The role of faculty members' attributions as talented employees on burnout

Document Type : Original Article

Authors

1 Faculty of Management and Accounting, Qazvin Islamic Azad University, Qazvin, Iran

2 Iranian Judiciary Research Institute, Tehran, Iran.

3 Management and Accounting ّFaculty, Islamic Azad University, Qazvin Branch, Qazvin, Iran

10.22080/shrm.2022.3877

Abstract

Burnout of academic faculty members adversely affects the quality of education and research, and being constantly exposed to burnout will make academic faculty members leave the service in the long run and threaten the future of higher education. Accordingly, the current study was conducted to determine the process of job burnout of faculty members, as well as the role of professors' perception and the university's perspective in this process, as well as how the university manages its talent by supplying professors with job burnout levels. In this study, 122 faculty members of Khajeh Nasir Toosi University of Technology were surveyed to test the simultaneous effects of work effort mediation and documentation moderation on professors' perception of being susceptible to burnout. According to the theory of " resource retention" and the theory of " attributions," the perception of being considered a faculty member can both strengthen job burnout and help prevent it. While the findings show the direct relationship between the process of identifying faculty members as the organization's talents and their job burnout, it introduces work effort as a mediator and documents as a moderator and clarifies why the process of talent management leads to different behaviors in It becomes them; Therefore, it directs the attention of university management to the communication processes in talent management and provides recommendations for the effectiveness of allocation programs to faculty members so that they receive favorable results from their performance.

Keywords

References

Alves, P. C., Oliveira, A. D. F., & Paro, H. B. M. D. S. (2019). Quality of life and burnout among faculty members: How much does the field of knowledge matter? PLoS One, 14(3), e0214217.
Baruch-Feldman, C., Brondolo, E., Ben-Dayan, D., & Schwartz, J. (2002). Sources of social support and burnout, job satisfaction, and productivity. Journal of occupational health psychology, 7(1), 84.
Björkman, I., Ehrnrooth, M., Mäkelä, K., Smale, A., & Sumelius, J. (2013). Talent or not? Employee reactions to talent identification. Human Resource Management, 52(2), 195-214.
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm perform -ance linkages: The role of the “strength” of the HRM system. Academy of management review, 29(2), 203-221.
Brenninkmeijer, V., & VanYperen, N. (2003). How to conduct research on burnout: advantages and disadvantages of a unidimensional approach in burnout research. Occupational and Environmental Medicine, 60(Suppl 1), i16.
Campbell, M., & Smith, R. (2010). High-potential talent: A view from inside the leadership pipeline. Greensboro, NC: Center for Creative Leadership.
 
Campbell, E. M., Liao, H., Chuang, A., Zhou, J., & Dong, Y. (2017). Hot shots and cool reception? An expanded view of social consequences for high performers. Journal of Applied Psychology, 102(5), 845-866.
 
Cheung, G. W., & Lau, R. S. (2008). Testing mediation and suppression effects of latent variables: Bootstrapping with structural equation models. Organizational research methods, 11(2), 296-325.
Church, A. H., & Rotolo, C. T. (2013). How are top companies assessing their high-potentials and senior executives? A talent management benchmark study. Consulting Psychology Journal: Practice and Research, 65(3), 199-223.
 
Church, A. H., Rotolo, C. T., Ginther, N. M., & Levine, R. (2015). How are top companies designing and managing their high-potential programs? A follow-up talent management benchmark study. Consulting Psychology Journal: Practice and Research, 67(1), 17-47.
Collings, D. G. (2014). Toward mature talent management: Beyond shareholder value. Human Resource Development Quarterly, 25(3), 301-319.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human resource management review, 19(4), 304-313.
 
De Boeck, G., Meyers, M. C., & Dries, N. (2018). Employee reactions to talent management: Assumptions versus evidence. Journal of Organizational Behavior, 39(2), 199-213.
 
De Cooman, R., De Gieter, S., Pepermans, R., Jegers, M., & Van Acker, F. (2009). Development and validation of the work effort scale. European Journal of Psychological Assessment, 25(4), 266-273.
Demerouti, E., Bakker, A. B., & Leiter, M. (2014). Burnout and job performance: the moderating role of selection, optimization, and compensation strategies. Journal of occupational health psychology, 19(1), 96-107.
 
Dries, N., & De Gieter, S. (2014). Information asymmetry in high potential programs: A potential risk for psychological contract breach. Personnel Review, 43(1), 136-162.
Dries, N., & Pepermans, R. (2008). “Real” high‐potential careers: An empirical study into the perspectives of organisations and high potentials. Personnel Review, 37(1), 85-108.
Festing, M., Kornau, A., & Schäfer, L. (2015). Think talent–think male? A comparative case study analysis of gender inclusion in talent management practices in the German media industry. The International Journal of Human Resource Management, 26(6), 707-732.
Gallardo-Gallardo, E., & Thunnissen, M. (2016). Standing on the shoulders of giants? A critical review of empirical talent management research. Employee Relations, 38(1), 31-56.
Gallardo-Gallardo, E., Dries, N., & González-Cruz, T. F. (2013). What is the meaning of ‘talent’in the world of work? Human Resource Management Review, 23(4), 290-300.
Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human resource management review, 25(3), 264-279.
Garavan, T. N., Carbery, R., & Rock, A. (2012). Mapping talent development: definition, scope and architecture. European journal of training and development, 36(1), 5-24.
Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2015). Affective commitment of employees designated as talent: Signalling perceived organisational support. European Journal of International Management, 9(1), 9-27.
 
Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and organisational justice: Employee reactions to high potential identification. Human Resource Management Journal, 24(2), 159-175.
Gil-Monte, P. R. (2008). Magnitude of relationship between burnout and absenteeism: a preliminary study. Psychological reports, 102(2), 465-468.
Golparvar, M., & Hosseinzadeh, B. (2011). Model of relation between person-job none fit with emotional exhaustion and desire to leave work: Evidence for the stress-unequilibrium-compensation model.
 
Grimmer, L., Grimmer, M., & Mortimer, G. (2018). The more things change the more they stay the same: A replicated study of small retail firm resources. Journal of Retailing and Consumer Services, 44, 54-63.
 
Grimmer, M., & Miles, M. P. (2017). With the best of intentions: a large sample test of the intention‐behaviour gap in pro‐environmental consumer behaviour. International Journal of Consumer Studies, 41(1), 2-10.
Guzzo, R. A., & Noonan, K. A. (1994). Human resource practices as communications and the psychological contract. Human resource management, 33(3), 447-462.
Halbesleben, J. R. (2006). Sources of social support and burnout: a meta-analytic test of the conservation of resources model. Journal of applied Psychology, 91(5), 1134.
Halbesleben, J. R., & Buckley, M. R. (2004). Burnout in organizational life. Journal of management, 30(6), 859-879.
Hayes, A. F. (2013). Model templates for PROCESS for SPSS and SAS.
Hayes, A. F., & Rockwood, N. J. (2017). Regression-based statistical mediation and moderation analysis in clinical research: Observations, recommendations, and implement -ation. Behaviour research and therapy, 98, 39-57.
Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. American psychologist, 44(3), 513.
Hobfoll, S. E. (2001). The influence of culture, community, and the nested‐self in the stress process: Advancing conservation of resources theory. Applied psychology, 50(3), 337-421.
Hobfoll, S. E. (2011). Conservation of resource caravans and engaged settings. Journal of occupational and organizational psychology, 84(1), 116-122.
Hobfoll, S. & Freedy, J. (1993), “Conservation of resources: a general stress theory applied to burnout”, in Schaufeli, W., Maslach, C. and Marek, T. (Eds), Professional Burnout: Recent Developments in Theory and Research, Taylor Francis, Washington, DC, 115-129.
Hobfoll, S. E., & Freedy, J. (2017). Conservation of resources: A general stress theory applied to burnout. In Professional burnout (pp. 115-129). Routledge.
 
Hobman, E. V., Restubog, S. L. D., Bordia, P., & Tang, R. L. (2009). Abusive supervision in advising relationships: Investigating the role of social support. Applied Psychology, 58(2), 233-256.
Huselid, M. A., & Becker, B. E. (2011). Bridging micro and macro domains: Workforce differentiation and strategic human resource management. Journal of management, 37(2), 421-428.
Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-performance work systems and job control: Consequences for anxiety, role overload, and turnover intentions. Journal of Management, 39(6), 1699-1724.
Jones, T., Taylor, S. F., & Bansal, H. S. (2008). Commitment to a friend, a service provider, or a service company—are they distinctions worth making? Journal of the academy of Marketing Science, 36(4), 473-487.
Kelley, H. H. (1967). Attribution theory in social psychology. In Nebraska symposium on motivation. University of Nebraska Press.
Kelley, H. H. (1973). The processes of causal attribution. American psychologist, 28(2), 107.
Khoreva, V., Vaiman, V., & Van Zalk, M. (2017). Talent management practice effectiveness: investigating employee perspective. Employee Relations, 39(1), 19-33.
King, K. A. (2016). The talent deal and journey: Understanding how employees respond to talent identification over time. Employee Relations, 38(1), 94-111.
Kotlyar, I., Karakowsky, L., Ducharme, M. J., & Boekhorst, J. A. (2014). Do “rising stars” avoid risk? status-based labels and decision making. Leadership & Organization Development Journal, 35(2), 121-136.
Koys, D. J. (1988). Human resourec management and a culture of respect: Effects on employees' organizational commitment. Employee Responsibilities and Rights Journal, 1(1), 57-68.
Kroon, B., Van de Voorde, K., & Van Veldhoven, M. J. P. M. (2009). Cross‐level effects of high‐performance work practices on burnout: Two counteracting mediating mechanisms compared. Personnel Review, 38(5), 509-525.
Malik, A. R., & Singh, P. (2014). ‘High potential’programs: Let's hear it for ‘B’players. Human Resource Management Review, 24(4), 330-346.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
Malik, A. R., Singh, P., & Chan, C. (2017). High potential programs and employee outcomes: The roles of organizational trust and employee attributions. Career Development International, 22(7), 772-796.
Moghadam, S. G., Ebrahimi, M., Heravi, M. D., & Tatari, F. (2021). Investigating The Factors Affecting Job Satisfaction of Medical Faculty Members. NVEO-NATURAL VOLATILES & ESSENTIAL OILS Journal| NVEO, 12985-12994.
Newman, L. (2018). Social research methods (qualitative & quantitative approaches). Translators: Abolhasan Faqihi, Asal Azaman, Termeh Publishing House, first volume, third edition.
Nishii, L. H., Lepak, D. P., & Schneider, B. (2008). Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel psychology, 61(3), 503-545.
 
Olckers, C., & Plessis, Y. D. (2015). Psychological ownership as a requisite for talent retention: The voice of highly skilled employees. European Journal of International Management, 9(1), 52-73.
Oliveira Filho, A. de O., Netto-Oliveira, E. R., & Oliveira, A. A. B. de. (2012). Quality of life and risk factors of university professors. Journal of Physical Education, 23(1), 57–67.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior research methods, 40(3), 879-891.
Russell, Z. A., Steffensen, D. S., Ellen III, B. P., Zhang, L., Bishoff, J. D., & Ferris, G. R. (2018). High performance work practice implementation and employee impressions of line manager leadership. Human Resource Management Review, 28(3), 258-270.
Saunders, M., Lewis, P., & Thornhill, A. (2009). Research methods for business students. Pearson education.
 
Shantz, A., Arevshatian, L., Alfes, K., & Bailey, C. (2016). The effect of HRM attributions on emotional exhaustion and the mediating roles of job involvement and work overload. Human Resource Management Journal, 26(2), 172-191.
Shirom, A. (1989). Burnout in work organizations.
Shirom, A. (2003). Job-related burnout: A review.
Shaver, K. G. (2016). An introduction to attribution processes. Routledge.
Sonnenberg, M., van Zijderveld, V., & Brinks, M. (2014). The role of talent-perception incongruence in effective talent management. Journal of World Business, 49(2), 272-280.
 
Spence Laschinger, H. K., Leiter, M., Day, A., & Gilin, D. (2009). Workplace empowerment, incivility, and burnout: Impact on staff nurse recruitment and retention outcomes. Journal of nursing management, 17(3), 302-311.
Swailes, S. (2013). The ethics of talent management. Business Ethics: A European Review, 22(1), 32-46.
Swailes, S., & Blackburn, M. (2016). Employee reactions to talent pool membership. Employee Relations, 38(1), 112-128.
Sousa, I. F. D., & Mendonça, H. (2009). Burnout among university professors: impact of justice perceptions and affective commitment. Psicologia: teoria e pesquisa, 25, 499-508.
 
Tansley, C., & Tietze, S. (2013). Rites of passage through talent management progression stages: An identity work perspective. The International Journal of Human Resource Management, 24(9), 1799-1815.
Taris, T. W. (2006). Is there a relationship between burnout and objective performance? A critical review of 16 studies. Work & Stress, 20(4), 316-334.
 
Tasnim news agency, the crisis of the resignation of academic staff members is waiting for the universities. https://www.tasnimnews.com/fa/news/1394/10/07/955735/%D8%A8%D8%AD% .
Thunnissen, M. (2016). Talent management: For what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), 57-72.
Van De Voorde, K., & Beijer, S. (2015). The role of employee HR attributions in the relationship between high‐performance work systems and employee outcomes. Human Resource Management Journal, 25(1), 62-78.
Veld, M., & Alfes, K. (2017). HRM, climate and employee well-being: Comparing an optimistic and critical perspective. The International Journal of Human Resource Management, 28(16), 2299-2318.
Weiner, B. (1985). An attributional theory of achievement motivation and emotion. Psychological review, 92(4), 548.
Weiner, B. (1990). Searching for the roots of applied attribution theory. Attribution theory: Applications to achievement, mental health, and interpersonal conflict, 1-13.
Woo, H., Kim, H., & Park, S. (2019). Burnout and turnover intentions among junior counseling faculty: moderating role of mentoring. Journal of Employment Counseling, 56(2), 85-94.
Journal of Sustainable Human Resource Management
Volume 4, Issue 6
July 2022
Pages 142-117

Files

Share

How to cite

Statistics