| Abstract [eng] |
Following the outbreak of the COVID-19 pandemic, as remote work became established as a standard form of work, unique psychosocial factors emerged, complementing the traditionally examined job demands and resources. Therefore, it is particularly important to examine the relationship between the psychosocial factors emerging in this context and the phenomenon of burnout. This study aimed to investigate the relationship between job demands, job resources and burnout in the context of remote work. The study included 199 employees (82,4% women, 17,6% men, Mage = 31,85), who were invited to participate via professional social media networking groups. The results revealed that burnout is negatively associated with the age of the participants and varies depending on the organization’s field of activity. The study also found that burnout is positively associated with general job demands – work pressure, emotional demands, role conflict and with demands related to remote work – workload and professional isolation. In terms of job resources, burnout is negatively associated with general job resources – autonomy, social support, feedback, opportunities for development and with resources related to remote work – efficiency, flexibility and organizational trust. The results showed that general job demands, role conflict and emotional job demands demonstrated greater relative importance in predicting burnout than the professional isolation associated with remote work. The main findings of the study revealed that general job resources such as autonomy, social support and feedback demonstrated greater relative importance in buffering the relationship between certain job demands and burnout than resources related to remote work. Given this, it is worthwhile to continue researching these constructs to more accurately determine the relationship between job demands, job resources and burnout in the context of remote work. |
