Job burnout is a widely spread global phenomenon that has been linked to negative work outcomes. Various factors can either contribute to or hinder job burnout development. Previous research established the role of the six areas of worklife model as well as psychological capital on job burnout. However, the relationship among these variables has not been clearly defined. The purpose of the present study was to attempt to understand predictors of job burnout in order to reduce its occurrence. Data was collected with a sample of college students. Four areas of worklife (workload, control, reward, and values) as well as three dimensions of psychological capital (hope, optimism, and resiliency) were predictive of job burnout. In addition, the negative effect of person-job mismatch in areas of worklife on job burnout was weaker when psychological capital was high as opposed to low. Finally, the study examined the mediating role of areas of worklife in relationship between psychological capital and job burnout, but failed to find any effect. Our findings underline the importance of fostering psychological capital in the workplace as well as ensuring congruence between individuals' person-job fit through areas of worklife, and specifically through workload, control, reward and values, in order to decrease job burnout occurrence.
","abstract_html":"<p>Job burnout is a widely spread global phenomenon that has been linked to negative work outcomes. Various factors can either contribute to or hinder job burnout development. Previous research established the role of the six areas of worklife model as well as psychological capital on job burnout. However, the relationship among these variables has not been clearly defined. The purpose of the present study was to attempt to understand predictors of job burnout in order to reduce its occurrence. Data was collected with a sample of college students. Four areas of worklife (workload, control, reward, and values) as well as three dimensions of psychological capital (hope, optimism, and resiliency) were predictive of job burnout. In addition, the negative effect of person-job mismatch in areas of worklife on job burnout was weaker when psychological capital was high as opposed to low. Finally, the study examined the mediating role of areas of worklife in relationship between psychological capital and job burnout, but failed to find any effect. Our findings underline the importance of fostering psychological capital in the workplace as well as ensuring congruence between individuals' person-job fit through areas of worklife, and specifically through workload, control, reward and values, in order to decrease job burnout occurrence. </p>","abstract_has_math":false,"creators":["Oles, Sylwia K"],"institution":"Eastern Kentucky University","degree_name":"Master of Science (MS)","degree_level":"Master's","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2017,"date_issued":"2017-01-01T08:00:00Z","date_published":"2017-01-01T08:00:00Z","updated_at":"2026-07-24T02:15:39Z","subjects":["areas of worklife","job burnout","psychological capital","Human Resources Management","Personality and Social Contexts"],"languages":[],"rights":["Copyright 2017 Sylwia K. Oles"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://encompass.eku.edu/etd/460","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Oles, Sylwia K"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:publisher","label":"Institution","values":["Encompass Digital Archive, Eastern Kentucky University"]},{"key":"dc:type","label":"Dc Type","values":["Master Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Master's"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Science (MS)"]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["Eastern Kentucky University"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["areas of worklife","job burnout","psychological capital","Human Resources Management","Personality and Social Contexts"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2017 Sylwia K. Oles"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://encompass.eku.edu/etd/460"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Job burnout is a widely spread global phenomenon that has been linked to negative work outcomes. Various factors can either contribute to or hinder job burnout development. Previous research established the role of the six areas of worklife model as well as psychological capital on job burnout. However, the relationship among these variables has not been clearly defined. The purpose of the present study was to attempt to understand predictors of job burnout in order to reduce its occurrence. Data was collected with a sample of college students. Four areas of worklife (workload, control, reward, and values) as well as three dimensions of psychological capital (hope, optimism, and resiliency) were predictive of job burnout. In addition, the negative effect of person-job mismatch in areas of worklife on job burnout was weaker when psychological capital was high as opposed to low. Finally, the study examined the mediating role of areas of worklife in relationship between psychological capital and job burnout, but failed to find any effect. Our findings underline the importance of fostering psychological capital in the workplace as well as ensuring congruence between individuals' person-job fit through areas of worklife, and specifically through workload, control, reward and values, in order to decrease job burnout occurrence.
"]},{"key":"dc:format","label":"Dc Format","values":["application/pdf"]},{"key":"dc:source","label":"Dc Source","values":["Encompass Digital Archive: Online Theses and Dissertations"]},{"key":"dc:title","label":"Title","values":["The Role of Psychological Capital and the Areas of Worklife Model in Predicting Job Burnout"]}]}],"canonical_facts":{"dc:creator":["Oles, Sylwia K"],"dc:description.abstract":["Job burnout is a widely spread global phenomenon that has been linked to negative work outcomes. Various factors can either contribute to or hinder job burnout development. Previous research established the role of the six areas of worklife model as well as psychological capital on job burnout. However, the relationship among these variables has not been clearly defined. The purpose of the present study was to attempt to understand predictors of job burnout in order to reduce its occurrence. Data was collected with a sample of college students. Four areas of worklife (workload, control, reward, and values) as well as three dimensions of psychological capital (hope, optimism, and resiliency) were predictive of job burnout. In addition, the negative effect of person-job mismatch in areas of worklife on job burnout was weaker when psychological capital was high as opposed to low. Finally, the study examined the mediating role of areas of worklife in relationship between psychological capital and job burnout, but failed to find any effect. Our findings underline the importance of fostering psychological capital in the workplace as well as ensuring congruence between individuals' person-job fit through areas of worklife, and specifically through workload, control, reward and values, in order to decrease job burnout occurrence.
"],"dc:format":["application/pdf"],"dc:identifier":["https://encompass.eku.edu/etd/460"],"dc:publisher":["Encompass Digital Archive, Eastern Kentucky University"],"dc:rights":["Copyright 2017 Sylwia K. Oles"],"dc:source":["Encompass Digital Archive: Online Theses and Dissertations"],"dc:subject":["areas of worklife","job burnout","psychological capital","Human Resources Management","Personality and Social Contexts"],"dc:title":["The Role of Psychological Capital and the Areas of Worklife Model in Predicting Job Burnout"],"dc:type":["Master Thesis"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Master's"],"thesis:degree_name":["Master of Science (MS)"],"thesis:institution_name":["Eastern Kentucky University"]},"updated_at":"2026-07-24T02:15:39Z"}