In the dynamic field of organizational behavior, comprehending the determinants of employee engagement, burnout, and job satisfaction is pivotal. This research investigates the influence of various workplace factors, such as recognition, fairness, leadership, and workload, on these key employee outcomes. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for analysis, the study examines data from 25,285 employees. The results indicate that recognition significantly boosts employee engagement, while fairness and involvement also positively contribute, albeit to a lesser extent. Transformational leadership plays a dual role, enhancing engagement and reducing burnout. Notably, workload overload presents a nuanced impact, affecting both engagement and burnout. The study additionally reveals the detrimental effect of technological disruption anxiety on job satisfaction. A significant finding from the Multi-Group Analysis (MGA) is the varying impact of these factors between the private and public sectors, particularly in the context of transformational leadership's effect on burnout and the differential influence of workload on burnout. These insights are critical for formulating effective organizational strategies and policies, highlighting the need for customized recognition initiatives, equitable management approaches, and well-balanced workload allocation.
Stored only when both papers are in the corpus — 58 citations exist upstream.
Imported from OpenAlex (CC0) — nothing here is generated.