| Abstract [eng] |
The main purpose of this master thesis is to determine the impact of job demands and resources on employee performance and the mediating role of emotional echaustion on this relationship, based on an analysis of scientific literature and research analysis. The work consists of three main parts: the analysis of literature, research methodology, analysis of the research and its results. Literature analysis reviews the concepts of job demands and resources and its interaction, theoretical aspects of emotional exhaustion, and factors that cause emotional exhaustion. Also, the consequences of emotional exhaustion and its prevention in the work context are identified. In addition, the concept and significance of employee performace and the factors taht influence employee performance are discussed. Finally, the measurement models and scales used to measure job demands, job resources, emotional exhaustion and employee performance are specified. The methodology section outlines the research aim, research tasks, hypotheses and research model. The research methods used were a questionnaire survey and quantitative research. The survey involves 267 employees working in different sectors. The respondents‘ answers were analysed using SPSS software and PROCESS by Andrew F. Hayes. The results of research revealed that job demands increase emotional exhaustion. The conclusion reached that job demands explain 37,8% of emotional exhaustion. It was also found that emotional exhaustion acts as a mediator between job demands and employee performance. Job demands negatively affect employee performance through emotional exhaustion. Furthermore, it can be stated that the higher the impact of job resources on the emotional exhaustion component, the better the employee performance. However, the study revealed that job demands have a statistically significant direct impact on employee performance but it was found that this relationship between job demands ans employee performance is weak. This suggests that job demands are not the main factor that can directly affect employee performance. The conclusion and suggestions at the end of the master thesis highlight recommendations for future research and provide additional insights for organizations and human resources management professionals. |
