![]() ![]() Eventually, depersonalized people keep a distance with them and considered them as an object and finally developed rigid characteristics. Inspired from the explanation it is noticed that the individual begin to show such unusual behaviour when he/she is unable to manage the other problem in an amicable manner. Bakker and Schaufeli (2000) conceptualized the term depersonalization as “the development of negative, cynical attitudes towards the recipients of one’s services or towards work in general”. The individual exposed to EE feel unable to act as constructive and responsible workers toward their peers and performed effectively in before ( Allam, 2017) A second dimension of burnout is depersonalization. The first dimension, emotional exhaustion (EE), is linked to the weakening of the emotional resources and enhancing the feeling of the fatigue of individuals. DEP is the unfeeling and impersonal response toward recipients of one’s service, care, treatment, or instruction and PA is the feeling of competence and successful achievement in one’s work with people”. Indeed, Maslach and Jackson (1986) conceptualized job burnout as “a multidimensional concept with three components i.e., emotional exhaustion, depersonalization and personal accomplishment: EE is the feeling of being emotionally overextended and exhausted by one’s work. However, the burnout has three important dimensions, which has great impact on the lives of the people forcing them to engage in negative behavior. Whereas, the pioneer of the burnout concept, Freudenberger (1974), defines burnout as “a state of physical and emotional depletion resulting from the condition of work”. ![]() Maslach (1976) defines burnout in terms of “loss of concern for the people with whom one is working”. However, if these characteristics are missing or not in place, it will surely lead to stress, worries, anxiety, tension, emotional breakdown, depersonalization, reduced sense of personal accomplishment, disturbance in work life, inability to manage time, burnout, disengagement, and dissatisfaction ( Allam, 2007 Saleem, 2015 Ali & Allam, 2016 Allam, 2017 Mustafa & Ismail, 2020). In today’s dynamic environment, the success of any business sector depends mostly on the individual’s knowledge, creativity, aptitude, skills, and talent including best management practices ( Bergheim, Nielsen, Mearns, & Eid, 2015). To accomplish the organizational goals successfully and professionally, human resources play a key role to enhance the performance by increasing the facilities to maintain the degree of job satisfaction and eliminating the different level of stresses ( AlKahtani & Allam, 2013). Henceforth, socially, economically, and technologically ever-increasing scope in Saudi Arabia offers an ideal situation to carry out research on emotional exhaustion (EE), depersonalization (DEP) personal accomplishment (PA) and job satisfaction (JS). The Kingdom of Saudi Arabia is one of the emerging markets with human resources of the Kingdom playing a pivotal role in the progress of the country to achieve the Vision 2030 ( AlKahtani, Khan, & Allam, 2016). Working in the banking sector is very chaotic and hectic and assumes varied and complex roles in the bank especially when dealing with the customers with various responsibilities ( Allam, 2007 AlKahtani & Allam, 2013 Asad, 2020). Further, the result of the investigation from regression test indicates that the relationship existed between emotional exhaustion, depersonalization, personal accomplishment, and job satisfaction among employees working in the banking sector in the Kingdom. The inverse significant correlation has been observed between emotional exhaustion, depersonalization, and job satisfaction while positive and significant relationship was observed between personal accomplishment and job satisfaction. The most eye-catching findings of the investigation revealed that emotional exhaustion had the greater mean as compared to depersonalization and personal accomplishment. The collected data were analyzed by means of descriptive and inferential statistics with the help of statistical Package for Social Sciences (SPSS). Job Burnout Inventory developed by Maslach and Jackson (1981) was taken into consideration to assess emotional exhaustion, depersonalization, and sense of personal accomplishment, and job satisfaction scale was used to measure the degree of satisfaction level of the employees. A total of 214 respondents were surveyed for the purpose of this investigation and selected randomly from different banks located in the Kingdom of Saudi Arabia (K.S.A.). The main aim of this investigation is to explore the relationships between emotional exhaustion, depersonalization, personal accomplishment, and job satisfaction among employees working in the banking sector. ![]()
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