Date of Conferral

2022

Degree

Ph.D.

School

Psychology

Advisor

John K. Schmidt

Abstract

Imbalances where job demands exceed available resources have been determined to cause employee burnout in the workplace. The relationship between job demands and available resources on burnout among human resource (HR) professionals has not been fully researched. Further, the impact of increasing available resources to meet job demands on fostering work engagement and supporting employee resilience to reduce burnout has not been fully explored. The purpose of this quantitative study was to examine if job demands and available resources predict burnout among HR professionals. The framework was based on job demands-resources theory and conservation resources theory. The Job Demands-Resources Scale, Connor Davidson Resilience Scale, Areas of Worklife Scale, and Maslach Burnout Inventory were used to collect data from 171 HR professionals. By using multiple regression, the relationships between job demands, available resources, work engagement, burnout, and the moderating factor, resilience, were examined among HR professionals. Regression analysis showed job demands and available resources significantly predicted the levels of work engagement and burnout, accounting for 48% and 20% of the respective variance. It was also found that resilience was positively correlated with resource adequacy, work engagement, and burnout. Further, resilience moderated the relationship between resource adequacy and work engagement, however, not with burnout. The implications for positive social change for organizational leaders was to understand how an increased workload with decreased resources increased the likelihood of burnout and integrating resilience factors will moderate these factors until resources become available.

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