, and length of service.
A total of 406 professionals, 211 men, and 195 women, took part in the study. The
questionnaire contained socio-demographic information, job burnout assessment, which
was conducted utilizing the Oldenburg Burnout Inventory (OLBI), and job performance
assessment, performed using the Individual Work Performance Questionnaire (IWPQ).
The data were examined using Statistical Package for the Social Sciences (IBM-spss)
version 25.0 and the analysis of a moment structures (AMOS) version 23.1. Various
statistical methods are used to analyze and interpret the data, as Confirmatory Factor
Analysis (CFA), descriptive statistics, student's t-test, ANOVA, the Tukey (Kramer's)
HSD post hoc, and Games-Howell post hoc. In addition, Pearson correlation (r) and the
hierarchical multiple regression analysis were transferred to distinguish which independent
variables had a more substantial influence on the dependent variable.
The job burnout levels were classified into four groups; high job burnout group (40.9% of
the respondents), disengaged group (10.6% of the respondents), exhausted group (7.4% of
the respondents), and low job burnout group (41.1% of the respondents). The study results
found significant differences in the job burnout dimensions levels according to the
employees' marital status, level of education, and tenure in the banking sector.
Interestingly, gender and age were ascertained to have no significant influence on job
burnout. The study results suggest that there is a significant negative relationship between
the employees' level of job burnout and task performance, contextual performance, and a
significant positive relationship between the employees' level of job burnout and
counterproductive work behavior. Further, the study implies that exhaustion and disengagement were substantial and negative predictors influencing the employees' task
performance, contextual performance, and positively influencing their counterproductive
work behaviors. At the factorial level, the results convey that job burnout's exhaustion
dimension was the most potent predictor of task performance, while disengagement was
the most influential predictor of contextual performance.
The risk of job burnout was similar to other studies conducted in the banking sector, and
higher than in other occupations, which were considered at risk and appeared more closely
related to work-related stress. Organizational and individual intervention strategies aimed
at controlling stress can be a supportive way to help employees address problems of this
nature. This research displayed relationships between job burnout and the employees’
performance, notably in the Jordanian context. In addition to the influence of job burnout,
the findings can help advance the employees' task performance and contextual performance and reduce the employees' participation in CWB. The author presents the implications,
recommendations, and limitations of the findings.