Job burnout and related factors among employees of a private distribution company in building materials business

Abstract

Background: Burnout has impacted the quality of life in both workers’ physical and mental aspects. In building materials business, the competition is more intense. Providing exceptional service to customers to gain market share and growth of online sales in COVID-19 leads to facing more responsibilities with limited resource. This study could raise awareness to preventive and protective solution for the employees.

Objective: This study aimed to identify the level of job burnout and related factors among employees of a private distribution company in building materials business.

Methods: A cross-sectional study was conducted on 331 employees of a private distribution company in the building materials business from January 2022 to April 2022. The data was collected by an online survey using a demographic and a work-related questionnaire, the World Health Organization Quality of Life Brief – Thai (WHOQOL-BREF-THAI), the Revised - Thai Multi-dimensional Scale of Perceived Social Support (r-Thai-MSPSS), and the Maslach Burnout Inventory – General Survey (MBI-GS) in Thai version.

Results: The study found the high level of job burnout among subjects in each dimension, emotional exhaustion was 46.2%, cynicism was 48.9%, and professional efficacy was 45.9%. Chi-square test showed that some personal and work-related factors were associated with job burnout in emotional exhaustion and cynicism domain. The risk factors of high level in job burnout in emotional exhaustion and cynicism domain were 1 – 10 years of work experience, non-management level, and heavy workload. The long working hour (> 8 hours/day) was a risk factor in emotional exhaustion domain. Low – moderate level of QOL was a risk factor of job burnout in all dimensions. Low-moderate level of social support was a predictive factors of job burnout in cynicism and professional efficacy domain.

Conclusion: Almost half of employees experienced the high level of job burnout in at least 1 dimension. The results could raise awareness in the organization for the preventive and protective solutions to reduce employee job burnout effectively.