Investigating burnout in relation to work-life balance, managerial support and the effect of working hours and demographics in the corporate environment in Potchefstroom

Abstract

The aim of the research was to investigate work-life balance in relation to burnout, the effect of the number of working hours and levels of managerial support. The second aim was to ascertain accessibility to, and the support of work-life balance policies, as well as to verify whether some demographical diversity has any effect. The goal of exploring these ideas was to supplement the existing information regarding burnout within the corporate environment in the city of Potchefstroom. According to Barkhuizen (2005:158) and Maslach (2003:195), burnout is a disorder that can decrease work enthusiasm and can result in lower individual achievement at work. Burnout happens more often among people who focus on “individual work” or increased likeness thereof. Schaufeli and Bakker (2003:87) also recognised depletion as a central marker of burnout and a feeling of lessened sufficiency as an indication. Burnout includes three extra broad side effects, namely: pain (full of feeling, i.e. psychological, physical and behavioural); less than normal inspiration; and isolated behaviours and practices at work. This study adopted Perlman and Hartman’s (1981:11) burnout models, which served as the most important elements of burnout organising and investigation. Work-life balance has been one of the main topics of research in the academic and business field over the last few years. One of the ways to increase turnover and improve efficiency would be to enhance the work-life balance of an organisation's employees. There has been no previous study on the topic of the corporate environment in Potchefstroom. The underlying goal of this study was to provide suggestions for future research in attempting to improve the life of the corporate workers. According to related studies, two of the main factors regarding work-life balance are managerial support, and the number of working hours. Furthermore, studies have foregrounded a definite connection between work-related burnout and the work-life balance of employees. Therefore, the aim of this study was to investigate and demonstrate the connection between burnout and work-life balance, as well as the effect of factors such as number of working hours and level of managerial support. In order to gain a more extensive perspective, a quantitative research approach was followed. The target population consisted of small and medium-sized corporate business personnel in and around the Potchefstroom area. The sample size was 85 and the research was conducted by means of a questionnaire. The self-selection technique included a sample of both genders of different age groups and different roles in the business value chain. The questionnaire consisted of four consistent and evaluated scales. These scales are acknowledged and explained in the literature study. A Statistical Package for the Social Sciences (SPSS) was used to analyse the data. The correlation between burnout and work-life equilibrium was statistically significant, indicating a medium negative correlation: p < 0.05, n = 83, r = -0.391 (Table 4.4.4). Consequently, the conclusion can be drawn that the work-life balance factor contributed 15.2% to the factors contributing to burnout. A correlation that is statistically important (p < 0.05) was found between managerial support and work-life balance with a positive correlation coefficient of r = 0.719, n = 83, p < 0.05. The connection between managerial support and work-life balance showed a coefficient of multiple determination (r2) of 0.516 showing that the construct “managerial support” was accountable for 51.6% of the score level of work-life balance satisfaction. Unexpectedly, there was only a very small negative correlation between the number of working hours per week and the intensity of work-life balance, with r = -0.334, n = 83, p = 0.002. Consequently, the conclusion can be drawn that there is a small connection between burnout and work-life balance since the coefficient of multiple determination (r2) was only 0.111. The number of working hours factor was shown to contribute 11.1% to the factors contributing to work-life balance. Although the data illustrate that many policies are considered to be helpful and available, there was a wide range in the frequencies of helpful and available. This indicated that the wishes of employees are of a personal nature and that, in terms of policies, there is no one-size-fits all approach. The results of the study showed no significant variation between any of the demographic factors in the research areas, affirming that demographics have no significant effect on burnout and work-life balance.