How Self-Determination Moderates Burnout in Public Organizations Across Gender, Race, and Generation

IF 3.1 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Thai V. Le, Cynthia J. Barboza-Wilkes
{"title":"How Self-Determination Moderates Burnout in Public Organizations Across Gender, Race, and Generation","authors":"Thai V. Le, Cynthia J. Barboza-Wilkes","doi":"10.1177/00910260231191274","DOIUrl":null,"url":null,"abstract":"Applying a critical lens to self-determination theory, this study examines which organizational and individual characteristics in local government impact burnout, looking specifically at differences across diverse groups. This study uses survey data from a sample of more than 2,500 local government employees from a large city in California. Factor analyses and multivariate regressions are used to empirically examine the impact of multiple organizational characteristics and individual differences on employee burnout. Findings show perceptions of fairness, autonomy, influence, cultural competence, ethnic and gender representation, and time engaging residents differ in their impact on burnout across different groups, leaving some minoritized groups more vulnerable to burnout. Findings also indicate how self-efficacy and prosocial motivation have varying effects across sociodemographic groups. For some groups, burnout can manifest as an increase in emotional exhaustion, while other groups experience depersonalization and the loss of personal accomplishment. Research on this issue can help inform more equitable and culturally appropriate organizational practices that can improve climate of inclusion, employee well-being, and public service outcomes. This analysis contributes to diversity management and representative bureaucracy research—important areas of study as the public sector consider an increasingly diverse future workforce.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":null,"pages":null},"PeriodicalIF":3.1000,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Public Personnel Management","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1177/00910260231191274","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 0

Abstract

Applying a critical lens to self-determination theory, this study examines which organizational and individual characteristics in local government impact burnout, looking specifically at differences across diverse groups. This study uses survey data from a sample of more than 2,500 local government employees from a large city in California. Factor analyses and multivariate regressions are used to empirically examine the impact of multiple organizational characteristics and individual differences on employee burnout. Findings show perceptions of fairness, autonomy, influence, cultural competence, ethnic and gender representation, and time engaging residents differ in their impact on burnout across different groups, leaving some minoritized groups more vulnerable to burnout. Findings also indicate how self-efficacy and prosocial motivation have varying effects across sociodemographic groups. For some groups, burnout can manifest as an increase in emotional exhaustion, while other groups experience depersonalization and the loss of personal accomplishment. Research on this issue can help inform more equitable and culturally appropriate organizational practices that can improve climate of inclusion, employee well-being, and public service outcomes. This analysis contributes to diversity management and representative bureaucracy research—important areas of study as the public sector consider an increasingly diverse future workforce.
自我决定如何调节公共组织中跨性别、种族和代际的职业倦怠
运用自我决定理论的批判性视角,本研究考察了地方政府中哪些组织和个人特征会影响职业倦怠,具体观察了不同群体之间的差异。这项研究使用了来自加利福尼亚州一个大城市的2500多名地方政府雇员的调查数据。运用因子分析和多元回归方法,实证检验了多种组织特征和个体差异对员工职业倦怠的影响。研究结果显示,不同群体对公平性、自主性、影响力、文化能力、种族和性别代表性以及时间投入的看法对倦怠的影响不同,使一些少数群体更容易倦怠。研究结果还表明,自我效能感和亲社会动机在不同的社会人口群体中有不同的影响。对于一些群体来说,倦怠可以表现为情绪衰竭的增加,而其他群体则经历人格解体和个人成就感的丧失。对这一问题的研究有助于为更公平、文化上更合适的组织实践提供信息,从而改善包容氛围、员工福祉和公共服务成果。这一分析有助于多样性管理和代表性官僚机构研究——这是公共部门考虑未来日益多样化的劳动力时重要的研究领域。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 求助全文
来源期刊
CiteScore
6.00
自引率
3.30%
发文量
19
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信