CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Burnout is a psychological state of emotional, mental, and physical exhaustion as a result of excessive and prolonged stress. It occurs when you feel overwhelmed and unable to meet constant demands. As the stress continues, you begin to lose the interest or motivation that led you to take on a certain role in the first place. Burnout brings about reduction in productivity and consumes one’s energy, leaving a person feeling increasingly helpless, hopeless and resentful. Eventually, one may feel like he/her has nothing more to give. Burnout is a malaise of the spirit in which motivation, that mysterious force that gets us moving is damaged or even destroyed. Job burnout could be called job depression. Burnout is not an all-or-nothing proposition. Even the hottest fires will burn out, so we tend them fanning, stoking, and occasionally adding another log. When motivation wanes, we burn out.
Along with increased competition and extension methods of human resource development, organizations empower their talented employees to achieve high organizational performance and employee retention. Nowadays, occupational turnover is deemed as one of the main challenges raised in all organizations, regardless of their geographic location and type. Organizational progress largely depends on employee retention and providing a condition in which they can perform their duties efficiently. The organizations heedless of retaining their employees encounter shortage of human resources and the associated complications of staffing. Different factors such as management strategies, reduced workforce, salary and benefit, occupational stress, feeling of unfairness, and attrition in an organization can contribute to turnover intention. Among these, organizational injustice is of critical significance since it can foster negative attitudes or increase turnover intention. Organizational justice is an important motivational tool for organizational behaviors. Justice is a broad and multifaceted concept associated with non-discrimination and fair observance of differences within various disciplines. Organizational justice is characterized by different individuals and parties’ perception of fairness of behaviors in an organization and their behavioral responses to those perceptions.
Organizational politics affects the employee’s performance at work. Gbadamosi and Chinaka (2011) examined the effect of organizational politics, turnover intention and organizational commitment on employees’ effectiveness and efficiency in academia. Sample of the research was comprised of 200 randomly selected employees of Babcock University. The age range of the respondents was between 25 and 53 years. In their study, ex post facto research design was used. Three instruments, Perceptions of Organizational Politics Scale, Organizational Commitment Scale, and Turnover Intention Scale, were used. Job performance was measured through respondents’ annual performance evaluation report. The results of the study revealed high correlations between organizational politics and turnover intention, work efficiency and organizational commitment. All of these factors are very important for the organizational success.
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