THE INFLUENCE OF JOB DEMAND, EFFORT-REWARD IMBALANCE, AND ILLEGITIMATE TASKS ON JOB BURNOUT: A CONCEPTUAL FRAMEWORK

Abstract

Burnout syndrome, also known as job burnout, is a condition where an individual experiences continuous, uncontrollable emotional exhaustion due to work-related stress and pressure. As a result, a person may feel depleted of energy, worn out, weak, discouraged, have a negative attitude toward their jobs, or be unhappy at work, which can significantly impact their ability to work effectively and maintain relationships with those around them. Additionally, long-term burnout can lead to mental and physical effects such as stress-related illnesses, insomnia, depression, or other illnesses, as well as feelings of isolation and other antisocial behaviors. When exploring the causes, we consider both the internal and external factors that contribute to the formation of burnout. Among them, internal causes include job engagement and job satisfaction. The Job Demands-Resources theory applies to external causes, which include job demands, effort-reward imbalances, and illegitimate tasks. The findings offer guidance on enhancing employee job satisfaction, a strategy that can significantly improve the organization's human resource management. This study's benefits enable entrepreneurs or administrators in the manufacturing industry to address issues such as job demand, effort-reward imbalance, illegitimate tasks, and job satisfaction, thereby preventing job burnout and contributing to the success of the organization.