Abstract
Background and Objectives: This research analyzes the relationship between the lack of group support and burnout syndrome in workers of the State Security Forces and Corps, considering the role of personality traits in this relationship. In particular, it is hypothesized that neuroticism will moderate this relationship. Materials and Methods: Participants were 237 workers from the State Security Forces and Corps dedicated to tasks of citizen security. Results: The results show that neuroticism moderates the relationship between lack of group support and the three components of the burnout syndrome: emotional exhaustion, depersonalization, and personal fulfillment. Conclusions: The findings are discussed, suggesting intervention strategies for the improvement of the agents’ personal well-being.
Highlights
Stress is the second most common health problem at work and one of the first threats to the productivity of organizations
In relation to Hypothesis Hypotheses 1A (H1a), the results indicate that the three coefficients obtained in the regression analysis were significant
In relation to hypothesis Hypotheses 1B (H1b), the results showed that all three coefficients were significant
Summary
Stress is the second most common health problem at work and one of the first threats to the productivity of organizations. Despite the enormous extension of this problem, only 26% of European companies take measures aimed at reducing the incidence of work stress [1]. The literature recognizes personal characteristics as moderators in the relationship between the antecedents of the work environment and the employees’ attitudinal and behavioral outcomes [6]. This research analyzes the relationship between the lack of group support and burnout syndrome in workers of the State Security Forces and Corps, considering the role of personality traits in this relationship. Results: The results show that neuroticism moderates the relationship between lack of group support and the three components of the burnout syndrome: emotional exhaustion, depersonalization, and personal fulfillment. Conclusions: The findings are discussed, suggesting intervention strategies for the improvement of the agents’ personal well-being.
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