Tomczak Michał T, Kulikowski Konrad
Faculty of Management and Economics, Gdańsk University of Technology, G. Narutowicza 11/12 Street, 80-233 Gdańsk, Poland.
Faculty of Management, University of Social Sciences, H. Sienkiewicza 9 Street; 90-113, Łódź, Poland.
Curr Psychol. 2023 Feb 25:1-13. doi: 10.1007/s12144-023-04428-0.
This article aims to gain insight into the phenomenon of occupational burnout among employees with autism based on the theoretical framework of the Job Demands-Resources theory and the literature on employees with autism in the workplace. Firstly, we argue that although the resources and demands of the neurotypical and neurodivergent employees might be different, the theoretical mechanism of occupational burnout formation remains similar among the neurotypical and neurodivergent employees, leading to the similar burnout experience. Next, we distinguish key demands that might drain neurodiverse employees' energy, and spark burnout, and propose a set of resources that might foster their achievement of work goals and mitigate demanding working conditions. We emphasise that the nature of job demands/resources that may cause burnout is not universal but might depend on how employees evaluate them, thus neurotypical and neurodiverse workers who evaluate the same work characteristics differently might complement each other, increasing organisational diversity without losing productivity. Our conceptual elaboration contributes to the theory and practice of healthier workplaces by providing tools and inspiration to managers, policymakers, and all stakeholders interested in creating a diverse and productive workplace. Moreover, our work might spark a much needed debate on occupational burnout among employees with autism and encourage conducting further empirical studies.
本文旨在基于工作需求-资源理论的理论框架以及关于职场中自闭症员工的文献，深入了解自闭症员工的职业倦怠现象。首先，我们认为，尽管神经典型员工和神经差异员工的资源和需求可能不同，但神经典型员工和神经差异员工职业倦怠形成的理论机制仍然相似，导致相似的倦怠体验。接下来，我们区分了可能耗尽神经多样性员工精力并引发倦怠的关键需求，并提出了一组可能促进他们实现工作目标并缓解苛刻工作条件的资源。我们强调，可能导致倦怠的工作需求/资源的性质并非普遍适用，而是可能取决于员工如何评估它们，因此，对相同工作特征评估不同的神经典型员工和神经多样性员工可能会相互补充，在不降低生产力的情况下增加组织多样性。我们的概念阐述通过为经理、政策制定者以及所有对创建多样化和高效能工作场所有兴趣的利益相关者提供工具和灵感，为更健康工作场所的理论和实践做出了贡献。此外，我们的工作可能会引发关于自闭症员工职业倦怠的急需辩论，并鼓励开展进一步的实证研究。
