Moderating Role of Organizational Identification in the Relationship Between Job Demands and Burnout
Keywords:job burnout, organisational identification, workload, work-home conflict
Scant empirical work has tested the implications of the social identity framework in understanding job burnout. In this study, we examined the moderating role of organisational identification in the relationship between job demands (workload and work-home conflict) and job burnout. We viewed stress from the social identity perspective. Survey data were collected from 272 employees (58 females) mean age 34.99 years (SD = 9.59) at a manufacturing company in the Philippines. Data were analysed using hierarchical moderated linear regression. Findings showed that compared to those who scored high on organisational identification, workload impact on job burnout was higher among those scoring as low identifiers. Similarly, the impact of work-home conflict on job burnout of low identifiers was more pronounced compared with high identifiers. This study provides support for one proposition derived from the theory focusing on the moderating role of organizational identification. The results support the viability of a social identity framework in expanding the nomological network of job burnout and highlight the value of integrating a social dimension into an individual-level psychological experience of job burnout. Practical implications of the findings highlight the value of developing social networks and social support for employees in addressing job burnout.