Department of Human Sciences, LUMSA University of Rome, 00193, Rome, Italy.
BMC Psychol. 2023 Feb 19;11(1):49. doi: 10.1186/s40359-023-01056-y.
Job burnout negatively contributes to individual well-being, enhancing public health costs due to turnover, absenteeism, and reduced job performance. Personality traits mainly explain why workers differ in experiencing burnout under the same stressful work conditions. The current systematic review was conducted with the PRISMA method and focused on the five-factor model to explain workers' burnout risk.
The databases used were Scopus, PubMed, ScienceDirect, and PsycINFO. Keywords used were: "Burnout," "Job burnout," "Work burnout," "Personality," and "Personality traits".
The initial search identified 3320 papers, from which double and non-focused studies were excluded. From the 207 full texts reviewed, the studies included in this review were 83 papers. The findings show that higher levels of neuroticism (r from 0.10** to 0.642***; β from 0.16** to 0.587***) and lower agreeableness (r from - 0.12* to - 0.353***; β from - 0.08*** to - 0.523*), conscientiousness (r from -0.12* to -0.355***; β from - 0.09*** to - 0.300*), extraversion (r from - 0.034** to - 0.33***; β from - 0.06*** to - 0.31***), and openness (r from - 0.18*** to - 0.237**; β from - 0.092* to - 0.45*) are associated with higher levels of burnout.
The present review highlighted the relationship between personality traits and job burnout. Results showed that personality traits were closely related to workers' burnout risk. There is still much to explore and how future research on job burnout should account for the personality factors.
职业倦怠会对个人幸福感产生负面影响，由于员工离职、缺勤和工作绩效下降，会增加公共卫生成本。个性特征主要解释了为什么在相同的压力工作条件下，员工会有不同的倦怠体验。本系统评价采用 PRISMA 方法，重点关注五因素模型，以解释员工的倦怠风险。
使用的数据库有 Scopus、PubMed、ScienceDirect 和 PsycINFO。使用的关键词是：“倦怠”、“职业倦怠”、“工作倦怠”、“人格”和“人格特征”。
最初的搜索确定了 3320 篇论文，其中排除了重复和不相关的研究。在审查的 207 篇全文中，纳入本综述的研究有 83 篇。研究结果表明，神经质水平较高（r 从 0.10到 0.642；β 从 0.16*到 0.587）和宜人性水平较低（r 从-0.12到-0.353；β 从-0.08到-0.523）、尽责性（r 从-0.12到-0.355；β 从-0.09到-0.300）、外向性（r 从-0.034到-0.33；β 从-0.06到-0.31）和开放性（r 从-0.18到-0.237；β 从-0.092到-0.45）与较高的倦怠水平相关。
本综述强调了人格特质与职业倦怠之间的关系。结果表明，人格特质与员工的倦怠风险密切相关。仍有许多方面需要探索，未来的职业倦怠研究应该考虑人格因素。
