| چکیده انگلیسی مقاله |
Background and Aim:
As an assistant, the health care provider assists the urban family physician in providing better health care. Organizational factors and components for dealing with people are organizational climate and its relationship with job burnout. Tension and stress in any job leads to burnout. Work environment conditions and workload are the factors that determine job burnout.
The atmosphere of the organization includes the characteristics of the work environment. The presence of social supports in the work environment, especially from the managerial aspect, reduces the job and increases the success rate of the individual. And it is necessary to take protective measures to protect the health of employees.
As a result, this research was conducted with the aim of investigating the organizational effect on job burnout with regard to the moderating role of social support published in selected health care centers of Arak city in 1402.
Materials and methods:
This descriptive-analytical study was conducted based on the purpose, applied and cross-sectionally in terms of time in selected health centers of Arak city in 1402. At the beginning of the research, to investigate the job burnout and organizational atmosphere in the research community, a study was conducted on a small sample of 20 people so that the results can be used in the future research, which showed a high level of emotional exhaustion, depersonalization and individual success. And the perceived organizational climate was also average.
In order to carry out sampling, after consultation with the recruitment unit, from 32 selected health centers, according to Cochran's formula, from 134 health care workers who met the conditions to enter the study, questionnaires were completed and information was recorded in the software. Demographic information form, Maslach burnout questionnaires, Kraft and Halpin's perceived organizational climate, and Zimmet's perceived social support were used to collect data. After collecting the data, data analysis was done using PLS software.
Ethical Considerations:
After obtaining the ethical charter and permission from the University Research Council and explaining the research and obtaining consent and ensuring the confidentiality of the participants, the questionnaires were completed.
Findings:
According to the reported studies, most of the participants in the current research are between 31 and 40 years old (53%), married (78.4%), have an official job status (47%) or a company (47%). Bachelor's level of education (73.1%), work experience 12 to 180 months (73.9%), average monthly income 5 to 10 million tomans (72.4%), good socioeconomic status (71.6%), no physical illness (77.6%) and without medication (90.3%). Also, all the participants in the present study had no history of mental illness or crisis in the last six months.
The results of the tests based on Tables 1 and 2 showed Organizational climate had an inverse effect on emotional burnout and depersonalization and a direct effect on individual success. Social support did not have a moderating role on the causal relationship of organizational climate with emotional burnout and depersonalization, and its direction was opposite, but it had a strengthening role with individual success and in a direct direction. In other words, people with more social support have stronger personal success and vice versa.
Conclusion:
In this research, burnout is investigated as one of the important concepts in organizational psychology, and the effect of perceived organizational climate on the moderating role of social support on employee burnout has been investigated.
Based on the findings, the effect of organizational climate on emotional exhaustion and depersonalization was significant and inverse at the 99% confidence level. That is, the higher the organizational climate, the less emotional exhaustion and depersonalization, but the organizational climate had a direct and significant effect on individual success.
Based on the obtained results, perceived social support did not have a moderating role on the causal relationship of organizational climate on emotional burnout and depersonalization. But the perceived social support of the causal relationship of the organizational climate on individual achievements had a moderating role and its direction was direct. In other words, in people who had more perceived social support, compared to people who had less social support, the direct effect of organizational climate on individual success was stronger and vice versa. In summary, organizational climate is one of the variables of job burnout and people with higher social support have less job burnout.
Among the limitations of the research, the following can be mentioned: The present research was only conducted on female health care workers in Arak city. Therefore, the generalization of its results to other cities of the country should be done with caution. This research has not done any intervention work to improve the existing conditions. And the factors causing burnout have not been studied.
it is suggested that managers conduct in-service training focusing on the components of job burnout and the perceived organizational climate. In addition, rewards and welfare measures should be given to build friendly relationships with employees in order to increase social support.
Acknowledgment and thanks:
We are grateful to all the personnel of the health center of Arak city and its subsidiary bases who helped us in conducting this research.
Contribution of authors:
The first author: drafting and designing, and the second and third authors: editing and helping to design the article and being responsible in all aspects.
Sponsor: This research has not received any funding from any organization or individual.
Conflict of interest: The authors declare no conflict of interest.
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