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Effects of Burnout and Emotional Stress on Social Life in Employees

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Abstract

Burnout and emotional stress have been shown to be correlated with challenges in effectively accomplishing professional duties and effectively handling work-related obligations, including the specific challenge of working remotely. Amidst the COVID-19 pandemic, employees who were socially isolated and lacked support were found to be at a higher risk of experiencing professional disconnection and feelings of inadequacy. This disconnection extended to their relationship with the workplace, leading to heightened work-related pressures, employee burnout, and emotional fatigue. These findings have been supported by various studies conducted by Dionisi et al. (2012, 2021), Holmes et al. (2021), Rapp et al. (2021), and Singh et al. (2022). Employees who engaged in remote work had a higher propensity for experiencing diminished levels of positive affect, which in turn may contribute to the emergence of negative affective states, the development of burnout syndrome, and heightened reactivity to occupational stressors. The implementation of mandatory remote work had a significant influence on employee performance, leading to a decline in productivity, work engagement, and job satisfaction. Consequently, this decline had adverse effects on subjective and psychological well-being. The provision of social support inside the workplace is crucial for enhancing workers' professional dedication and psychological welfare, particularly in the context of remote work facilitated by technology. The decline in cognitive performance can be attributed to various factors, including inconsistent decision-making in human resource management, an unsupportive work environment, limited social connectivity, and decreased job autonomy, satisfaction, and performance (Crippa et al., 2021; Gemine et al., 2021; Oksanen et al., 2021a; Spagnoli et al., 2021; Zhang et al., 2021). In the meanwhile, the experience of emotional and psychological discomfort, coupled with occupational burnout syndrome, has been shown to have detrimental effects on employee morale, dedication to work, psychological well-being, and overall productivity. The issues voiced by remote employees are to their perceived devaluation and lack of confidence in carrying out certain duties.
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Effects of Burnout and Emotional Stress on Social Life
in Employees
To cite this article: Collaborate, Current Science, Volume 5, No. 5-9, 2023, p. 76 –
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Article Publication Date: 09. 2023
Article Type: Review
PhD Student /Yeşim SIRAKAYA
Orcid ID: 0009-0004-2558-8194
St. Clements University Industrial and
Organizational Psychology
Assoc. Prof. Dr. Kürşat Şahin YILDIRIMER
Orcid ID: 0000-0001-5896-2956
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Head of the Department of
Psychology at St Clements University
Abstract
Burnout and emotional stress have been
shown to be correlated with challenges in effectively
accomplishing professional duties and effectively
handling work-related obligations, including the
specific challenge of working remotely. Amidst the
COVID-19 pandemic, employees who were socially
isolated and lacked support were found to be at a
higher risk of experiencing professional disconnection
and feelings of inadequacy. This disconnection
extended to their relationship with the workplace,
leading to heightened work-related pressures,
employee burnout, and emotional fatigue. These
findings have been supported by various studies
conducted by Dionisi et al. (2012, 2021), Holmes et al.
(2021), Rapp et al. (2021), and Singh et al. (2022).
Employees who engaged in remote work had a higher
propensity for experiencing diminished levels of
positive affect, which in turn may contribute to the
emergence of negative affective states, the
development of burnout syndrome, and heightened
reactivity to occupational stressors. The
implementation of mandatory remote work had a
significant influence on employee performance,
leading to a decline in productivity, work engagement,
and job satisfaction. Consequently, this decline had
adverse effects on subjective and psychological well-
being. The provision of social support inside the
workplace is crucial for enhancing workers'
professional dedication and psychological welfare,
particularly in the context of remote work facilitated
by technology. The decline in cognitive performance
can be attributed to various factors, including
inconsistent decision-making in human resource
management, an unsupportive work environment,
limited social connectivity, and decreased job
autonomy, satisfaction, and performance (Crippa et al.,
2021; Gemine et al., 2021; Oksanen et al., 2021a;
Spagnoli et al., 2021; Zhang et al., 2021). In the
meanwhile, the experience of emotional and
psychological discomfort, coupled with occupational
burnout syndrome, has been shown to have
detrimental effects on employee morale, dedication to
work, psychological well-being, and overall
productivity. The issues voiced by remote employees
are to their perceived devaluation and lack of
confidence in carrying out certain duties.
Keywords: Burnout, Stress, Employee
Burnout and Stress, Performance in Organizational
Psychology, Problems in Industrial Psychology
Introduction
Extended working hours have the potential to expose individuals to burnout and chronic
job stress, so adversely affecting not only the quality of their work but also their interpersonal
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connections. Consequently, their mental health and psychological well-being
may be significantly compromised. The attitudes, views, and experiences associated with remote
work have been shown to have a detrimental impact on work-life balance (Crippa et al., 2021;
Oksanen et al., 2021b; Van Zoonen et al., 2021; Zhang et al., 2021). As a result, the escalation of
symptoms related to emotional tiredness and burnout occurs. The COVID-19 pandemic has
resulted in rapid organizational adjustments and increased felt stress related to distant labor,
exacerbating psychological burnout and strain. Consequently, this resulted in a state of emotional
exhaustion. Alongside individual personality characteristics, sociodemographic differences have
played a significant role in shaping the culture of distant workplaces. Consequently, these
disparities have had a notable impact on psychological distress, heightened risks to mental well-
being, and the occurrence of professional burnout. The COVID-19 pandemic has resulted in an
increase in work-related stress among professionals, which has subsequently contributed to the
emergence of technostress and psychological ill-health (Hayes et al., 2021; Miguel-Puga et al.,
2021; Trinidad, 2021; Singh et al., 2022), particularly in relation to remote work.
Methodology
The work-life balance was adversely impacted by the presence of chronic burnout, which
was brought about by an escalation in job demands. This was shown by the manifestation of many
symptoms, including sleep disruption, heightened levels of stress, mood anxiety, and a sense of
detachment from reality. The work stress and burnout experienced by workers who are able to
perform their job duties remotely because to advancements in technology have been exacerbated
as a result of the limitations imposed by the COVID-19 pandemic. Consequently, there was a
decline in work productivity. The presence of organizational supports, in conjunction with active
involvement in decision-making processes, has been shown to correlate with heightened levels of
job satisfaction and improved social-emotional well-being. Additionally, remote employees who
experience low levels of stress or inadequate compensation are more likely to exhibit reduced
burnout and an increased propensity to leave the organization. The implementation of technology
in facilitating remote work has resulted in various negative outcomes such as work fatigue,
psychological stress, burnout, and conflicts in achieving work-life balance (Chi et al., 2021;
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Oksanen et al., 2021a; Shockley et al., 2021; Vargas Rubilar and Oros, 2021).
This shift has also blurred the distinction between personal and professional domains,
consequently diminishing work-related resources. Moreover, individuals with limited
technological proficiency and inadequate supervision and guidance have been particularly affected
by these challenges during the COVID-19 pandemic. The equilibrium between work and personal
life was detrimentally impacted, leading to unfavorable consequences in terms of employment,
including employee burnout and attrition, as well as negative effects on emotional and physical
well-being and increased workplace stress.
The outcomes of insufficient working circumstances in distant areas, excessive workload,
and prolonged efforts to fulfill job requirements were perceived occupational stress,
psychophysical symptoms, and job burnout. Research has demonstrated a negative correlation
between job burnout and organizational stress with the quality of communication, the
establishment of expectations, and the sharing of socially supportive information. Conversely,
work-related demands and professional performance exhibit a positive association with job
burnout and organizational stress.
Psychological Health
The COVID-19 pandemic has been shown to be linked to work pressures and psychological
symptoms, which in turn are connected with occupational burnout, emotional weariness, physical
tiredness, and cognitive fatigue (Ingusci et al., 2021; Michel et al., 2021; Ninaus et al., 2021;
Salvesen and Berg, 2021). The present circumstances have had an adverse impact on the mental
health of the workforce. The implementation of collaborative remote workspaces and the
alignment of organizational resources have been shown to enhance work engagement and job
performance. Consequently, these improvements have resulted in decreases in cognitive and
emotional demands, behavioral stress, time pressure, and occupational demands. The reported
levels of physical and cognitive burnout, together with stress-induced mental health issues, had a
detrimental effect on job satisfaction and the capacity to maintain a harmonious work-life balance.
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Literature Review
Remote employees often expressed concerns over emotional labor, professional burnout,
and challenges associated with achieving a satisfactory equilibrium between their work and
personal lives (Ayyala et al., 2021; Liberati et al., 2021; Shipman et al., 2021; Upadyaya et al.,
2021). Positive work environments, characterized by favorable conditions and supportive contacts,
together with regular virtual social interactions among staff members, and the provision of flexible
work schedules, coupled with the option to work remotely, have been shown to mitigate burnout
and enhance job satisfaction and work-life balance. Consequently, there has been a notable
decrease in the levels of stress, worry, and occupational isolation that are associated with the
COVID-19 pandemic. The COVID-19 pandemic has been shown to have a significant impact on
employee stress levels and job burnout, resulting in decreased productivity and interruptions in
remote work environments. The commitments and limits associated with the job resulted in a
decrease in opportunities for social engagement, which subsequently led to heightened feelings of
isolation and stress. Employee turnover may occur as a result of several factors, including
difficulties in adapting to new circumstances, high levels of stress, and situational demands relating
to work practices, social support, and professional assistance. These challenges may be
exacerbated by the use of remote access technologies, which can impose additional pressure and
time limits on employees.
The enhancement of employee health, productivity, performance, and creativity may be
achieved via the implementation of flexible employment practices, efficient time management
strategies, and the provision of emotional support within teams. Additionally, the use of this
approach has the potential to mitigate stress, anxiety, burnout, and feelings of isolation inside the
workplace. Within the framework of the COVID-19 pandemic, enduring psychological stress has
been linked to emotional fatigue and diminished professional accomplishments, heightened work
demands, and the presence of demanding remote work circumstances that impose emotional and
psychological strain (Holmes et al., 2021; Liberati et al., 2021; Van Zoonen et al., 2021).
The provision of assistance by organizations has been essential in mitigating work-related
stress, hence contributing to the alleviation of emotions of helplessness. The presence of work-
related stressors, such as a heavy workload and job insecurity, has been shown to contribute to an
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escalation in work-life conflict. This, in turn, leads to heightened psychological
strain and a reduction in perceived social support. Occupational burnout and work-family conflict
are influenced by various factors such as stress, tension, and uncertainty in the workplace, as well
as the psychological health and fatigue of employees. Additionally, increased cognitive tension
and social isolation, along with emotional exhaustion and decreased job satisfaction, have been
identified as contributing factors to these phenomena (Allgood et al., 2022; Bakarich et al., 2022;
Mosleh et al., 2022; Selvaskandan et al., 2022). Research on the impact of COVID-19 has shown
that individuals engaged in remote work have several negative psychological outcomes. These
include depersonalization, emotional weariness, role stress and overload, lower personal
achievement, and job burnout. These adverse effects significantly contribute to the probability of
employees deciding to terminate their employment. The act of burdening staff members with an
excessive workload has led to heightened levels of stress, emotional tiredness, professional
burnout, and a higher rate of employee turnover.
It is imperative to ascertain the employees' perception of their work as being stressful and
attributing it to stressful conditions. This is crucial in order to provide recommendations to
management on enhancing employee efficiency, mitigating or eradicating the consequent low
performance, and evaluating the adverse impact of job stress and burnout on employee
performance. The existing scholarly literature suggests the need for an investigation into the
potential adverse impact of stress and burnout on job performance (Grout, 1994:29; Carr). The
identification of factors contributing to economic recession inside an organization has significant
importance due to its potential impact on the overall economic stability of the nation over an
extended period. The results of this study indicate that it would be advisable for the management
to consider implementing strategies aimed at educating workers on the topics of stress and burnout,
as well as implementing steps to mitigate the potential negative effects associated with these issues.
The frequency of this phenomenon has been steadily rising.
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Findings
Since the inception of a significant concept in the 1970s, scholars and professionals have
been driven to investigate and devise strategies to address, prevent, or counteract it (Schaufeli et
al., 2008:204). Numerous writers have made extensive efforts to differentiate between stress and
the innate emotional responses that individuals undergo as a biological process, prompted by
various stimuli. According to Aswathappa (2009), existing research provides empirical support for
the notion that burnout has a detrimental impact on task performance. There is a potential
correlation between stress and burnout and the impact it has on employee performance.
Consequently, workers within the same work environment may exhibit varying degrees of stress
and burnout, contingent upon the strategies used to manage stressors (Aswathappa, 2009:498).
According to scholarly sources (Aswathappa, 2009:508, Gill et al., 2006:471, Schaufeli et al.,
2008:204), it is posited that the enduring consequences of persistent occupational pressures on the
person culminate in a state of burnout. Research has shown that workers who undergo burnout,
characterized by physical, emotional, and mental exhaustion, as well as a negative and cynical
outlook towards their job, exhibit diminished levels of performance. The organization's overall
profitability would be negatively impacted by the suboptimal performance levels shown by its
personnel. There are several factors that might lead to a prosperous corporation experiencing
prolonged financial losses. It is important to examine if a deteriorating human capital inside the
organization, specifically in the context of business process management (BPC), plays a role in
this phenomenon. Prior to the commencement of this research, no extant study had been conducted
to ascertain the influence of stress and burnout on the overall financial performance of the business.
The concept of "stress" pertains to the detrimental impact of the strain encountered by
persons (Aswathappa, 2009:507). According to many writers (Brades & Das, 2006:238; Drafke &
Kossen, 2002:409; Aswathappa, 2009:507; Rao, 2005:644), it is widely acknowledged that there
are two distinct categories of stress. According to Aswathappa (2009: 507), eustress may be
described as a sort of stress that is constructive in nature, serving as a motivating force to enhance
an individual's performance. Boredom may be characterized as a kind of stress that is seen as
unpleasant. Boredom may be considered a kind of detrimental stress that has negative implications
for both individuals and organizations (Drafke and Kossen, 2002:409). Several instances of stress
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may be seen, such as the heightened state of anxiety experienced by those who
exert significant effort before to examinations, diligently focus during class sessions, and diligently
complete projects and assignments within the designated time frame. As to Aswathappa's
(2009:497) findings, distress is defined as an excessive level of stress that may lead to the
overloading and deterioration of an individual's physical and mental systems. Drafke and Kossen
(2002:409) suggest that death ensues from a state referred to as sensory deprivation, which is
distinguished by the lack of any kind of stress. Nevertheless, it is important to note that an
overwhelming amount of stress has the potential to lead to severe health conditions that may be
fatal (Drafke & Kossen, 2002:424; Sargent, 2007:11).
Argument
It is evident that several elements exert effect on the consequences of the stressor-stress
relationship. The aforementioned stressors will manifest themselves in diverse ways across
different phases of an individual's professional journey. Hence, the aforementioned levels include
individual, group, organizational, and non-organizational domains. Numerous writers have
identified the contemporary work environment as a significant contributor to stress and burnout.
According to Drafke and Kossen (2002:410), Several writers have identified the following factors
as the primary sources of stress that eventually result in burnout: quantitative and qualitative
demands, control over work speed, attendance, shifts, and job positions. The phenomenon of
working extended hours as a result of high labor requirements within a constrained timeframe may
be categorized as quantitative demand (Drafke and Kossen, 2002:411; Kaufman, 2005:171; Carr,
Kelly, Keatonand Albrecht, 2011:32; Rao, 2005:644). Qualitative demands include several factors
that might adversely affect individuals in their professional settings. These factors may include a
dearth of decision-making power, a sense of limited autonomy resulting in a perceived loss of
control, and the emergence of performance anxiety subsequent to a promotion. Hence, the
operational efficiency of the organization may be impeded by substantial bureaucratic delays.
Drafke and Kossen (2002:411) claim that work accidents and injuries might manifest due to the
adverse behavioral consequences of stress, including indifference and carelessness.
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Role Ambiguity
Sources of stress in the workplace include role ambiguity, opposing values, uncertainty,
fast change, threats, and dissatisfaction (Smith, 2018). The researchers reached the conclusion that
irrespective of the vantage point from which the origins of stress are seen, the impacts of stress on
both personnel and the company as a whole may not provide advantageous or desired outcomes.
While the veracity of this scenario has yet to be substantiated by empirical investigation, extant
literature suggests a correlation between heightened employee stress levels and a concomitant
decline in productivity (Rao, 2005:653, Aswathappa, 2009:496). Excessive stress has potential
risks in both the short-term and long-term contexts. As stated by Kaufman (2005), the immediate
manifestations of stress include weariness, irritability, insomnia, anxiety, and sensations of unease
(p. 171). Based on the findings of Sargent (2007) and Grout (1994:29), there exists a potential
elevation in the likelihood of developing stomach ulcers, hypertension, migraines, asthma,
dermatological conditions, cardiovascular ailments, and stroke when exposed to certain factors for
an extended duration. Persistent stress can have detrimental effects on various bodily systems,
including the digestive system and glands. These effects may manifest as fatigue, dullness,
indigestion, pain, stomach ulcers, coliciritis, constipation, and digestive disturbances that can
ultimately result in nutritional deficiencies. Additionally, the neuro-hormonal reproductive system
can also be negatively impacted by persistent stress. Furthermore, it is worth noting that several
factors such as challenges in menstruation, spermatogenesis, and sexual issues have significant
importance (Renaud, 2003: 157). Alder (2005) asserts that work-related stress often serves as a
catalyst for the emergence of several ailments, including clinical depression, suicide, deadly
cardiovascular conditions, as well as occupational illnesses and injuries. The aforementioned
impacts are a matter of worry for employees, since they eventually lead to a decrease in the number
of productive hours for employers and result in economic losses for the nation.
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Burnout
Several scholars have posited that stress may have both psychological and physiological
ramifications on people (Gill et al., 2006:471; Rothmann, Steyn, & Mostert, 2004:55), whilst
others argue that stress could elicit a biological or adaptive response (Renaud, 2003:160). The
occurrence of burnout may be influenced by prolonged exposure of an individual to stress in the
workplace (Rothmann et al., 2004:55; Rao, 2005:660; Whitaker, 1996:61; Buick and Thomas,
2001:304). Throughout history, scholars have endeavored to investigate the many aspects and
intricacies associated with the occurrence of work-related stress and burnout. According to Gill et
al. (2006:471), burnout may be described as a syndrome or ailment that manifests as physical,
emotional, and mental exhaustion, accompanied with a sense of cynicism towards one's career,
which arises from prolonged exposure to stress. Individuals who experience depletion are prone
to engaging in high-risk activities, such excessive alcohol use, smoking, and overeating, hence
increasing their susceptibility to coronary heart disease. Grout (1994:29) asserts that coronary
heart disease is the primary cause of mortality for a significant proportion, namely over 25%, of
males between the age range of 35 to 44. Maslach et al. (1993, 1996, 2001) have posited that
burnout is a psychological phenomenon characterized by emotional tiredness, depersonalization,
and diminished personal performance.
Burnout is characterized by significant distress and a profound sense of emptiness
experienced by individuals. Consequently, a considerable number of individuals affected by
burnout resort to engaging in behaviors such as alcohol consumption, drug use, gambling, and
sexual activities as a means of seeking comfort (Benson, 2005:176). According to the findings of
Schaufeli and Enzmann (1998), as cited by Rothman et al. (2004:55), burnout may be defined as
an enduring unpleasant emotional state that arises in the context of work, and is marked by a range
of physical, psychological, and behavioral manifestations. Fatigue is considered to be the most
significant factor among them. The Maslach Burnout Inventory (MBI) was established by a group
of researchers and subsequently used by scholars and professionals in many fields as a tool for
assessing the level of burnout experienced by individuals in the workforce.
According to reports, the use of MBI had a significant surge in popularity towards the
conclusion of the 1990s, leading to its selection as the preferred technique of analysis in around
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93% of academic publications and theses. There is a growing
acknowledgement among researchers and practitioners that burnout is not limited to the human
services sector, but also affects managers themselves (Buick and Thomas 2001:305) (Maslach &
Leiter, 2008). While burnout was first conceptualized primarily in the context of humanitarian
services, scholars and professionals have increasingly acknowledged the occurrence of burnout in
domains outside human services (Maslach & Leiter, 2008). The aforementioned statement holds
true due to the fact that burnout has emerged as a significant worldwide issue (Maslach et al.,
2009). Freudenberger (1974) introduced the term "burnout" to characterize the state of exhaustion
resulting from prolonged stress, as seen via personal encounters with burnout on two distinct
occasions. The aforementioned study conducted by Schaufeli et al. (2009:205) contributed to the
enhancement of Freudenberger's credibility in public speaking about the issue at hand. Since its
inception, the area of burnout has seen significant expansion, leading to the emergence of experts
worldwide that specialize in providing treatment for those suffering from burnout. Moreover,
burnout is officially acknowledged as a medical condition in Europe, enabling afflicted employees
to pursue compensation claims and avail themselves of treatment programs (Schaufelietal.,
2009:205).
Performance
Prior to commencing the measurement or administration of performance, it is essential to
possess a comprehensive comprehension of the notion of "performance." It is important to
ascertain the specific aspects of staff monitoring that will enable us to identify the potential impact
of stress on their performance. Only by doing a thorough analysis can we ascertain if stress plays
a significant role. The concept of performance has been the subject of much investigation and may
be characterized from several perspectives. The objective is not to delve extensively into the
intricacies and determinants that impact performance; instead, it is crucial for our objectives to
acquire a fundamental comprehension of the subject matter.
It is well acknowledged that an artist may exhibit both exceptional and unfavorable
qualities. This assertion has validity at both the individual and institutional levels. Armstrong and
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Baron (2006) argue that performance may be comprehended as a representation
of an individual's accomplishments at the individual level (p. 15). From an organizational
standpoint, performance encompasses a wide range of factors, including the behaviors shown by
workers, the outcomes they achieve, and the effectiveness of the systems and procedures used to
carry out tasks (Armstrong and Baron, 2006:16). According to the Oxford Compact Thesaurus,
performance may be described as the sustained execution, fulfillment, accomplishment,
completion, leadership, and overall execution of a single task (Oxford Compact Thesaurus). The
organizational profitability is influenced either favorably or adversely by the level of efficiency
with which work is executed. The executive team is responsible for formulating a set of strategic
decisions aimed at attaining a defined objective and establishing a competitive edge for the firm
vis-à-vis other enterprises. The most basic manifestation of these judgments is the execution of a
singular job. Hence, it is important to ascertain the potential influence of stress and burnout on the
execution of the specific activity inside the BPC.
Stress and Burnout
The distinction between work stress and burnout may be subject to variation based on an
individual's perception and reaction to stressors. It is important to acknowledge that the cognitive
processes play a crucial role in this differentiation (Renaud, 2003:161). While acknowledging the
multifaceted impact of employee stress, it is essential to effectively address and mitigate this issue
in order to prevent its progression into a chronic state. If the state of unmanaged stress persists, it
may ultimately escalate to a critical level that poses a potential fatality risk for individuals, perhaps
resulting in irreversible harm and mortality (Alder, 2005:146). Conversely, it has been proposed
that the exhaustion stage is the ultimate phase characterized by the absence of heat or flame,
leaving only coal and debris visible (Schaufeli et al., 2009:214).
1. The person feels tired
2. Experiences chronic fatigue
3. The person is worried
4. The individual is hypertensive
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5. Person is dissatisfied with his job
6. The individual is bored with his job and is cynical
7. Decreased work engagement
8. The individual's commitment to work is almost nil
9. Mentally disconnected from the organization
10. The person feels pessimistic
11. The individual feels impatient, irritable and does not want to talk to others.
12. The person feels guilty
13. The individual experiences a mental breakdown
14. The person has difficulty concentrating; tends to forget things
15. The individual does not seem to know where he is; forgetfulness becomes more
frequent
16. Physiological changes occur in the person, such as increased blood pressure and
heart rate.
17. The individual begins to express his psychosomatic complaints.
1
Managing Stress and Burnout
Stress reduction solutions may be classified into two main categories: individual strategies
and organizational strategies. According to the writers, the following statements were made:
Numerous coping mechanisms may be used by people to mitigate the adverse effects of stress on
their well-being. According to Aswathappa (2009:496), The aforementioned strategies include
muscular relaxation, biofeedback, meditation, cognitive restructuring, and good time management
approaches. Furthermore, Aswathappa (2009:505) asserts that there is no universally applicable
methodology for effectively managing and mitigating stress levels. According to Jeff Grout
(1994:30), people are advised to adopt a healthy lifestyle as a means of successful stress
management. This includes the consumption of a balanced food, the reduction of smoking and
alcohol use, and the frequent engagement in physical exercise to maintain an acceptable body
1
Source: Adapted from Aswathappa (2006:502)
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weight. The author posits that implementing a comprehensive set of lifestyle
modifications including dietary adjustments, physical activity, and relaxation techniques may
enable people to effectively cope with stress in their daily lives.
Organizational Strategies
Organizational strategies that can be used for stress relief often include:
(a) the physical working environment,
(b) Redesigning the job to eliminate stressors,
(c) Changes in workload, deadlines and structural reorganization etc. (Aswathappa,
2009:505).
Two key elements of stress management programs are team building and behavior
adjustment. These components are designed to modify individuals' perspectives and perceptions
of stress, as well as their understanding of its impact, by addressing both present and past
experiences.
Workshops focusing on subjects such as time management and burnout might be quite
beneficial in reducing the likelihood of encountering these adverse consequences. As stated by
Aswathappa (2006:506), it is possible to provide staff with training in relaxing techniques and
include them into physical fitness initiatives. According to Drafke and Kossen (2002:425),
Numerous researchers have identified a wide range of relaxation treatments available to people for
the purpose of promoting relaxation and alleviating stress (Author, 200x 149; JeffGrout, 1994:29;
Carr et al. 2011:32; Drafke&Kossen, 2002:409). Nevertheless, finding a certain time and location
in which the probability of encountering any kind of stress is very low continues to be a formidable
challenge. Indeed, it seems that stress cannot be entirely eradicated as long as we persist within a
life cycle that necessitates the pursuit of a satisfactory standard of living and the responsibility of
nurturing one's progeny and contributing to society as a whole. The literature extensively
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documents the well-established detrimental physical and psychological effects
associated with stress and burnout. The recently found remedies have the objective of enhancing
the manageability of stress and burnout symptoms, while also reducing their potentially fatal
consequences. Research has shown a correlation between stress and burnout in the workplace and
negative outcomes such as decreased staff performance and increased rates of absenteeism. These
consequences have a harmful effect on the overall organizational performance (Aswathappa,
2009:507; Maslach et al., 2009).
Duraisingam et al. assert that an abundance of stress within the professional environment
has an adverse influence on workers, so diminishing their dedication to their occupational roles
and subsequently influencing their inclination to seek other employment opportunities. Individuals
may experience heightened levels of frustration and fatigue when faced with excessive workloads,
frequent changes in their environment, a dearth of performance evaluations, and diminishing
remuneration. This phenomenon has a detrimental influence on individuals' conduct, eventually
culminating in their decision to resign from their employment. Several factors, including
prolonged operational hours, diverse behaviors, a company strategy defined by limited resources
and high demand, and little feedback, might contribute to a significant level of burnout and stress.
Workplace burnout and stress are two significant elements that, over an extended period, result in
a decline in work performance and an elevated probability of employee attrition. In recent years,
there has been a growing scholarly interest in the work demands experienced by employees.
However, it is worth noting that the bulk of research endeavors have mostly concentrated on fields
such as accounting, sales, and nursing, with relatively little attention given to the job demands of
staff.
When an individual surpasses a certain threshold of stress, both the physiological and
psychological aspects of the body and mind initiate a response that may be likened to preparing
for combat, as shown by observable behavioral and psychological responses. The significance of
job burnout as a pressing concern requires substantial consideration from scholars and corporate
executives alike. Previous research has shown a correlation between diminished levels of
organizational commitment and various adverse responses towards one's career or work, such as
experiencing discontentment with their existing position and displaying an atypical inclination
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towards changing their vocation or job. The results of many research indicate
that there is a significant correlation between employee burnout and substantial financial
implications for both workers and businesses. The aforementioned expenses are evident via a
significant decrease in productivity, a rise in absence rates, and an increase in staff turnover. The
occurrence of burnout within an individual's present role is a significant determinant for
forecasting both work happiness and the likelihood of future intents to depart from such
employment. The prevailing body of research primarily investigates the impact of work-related
stress on an individual's inclination to resign from their employment. Additionally, other studies
have been undertaken to examine the phenomenon of work burnout and its impact on employees'
decisions to discontinue their employment with a particular organization. Nevertheless, a dearth
of existing literature exists in relation to the investigation of the correlation between employee
turnover and workplace stress, as well as the role that job burnout assumes in connecting these two
phenomena. In addition to discerning the adverse consequences of work-related stress on the
occurrence of job burnout, it is essential to explore the influence of job burnout and job stress on
employees' inclination to depart from their present employment positions.
Stress at Work
There is a widely held belief among individuals that job stress is a significant occupational
hazard with profound implications for the well-being of workers across many global contexts. The
word "stress" refers to the application of physical or psychological strain on an individual by those
in positions of authority or other duly authorized individuals. work stress may be understood in
several ways, such as a negative emotional state, a burden, a reaction to work stressors, a
psychological condition, and a distinctive addiction. Occupational stress refers to the incapacity
or pressure experienced in the workplace when individuals have difficulties in effectively fulfilling
job tasks due to a misalignment between their skills and the demands and circumstances of the job.
The elements that influence an individual's degree of work-related stress may be categorized into
two distinct groups: internal and external. The cognitive processes, strategies, and other
dimensions of these occurrences may be attributed to endogenous factors. These factors are
attributed to the person and serve as a significant contributor to psychological distress. The
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interpretation of these perspectives is contingent upon the subjective viewpoint
of each individual. Despite the absence of immediate physical danger, individuals may experience
fatigue when exposed to an unfavorable environment or when faced with an intimidating
individual. The phrase "external causes" encompasses a diverse range of external elements that
exist inside a business and detrimentally affect an individual's performance within that enterprise.
Elements such as control in the workplace, working hours, employment instability, management
style, overload, and underload are included under this area. Employees may experience stress when
they are faced with situations that need changes in their conduct. The psychological risks
associated with working stress may be classified into three distinct categories:
(a) Job uncertainty,
(b) Increasing workload and
(c) An imbalance between one's personal life and professional responsibilities.
The non-compliance of corporations with their contractual duties has led to the deprivation
of job prospects, so inducing a state of ambiguity and distress among the labor force. Individuals
are required to manage augmented workloads and elevated levels of labor on a daily basis. The
issues that people encounter at home may be attributed to several factors, including work-related
stress, heightened workload, and the prevailing uncertainty around job prospects.
The experience of anxiety resulting from job is associated with worse outcomes. The
presence of work-related stress has been shown to be associated with several behavioral issues,
such as engaging in unfavorable interactions with coworkers, experiencing higher rates of
absenteeism, and a progressive deterioration in overall morale. This particular kind of stress may
also lead to a continuous decline in morale. Occupational stress is influenced by two key structural
components, namely role ambiguity and role conflict. Role conflict occurs when an individual is
confronted with many demands pertaining to their job and is unable to fulfill these expectations
concurrently. The concept of "role ambiguity," conversely, pertains to situations in which
individuals have uncertainty about their job responsibilities or lack a satisfactory degree of
proficiency in their jobs, resulting in an inability to fulfill workplace expectations effectively.
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In recent years, there has been a growing interest in the phenomenon of
burnout, driven by a desire to better understand its profound negative effects on individuals within
the professional setting. Consequently, there has been a surge in the quantity of research conducted
on the topic. Workplace burnout is a significant threat to the psychosomatic well-being of persons
encountered in the professional setting. The confluence of both internal and external factors has a
deleterious impact on an individual's psychosomatic well-being, hence serving as a significant
stressor. Psychosocial factors that contribute to workplace stress include extended working hours,
job instability, greater workload, potential negative outcomes for compensation and advancement,
ambiguous project responsibilities, and time and budget demands that may lead to mistakes and
compromised ethical and quality standards. Additional elements that lead to burnout include
unfavorable circumstances pertaining to compensation and advancement. There exists a
correlation between burnout and employee turnover. Burnout is a stress reaction often seen in those
that engage in direct and intensive interpersonal interactions, such as students, clients, or visitors.
The significance of time loss due to an overwhelming quantity of tasks, meetings, and other
obligations should not be overlooked.
Breaking Point
Although stress may have some positive effects in some situations, it is important to
acknowledge that individuals have their own limits and thresholds when it comes to coping with
stress. When beyond certain thresholds, the probability of encountering burnout is heightened. The
phenomenon of burnout within the workplace has been shown to have a detrimental impact on
production levels, resulting in a decline, as well as an increase in the rate of employee turnover.
Burnout has a deleterious influence on the human physiological and psychological systems, thus
leading to adverse effects on performance and production. Burnout is a distinct kind of emotional
fatigue that manifests in young volunteers who exhibit elevated degrees of dedication towards their
job setting. This kind of emotional weariness is correlated with insufficient effort, commitment,
and diminished motivation. Maslach characterizes this scenario as a state of apathy and disinterest
towards the clientele of the organization. Indeed, office burnout is a psychosomatic phenomenon
that is intricately linked to the stress individuals encounter within their professional environment.
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Indeed, job burnout is a kind of psychological fatigue accompanied by mental
strain that is associated with the nature of one's employment and the conditions inside the office
setting. This answer is a belated acknowledgment of the factors that contribute to persistent
interpersonal stress and occupational mobility. These factors are likely to manifest in professions
that include the management and guidance of individuals, as well as the fulfillment of
accompanying responsibilities and obligations. Work burnout is a prominent and readily
observable sign of occupational stress.
Effects of Overwork
The phenomenon known as job burnout syndrome has been shown to have detrimental
effects on the physical and psychological well-being of workers. These effects include decreased
job satisfaction, diminished quality of work output, and many work-related issues such as
continually shifting expectations and high job pressure without adequate support systems. Various
variables might potentially contribute to the development of work burnout syndrome. A positive
association has been observed between several personality qualities and a heightened susceptibility
to experiencing job burnout. These traits include work orientation, desire for assertiveness, and
idealism. According to Maslach (year), job burnout may be seen as a psychological reaction to the
personal and emotional stresses that individuals experience within their profession or workplace.
This response manifests in unpleasant emotions, including feelings of reduced accomplishment,
decreased productivity, and inefficiency in the work environment. Several key variables contribute
to the occurrence of professional burnout. One significant element is emotional weariness, which
encompasses a spectrum of experiences ranging from mild boredom to severe despair. This may
manifest in behaviors such as treating people in a dispassionate way and experiencing a lack of
personal fulfillment.
The concept of "job burnout" is a state that may arise due to extended and recurrent
encounters with demanding circumstances within the professional environment, resulting in
diverse degrees of exhaustion including physical, mental, and emotional aspects. Workplace
burnout is a prevalent issue among workers across many organizations, exerting adverse impacts
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on both individuals and the overall efficacy of institutions, thereby leading to
detrimental consequences for employees. Job burnout may be attributed to several risk factors,
including inadequate workplace support, diminished motivation, insufficient clarification,
ineptitude, heightened workload, and unreasonable performance expectations. Additionally, it
encompasses indicators that suggest a prevalence of interpersonal relationships and feelings of
withdrawal, along with challenges pertaining to familial dynamics, physical well-being, and
academic/professional achievement. Hence, it is important for managers to implement suitable
strategies aimed at fostering a conducive work environment, hence reducing the risk of workers
experiencing burnout-related difficulties.
Conclusion
The phenomenon of workplace burnout has been shown to be associated with a heightened
reliance on alcohol use, which often displays as aggressive and antagonistic behavior within the
work environment. When workers experience job satisfaction and see themselves to be achieving
or surpassing their full potential, it is logical to expect that they could willingly provide assistance
to others in tasks that are linked to their work. The state of exhaustion may give rise to fluctuations
in mood, which in turn may result in the abuse of others. Likewise, those who see themselves as
having lower levels of competence and proficiency in their endeavors tend to have the belief that
they lack the ability to effectively manage their anger. Regrettably, little consideration has been
given to the correlation between mistreatment by colleagues and occupational burnout, as well as
the occurrence of sabotage resulting from adverse work environments. According to the theoretical
framework, burnout is characterized by three fundamental components: depersonalization,
diminished personal achievements, and emotional exhaustion. These characteristics exhibit
interconnections. Burnout is a phenomenon seen among employees when they get disengaged
from their work and exhibit less care for their clients, leading to a heightened level of negative
emotions and resentment, which might vary based on their specific employment circumstances.
The phenomenon is associated with the depletion of resources and the erosion of individual
characteristics. This study forecasts a significant prevalence of adverse employee-related
outcomes, including absenteeism and turnover. Moreover, there exists a correlation between this
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phenomenon and adverse psychological consequences, including but not
limited to depressive symptoms, disruptions in sleep patterns, and engagement in substance abuse,
including alcohol and drug use. The concept of "employee turnover" pertains to the phenomenon
whereby workers choose to voluntarily terminate their employment inside an organization. The
departure of an employee from a firm may have significant negative consequences, both for the
individual and for the organization as a whole. The concept of "turnover intention" refers to the
probability of a person voluntarily terminating their present employment within a relatively little
timeframe. Put otherwise, the objective of the employee is to seek employment in a different
organization. The desire to switch occupations may also be construed as the objective to conclude
one's employment in a certain setting. A high rate of employee turnover is often seen as
unfavorable and is regarded as an expensive issue due to its detrimental impact on quality. Another
drawback is to the continuous need of recruiting fresh personnel and equipping them with suitable
training. Within the realm of healthcare, there is an expectation that it will have adverse
consequences in terms of delivering a satisfactory level of service that aligns with the demands of
customers.
RESTRICTION
In this study, which is built around a better understanding of the relationship between the
phenomena of power and social control, the boundaries of these two concepts are determined
and this evaluation is carried out with the information provided from the sources obtained by
taking into account the scope of the research. This study is globally limited to the scientific
studies on the subject.
NOTICES
Evaluation: Evaluated by internal and external experts.
Conflict of Interest: The author declares that there is no conflict of interest related to this study.
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Financial Support: The author did not report any financial support for the
study.
ETHICS DECLARATION
The publication ethics of this journal; It is a scientific journal in the field of social sciences that
aims to ensure that scientific research and publications are carried out in accordance with the
main criteria specified as openness, honesty, respect for the findings and work of other
publishers and objectivity.
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