Burnout

The creativity of employees is a key factor for achieving success in organizations and sustaining their competitive edge. Job burnout and poor organizational health are elements that can either hinder or foster organizational creativity; hence, the current study aimed to explore the predictive influence of components of organizational creativity on job burnout and the organizational health of high school educators. The study utilized a correlation-predictive research design. The study population consisted of all educators teaching in high schools in Zahedan City, Iran, during the academic year 2024-2025. From the aforementioned statistical population, a random cluster sampling method was used to select a sample of 150 teachers. To gather the data, Amabile's Organizational Creativity Questionnaire (2001), Maslach and Jackson's Burnout Questionnaire (1981), and Hoy and Feldman's Organizational Health Questionnaire (1996) were employed, and the data of this research were examined using Pearson's correlation test and stepwise regression through SPSS version 16 software. The correlation findings indicated a notable negative connection between the components of creativity (fluidity, flexibility, innovation, and expansion) and burnout, as well as a significant positive connection with organizational health (P<0.05). The regression analysis results indicated that within the organizational creativity elements, the innovation element displayed a predictive impact (Beta=-0.23) on burnout, while the expansion element exhibited a predictive influence (Beta=0.34) on organizational health (P<0.05). Consequently, due to the impact of organizational creativity on lowering burnout and enhancing organizational well-being, it is advised that practitioners focus closely on the creativity of teachers.

This mixed-methods study was an attempt to ascertain if experienced EFL teachers’ classroom management is related to their burnout and organizational commitment. It was also intended to unveil their perceptions and attitudes regarding the sources of their burnout and organizational commitment. For this purpose, 50 male and female experienced teachers were chosen from three English institutes in Tehran and were asked to fill up the three questionnaires: Maslach Burnout Inventory (MBI), Organizational Commitment Scale, and Attitudes and Beliefs on Classroom Control (ABCC) Inventory. They were further interviewed and observed in their actual classes. According to the obtained findings and results, the perceived classroom management of teachers did not significantly correlate with their actual management practice. Furthermore, there was a negative but statistically non-significant correlation between EFL teachers’ organizational commitment and classroom management. The correlation between teachers’ burnout and classroom management turned out to be positive but statistically non-significant as well. Considering the point that the correlations between the variables were non-significant, the predictability analyses were not conducted as the results would logically be non-significant too. Conducting the interviews, the majority of the teachers strongly believed that low commitment and burnout have nothing to do with their performance in classroom since there is something beyond the obligation to the organization, which is responsibility to learners, and no other external factors could interfere.

This study aimed to investigate the mediating role of organizational envy in the relationship between quality of work life, job burnout, and organizational productivity among employees at Zahedan University of Medical Sciences. A descriptive-correlational design was employed using structural equation modeling (SEM). A total of 165 employees were selected through convenience sampling. Data were collected using validated questionnaires: the Organizational Envy Questionnaire (Valizadeh & Azarbayejani, 2009), the Job Burnout Questionnaire (Reis & Xanthopoulou, 2015), the Quality of Work Life Questionnaire (Lopez et al., 2007), and the Organizational Productivity Questionnaire (Hersey & Goldsmith, 2002). Data were analyzed using Smart PLS–4 software, incorporating Pearson correlation, reliability and validity tests (Cronbach’s alpha, composite reliability, AVE, HTMT), and bootstrapping for mediation analysis. Organizational envy showed significant negative correlations with organizational productivity ( r = -0.43, p < 0.01) and quality of work life ( r = -0.18, p < 0.05), but was not significantly related to job burnout. Quality of work life significantly predicted reduced burnout ( β = -0.417, p < 0.001), lower envy ( β = -0.252, p < 0.05), and increased productivity (β = 0.299, p = 0.001). Organizational envy significantly reduced productivity ( β = -0.384, p < 0.001), yet it did not mediate the relationship between quality of work life and either burnout or productivity. Based on the findings, enhancing the quality of work life directly contributed to reducing job burnout and increasing organizational productivity, underscoring its strategic importance in human resource development.

The present study aimed to predict job burnout in employed men and women based on work-family conflict mediated by perceived social support and psychological capital. This study is applied in terms of its purpose and descriptive in terms of its method and is of the correlation type. The statistical population of this study consists of all men and women employed in governmental and non-governmental offices and organizations in Tehran in the spring of 2024, of which 237 people were selected through available sampling. The research tools included the Job Burnout Questionnaire by Maslach et al. (2001), Multidimensional Measure of Work–Family Conflict by Carlson et al. (2000), Multidimensional Scale of Perceived Social Support by Zimet et al. (1990), and the Psychological Capital Questionnaire by Luthans et al. (2007). The structural model fit was examined using structural equation modeling and SPSS and AMOS software. The results showed that burnout in employed women and men is predicted based on work-family conflict (P=0.001, β=0.500). Burnout in employed women and men is predicted based on work-family conflict with the mediation of perceived social support (P=0.001, Z=5.33). Burnout in employed women and men is predicted based on work-family conflict with the mediation of psychological capital (P=0.001, Z=5.07).

Objective : Athlete burnout, which is a multidimensional syndrome and consists of emotional exhaustion, reduced accomplishment, and sport devaluation, is associated with detrimental outcomes to performance and well-being. The aim of this study was to design and validate a machine learning model by combing real-time physiological monitoring and psychological testing to predict and prevent burnout in elite athletes. Method: We recorded multimodal data for 120 national-level athletes (60 males, 60 females) from three sports over a 6-month period; we obtained heart rate variability (HRV), salivary cortisol, sleep measures, and standardized burnout scales. An ensemble model of XGBoost and LSTM architectures had the best predictive performance (AUC-ROC = 0.91), which was significantly better than that of the traditional logistic regression (AUC-ROC = 0.72, p < 0.001). Results : Distinguishing physiological predictors were HRV (β = -0.34, p < 0.001), cortisol awakening response attenuation (β = 0.29, p = 0.001) and deep sleep reduction (β = -0.27, p = 0.001), with the relationships being moderated by TrL (pinteraction < 0.05). In the three-month implementation trial, the system prospectively identified 68% of the burnout cases early on (median lead time = 18 days); it decreased the incidence by 37% relative to the controls (OR = 0.43, 95% CI [0.28, 0.66]). The model had strong temporal stability (AUC drift < 0.02/month), but there is potential for decreased generalizability to recreational athletes and technology-based restricting widespread application. Conclusions : Our results demonstrate the potential for machine learning-empowered combinatory continuous biometric monitoring and psychological screening to operationalize burnout as a preventive (rather than reactive) challenge in elite sports. The model offers coaches and medical teams’ actionable information to intervene in an individualized manner, but future research is needed to examine menstrual cycle effects and to design cost-effective interventions in youth sports systems. 

Research on stress-causing variables in the teaching profession often documents an interplay between teacher burnout and its correlates. This study brings forth concerns about the contribution of teacher/school climate, job satisfaction and self-efficacy as the hypothesized predictors of occupational burnout among EFL teachers. Using multiple regression analyses, a descriptive correlational model was examined against the survey data collected from a sample of 198 Iranian EFL teachers. The results showed significant inverse relations between dimensions of teacher/school climate and dimensions of burnout, showing teacher/school climate as a significant negative predictor of burnout (p <.05, R2=.20, β=-.447). The results also revealed the significant role of teacher satisfaction and teacher self-efficacy in predicting aspects of burnout (p <.05). The two variables were also found as mediator of the effect of teaching climate on dimensions of burnout, showing a perspective of interaction between contextual factors and individual resources. Given the effects of teacher/school contextual stressors and their direct or indirect influence on teachers’ vulnerability to burnout syndrome, the implications of the findings are discussed in view of teacher training and intervention programs.

The concepts of work-related satisfaction, happiness, and burnout have received increasing attention in psychological research. As the field of translation studies is interdisciplinary, it has consistently drawn inspiration from various fields in the humanities, including psychology. Since sworn translators play a crucial role in translation communities, the present article aimed to look into job-related satisfaction, happiness, and burnout utilizing a qualitative interview-based approach and Iranian sworn translators as participants. The findings revealed that sworn translations involved challenges and occasionally unpleasant aspects; nonetheless, the majority of participants reported feeling satisfaction and happiness in terms of the job in general, the translation process, and their income. Furthermore, this profession has led several participants to experience fatigue, stress, nervousness, sleep disturbances, and indigestion, but the most frequent manifestations of burnout are mental exhaustion and pain in the neck, arms, hands, and eyes. These findings can be helpful for sworn translators and policymakers seeking solutions or preventing negative consequences.