Occupational Stress, Symptoms of Burnout in the Workplace and Work Satisfaction of the Age-diverse Employees

Abstract

Background and Purpose: Age diverse employees are faced with different types of occupational stress and different symptoms of burnout when carrying out their work. Therefore, the role of age in job design and implementation of work should not be ignored. The main aim of this paper is to investigate the age differences of occupational stress and symptoms of burnout of employees and to analyze the impact of occupational stress, symptoms of burnout and age on employees’ work satisfaction.
Methodology : The paper is based on research that includes a survey of employees in two age groups: younger employees under 50 years of age and older employees between 50 to 65 years of age. Factor analysis was used to form the constructs of occupational stress, symptoms of burnout and employees’ work satisfaction. The non-parametric Mann-Whitney U test was used to test differences in the obtained constructs of occupational stress and symptoms of burnout in the workplace between two independent groups. The multiple regression analysis was used to examine the impact of occupational stress, symptoms of burnout and age on employees’ work satisfaction.
Results : The results show there are statistically significant differences in occupational stress and symptoms of burnout in the workplace between older and younger employees. On average, younger employees perceived higher levels of occupational stress and burnout as compared to the older group. Research results also show that occupational stress, behavioral symptoms and emotional symptoms of burnout, as well as age, have a significant impact on employees’ work satisfaction.
Conclusion: Managing diversity requires a strategic approach to managing people at work. Therefore, this research adds to the body of knowledge by pointing out the relationship between age and occupational stress and burnout symptoms. Because the role of age in job design has largely been ignored, these relationships have not been studied enough.

Full text

46
Organizacija, Volume 52 Issue 1, February 2019Research Papers
DOI: 10.2478/orga-2019-0005
Occupational Stress, Symptoms
of Burnout in the Workplace and
Work Satisfaction of the Age-diverse
Employees
Maja ROŽMAN1, Anastasiia GRINKEVICH2, Polona TOMINC1
1 University of Maribor, Faculty of Economics and Business, Razlagova 14, 2000 Maribor, Slovenia
maja.rozman1@um.si, polona.tominc@um.si
2 National Research Tomsk State University, Institute of Economics and Management,
Lenin Ave. 36, 634050 Tomsk, Russian Federation
tasya-g89@mail.ru
Background and Purpose: Age diverse employees are faced with different types of occupational stress and differ-
ent symptoms of burnout when carr ying out their work. Therefore, the role of age in job design and implementation
of work should not be ignored. The main aim of this paper is to investigate the age differences of occupational stress
and symptoms of burnout of employees and to analyze the impact of occupational stress, symptoms of burnout and
age on employees’ work satisfaction.
Methodology: The paper is based on research that includes a sur vey of employees in two age groups: younger em-
ployees under 50 years of age and older employees bet ween 50 to 65 years of age. Factor analysis was used to form
the constructs of occupational stress, symptoms of burnout and employees’ work satisfaction. The non-parametric
Mann-Whitney U test was used to test differences in the obtained constructs of occupational stress and symptoms
of burnout in the workplace between two independent groups. The multiple regression analysis was used to examine
the impact of occupational stress, symptoms of burnout and age on employees’ work satisfaction.
Results: The results show there are statistically significant dif ferences in occupational stress and symptoms of
burnout in the workplace between older and younger employees. On average, younger employees perceived higher
levels of occupational stress and burnout as compared to the older group. Research results also show that occupa-
tional stress, behavioral symptoms and emotional symptoms of burnout, as well as age, have a significant impact
on employees’ work satisfaction.
Conclusion: Managing diversity requires a strategic approach to managing people at work. Therefore, this research
adds to the body of knowledge by pointing out the relationship between age and occupational stress and burnout
symptoms. Because the role of age in job design has largely been ignored, these relationships have not been studied
enough.
Keywords: Occupational stress; burnout; symptoms of burnout; age-diverse employees; work satisfaction
1
Received: November 10, 2018; revised: January 4, 2019; accepted: January 26, 2019

47
Organizacija, Volume 52 Issue 1, February 2019Research Papers
1 Introduction
Job design is of special importance in contemporary hu-
man resource management. It is essential to design jobs
so that stress can be reduced, motivation can be enhanced
and the satisfaction of employees and their performance
can be improved to ensure that organizations can eec-
tively compete in the global marketplace (Garg and Rasto-
gi, 2006). Stressful, depressed and dissatised employees
are not able to obtain the same quality level of work and
productivity as those employees with low stress and high
satisfaction (George and Zakkariya, 2015). It is essential
that the employees’ psychological aspects are considered.
Employers should create a safe, stress-reduced environ-
ment in which to work.
Further, it has become important to understand the role
of individuals’ dierences in examining the eects of job
characteristics on job attitudes (Morgeson and Humphrey,
2006). This means that job characteristics are not experi-
enced in the same way by all groups of workers (Zaniboni
et al., 2014). Due to demographic changes in most indus-
trialized countries, the average age of working people is
continuously increasing and the workforce is becoming
more age diverse (Hertel et al., 2013). Zaniboni et al.
(2014) demonstrated that the role of age in the relationship
between job characteristics and job attitudes is important;
with the ageing population it is necessary to see how jobs
might be redesigned to enable people to continue to work
successfully. It is also appropriate to examine the interplay
between age and work characteristics because people gen-
erally spend a signicant part of their lifespan working,
and, therefore, have ample opportunity to display these
adaptive processes throughout their working lives. Yet the
role of age in job design has largely been ignored (Truxillo
et al., 2012). Satised employees are a vital prerequisite
for a “healthy” company (Halkos and Bousinakis, 2010); it
is important that employers create a safe and friendly work
environment (George and Zakkariya, 2015).
Demographic changes caused by the ageing of the
population have an impact on organizations and the age
structure of their employees; organizations face new chal-
lenges in the eld of human resources management since
employees belonging to dierent age groups also perceive
their working environment dierently and react dierent-
ly. The rst step towards the adequate management of age
diverse employees is to create an appropriate working en-
vironment that dictates the successful result of ageing for
employees, and, thus, facilitates the achievement of goals,
performance and competitiveness of the company (see,
e.g., Jolynn et al., 2011; Ilmarinen, 2006). Robertson and
Cooper (2010) found that low levels of stress, high levels
of psychological well-being and the work satisfaction of
older and younger employees play a central role in deliv-
ering the important outcomes associated with success in
companies.
This paper aims to answer the following research ques-
tions: (1) RQ1: Are there statistically signicant dierenc-
es in occupational stress in the workplace of older em-
ployees as compared to younger employees in Slovenian
companies? (2) RQ2: Are there statistically signicant dif-
ferences in the symptoms of burnout of older employees as
compared to younger employees in Slovenian companies?
(3) RQ3: Do occupational stress, symptoms of burnout and
age have a signicant impact on the employees’ perceived
work satisfaction?
Therefore, the main objectives of this paper are: (i)
to investigate the dierences between occupational stress
and symptoms of burnout of employees from dierent age
groups in the workplace and (ii) to analyze the impact of
occupational stress, symptoms of burnout and age on work
satisfaction of employees.
2 Literature Review
2.1 Occupational stress
Occupational stress is dened as “the harmful physical and
emotional responses that occur when the requirements of
the job do not match the capabilities, resources or needs of
the worker” (De Silva et al., 2017). Consequences of occu-
pational stress are observed at two levels, at the company
level and at the level of the worker, and there is a correla-
tion between the two; economic losses within a company
correlates (aects) employees’ health state (Mosadeghrad,
2014). Workers not capable of coping with stressful situa-
tions might face a variety of negative eects in their phys-
ical, psychological or behavioral states. In the physical
area, people may feel dierent pains such as headaches,
neck pain and shoulder pain or have an elevated heart rate.
In the psychological area negative eects may include
insomnia, anxiety, depression and other psychological
issues. Behavioral factors include fatigue, less ecacy
at work and many others; these factors will inuence in
a negative way the entire production, the branch’s image
and the quality of the nal consumer product (Hespanhol,
2004). Research on the harmful eects of occupational
stress on physical well-being and a worker’s health show
that among principal consequences are higher risks for car-
diovascular diseases (Kang et al., 2005), musculoskeletal
disorders, respiratory diseases, psychological disorders,
sleep disturbances, lack of concentration, depression, in-
tolerance and many others, as well as anxiety (O’Connor
et al., 2000).
According to Hertel et al. (2013) older employees ex-
perience lower stress levels than younger employees. On
the other hand, Götz et al. (2018) emphasized that the im-
pact of stressful work diers depending on the period, or
life stage, at which it occurs. Older persons may be more
vulnerable to occupational stress because the ageing pro-

48
Organizacija, Volume 52 Issue 1, February 2019Research Papers
cess is accompanied by changes in coping capabilities and
resources as well as changes of the physiological system.
Older employees, therefore, may be more likely to become
sick in the case of stressful work and may take longer to
recover from illness. In that case, the association between
stress and sickness absences would be more pronounced
for older employees. The authors also argue that younger
employees may face greater pressure to develop strong ties
to the labour market, and therefore, they are more likely
to continue working, compared to their older counterparts,
even if conditions at work are poor. There are, however,
also reasons why the association between occupational
stress and sickness absence could be less pronounced for
older employees than for younger employees. For exam-
ple, older employees may face more diculties in nding
a new job in the case of job loss; therefore, they are proba-
bly more likely to tolerate adverse conditions than younger
employees.
2.2 Burnout and symptoms of burnout
Occupational stress related to a severe and constant level
of stress is known as burnout syndrome, which is charac-
terized by a decrease in personal fulllment, isolation from
social relationships and emotional exhaustion (Yavas et
al., 2013). Maslach et al. (2001) dened burnout as a “pro-
longed response to chronic emotional and interpersonal
stressors on the job, and is dened by the three dimensions
of exhaustion, cynicism, and inecacy”. Also, the authors
summarized research that indicates burnout has been asso-
ciated with various forms of job withdrawal (absenteeism),
intention to leave the job and actual turnover.
In our research, the burnout of employees was identi-
ed and measured by three separate groups of symptoms.
Physical symptoms of burnout include exhaustion, fatigue,
headaches, sleep disorders, loss of energy, nonspecic
pain, reduced attention span, feelings of meaninglessness,
apathy, raised blood pressure, chest pains and gastroin-
testinal disorders. Emotional symptoms of burnout in the
workplace may include depressed mood states, anxiety,
irritability, loss of condence, tension or sadness. Behav-
ioral symptoms of burnout in the workplace may include
disturbed sleep patterns, reduced reaction times, reduced
work capacity and less work motivation (Mosadeghrad,
2014).
2.3 Satisfaction in the workplace
Job satisfaction generally implies a positive evaluation of
work and a positive eect deriving from it; that is, a “pos-
itive emotional state resulting from the appraisal of one’s
job or job experiences” (see, e.g., Tansel and Gazîoğlu,
2014). Existing studies have established a positive rela-
tionship between job satisfaction and performance (Judge
et al., 2001). Harrison et al. (2006) argued that job satis-
faction is also understood in terms of its relationship with
other key factors of employees, like general well-being
in the workplace, stress and workload, control at work,
home-work balance and working conditions.
The relationship between job satisfaction and age
shows that levels of job satisfaction tended to change, with
initially high levels giving way to declines in mid-career,
and then starting to improve again later in the worker’s
career. This was explained by an individual’s adjustment
to his/her work and life situation (Halkos and Bousinakis,
2010). In terms of occupational stress, previous research
has shown that middle-aged workers (30 to 50-year-olds)
had slightly higher proportions in the reported high stress
category than those at the extremes of the age range (Smith
et al., 2000). This could be explained by multiple family
and work-related tasks that potentially impact the stress
levels during one’s middle-years (see, e.g., Darmody and
Smyth, 2016). Also, a study conducted by Yang et al.
(2016) reported that occupational stress decreases employ-
ees’ occupational satisfaction and self-motivation.
Occupational stress and burnout impact the health
and psychological well-being of workers with the atten-
dant eects on their attitude towards work (Babajide and
Akintayo, 2011). When the working environment is per-
ceived to be conducive, there is less stress, employees are
satised and job performance is greatly enhanced (Parkes,
2002). Burnout leads to lower productivity and eective-
ness at work. It is associated with decreased job satisfac-
tion and a reduced commitment to the job or the organiza-
tion (Maslach et al., 2001).
2.4 Age diversity in the workplace
Population ageing is impacting employers, and for many
organisations there are strong business reasons to devel-
op strategies for managing diversied age proles in their
workplaces (Hoyle, 2017). Job characteristics are not ex-
perienced in the same way by all age diverse workers. Giv-
en the demographic shifts in today’s workplace, a worker’s
age appears to be an important individual dierence (Za-
niboni et al., 2014).
On the one hand, high diversity in teams or other or-
ganizational units might increase creativity, innovation
and problem solving due to the multiple perspectives and
backgrounds of the dierent workers. On the other hand,
high diversity often comes with higher needs for commu-
nication, coordination and conict management due to
dierences in expectations, working styles and general
values. Therefore, to benet from diversity, the accurate
management of mutual perceptions and interactions is cru-
cial (Hertel et al., 2013).
Hertel et al. (2013) asserted that ageing refers to
changes that occur in biological, psychological and so-
cial functioning over time, thereby aecting individuals

49
Organizacija, Volume 52 Issue 1, February 2019Research Papers
on personal, organizational and societal levels. This also
means that employees’ age diversity has dierent eects
on work-related attitudes. According to Schneid et al.
(2018), understanding age diverse employees is essential
for improving productivity and for ensuring the success
of the company, which also leads to the well-being of all
age diverse employees. Thus, on the basis of the literature
review, we can summarize that age diverse employees are
faced with dierent symptoms of burnout and occupation-
al stress when carrying out their work.
2.5 Research hypotheses
Based on the theoretical ground, we formulated the fol-
lowing research hypotheses.
Hypotheses H1 is formed following Adams et al.
(2013) and Hertel et al. (2013), who state that older em-
ployees report experienc ing lower levels of stressors than
younger employees. Adams et al. (2013) summarized two
possible explanations for these ndings. First, as employ-
ees age they accumulate more work experiences and ac-
quire more occupational expertise and wisdom, which may
act as a resource when dealing with role-related stressors.
Second, older employees are more likely to be in high-sta-
tus positions with certain characteristics, including job
control, exible work schedules and access to support
from the job environ ment. These job characteristics may
reduce employee exposure to stressors such as role ambi-
guity and role conict.
H1: There are statistically signicant dierences in
occupational stress in the workplace between older and
younger employees.
Hypotheses H2.1, H2.2 and H2.3 were formed based
on ndings that showed age was dierentially related to
burnout in separate age groups (Ahola et al., 2008). The
same approach when studying symptoms of burnout was
used by Mosadeghrad (2014). The highest burnout preva-
lence was found among the younger employees. Haley et
al. (2013) stated that possible reasons for younger employ-
ees’ higher burnout levels seem to include a lack of skills
to deal with everyday problems arising in the workplace, a
“reality shock” when just entering the workplace, a lack of
coping skills as a result of less experience in a working en-
vironment and transitional shock. On the other hand, Wang
and Shultz (2010) emphasized that burnout increases with
ageing. Among the demographic variables, age turns out to
be the most related to burnout. It has been found that poor
health is one of the major determinants of early retirement,
and the poorer the health of older workers, the stronger
their intentions appear to be to withdraw from the labour
force early.
• H2.1: There are statistically signicant dierences in
behavioral symptoms of burnout in the workplace be-
tween older and younger employees.
• H2.2: There are statistically signicant dierences in
emotional symptoms of burnout in the workplace be-
tween older and younger employees.
• H2.3: There are statistically signicant dierences in
physical symptoms of burnout in the workplace be-
tween older and younger employees.
Hypotheses H3.1, H3.2, H3.3, H3.4 and H3.5 were formed
based on the ndings of Fairbrother and Warn (2003),
who found strong correlations between the dimensions of
workplace, stress and job satisfaction. High levels of work
stress are associated with low levels of job satisfaction.
Job stressors are predictive for job dissatisfaction and a
greater propensity to leave the organization. According to
Faragher et al. (2005) occupational stress has a negative
eect on job satisfaction and deteriorates the physical and
mental health of age diverse employees. Lu and Gursoy
(2013) summarized that all symptoms of burnout have a
signicant negative impact on the age diverse employees’
work satisfaction.
• H3.1: Occupational stress has a signicant impact on
the employees’ perceived work satisfaction.
• H3.2: Symptoms of behavioral burnout have a sig-
nicant impact on the employees’ perceived work
satisfaction.
• H3.3: Symptoms of emotional burnout have a signif-
icant impact on the employees’ perceived work sat-
isfaction.
• H3.4: Symptoms of physical burnout have a signif-
icant impact on the employees’ perceived work sat-
isfaction.
• H3.5: Age has a signicant impact on the employees’
perceived work satisfaction.
3 Methodology
3.1 Data and sample
A survey among Slovenian medium-sized (the average
number of employees in business year does not exceed 250)
and large companies (the average number of employees in
business year exceeds 250) was conducted, and question-
naires were sent to 800 randomly selected medium-sized
and large Slovenian companies. The questionnaire was
addressed to the owner/manager of the company and sent
via e-mail or ordinary post (depending on the availabil-
ity of contact data). We asked the owner/manager of the
company to distribute a questionnaire among age diverse
employees. With the purpose of increasing the response
rate, we sent the reminders to complete the questionnaire
in three waves: twice by e-mails and once by personally
contacting them by phone. The main survey involved 307
companies (the response rate was 38.4%). We limited the
responses to up to four employees in each company, and,
thus, the survey included 691 respondents.

50
Organizacija, Volume 52 Issue 1, February 2019Research Papers
The employees in the sample were divided into two
age groups: younger employees under 50 years of age and
older employees between 50 to 65 years of age. In most
cases in the literature, the lower age limit dening older
employees is 45 years (Brooke, 2003) or 50 years (Ilmari-
nen, 2001); the term “older employees” also refers to em-
ployees between 40 and 50 years of age (Ghosheh et al.,
2006). For the purposes of the present research the age of
50 years is used. Table 1 shows the prole of respondents
– employees with respect to control variables.
The survey responses included 47% younger employ-
ees aged 18 to 49 years and 52.8% older employees aged
50 to 65. Regarding the achieved education level of em-
ployees who participated in the research, 62.7% of the re-
spondents nished high professional or university educa-
tion, 21.7% of the respondents have a master’s degree or
doctorate, 14.3% of the respondents nished college and
the smallest percentage represents respondents who n-
ished vocational or high school (1.3%). The biggest share
of responses represented large companies (51.9%). Medi-
um-sized companies comprised 48.1%.
3.2 Research instrument
Statements included in the questionnaire, describing dif-
ferent dimensions of occupational stress and symptoms of
burnout (behavioral symptoms, emotional symptoms and
physical symptoms), were designed and tested in empiri-
cal research by Mosadeghrad (2014). Statements describ-
ing dierent dimensions of employee satisfaction were
also designed and tested by Groot and Brink (1999). The
respondents indicated their agreement to the listed state-
ments, using a 5-point Likert-type scale from 1 ̶ complete-
ly disagree to 5 ̶ completely agree.
3.3 Methods used
Factor analysis was used to form multidimensional con-
structs for the perceived occupational stress, symptoms of
burnout and perceived employees’ satisfaction. We wanted
to establish whether the use of factor analysis is reasonable
on the basis of the Kaiser-Meyer-Olkin (KMO) measure of
sampling adequacy (KMO ≥ 0.5) (Kaiser, 1974) and Bart-
lett’s test of sphericity. For the communalities the thresh-
old of 0.40 was used (Costello and Osborne, 2005). The
initial factors’ rotation was conducted with the purpose to
improve factors’ interpretability and achieve a more even
distribution of variance across factors. The rectangular ro-
tation Varimax maximises the variance of weight squares
in every factor, and that simplies the structure by col-
umns (Manly, 2005).
To test hypotheses H1, H2.1, H2.2 and H2.3 about the
dierences between younger and older employees, the
non-parametric Mann-Whitney U test was used. To test
hypothesis H3.1 – H3.5, about the impact of occupation-
al stress, behavioral, emotional and physical symptoms of
burnout and age on employees’ work satisfaction, the mul-
tiple regression analysis was used.
4 Results
4.1 Results of factor analysis
First the factor analysis was applied to form the constructs
of occupational stress, symptoms of the three groups of
symptoms of burnout and employees’ satisfaction. Results
of the factor analysis are presented in Tables 1, 2 and 3.
Table 1 shows the results of factor analysis for the con-
struct occupational stress. Results of the KMO measure
and the Bartlett’s test of sphericity show that the use of
factor analysis is justied. The values of all communali-
ties in Table 1 for the construct occupational stress of age
diverse employees are higher than 0.60, therefore we have
not eliminated any measured variables. Table 1 also shows
that total variance explained is 72.7%. All factor loadings
are higher than 0.70. In our case, the most important role in
occupational stress of age diverse employees is achieved
by the statement: “Due to stress in the workplace, I feel
a lack of energy, tiredness”. The value of the Cronbach’s
alpha for the factor occupational stress of age diverse em-
ployees is 0.940, therefore the reliability of the measure-
ment in occupational stress of age diverse employees is
exemplary.
Table 2 shows the results of factor analysis for the con-
structs of burnout, where the three dimensions of burnout
are analyzed: behavioral, emotional and physical symp-
toms.
The value of Kaiser-Meyer-Olkin measures of sam-
pling adequacy and the results of Bartlett’s test of sphe-
ricity (p < 0.01) justied the use of factor analysis. The
values of all communalities for the construct symptoms of
burnout are higher than 0.60, therefore we have not elim-
inated any variable. The total variance explained for be-
havioral symptoms of burnout is 84.9%, and for emotional
symptoms of burnout it is 82.8%. In the case of physical
symptoms of burnout, two factors were obtained which
together explain 85.3% of variability (rst factor 74.8%,
second factor 10.4%). Thus, we obtained two factors:
physical symptoms of burnout-1 and physical symptoms
of burnout-2.
In our case, the most important role in behavioral
symptoms of burnout of age diverse employees is achieved
by the statement: “I lack the will to socialize with co-work-
ers” and the most important role in emotional symptoms of
burnout by the statement: “I feel anger”. The most impor-
tant role in physical symptoms of burnout-1 (factor 1) is
“I have vertigo”. For physical symptoms of burnout-2 the
most important factor is “My sleep cycle is messy”.

51
Organizacija, Volume 52 Issue 1, February 2019Research Papers
The values of the Cronbach’s alphas for all three con-
structs of burnout are high (over 0.9), indicating that the
reliabilities of the measurement scales are again exempla-
ry.
Table 3 shows the results of factor analysis for the con-
struct employees’ satisfaction. Again, the value of the Kai-
ser-Meyer-Olkin measure of sampling adequacy and the
results of the Bartlett’s test of sphericity (p < 0.01) justied
the use of factor analysis. The values of all communali-
ties were higher than 0.70. The total variance explained
for employees’ satisfaction is 82.1%. The most important
role in satisfaction of employees is achieved by the state-
ment: “At my workplace I am satised with the leadership
in the company”. The value of the Cronbach’s alpha for the
factor employees’ satisfaction is 0.964, therefore the relia-
bility of the measurement in the satisfaction of employees
is also exemplary.
4.2 Differences between younger and
older employees regarding the
occupational stress and symptoms
of burnout
In the second step, the obtained factors were used to test the
hypotheses H1 and H2, where older and younger employ-
ees were dened according to age group. Table 4 presents
the results of the non-parametric Mann-Whitney U test of
obtained factors for the construct occupational stress and
the construct symptoms of burnout in the workplace.
By using the Mann-Whitney U test, we tested wheth-
er the observed dierences between employees in the two
age groups are statistically signicant. Based on the re-
sults (Table 4), we found that there are statistically signif-
icant dierences between older and younger employees in
the levels of occupational stress as well as regarding the
symptoms of burnout (behavioral symptoms of burnout,
emotional symptoms of burnout and physical symptoms
of burnout) in the workplace. Based on the results we con-
rmed the hypothesis H1: There are statistically signi-
cant dierences in occupational stress in the workplace be-
tween older and younger employees and hypothesis H2.1:
There are statistically signicant dierences in behavioral
symptoms of burnout in the workplace between older and
younger employees. We also conrmed hypothesis H2.2:
There are statistically signicant dierences in emotion-
al symptoms of burnout in the workplace between older
and younger employees and hypothesis H2.3: There are
statistically signicant dierences in physical symptoms
of burnout in the workplace between older and younger
employees. We can also conclude that the perceived levels
of occupational stress as well as perceived symptoms of
burnout (behavioral, emotional and physical) are on av-
erage lower in the group of older employees as compared
Table 1: Results of factor analysis for the construct occupational stress
Construct occupational stress Communalities Factor loadings
I am facing with the stress in performing work tasks. 0.734 0.857
Due to an excessive amount of work, my lifestyle is
rather uneven (irregular meals, an unsettled sleeping
cycle, lack of sports activity).
0.685 0.828
Due to stress in the workplace, I feel a lack of energy,
tiredness. 0.813 0.901
Due to stress in the workplace, I have problems with
concentration. 0.719 0.848
I feel the lack of my capacity in performing my work
tasks. 0.782 0.884
At workplace, the stance of my body is forced for a long
time (siting, standing). 0.601 0.775
At the workplace there is tension, conict between
employees. 0.754 0.868
Kaiser–Meyer–Olkin measure: 0.898
Bartlett’s test of sphericity
Approximate
Chi-Square 4191.119
df 21
p0.000
Cumulative percentage of explained variance: 72.675 %
Cronbach’s Alpha: 0.940

52
Organizacija, Volume 52 Issue 1, February 2019Research Papers
Table 2: Results of factor analysis for the construct symptoms of burnout
Behavioral symptoms of burnout Communalities Factor loadings
I avoid activities. 0.841 0.917
I have nightmares. 0.863 0.929
I have insomnia. 0.631 0.794
I have diculties with concentration and memory. 0.856 0.925
I wish for solitude. 0.892 0.945
My working ability has declined. 0.896 0.947
I lack the will to work. 0.904 0.951
I lack the will to socialize with co-workers. 0.910 0.954
Kaiser–Meyer–Olkin measure: 0.937
Bartlett’s test of sphericity
Approximate Chi-Square 8379.298
df 28
p0.000
Cumulative percentage of explained variance: 84.905
Cronbach’s Alpha: 0.968
Emotional symptoms of burnout Communalities Factor loadings
I have depressive feelings 0.864 0.929
I am tense. 0.594 0.771
I feel panic 0.877 0.937
I am afraid of losing the job or not nishing the work
on schedule. 0.644 0.802
I am sad. 0.834 0.913
I have a feeling of helplessness 0.872 0.934
To me, everything seems meaningless 0.890 0.943
I am emotionally exhausted 0.864 0.930
I am exceedingly sensitive 0.879 0.938
I am quarrelsome. 0.891 0.944
I feel anger. 0.901 0.949
Kaiser–Meyer–Olkin measure: 0.949
Bartlett’s test of sphericity
Approximate Chi-Square 12299.281
df 55
p0.000
Cumulative percentage of explained variance: 82.825
Cronbach’s Alpha: 0.977
Physical symptoms of burnout Communalities Factor loadings
1 2
I have headaches, migraines. 0.814 0.283 0.857
My sleep cycle is messy. 0.859 0.253 0.892
I have vertigo. 0.948 0.917 0.327
I am sweating. 0.938 0.914 0.320
I have sweaty and cold hands. 0.937 0.913 0.323
My blood pressure varies. 0.938 0.901 0.354
I often have the u or virosis. 0.770 0.690 0.542

53
Organizacija, Volume 52 Issue 1, February 2019Research Papers
to the group of younger employees (average factors’ val-
ues are lower for older employees), which is in line with
several previous ndings (Mosadeghrad, 2014; Henkens
and Leenders, 2010; Maslach et al., 2001; Schaufeli and
Enzmann, 1998; Campanelli, 1990).
To further illustrate these results, Table 5 presents the
non-parametric Mann-Whitney U test of individual com-
ponents for the construct occupational stress and Table 6
presents the non-parametric Mann-Whitney U test of the
age diverse employees of individual components for con-
structs of behavioral, emotional and physical symptoms of
burnout.
Based on the results (Table 5), we found there are sta-
tistically signicant dierences between older and young-
I am often tired, exhausted. 0.795 0.483 0.749
I have stomach aches. 0.752 0.612 0.617
I have increased heart rate. 0.835 0.739 0.538
I have lower back pain, shoulder pain. 0.792 0.391 0.799
Kaiser–Meyer–Olkin measure: 0.934
Table 2: Results of factor analysis for the construct symptoms of burnout (continued)
Table 3: Results of factor analysis for the construct employees’ satisfaction
At my workplace I am satised: Communalities Factor loadings
With working hours and distribution of work obliga-
tions. 0.880 0.938
With exible working hours. 0.863 0.929
With the balance between work and private life 0.659 0.812
With enabled self-regulation of speed of work per-
formed. 0.855 0.925
With intergenerational cooperation. 0.880 0.938
With the working conditions, such as better light, air
conditioning, and bigger inscriptions. 0.723 0.851
With the interpersonal relationships in the company. 0.828 0.910
With the leadership in the company 0.882 0.939
Kaiser–Meyer–Olkin measure: 0.941
Bartlett’s test of sphericity
Approximate
Chi-Square 7211.576
df 28
p0.000
Cumulative percentage of explained variance: 82.130%
Cronbach’s Alpha: 0.964
Table 4: Mann-Whitney U test
Factors (constructs)
Mean Mann-
Whitney U ZAsymp. Sig.
(2-tailed)
Younger
employees
Older
employees
Occupational stress -0.0069163 -0.1256373 46526.000 -4.775 0.000
Behavioral symptoms of burnout 0.0337975 -0.0630286 49436.000 -3.599 0.000
Emotional symptoms of burnout 0.0490263 -0.0468914 48887.000 -3.638 0.000
Physical symptoms of
burnout
Factor 1 0.0380275 -0.1218029 113750.500 -4.357 0.000
Factor 2 -0.0027594 -0.2210989 110419.500 -5.644 0.000

54
Organizacija, Volume 52 Issue 1, February 2019Research Papers
er employees regarding the statement “Due to an excessive
amount of work, my lifestyle is rather uneven (irregular
meals, an unsettled sleeping cycle, lack of sports activi-
ty)”, where older employees on average perceive a lower
level of stress, as compared to younger employees. On the
other hand, signicant dierences are found also regard-
ing the statements “Due to stress in the workplace, I have
problems with concentration” and “I feel the lack of my
capacity in performing my work tasks” (p < 0.05), where
older employees on average perceive slightly higher levels
of stress, as compared to younger employees. Other dier-
ences are not statistically signicant (p > 0.05).
Table 6 presents the non-parametric Mann-Whitney
U test results of the age diverse employees for individual
components for constructs of behavioral, emotional and
physical symptoms of burnout.
For all statements regarding the physical symptoms of
burnout, where the signicant dierences are found, the
average levels of agreement with the individual statements
in the group of older employees are again lower than com-
pared to those of younger employees, which is in line with
the research results presented in the literature (Maslach et
al., 2001). Statistically signicant dierences between old-
er and younger employees regarding the physical symp-
toms of burnout are identied at the following items: “I
have headaches, migraines”, “My sleep cycle is messy”,
“I have vertigo”, “I am sweating”, “I have sweaty and cold
hands”, “I often have the u or virus” and “I have stomach
aches” (p < 0.05).
For each and every individual statement of the behav-
ioral symptoms of burnout the average levels of agree-
ment, indicating the perceived level of burnout, are lower
for older employees. Statistically signicant dierences
are identied regarding the following items: “I avoid ac-
tivities”, “I have diculties with concentration and mem-
ory”, “I wish for solitude” and “My working ability has
declined” (p < 0.05).
Also there are statistically signicant dierences be-
tween older and younger employees in statements that de-
scribe emotional symptoms of burnout: “I feel panic”, “I
am sad”, “To me, everything seems meaningless”, “I am
exceedingly sensitive”, “I am quarrelsome” and “I feel an-
ger” (p < 0.05), with on average lower levels observed in a
group of older employees. Similarly, at all other statements
the average levels of agreement for older employees are
lower than compared to younger employees, but dierenc-
es are not statistically signicant (p > 0.05).
4.3 The impact of occupational stress,
symptoms of burnout and age on
the employees’ perceived work
satisfaction
In the continuation we present the results of testing hy-
pothesis H3, which was elaborated into the form of ve
sub-hypotheses:
• H3.1: Occupational stress has a signicant impact on
the employees’ perceived work satisfaction.
Table 5: Mann-Whitney U Test for individual components of the constructs of occupational stress of younger and older employ-
ees
Statement
Mean Mann-
Whitney U Z
Asymp.
Sig.
(2-tailed)
Younger
employees
Older
employees
I am facing with the stress in performing
work tasks. 3.68 3.66 56510.500 -1.167 0.243
Due to an excessive amount of work,
my lifestyle is rather uneven (irregular
meals, an unsettled sleeping cycle, lack
of sports activity). 3.69 3.59 43504.000 -6.277 0.000
Due to stress in the workplace, I feel a
lack of energy, tiredness. 3.25 3.24 56846.500 -0.990 0.322
Due to stress in the workplace, I have
problems with concentration. 2.52 2.59 39169.500 -8.534 0.000
I feel the lack of my capacity in perform-
ing my work tasks 2.76 2.81 43564.500 -6.598 0.000
At workplace, the stance of my body is
forced for a long time (siting, standing). 3.68 3.63 50059.500 -3.772 0.058
At the workplace there is tension, con-
ict between employees. 3.05 3.03 48800.500 -4.191 0.064

55
Organizacija, Volume 52 Issue 1, February 2019Research Papers
Table 6: Mann-Whitney U Test for individual components of the constructs of the three groups symptoms of burnout of younger
and older employees
Mean Mann-
Whitney U Z
Asymp.
Sig.
(2-tailed)
Younger
employees
Older
employees
Physical symptoms of burnout
I have headaches, migraines. 3.50 3.38 50311.500 -3.559 0.000
My sleep cycle is messy. 3.69 3.60 50866.500 -3.353 0.001
I have vertigo. 2.61 2.52 54122.500 -2.124 0.034
I am sweating. 2.64 2.52 53833.500 -2.233 0.026
I have sweaty and cold hands. 2.57 2.48 52387.500 -2.853 0.004
My blood pressure varies. 2.72 2.76 58860.500 -0.181 0.856
I often have the u or virosis. 2.98 2.91 53367.500 -2.312 0.021
I am often tired, exhausted. 3.44 3.31 54775.500 -1.746 0.081
I have stomach aches. 3.09 2.88 47977.500 -4.286 0.000
I have increased heart rate. 2.90 2.85 55051.000 -1.575 0.115
I have lower back pain, shoulder pain. 3.56 3.53 58401.500 -0.362 0.718
Behavioral symptoms of burnout
I avoid activities. 2.70 2.60 51006.000 -3.289 0.001
I have nightmares. 2.78 2.72 54897.500 -1.735 0.083
I have insomnia. 3.43 3.38 54459.000 -1.933 0.053
I have diculties with concentration and
memory. 2.51 2.43 53556.500 -2.321 0.020
I wish for solitude. 2.54 2.44 51623.000 -3.092 0.002
My working ability has declined. 2.88 2.76 53870.000 -2.118 0.034
I lack the will to work. 2.72 2.65 56190.000 -1.176 0.240
I lack the will to socialize with co-work-
ers. 2.65 2.58 55095.500 -1.557 0.120
Emotional symptoms of burnout
I have depressive feelings. 2.42 2.36 58017.500 -0.522 0.602
I am tense. 3.46 3.38 55109.500 -1.611 0.107
I feel panic. 2.50 2.39 53193.500 -2.531 0.011
I am afraid of losing the job or not nish-
ing the work on schedule. 2.83 2.92 57005.000 -0.922 0.357
I am sad. 2.61 2.58 52485.000 -2.702 0.007
I have a feeling of helplessness. 2.43 2.34 55874.500 -1.415 0.157
To me, everything seems meaningless. 2.35 2.29 53790.000 -2.304 0.021
I am emotionally exhausted. 2.72 2.67 58959.500 -0.068 0.946
I am exceedingly sensitive. 2.64 2.55 53106.000 -2.410 0.016
I am quarrelsome. 2.58 2.47 51569.500 -3.128 0.002
I feel anger. 2.52 2.42 49988.500 -3.782 0.000

56
Organizacija, Volume 52 Issue 1, February 2019Research Papers
• H3.2: Symptoms of behavioral burnout have a sig-
nicant impact on the employees’ perceived work
satisfaction.
• H3.3: Symptoms of emotional burnout have a signif-
icant impact on the employees’ perceived work sat-
isfaction.
• H3.4: Symptoms of physical burnout have a signif-
icant impact on the employees’ perceived work sat-
isfaction.
• H3.5: Age has a signicant impact on the employees’
perceived work satisfaction.
The multiple regression model was formed, where the
dependent variable was the multidimensional construct
(factor) for employees’ satisfaction, while the explanatory
variables included in the model were constructs (factors)
for occupational stress and burnout (physical, behavioral
and emotional). The age dierences were studied by the
inclusion of the dummy variable age (0 – older and 1 –
younger employees) into the regression model. Results are
presented in Table 7.
Multiple regression results show that the regression
model is signicant (F = 181.765, p < 0.01) and that over
60% of variance of a dependent variable is explained by
the regression model (Adjusted R square = 0.618). Values
of tolerance and the variance ination factor (VIF) indicate
no signicant multicollinearity problems among variables.
The cuto for VIF < 5 is used (Sheather, 2009).
Results also reveal that the impact of occupational
stress of employees on their work satisfaction is, as ex-
pected, negative. The higher the perceived stress, the lower
on average the employees’ work satisfaction; the impact is
signicant (p < 0.05). Therefore, hypothesis H3.1 is con-
rmed.
Behavioral and emotional symptoms of burnout also
proved to have a signicant and negative impact on em-
ployees’ satisfaction (p < 0.05); employees perceiving
higher levels of behavioral and emotional symptoms of
burnout, are on average, less satised with their work.
Therefore, hypotheses H3.2 and H3.3 are conrmed. On
the other hand, the physical symptoms of burnout were not
identied as an important factor of employees’ work sat-
isfaction (for both factors p < 0.05), thus hypothesis H3.4
in not conrmed. According to Veromaa et al. (2017) work
ability is the degree to which an employee, given his/her
health, is physically and mentally able to cope with the
demands at work. On the other hand, work satisfaction and
work engagement are more dependent on mental or emo-
tional aspects.
Age is a signicant factor shaping the employees’ per-
ceived work satisfaction – research results show that the
regression coecient for age variable is signicant and
negative (p < 0.05), conrming that the level of work sat-
isfaction for younger employees is on average lower than
compared to their older counterparts. As already men-
tioned, the perceived occupational stress and perceived
burnout are signicantly higher in the group of younger
employees, thus it is not surprising that these characteris-
tics are also reected in their lower perceived satisfaction
with work. Therefore, hypothesis H3.5 is conrmed.
5 Discussion and conclusion
Based on the results, we found there are statistically sig-
nicant dierences between older and younger employees
relating to occupational stress as well as regarding the
behavioral, emotional and physical symptoms of burnout
Table 7: Multiple regression results
Model
Unstandardized
Coecients
Standardized
Coecients t Sig. Collinearity Statistics
B Std. Error Beta Tolerance VIF
(Constant) 0.178 0.036 4.973 0.000
Stress -0.459 0.061 -0.459 -7.540 0.000 0.433 2.310
Behavioral symptoms
of burnout -0.284 0.084 -0.285 -3.378 0.001 0.954 1.048
Emotional symptoms
of burnout -0.147 0.079 -0.147 -1.864 0.003 0.963 1.038
Physical symptoms of
burnout 1 0.042 0.040 0.043 1.057 0.291 0.403 2.480
Physical symptoms of
burnout 2 0.060 0.043 0.060 1.398 0.162 0.373 2.684
Age -0.328 0.051 -0.164 -6.490 0.000 0.978 1.023

57
Organizacija, Volume 52 Issue 1, February 2019Research Papers
in the workplace (Table 4). Results also revealed that the
perceived levels of occupational stress as well as perceived
symptoms of burnout (behavioral, emotional and physi-
cal) are on average lower in the group of older employ-
ees than compared to the group of younger employees,
which is in line with several previous ndings (Mosade-
ghrad, 2014; Henkens and Leenders, 2010; Maslach et al.,
2001; Schaufeli and Enzmann, 1998; Campanelli, 1990).
This at the same time provides the answers to the rst two
research questions: we established the statistically signi-
cant dierences in occupational stress and in symptoms of
burnout in the workplace of older employees as compared
to younger employees in Slovenian companies.
Research results also show that the impact of em-
ployees’ occupational stress on their work satisfaction is
signicant and negative (the higher the perceived stress,
the lower on average the employees’ work satisfaction).
Behavioral and emotional symptoms of burnout also
proved to have a signicant and negative impact on em-
ployees’ satisfaction, while physical symptoms of burnout
do not. Employees perceiving higher levels of behavioral
and emotional symptoms of burnout, are on average, less
satised with their work. Age is a signicant factor shap-
ing the employees’ perceived work satisfaction. Research
results show that the regression coecient for age varia-
ble is signicant and negative, conrming that the level
of work satisfaction for younger employees is on average
lower than compared to their older counterparts (Table 7).
The perceived occupational stress and perceived symp-
toms of burnout are signicantly higher in the group of
younger employees (Table 5 and Table 6), which is in line
with several previous ndings (Adams et al., 2013; Aho-
la et al., 2008; Haley et al., 2013). This also brings the
answer to the third research question: we established that
occupational stress, behavioral and emotional symptoms
of burnout and age proved to have a signicant and nega-
tive impact on employees’ satisfaction, while the impact of
physical symptoms of burnout was not conrmed.
The demographics of the global workforce are chang-
ing, specically with a more age diverse workforce, bring-
ing new research questions. It becomes more important to
nd ways for people to stay satised in their work at dier-
ent life stages. The quality of working life has a big impact
on all employees because we spend so much of our time at
work. Therefore, investments in active ageing need to be
secured during the working years.
Our study has several implications for employers
and policymakers. Recommendations for employers that
reduce occupational stress and symptoms of burnout for
age diverse employees include redesign of the workplace
(re-designing individual work tasks according to the needs
and capabilities of employees), job simplication, job ro-
tation, redistribution in the company (coordinating job re-
quirements with the capabilities and skills of employees),
job sharing and providing more frequent short breaks at
work. For economic policymakers the main implication is
the need to formulate legislative measures that allow for
more exible forms of employment of a younger genera-
tion. Working conditions must be adapted to all employ-
ees; workplaces should be developed according to the age
diversity of employees, with the workload adapted to all
age groups. It is important to know that job characteris-
tics are not experienced in the same way by all employees.
From this perspective, our research shows the importance
of well-being, health and a friendly work environment for
age diverse employees in Slovenian companies.
Our study is limited to the focus of age dierences
among employees in Slovenia in medium-sized and large
Slovenian companies. Further research may investigate in
more detail the importance of control variables that are not
included in the model, for example, gender, education or
industry, as well as gender dierences in the respective
age groups. The multidimensional constructs included in
our research model are the perceived occupational stress,
symptoms of behavioral, emotional and physical burnout
and work satisfaction that are limited to the work place
situations. Further research may also include dimensions
of individuals’ lives; for example, we can assume that a
great deal of stress of younger generations can be attrib-
uted to the greater dynamics and diculties in balancing
private-family care and employment. Therefore, for eco-
nomic policy makers it could also be important to establish
the importance of aordable, and, above all, safe, child-
care. Allowing dierent precarious forms of employment,
which the younger generations in Slovenia witness to a
great extent, does not help to regulate the situation in this
eld, nor to create a balance between the family and the
employment environment. Temporary contracts for em-
ployment are extremely common among young people in
Slovenia; data show that in Slovenia the incidence of tem-
porary contracts among young people is much higher (over
70%) as compared to OECD averages for the same age
group (approximately 25%) (OECD, 2015). The negative
eects of precariat are numerous and contribute to occu-
pational stress and burnout: uncertainty, low pay, limited
social security rights, mostly short-term work, exibili-
ty on the part of an employee in terms of adapting to the
needs of employers, etc. This is also an important area for
further research – if further research conrms that occupa-
tional stress and burnout are deepened by the precarious
forms of employment, then economic and social policy
measures should pay more attention to this area immedi-
ately. From the methodological viewpoint, further research
may include the development of a conceptual model using
the structural equation modeling (SEM) approach. A mul-
tisample analysis may be recommended in the structural
model to examine dierences by age in the paths.

58
Organizacija, Volume 52 Issue 1, February 2019Research Papers
References
Adams, G. A., DeArmond, S., Jex, S. M., Webster, J.
R. (2013). Older Workers, Occupational Stress and
Safety. Retrieved from https://www.researchgate.net/
publication/278847873_OLDER_WORKERS_OC-
CUPATIONAL_STRESS_AND_SAFETY (Accessed
7.1.2019).
Ahola, K., Honkonen, T., Virtanen, M., Aromaa, A., Lönn-
qvist, J. (2008).Burnout in Relation to Age in the Adult
Working Population. Journal of Occupational Health,
50 (4), 362-365, http://doi.org/10.1539/joh.M8002
Campanelli, L. (1990). The Ageing Workforce: Implica-
tions for Organisations, Department of Health and Fit-
ness. American University, 5 (4), 817-826.
Darmody, M., Smyth, E. (2016). Primary school princi-
pals, job satisfaction and occupational stress. Interna-
tional Journal of Educational Management, 30 (1),
115-128, https://doi.org/10.1108/IJEM-12-2014-0162
De Silva, N., Samanmali, R., De Silva, H. L. (2017). Man-
aging occupational stress of professionals in large
construction projects. Journal of Engineering, De-
sign and Technology, 15 (4), 488-504, http://dx.doi.
org/10.1108/JEDT-09-2016-0066
Fairbrother, K., Warn, J. (2003). Workplace dimen-
sions, stress and job satisfaction. Journal of Man-
agerial Psychology, 18 (1), 8-21, https://doi.
org/10.1108/02683940310459565
Faragher, E. B, Cass, M., Cooper, C. L. (2005). The re-
lationship between job satisfaction and health: a me-
ta-analysis. Occupational and Environmental Med-
icine, 62 (2), 105-112, http://dx.doi.org/10.1136/
oem.2002.006734
George, E., Zakkariya K. A. (2015). Job related stress and
job satisfaction: a comparative study among bank em-
ployees. Journal of Management Development, 34 (3),
316-329, https://doi.org/10.1108/JMD-07-2013-0097
Götz, S., Hoven, H., Müller, A., Dragano, N., Wahrendorf,
M. (2018). Age dierences in the association between
stressful work and sickness absence among full-time
employed workers: evidence from the German so-
cio-economic panel. International Archives of Oc-
cupational and Environmental Health, 91, 479–496,
http://doi.org/10.1007/s00420-018-1298-3
Haley, L. M., Mostert, K., Els, C. (2013). Burnout and
Work Engagement for Dierent Age Groups: Exam-
ining Group-Level Dierences and Predictors. Journal
of Psychology in Africa, 23 (2), 283-296, http://doi.org
/10.1080/14330237.2013.10820625
Halkos, G., Bousinakis, D. (2010). The Eect of Stress
and Satisfaction on Productivity. International Journal
of Productivity and Performance Management, 59 (5),
415-431, https://doi.org/10.1108/17410401011052869
Harrison, D. A., Newman, D.A., Roth, P.L. (2006). How
important are job attitudes? Meta-analytic compari-
sons of integrative behavioral outcomes and time se-
quences. Academy of Management Journal, 49 (2), pp.
305-326, https://doi.org/10.5465/AMJ.2006.20786077
Henkens, K., Leenders, M. (2010). Burnout and old-
er workers' intentions to retire. International Jour-
nal of Manpower, 31 (3), 306-321, https://doi.
org/10.1108/01437721011050594
Hertel, G., Béatrice I.J.M.H, Lange, A. H., Deller, J.
(2013). Facilitating age diversity in organizations –
part II: managing perceptions and interactions. Journal
of Managerial Psychology, 28 (7/8), 857-866.
Hertel, G., Thielgen, M., Rauschenbach, C., Grube, A.,
Stamov-Roßnagel, C., Krumm, S. (2013). Age Dier-
ences in Motivation and Stress at Work. Retrieved from
https://www.researchgate.net/publication/256677456_
Age_Dierences_in_Motivation_and_Stress_at_Work
(Accessed 8.1.2019)
Hespanhol, A. (2004). Burnout e stress ocupacional. Re-
vista Portuguesa de Psicossomática, 7 (1), 153-162.
Garg, P., Rastogi, R. (2006). New model of job design:
Motivating employees' performance. Journal of Man-
agement Development, 25(6), 572-587, http://doi.
org/10.1108/02621710610670137
Hoyle, R. (2017). Learning strategies for a changing work-
force. Strategic HR Review, 16 (6), 255-260, https://
doi.org/10.1108/SHR-08-2017-0052
Ilmarinen, J. (2006). Towards a longer worklife! Ageing
and the quality of worklife in the European Union«,
Finnish Institute of Occupational Health. Retrieved
from www.sopol.at/document/download/towards-a-
longer-worklife (Accessed 13.10.2018)
Jolynn, C., Becky, K., Rhett, K., Chad, A. (2011). Getting to
grips with stress in the workplace: Strategies for promot-
ing a healthier, more productive environment. Human
Resource Management International Digest, 19 (4),
32-38, https://doi.org/10.1108/09670731111140748
Judge, T. A., Thoresen, C. J., Bono, J. E., Patton, G.K.
(2001). The job satisfaction-job performance relation-
ship: a qualitative and quantitative review. Psycholog-
ical Bulletin, 127 (3), 376-407.
Kang, M. G., Koh, S. B., Cha, B. S., Park, J. K., Baik, S. K.,
Chang, S. J. (2005). Job stress and cardiovascular risk
factors in male workers. Preventive Medicine, 40 (5),
583-588, https://doi.org/10.1016/j.ypmed.2004.07.018
Lu, A. C. C., Gursoy, D. (2013). Impact of Job Burnout
on Satisfaction and Turnover Intention: Do Gen-
erational Dierences Matter? Journal of Hospital-
ity & Tourism Research, 40 (2), 1-26, https://doi.
org/10.1177/1096348013495696
Malik, O. F., Waheed, A., Malik, K. U. R. (2010). The me-
diating eects of job satisfaction on role stressors and
aective commitment. International Journal of Busi-
ness and Management, 5 (11), 223-235.
Maslach, C., Schaufeli, W. B., Leiter, M. P. (2001). Job
burnout. Annual Review of Psychology, 52, 397-422,
doi: https://doi.org/10.1146/annurev.psych.52.1.397
Morgeson, F. P., Humphrey, S. E. (2006). The Work De-

59
Organizacija, Volume 52 Issue 1, February 2019Research Papers
sign Questionnaire (WDQ): Developing and Validating
a Comprehensive Measure for Assessing Job Design
and the Nature of Work. Journal of Applied Psychol-
ogy, 91 (6), 1321-1339, https://doi.org/10.1037/0021-
9010.91.6.1321
Mosadeghrad, A.M. (2014). Occupational Stress and its
Consequences: Implications for Health Policy and
Management. Leadership in Health Services, 27 (3),
224-239, https://doi.org/10.1108/LHS-07-2013-0032
O’Connor, B., White, B., Bundred, D. (2000). Theeect
of jobstrainon British general practitioners’ mental
health. Journal of Mental Health, 9 (6), 637-654.
OECD. (2015). Slovenia Policy Brief: Employment. Re-
trieved from https://www.oecd.org/policy-briefs/slo-
venia-active-labour-market-policies-to-fight-unem-
ployment.pdf (Accessed 28.10.2018)
Parkes, H. L. (2002). Human health and management.
London: Macmillan Press Ltd.
Robertson, I. T, Cooper, C. L. (2010). Full engagement:
the integration of employee engagement and psy-
chological well-being. Leadership & Organization
Development Journal, 31 (4), 324-336, https://doi.
org/10.1108/01437731011043348
Schaufeli, W., Enzmann, D. (1998). The Burnout Compan-
ion to Study & Practice: A Critical Analysis. London:
Taylor & Francis.
Schneid, M., Isidor, R., Steinmetz, H., Kabst, R. (2016).
Age diversity and team outcomes: a quantitative re-
view. Journal of Managerial Psychology, 31 (1), 2-17,
https://doi.org/10.1108/JMP-07-2012-0228
Sheather, S. (2009). A modern approach to regression with
R. New York, NY: Springer
Tansel, A., Gazîoğlu, S. (2014). Management-employee
relations, rm size and job satisfaction. International
Journal of Manpower, 35 (8), 1260-1275, https://doi.
org/10.1108/IJM-09-2014-0179
Truxillo, D. M., Cadiz, D. M., Rineer, J. R., Zaniboni, S.,
Fraccaroli, F. (2012). A Lifespan Perspective on Job
Design: Fitting the Worker to the Job to Promote Job
Satisfaction, Engagement, and Performance. Organ-
izational Psychology Review, 2 (4), 340-360, https://
doi.org/10.1177/2041386612454043
Veromaa V, Kautiainen H., Korhonen P. E. (2017). Phys-
ical and mental health factors associated with work
engagement among Finnish female municipal employ-
ees: a cross-sectional study. BMJ open, 7 (10), 1-8,
http://doi.org/10.1136/bmjopen-2017-017303
Wang, M., & Shultz, K. S. (2010). Employee retirement: A
review and recommendations for future investigation.
Journal of Management, 36 (1), 172-206, https://doi.
org/10.1177/0149206309347957
Yang, H., Ju, Y., Lee, Y. (2016). Eects of job stress on
self-esteem, job satisfaction, and turn over intention.
Journal of Transnational Management, 21 (1), 29-39,
https://doi.org/10.1080/15475778.2016.1120613
Yavas, U., Babakus, E., Karatepe, O.M. (2013). Does hope
moderate the impact of job burnout on frontline bank
employees in‐role and extra‐role performances? In-
ternational Journal of Bank Marketing, 31 (1), 56-70,
https://doi.org/10.1108/02652321311292056
Zaniboni, S., Truxillo, D. M., Fraccaroli, F., McCune, E.
A., Bertolino, M. (2014). Who Benets from More
Tasks? Older Versus Younger Workers. Managerial
Psychology, 29 (5), 523-508, https://doi.org/10.1108/
JMP-12-2012-0381
Maja Rožman has acquired her Master degree at
the Faculty of Economics and Business in Maribor
at the Department of Finance and the PhD at the
Department of Management and Organization. She is
also a teaching assistant at the Faculty of Economics
and Business at the Department of Quantitative
Economic Analyses. Her research work is focused on
contemporary management problems in organisations,
especially in the field of human resource management.
She is interested in entrepreneurial research in the field
of family businesses and on quantitative methods in
economics and business sciences.
Anastasiia Grinkevich, PhD, is an associate
professor at the Department of Economics in Institute
of Economics and Management, National Research
Tomsk State University. Her current research
interests are mainly focused on problems of financial
management and tax policy efficiency and assessing
the impact of tax incentives for small and innovative
businesses. She is an author or co-author of over 30
scientific papers, with several of them in the Scopus
or WoS databases, 6 monograph publications. The
results of scientific work were presented at more than
10 conferences of different level: regional, national,
international.
Polona Tominc, PhD, is a full-time Professor in the
Department of Quantitative Economic Analysis at the
Faculty of Economics and Business, University of
Maribor. Her research is focused on statistical methods
in economics and business sciences, especially in
the field of entrepreneurship, gender differences and
behavioural differences between social groups in
different fields of management. She has published over
sixty original scientific papers, with several of them in
the Scopus or WoS databases and has participated at
several scientific conferences. She is an author or co-
author of monograph publications and of chapters in
scientific monographs. She is a team member of DIANA
international research group, aimed at researching
women entrepreneurship and a member of Global
Entrepreneurship Monitor Slovenia research team.
She leads the research program “Entrepreneurship for
Innovative society”.