Organizational Climate, Burnout, and Absenteeism among Employees

Abstract

The present work explored the relationship between organizational climate, burnout, and absenteeism among employees. Sample (N=350) was collected from multiple positive private organizations of twin cities (Islamabad and Rawalpindi) including diverse professionals i.e. teachers, doctors, engineers (age ranging from 18 years to more than 55 years). The Measures used for the present study consist of the Organizational Climate Scale short version (CLIOR), Oldenburg burnout inventory (OLBI), self-report absence, and administrative factors affecting employee absenteeism. The findings suggested a significant positive relationship correspondence between organizational climate, burnout, and absenteeism among employees. Furthermore, the findings illustrate the organizational climate as a predictor of both burnout and absenteeism. A gender difference was also found significant among burnout disengagement and absenteeism among employees. Results further illustrate the notable difference between current employment status and absenteeism among employees. Demographics also showed a significant difference between the organizational climate, burnout, and absenteeism among employees. Findings suggested that an unfavorable organizational climate will lead to burnout and absenteeism among employees. The current study will provide interventions to help employees dealing with stressful situations and unsatisfactory climate of the workplace systematically.