Burnout among Canadian, Chinese, Malaysian and Pakistani Employees: An Empirical Examination
Bibliographic record
Abstract
[Abstract] This study examined the relationship of job stress with burnout and turnover motivation among employees in Canada (N = 535), People's Republic of China (N = 685), Malaysia (N = 305), and Pakistan (N = 321). Data were collected by means of a structured questionnaire from full-time employed people in four metropolitan cities in four countries on overall job stress, job stressors, work overload, conflict, ambiguity, resource inadequacy, and burnout and turnover motivation. Bivariate multiple regressions were used to analyze the data. Overall job stress and the four job stressors were significantly related to burnout and turnover motivation in the predicted direction in all four countries. Some support for the country effect (t-test) on four job stressors was also found in the present study. In general, the findings of this four-nation study tend to be supportive of convergence as opposed to divergence perspective in cross-cultural management research. Implications of the findings are discussed for future cross-cultural management research. [Keywords] Job stress; turnover; employee; workload; stress measure; cross-cultural management Introduction This study examined the relationship of job stress measures with burnout and turnover motivation among employees in Canada, People's Republic of China, Malaysia, and Pakistan. Many constructs, such as job stress, burnout, motivation, and job satisfaction, have been developed and primarily tested in Western industrialized countries (Glazer & Beehr, 2005; Harrison, Newman, & Roth, 2006; Jamal, 2005). Their portability and usefulness to developing, emerging countries have rarely been tested despite repeated suggestions to do so (Foley, Hang, & Lui, 2005; Jamal, 1999; Kirkman, Lowe & Gibson, 2006). A recent comprehensive study of 24 nations suggested that cross-national management research is now needed more than ever because it can no longer be assumed that North American and Western concepts and theories transcend cultural and national boundaries (Spector, Cooper, & Sanchez, 2002). In this respect, the present study contributes to cross-cultural /national management literature by examining the relationship between job stress and burnout among employees in four countries, thus furnishing empirical evidence on the convergence/divergence perspective in cross-cultural management research (Pudelko, Carr, Fink, & Wentage, 2006). A number of reviews of occupational mental health have highlighted the importance of understanding the stress and burnout relationship for the well-being of the employees and employing organization (Baba, Jamal, & Tourigny, 1998; Beehr, 1998; Lepine, Podsakoff, & Lepine, 2005; Maslach, 2003). Job stress has been labeled as one of the most serious occupational hazards of modern time in industrialized countries (Dollard & Winefield, 1996; Jamal, 2005). Work-related stress affects employee health with 50-70 percent of diseases of being psychosomatic or stress-related in nature (Jamal & Badawi, 1993; Daley & Parfitt, 1996). Moreover, the reported cost of work-related stress has been increasing quite rapidly in industrialized countries (Siu & Cooper, 1998). In the United States, the cost of stress and stress-related problems to employers has been estimated at around $150 billion annually (Donatelle & Hawkins, 1989). In the United Kingdom, the cost to industry associated with replacing personnel who underperform due to stress is estimated to be around $4500 million (Cox, Leather, & Cox, 1990; Siu & Cooper, 1998). Burnout, on the other hand, has also been recognized as an occupational hazard with peopleoriented professions, such as health care, human services, and education (Maslach, 2003). It was first identified in the mid 1970's, and its main features included emotional exhaustion, feelings of frustration, anger and cynicism, and a sense of ineffectiveness and failure. …
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How this classification was reachedexpand
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.000 | 0.000 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.000 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.000 | 0.001 |
| Open science | 0.000 | 0.000 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.003 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one teacher head, not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".