Student Affairs Division, Yancheng Teachers University, Yancheng, Jiangsu, China.
Department of Foundation of Education, Faculty of Educational Studies, University Putra Malaysia, Serdang, Selangor, Malaysia.
PLoS One. 2024 Jun 14;19(6):e0305493. doi: 10.1371/journal.pone.0305493. eCollection 2024.
Treating burnout as an independent variable while performance is the dependent variable, earlier studies revealed that job burnout experienced by academics adversely affects how well they perform. Whether performance may contribute to the emergence of burnout is yet to be analyzed-it is an issue investigated in this paper. Readjusting the nature of the variables, this quantitative study adopted group regression and it discovered that the performance of academics instead regulates their burnout without making performance a consequence of burnout-a new dynamic that challenges the earlier assumption. Following this earlier belief, counselling strategy to boost the employees' psyche was deemed to be the main post-measurement tool to deal with the burnout crisis. With respect to both tenets (current and earlier), psychological counselling was treated as a moderating variable to check whether it is important enough in removing the burnout felt by employees so that they subsequently could function better. It is further discovered that although psychological counselling removes employees' burnout to some extent, it failed to transform them into better-functioning people. This study suggests a pre-measurement counselling strategy will ensure academics are competently engaged since ensuring competency is a fundamental aspect of eliminating a job burnout crisis. The sustained competency of employees will eventually prevent burnout and may halt the transmission of a burnout crisis at large-it adds to this study's theoretical contribution to the topic.
将职业倦怠视为自变量，而绩效为因变量，早期研究表明，学术界人士经历职业倦怠会对其工作表现产生不利影响。然而，绩效是否会导致倦怠的出现仍有待分析——这是本文探讨的问题。在这项定量研究中，重新调整了变量的性质，采用了分组回归，发现学术人员的绩效反而调节了他们的倦怠，而不会使绩效成为倦怠的结果——这是一个挑战早期假设的新动态。根据这一早期信念，提高员工心理的咨询策略被认为是应对倦怠危机的主要后续测量工具。关于这两个原则（当前的和早期的），心理辅导被视为一个调节变量，以检查它在消除员工的倦怠感方面是否足够重要，以便他们随后能够更好地发挥作用。进一步发现，尽管心理辅导在一定程度上减轻了员工的倦怠感，但并没有使他们变成更好的工作者。这项研究表明，在测量前进行咨询策略将确保员工有能力投入工作，因为确保能力是消除职业倦怠危机的基本方面。员工的持续能力最终将防止倦怠，并可能阻止整个倦怠危机的传播——这为该主题的理论贡献增加了内容。
