Abstract
The aim of the study was to examine the mediating role of workplace bullying in how supervisor support and belief in a just world (BJW) are related to emotional exhaustion. A cross-sectional quantitative study using anonymous self-report questionnaires was conducted with 434 workers in France. The model was tested using a path analysis. First, the results revealed that BJW and support from the hierarchy were negatively related to emotional exhaustion. BJW and supervisor support were also negatively related to workplace bullying. Finally, harassment at work was positively related to emotional exhaustion. More generally, the results showed that social support from one’s superior and BJW were directly and indirectly related to emotional exhaustion via bullying at work. Our model thus suggests that BJW and supervisor support can be protective resources against bullying and exhaustion. We discuss the theoretical and practical implications of the present study, as well as some avenues for future research.
Highlights
Burnout, an international health problem that has heavy spinoffs for organizations, persons, and societies, is defined as an affective reaction to ongoing stress, whose main dimension is emotional [1] and is rooted in the depletion of emotional resources
Psychological, social, and organizational job resources can protect a person from burnout by facilitating the achievement of work goals and reducing job demands and overload [3]
Based on a social exchange perspective, our study looks into the direct and indirect roles of social support and belief in a just world (BJW) in explaining burnout, and emotional exhaustion
Summary
An international health problem that has heavy spinoffs for organizations, persons, and societies, is defined as an affective reaction to ongoing stress, whose main dimension is emotional [1] and is rooted in the depletion of emotional resources. The causes of burnout are generally divided into two categories: situational factors and individual factors [2]. Situational factors include job demands and lack of job resources such as a lack of support. Psychological, social, and organizational job resources can protect a person from burnout by facilitating the achievement of work goals and reducing job demands and overload [3]. In explaining and studying burnout, researchers have generally focused on either organizational factors (e.g., job demands or job resources) or individual factors (e.g., self-efficacy, self-esteem, and self-determination). In doing so, they have ignored the role of psychosocial factors such as work relations and human beliefs about burnout
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