Burnout, job satisfaction and organizational commitment : a case of UiTM Sarawak / Sharifah Suzana Hj. Wan Shukran and Siti Mardinah Abdul Hamid

Purpose - The purpose ofthis study is to access the level of burnout, job satisfaction and organizational commitment among academic staff of UiTM Sarawak. Sample populations are academic staff of UiTM Sarawak, from both Kota Samarahan and Mukah campuses. Burnout components include emotional exhaustion, depersonalization and reduced personal accomplishment which refer to the employees’ feelings and perceptions of their work at UiTM Sarawak. Organizational commitment components which include affective, continuance and normative commitment, refers to employees feeling towards the organization. Design/methodology/approach - The study used self-administered questionnaires from Maslach Burnout Inventory (MBI). The MBI consisted of 22 items that were divided into three subscales: Emotional Exhaustion (EE), Depersonalization (DP) and Personal Accomplishment (PA). EE was measured by nine items, DP measured by five items, and PA measured by eight items. Job Satisfaction Scale (JSS). JSS in this study consists of 14 items. Organizational Commitment Questionnaires (OCQ) OCQ was used to measure the organizational forms of affective commitment (9 items), continuance commitment (7 items) and normative commitment (6 items). Findings - The findings revealed that the academic staffs of UITM Sarawak do experience a moderate level of burnout specifically in relation to emotional exhaustion.
Despite being emotionally exhausted, the finding indicates high job satisfaction among academic staff of UiTM Sarawak. Another finding was that high job satisfaction however does not influence their overall organizational commitment. All components of organization commitment are at moderate level which is considered as an area of concern for the management. Originality/value - The importance of the research lies in the highlighting of as an essential factor influencing work and performance in organizations, together with the mitigating influence of burnout on organizational commitment. These results could help organizations to better understand the influence of burnout on job satisfaction and organizational commitment and to manage its implications more effectively. It is suggested that further research should include variable that have not been studied such as intention to leave, turnover, award, benefits and salaries.