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Thesis - Campus Access Only
Master of Science (MS)
Autonomy, Burnout, Job Feedback, Leadership, Role Overload, Well-Being
Employee well-being, specifically as it relates to burnout, is an important area of research for organizations as employee burnout can lead to major organizational concerns. Job feedback, role overload, relationship-oriented and task-oriented leadership styles, and autonomy are organizational variables that have previously been found to be linked to employee burnout. However, these five variables have not been studied together in past research. Additionally, previous literature has not explored the potential, additive effect that autonomy may have on decreasing employee burnout even after other organizational variables are considered. The present study hypothesized that role overload and task-oriented leadership styles would be significantly and positively related to employee burnout, while job feedback, relationship-oriented leadership styles, and autonomy would be significantly and negatively related to employee burnout. It was also hypothesized that autonomy would account for additional variance on burnout after the other predictors were considered. Results from 116 survey responses found that role overload had the strongest relationship to personal and work-related burnout, followed by relationship-oriented leadership. However, autonomy was not found to account for additional variance after the other organizational variables were taken into account. These results suggest that organizations should primarily focus on decreasing role overload and increasing relationship-oriented leadership styles in order to decrease the various dimensions of employee burnout.
Dodig, Erin Faith, "The Incremental Contribution of Autonomy in Predicting Employee Burnout" (2021). Master's Theses. 5178.