Job burnout is a type of work-related stress associated with a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity. Burnt out can affect one's physical and mental health and has become a leading industry concern and can result in high workforce turnover. Through an empirical study at Globant, a large multi-national company, we created a theoretical model to evaluate the complex interplay among organizational culture, work satisfaction, and team climate, and how they impact developer burnout. We conducted a survey of developers in software delivery teams (n=3281) to test our model and analyzed the data using structural equation modeling, moderation, and multi-group analysis. Our results show that Organizational Culture, Climate for Learning, Sense of Belonging, and Inclusiveness are positively associated with Work Satisfaction, which in turn is associated with Reduced Burnout. Our model generated through a large-scale survey can guide organizations in how to reduce workforce burnout by creating a climate for learning, inclusiveness in teams, and a generative organizational culture where new ideas are welcome, information is actively sought and bad news can be shared without fear.
翻译:失业是一种与身体或情感疲惫状态相关的与工作相关的压力,这种压力还涉及一种降低成就和丧失个人身份的感觉。 燃烧会影响一个人的身心健康,并成为行业关注的主要问题,并可能导致劳动力更替率高。 通过在大型多国公司Globant进行的经验研究,我们建立了一个理论模型,以评估组织文化、工作满意度和团队气候之间的复杂相互作用,以及它们如何影响开发者燃烧。我们对软件提供团队的开发者进行了调查(n=3281),以测试我们的模型,并利用结构等式模型、节制和多组分析分析来分析数据。我们的结果显示,组织文化、学习环境、归属感和包容性与工作满意度有着积极的联系,而这反过来又与减少Burnout有关。我们通过大规模调查产生的模型可以指导各组织如何通过创造一种学习、团队包容性和基因化的组织文化来减少劳动力的消耗,在其中欢迎新思想、积极寻求信息和分享坏消息,而不必担心。