Is employee personality more important than perceived leadership for the development of burnout and efficacy?

Abstract

The main purpose of the thesis was to examine the importance of personality and perceptions of leadership for the development of burnout and occupational self-efficacy. Data was collected from two sources: by questionnaire from middle managers in the public sector involved in the formulation and implementation of a national strategy and from the Office of National Statistics (UK). Multiple regression analyses were conducted to test a series of hypothesized relationships and interactions. The three personality traits considered - conscientiousness, neuroticism and work locus of control, were found to be important factors in the development of burnout and of occupational self-efficacy. Conscientiousness and work locus of control were found to be negatively related to burnout and its three components while neuroticism was found to be positively related. Work locus of control and neuroticism were found to be of similar importance in the prediction of burnout. The findings also supported the role of the three personality traits as moderators in the relationship between job demands and burnout. All three personality traits were found to significantly predict occupational self-efficacy. Conscientiousness and work locus of control were found to be positively related and neuroticism was negatively related. The quality of the individual’s leader-member exchange (LMX) relationship with their manager and their communication frequency were also found to be significant predictors of burnout and occupational self-efficacy. LMX was negatively related to burnout and positively related to occupational self-efficacy. Unexpectedly communication frequency was found to be positively related to burnout with a curvilinear relationship. Moreover, LMX and communication frequency were found to interact in the prediction of burnout. As expected communication frequency was found to have a positive linear relationship with occupational self-efficacy which was fully mediated by LMX. The personality of individuals was found to be more important than the quality of their relationship with their superior for the development of both burnout and occupational self-efficacy however, LMX was found to either fully, or partially, mediated the relationship between each of the personality traits and burnout and occupational self-efficacy. Occupational self-efficacy was found to be an important predictor of burnout. A hypothesized three-way interaction between occupational self-efficacy, conscientiousness and work locus of control was found to significantly predict burnout. The study meets the calls for further research into whether personality plays a meaningful role in the development of burnout and provides an additional study to the limited number of previous studies. The findings also demonstrate the importance of the social context of the work place for employee well-being and the important role that leaders play through the quality of relationships with employees and the quality and amount of feedback and support they provide. Strengths and limitations of the study are reviewed, recommendations for future research proposed and practical implications of the findings for organizations, managers and individuals are discussed.