Lei Miao, Alam Gazi Mahabubul, Bashir Karima
Student Affairs Division, Yancheng Teachers University, Yancheng, Jiangsu, China.
Department of Foundation of Education, Faculty of Educational Studies, University Putra Malaysia, Serdang, Selangor, Malaysia.
Front Public Health. 2025 Jan 3;12:1460724. doi: 10.3389/fpubh.2024.1460724. eCollection 2024.
This present study investigates whether performance can influence job burnout, and it further examines whether there is a meaningful difference in the association between job burnout and job performance in universities. Provided here are applicable strategies aimed at preventing and maximizing job burnout crises before the job is taken and during its execution.
To answer the research questions quantitatively, group regression analysis utilizing panel data from 2020 to 2023 was employed. The instruments include the KPI and mental health records to evaluate the level of job performance and job burnout. Likewise, a total of nine universities were purposively and randomly selected, and 1,113 academics were sampled for the study. The KPI scores and frequency of burnout counseling was collected from the human resource department and the medical health centers.
The results showed that academics' job burnout is influenced by their job performance ( = -0.014, < 0.001). Academics' superior performance was notably linked to lower job burnout and the need for psychological counseling. Furthermore, academics' job burnout was significantly moderated by psychological counseling ( = -0.006, < 0.05), and neither did it regulate their job performance.
Academics with high performance levels exhibit low levels of burnout. Meanwhile, academics who demonstrate low or poor performance indicate high burnout levels. Psychological counseling can moderate the level of job burnout but does not cure burnout. This study suggests that competency is the basic bedrock for strong performance and less burnout experienced by staff. Consequently, all universities should employ their staff based on assessing their competency and ability to handle stressful situations to prevent job burnout crises from occurring.
This paper makes a contribution to the existing literature on job performance and job burnout by utilizing a distinctive measurement path approach. In this context, universities need to use pre-measurement mechanisms to prevent burnout instead of post-measurement techniques through proactive recruitment strategies based on the popular adage that "prevention is better than cure."
本研究调查工作表现是否会影响职业倦怠，并进一步探讨大学中职业倦怠与工作表现之间的关联是否存在显著差异。本文提供了适用策略，旨在在入职前和工作执行期间预防并最大程度减少职业倦怠危机。
为定量回答研究问题，采用了利用2020年至2023年面板数据的分组回归分析。所使用的工具包括关键绩效指标（KPI）和心理健康记录，以评估工作表现和职业倦怠水平。同样，总共九所大学被有目的地随机选取，1113名学者被抽样用于该研究。关键绩效指标得分和倦怠咨询频率从人力资源部门和医疗健康中心收集。
结果表明，学者的职业倦怠受其工作表现的影响（β = -0.014，p < 0.001）。学者的卓越表现与较低的职业倦怠以及心理咨询需求显著相关。此外，心理咨询显著调节了学者的职业倦怠（β = -0.006，p < 0.05），且它并未调节他们的工作表现。
表现高水平的学者表现出低水平的倦怠。同时，表现低或差的学者表现出高倦怠水平。心理咨询可以调节职业倦怠水平，但不能治愈倦怠。本研究表明，能力是员工表现出色和倦怠程度较低的基本基石。因此，所有大学应基于评估员工的能力和应对压力情况的能力来聘用员工，以防止职业倦怠危机的发生。
本文通过采用独特的测量路径方法，对现有关于工作表现和职业倦怠的文献做出了贡献。在这种背景下，大学需要使用预测量机制来预防倦怠，而不是通过基于“预防胜于治疗”这一普遍格言的积极招聘策略采用后测量技术。
