Investigating the relationship between psychological empowerment of employees and their job burnout in the Ministry of Cooperation, Labor and Social Welfare

Dissertation for Master Degree (M.A)

Treatment: "Human Resources

Introduction

Work is a very important source for earning a living and achieving social positions, which at the same time can lead to dissatisfaction, depletion of physical and mental strength. Stresses caused by jobs cause employee dissatisfaction and the occurrence of negative effects in other areas of life. Both social, personal and family. Burnout is a process of physical and mental fatigue caused by long-term conflict in people. The concept of burnout was proposed in the early 1970s to describe inappropriate business in service jobs and to reach a stage during which people are unable to perform their duties effectively. (Esadi et al., 2013, pp. 69 and 70) Job burnout has become widespread in today's societies and includes all aspects of life, and on the one hand, it causes an increase in divorce, addiction, leaving the job, and physical and mental illnesses, and on the other hand, it causes a decrease in the productive labor force and an impact on the country's economy. People who suffer from burnout not only have problems themselves, but also create problems for others and endanger their mental health and efficiency. The main cause of job burnout is enduring the mental pressure caused by working for a long time with a lot of work. Not being interested in work, the lack of fit between the job and the worker, leads people to job burnout (Atef et al., 2015, p. 131). The current research will be presented in 5 chapters. In the first chapter, the generalities of the research, including the statement of the problem, the importance and necessity of the research, the propositions of the research, the conceptual model of the research, the research method and the scope of the research will be stated. In the second chapter, a review of the theoretical framework of the research will be done and the research conducted inside and outside the country will be introduced. In the third chapter, the research method will be described in detail, and in the fourth chapter, the collected data will be analyzed and the research hypotheses will be tested, and finally, in the fifth chapter, the results obtained will be compared with the conducted research, and they will be discussed, and suggestions based on the obtained results will be presented. Fatigue caused by the pressures in the workplace is called work breath, as well as symptoms and states of exhaustion, frustration and isolation in employees. At first, clinical experts thought that the sign of job burnout was unique to helping professions such as social work, clinical psychology, and counseling. But today it is recognized that this is a sign of a potential problem in all professions. In this case, work loses its importance and meaning for the person, and a person who is exhausted, feels exhausted and chronically tired, has an aggressive mood, becomes somewhat suspicious and pessimistic in interpersonal relationships, and will mainly have a negative state. In this situation, a person's tolerance and patience will be greatly reduced and anger, irritability, and physical pains such as back pain, stomach ulcers, and frequent headaches will appear (Seyed Javadin and Shahbaz Moradi, 2015, p. 64). which has negative attitudinal and behavioral effects such as feeling powerless and failure, fatigue, avoiding friends and society, and feeling powerless and helpless. In the burnout model, many factors have been considered to be effective in its occurrence, which in a general classification are divided into two categories: individual or personal factors and occupational and organizational factors. Among the individual factors that cause burnout are factors such as high expectations of success, low level of engagement with the job, low organizational commitment, high expectations from the organization and oneself, and low job satisfaction. Also, among the occupational and organizational factors that cause burnout, we can mention factors such as role ambiguity, role conflict, frequent emotional interactions, disruption of the train of thought while working, and overwork. Therefore, as mentioned, the factors that cause mental pressure play a role in the occurrence of exhaustion and burnout.Today's personal and work life is full of things that create psychological pressure, such as the burden of responsibility, multiple roles, very high expectations, role ambiguity, role conflict, the introduction of new technologies into the field of personal life and work life, time pressure and many other factors. Therefore, all people are exposed to psychological stress factors on a continuous basis, which if not prevented, will cause exhaustion and burnout, as mentioned. But unfortunately, the lack of awareness of managers and supervisors and even the people themselves about the phenomenon of burnout has become a reason for us to face employees in the field of organization who are suffering from exhaustion and burnout without even knowing it. The studied organization is not exempt from this phenomenon, and considering that it deals with sensitive medical issues and is part of stressful jobs, it inevitably has employees who suffer from job burnout. Therefore, the basic question of the current research is whether psychological empowerment has an effect on job burnout? 1-2-Research objectives The research objectives are: measuring the level of job burnout and psychological empowerment of employees of the Ministry of Cooperatives, Labor and Social Welfare, identifying the relationship between employees' psychological empowerment and their job burnout, identifying the relationship between empowerment dimensions Psychological and job burnout of employees separately

Ranking of factors related to psychological empowerment in terms of impact on job burnout

Providing solutions to reduce the level of job burnout of employees

1-3-Importance of the research topic and motivation for choosing it

After the concept of job burnout was raised in the mid-1970s in scientific literature, this issue has been widely and continuously noticed by researchers. In the United States, the costs of stress and stress-related problems for organizations are estimated to be more than 150 billion dollars per year. Extensive studies indicate that job burnout causes deterioration in the quality of services provided by employees and is known as a factor for leaving service, absenteeism, dissatisfaction with life, weakening of morale and decreasing self-confidence, decreasing responsibility and weakening efficiency. A survey in England has shown that stress-related diseases destroy 180 million working days every year (Sahibzadeh et al., 2019, p. 637) based on research. Social service workers are among the first candidates for job burnout, researchers believe that this problem is caused by the daily exposure of these people to stressful conditions and the lack of positive conditions in the work environment. Therefore, due to the fact that human resources are the most important capital of any organization and have a great role in the success and failure of organizations in achieving their goals, having a healthy workforce in terms of physical and mental health can provide the success of organizations in achieving their goals. One of the characteristics of a healthy organization is that the physical and mental health of its employees is given as much attention and interest by the organization's management as production and productivity are emphasized. In a healthy society, the responsibility of production organizations is not limited to the production of as many profitable goods and services as possible, and the managers of such societies know that more production is the result and product of effective management, which cannot be achieved without attention and belief in the mental health of employees. So, if we put forward the belief that one of the duties of every worthy, far-sighted and competent manager is to ensure the mental health of employees in the organization, we have not said anything far from expected. It is appropriate that managers of organizations pay attention to this task with a sense of responsibility and more contemplation and show their interest in learning its basic concepts and the application of mental health principles and concepts in the workplace. Mental health in the work environment, which means preventing the occurrence of mental distress and behavioral disorders in employees due to pathogenic factors in the work environment and making the work environment and mental atmosphere healthy. One of the concepts that has attracted the attention of industrial and organizational psychologists in recent years is the exhaustion, fatigue, insignificance, lethargy, lethargy, and fatigue of the job holder, which is called job burnout.

Also, in recent years, the word empowerment has become a part of the everyday language of management (Wilkinson, 1998: 3) and it can be associated with famous movements such as Human resource management (HRM) is related to total quality management.