Job Burnout and Organizational Cynicism Among Employees in Nigerian Banks
European Scientific Journal August 2017 edition Vol.13
Job Burnout and Organizational Cynicism Among Employees in Nigerian Banks
0 Department Of Management, Faculty Of Management Sciences, University Of Port Harcourt , Rivers State , Nigeria
Job burnout and organizational cynicism are two intertwined phenomena which have adverse effects on organizations. The main purpose of this study is to examine the relationship between job burnout and organizational cynicism of employees in Nigerian Banks. The study adopted the cross-sectional survey method which is a form of the quasi-experimental research design. The study had a sample size of 214 employees drawn out from an accessible population of 499 bank employees in Port Harcourt using the Krejcie& Morgan (1970) table. The study research instruments were distributed to the accessible population using the Bowley's (1964) population allocation formula of proportion. The Spearman rank correlation coefficient was used in testing the study hypotheses. The study findings reveal that there is a significant relationship between the two dimensions of job burnout used in this study and organizational cynicism. The study recommended among others that banks should give their employees breaks and time off from time to time in order to guide against emotional exhaustion since it has a significant relationship with organizational cynicism, this would give employees the opportunity to balance their work-life and family life. Conclusively, the study has extensively looked at the relationship between job burnout and organizational cynicism.
Organizational cynicism; job burnout; emotional exhaustion; inefficacy; burnout syndrome; cynicism
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a worker believes that his/her efforts are not relevant to solve the different
problems of the organization, such an employee can result to cynicism
(McClough, Rogelberg, Fisher, & Bachiochi, 1998)
. There is a spectrum of
negative effects, emotions and feelings of organizational cynicism like
jealousy, fear, sadness, disappointment, embarrassing feeling about the
organization, hopelessness, dishonour, irritation, depression, anger, shame,
boredom, contempt, lost, exhaustion, fatigue, despair, disturbance,
dissatisfaction and hopelessness about the staff and organization,
detachment, enslavement, alienation, disbelief of others, misery, doubt,
disdain, discouragement, and underestimation; and cynicism is relates with
reduction in organizational performance, conflicts among workers, staff
circulation acceleration, brain drain, absenteeism, abasement, scorn,
resignation, suspicion, withdrawal behaviour, contempt, disillusionment, job
turnover, and burnout
(Clarke, 1999; Dean, Brandes&Dharwadkar, 1998;
Naus, Van Iterson, & Roe, 2007; Ozgener, Ogut& Kaplan, 2008; Ozler,
Atalay&Sahin, 2010; Ozler&Atalay, 2011; Abraham, 2000;
Shahzad&Mahmood, 2012; Andersson, 1996; and Andersson& Bateman,
1997)
.
Burnout Syndromes include such factors as mental, emotional and
physical fatigue, disappointment, exhaustion, loss of energy, failure,
unfulfilled wishes, cynicism, ineffectiveness, working conditions, and family
experience
(Freudenberger, 1974; Dimitrios&Konstantinos, 2014)
. Burnout
reactions represent people who withdraw, alienate themselves, and appear
depressed as they go through the dynamics of their job and simply survive to
qualify for a pension (Stohr, Lovrich, & Wilson, 1994). In addition,
Schaufeli, & Bakker (2004) refer to job burnout as the connection between
job demands and job resources. Employees experience job burnout in their
daily communications with co-workers and customers and can be associated
to both individual and organizational factors (Dimitrios&Konstantinos,
2014). Employees react to burnout syndromes in their workplaces by
developing a cynical temperament towards the organization. In modern
times, employees in banks are especially among the workgroups affected by
burnout syndrome. The intense work load and long hours required by
banking organizations leads to organizational cynicism which has negative
effects on the organization (Ozgener, Ogut, & Kaplan, 2008). Job burnout of
personnel will reduce effectiveness and efficiency of the organization; in this
event, the organization will not attain its goals and aspirations
(Love, Peter,
Goh, Hogg, Robson, & Irani, 2011)
.
Most research studies have linked burnout with several negative
variables, but very few researches have been carried out on the specific
relation between job burnout and organizational cynicism. Over the years,
researchers have become curious about the subjects relating to organizational
cynicism. Chiaburu, Peng, Oh, Banks, &Lomeli (2013) reveals that
organizational cynicism is associated with diverse inexpedient outcomes
such as abridged organizational commitment, heightened employee turnover
intentions and declining performance. These negative payoffs are also
ramifications of job burnout, which convey that a connection exists between
job burnout and (...truncated)