BURNOUT, JOB ENGAGEMENT AND ORGANISATIONAL JOB CONTENT ANTECEDENTS OF LIFE SATISFACTION

ABSTRACT Life satisfaction is the way a person perceives how his or her life has been and how they feel about where it is going in the future. It is the measure of well being i.e., life satisfaction is compatible with profoundly negative emotional states like depression. The intent of this research is to identify the factors which affecting the Satisfaction With Life Scale (SWLS). The model was tested with a survey sample (n=200). The findings of the study indicate that how it identifies the issues of burnout and how job engagement act as the antipode of burnout. It also predicts the value of organizational job content in terms of burnout and job engagement. The study revealed that organizations have significant impact on satisfaction with life. Overall, the result of this study plays a vital role in increasing the productivity of the organization by attaining the Life Satisfaction.

INTRODUCTION Modern organizations need energetic and dedicated employees: people who are engaged with their work. These organizations expect proactively, initiative and responsibility for personal development from their employees. Overall, engaged employees are fully involved in, and enthusiastic about their work. Below, an overview is given of what exactly is meant by job engagement, different measurement instruments, the main drivers of job engagement and the main research findings with regard to engagement. The study aims at the relationship between burnout, job engagement and organizational job content. It shows how four dimensions (Burnout Questionnaire, Utrecht Work Engagement Scale, Organizational job content Questionnaire and Satisfaction with Life Scale) leads to increase the organizational outcomes and to attain the life satisfaction. The study suggests that work engagement is an important concern to be taken into account by managers and it has been taken as a desirable means to overcome worker burnout, and to promote organizational job content where it leads to achieve life satisfaction. Burnout is defined as the psychological functioning and experience, which measures exhaustion and negative attitude towards the work where job engagement is the antipode of burnout. Life Satisfaction helps to overcome from the depressive disorders which obviously sweep over burnout.

NEED FOR THE STUDY The purpose of the research is to determine the relationship between burnout, job engagement and organizational job content and to determine whether burnout and job engagement hold predictive value for the organizational job content in order to achieve life satisfaction.

REVIEW OF LITERATURE Employees play a vital role in organizations. With this in mind, the organizations must address their particular needs. In the context of positive psychology, issues of burnout has been swamped by work engagement which lead to increase positive organizational outcomes like the commitment of employees. This research found a significant positive relationship between organizational job content and job engagement, as well as between organizational job content and burnout. They found a significant relationship between job engagement and burnout. Finally, the results showed that burnout and job engagement have predictive value for organizational job content. Therefore, organizations should carefully tailor any implementation programme or initiative to address this relationship. The findings will benefit both managers and workers. Organizations should consider evaluating the levels of burnout and job engagement of their employees to address the issue of the organizational job content of their employees. A number of studies have examined the distinction between work engagement and burnout (Schaufeli et al., 2002, 2006; Duran et al., 2004; GonzalezRoma et al., 2006). Also, antecedents and/or consequences of work engagement have been of signicant research interest. In its study, it is the organizational factors that have been found to signicantly predict work engagement, whereas, individual factors (or personal demographics) have not. In the literature, burnout has the exhaustion and negative attitude towards the employees where work engagement is the antipode of burnout. The literature has conceptualized work engagement in two ways. Firstly, it is the antithesis of burnout. Secondly, it sees work engagement as separate and unrelated to burnout. Organizational job content has the willingness of employees to make greater effort on behalf of their organizations to accept their major goals and values. Life satisfaction tends to overcome from depression i.e., which helps to overcome burnout

OBJECTIVES To examine the constructs of burnout, job engagement and organizational job content on life satisfaction and to explore the relationship among burnout, job engagement and organizational job content to attain life satisfaction To explore the impact of life satisfaction towards job engagement, burnout and organizational job content.

RESEARCH METHODOLOGY The type of research used for the study is descriptive, the sample size is 200 and the technique was based on convenience sampling. The tool used for the data collection was structured questionnaire. The measures were based on one dependent factor namely Satisfaction with life and three independent factors burnout, job engagement and organizational job content. Factors influencing the Life satisfaction Many factors are seen to be influencing the life satisfaction and it is important to take these factors into account when studying organizational commitment 1. Burnout Exhaustion Disengagement 2. Job engagement Vigor Dedication Absorption 3. Organizational job content Job skill Autonomy Job description Peer support Supervisor support 4. Satisfaction with life To assess the correlation among the factors of the Life Satisfaction model The eleven factors of the study were subject to correlation analysis and the correlation among the factors was very high. The result of the correlation analysis is exhibited in table 1. Table 1 Inter correlation of constructs in the T Adoption Model

MEAN SWL

SD

SWL
1

DNG

EXH

VIG

DED

ABS

JSK

AUTO

JDE

PER

SUP

4.1010

.51666

DNG EXH VIG DED ABS JSK AUTO JDE PER SUP

2.5107 2.4814 3.6542 3.8560 3.8317 2.2242 2.1683 2.4908 2.3025 2.4650

.27824 .23459 .75447 .80655 .93984 .40743 .61889 .24339 .54484 .71585

.467 .426 .454 .510 .505 .431 .429 .439 .483 .530

**

1 .461 .371 .267 .361 .625 .554 .453 .467 .535

**

**

1 .357 .399 .375 .427 .406 .438 .531 .547

**

**

**

1 .765 .839 .215 .344 .474 .287 .235

**

**

**

**

1 .827
**

**

**

**

**

1 .193 .283 .406 .379 .290

**

**

**

**

**

.168 .276 .439 .431 .317

1 .513 .402 .449 .516

**

**

**

**

**

**

**

1 .314 .357 .528

**

**

**

**

**

**

**

**

1 .381 .319
**

**

**

**

**

**

**

**

**

1 .700
**

**

**

**

**

**

**

**

**

**

**. Correlation is significant at the 0.01 level (2-tailed). *. Correlation is significant at the 0.05 level (2-tailed). Interpretation From the above table it is evident that there is a very good correlation among all the factors absorption and vigor, with a Pearson correlation value of .839. The second highest correlation value of .827 is found between absorption and dedication. The lowest Correlation value is observed between job skill discretion and dedication. Overall there is high correlation in absorption and vigor. All the factors are significant at 0.01 level . Satisfaction with life towards the organization Analysis of the following factors is exhibited in table 2 Dependent variable : satisfaction with the life Independent variable : Exhaustion and disengagement Table 2 Influence of extended burnout variables on satisfaction with life

MODEL SUMMARY Model 1 R .524a R square .275 ANOVA Sum of squares 14.592 38.527 53.120 Degrees of freedom 2 197 199 COEFFICIENTS Model Unstandardized coefficients B 1(Constant) EXH DNG Interpretation In the above model, usage of Burnout variables alone is implemented, that is Exhaustion and disengagement are the predictors that determine the value of the variable satisfaction with life. Based on the value of R square it can be that the above model is .275 times reliable. The significance of the model in ANOVA table is less than 0.01 and this indicates that the model is very good. It is observed from the model that the factor Exhaustion influences .639 which is more when compared to the influence of .589 by the factor disengagement. Satisfaction with life towards the organization Analysis of the following factors is exhibited in table 3 Dependent variable : satisfaction with the life 1.036 .639 .589 Std error .364 .127 .151 .344 .267 Standardized coefficients Beta t Significance value Mean square 7.296 .196 F 37.307 Significance value .000a Adjusted R square .267 Std error of the estimate .44223

Model Regression Residual Total

2.846 5.032 3.910

.005 .000 .000

Independent variable : vigor, dedication and absorption Table 3 Influence of extended Job engagement variables on satisfaction with life

MODEL SUMMARY Model 1 R .531a R square .282 ANOVA Sum of squares 14.992 38.128 53.120 Degrees of freedom 3 196 199 COEFFICIENTS Model Unstandardized coefficients B 1(Constant) VIG DED ABS Interpretation In the above model, usage of job engagement variables alone is implemented, that is vigor, dedication and absorption are the predictors that determine the value of the variable satisfaction with life. Based on the value of R square it can be that the above model is .282 times reliable. The 2.805 .024 .182 .133 Std error .166 .078 .071 .072 .034 .284 .242 Standardized coefficients Beta t Significance value Mean square 4.997 .195 F 25.690 Significance value .000a Adjusted R square .271 Std error of the estimate .44105

Model Regression Residual Total

16.876 .300 2.564 1.846

.000 .764 .011 .066

significance of the model in ANOVA table is less than 0.01 and this indicates that the model is very good. It is observed from the model that the factors dedication and absorption have high influence of .182 and .133, whereas the factor vigor has least influence of .024. Satisfaction with life towards the organization Analysis of the following factors is exhibited in table 4 Dependent variable : satisfaction with the life Independent variable : Job skill discretion, autonomy, job demand, peer support and supervisor support Table 4 Influence of extended organizational job content variables on satisfaction with life

MODEL SUMMARY Model 1 R .626a R square .392 ANOVA Sum of squares 20.798 32.322 53.120 Degrees of freedom 5 194 199 COEFFICIENTS Model Unstandardized coefficients B 1(Constant) 1.660 Std error .301 Standardized coefficients Beta t Significance value Mean square 4.160 .167 F 24.966 Significance value .000a Adjusted R square .376 Std error of the estimate .40818

Model Regression Residual Total

5.516

.000

JSK AUTO JDE PER SUP Interpretation

.099 .113 .497 .129 .179

.091 .059 .135 .077 .063

.078 .135 .234 .136 .248

1.083 1.918 3.685 1.678 2.829

.280 .057 .000 .095 .005

In the above model, usage of organizational job content variables alone is implemented, that is Job skill discretion, autonomy, job demand, peer support and supervisor support are the predictors that determine the value of the variable satisfaction with life. Based on the value of R square it can be that the above model is .392 times reliable. The significance of the model in ANOVA table is less than 0.01 and this indicates that the model is very good. It is observed from the model that the factors job demand and supervisor support have high influence of .497 and .179, whereas the factor job skill description has least influence of .099. Findings and Discussions The correlation among the constructs in the Life satisfaction model is found to be very high. The regression analysis can be inferred briefly as follows

BURN OUT DIS SWL NO EXH YES

JOB ENGAGEMENT VIG NO DED YES ABS YES

ORGANIZATIONAL JOB CONTENT JSK NO AUTO NO JDE YES PER NO SUP YES

In the above table, Yes signifies that the variables influences the model and No refers that the variables have very meager or no influence on the model. The model predicts the factor SWL and it is observed that all the factors influence the model but exhaustion has more influence towards the satisfaction with life.

CONCLUSION People are spending most of their lives in their working environments. Therefore, this study is relevant because it tackles the issue of burnout in the workplace and its relation to other organizational constructs like work engagement and organizational job content. The existing research has reported on the predictive value of work engagement for organizational commitment. Therefore, the present study has contributed to the existing positive psychology literature through an increased insight into how work engagement and burnout can predict organizational job content and how it leads to life satisfaction. These research findings will benefit all parties in the workplace. The current research will help organizations to improve organizational outcomes and organizational commitment specifically. It also helps organizations to understand workers, particularly their levels of burnout, and how job engagement helps to overcome the exhaustion and what benefits organizational support to attain satisfaction with life. Organizations can use the findings of this study to develop interventions and strategies for improvement. BIBLIOGRAPHY By Demerouti, Evangelia; Mostert, Karina; Bakker, Arnold B. Burnout and Work Engagement: A Thorough Investigation of the Independency of Both Constructs .Journal of Occupational Health Psychology, Vol 15(3), Jul 2010, 209-222. Karasek R A, Gordon G, Pietrokovsky C, Frese M, Pieper C, Schwartz J, Fry L, Schirer D. Job Content Instrument: Questionnaire and User's Guide. Los Angeles, CA: University of Southern California, 1985. The measurement of Work Engagement with a Short Questionnaire: A cross National Study, Educational and Psychological Measurement, v66 n4p701-716 2006 javascript:popUpExt('http://dx.doi.org/10.1177/0013164405282471'); Pavot, W., & Diener, E. (1993). Review of the Satisfaction with Life Scale. Psychological Assessment, 5, 164-172. Schimmack, U., Oishi, S., Furr, B M., & Funder, D. C. (2004). Personality and life satisfaction: A facet level analysis. Personality and Social Psychology Bulletin, 30, 1062-1075.