The role of job satisfaction towards burnout with well-being as a mediator
Netty Merdiaty ORCID ↗ · Neil Aldrin
International Journal of Research in Business and Social Science · 2024 · Vol. 13 / Issue 2 · 98-106
Publication metrics
External links open provider records or DOI searches. Provider counts are not combined. Mendeley readership measures saves, not citations.
Dimensions
Live provider badge. If unavailable, use the Dimensions link above.
Observed 21 Oct 2026, 07:22 UTC
Observed 21 Oct 2026 07:22 UTC
OpenAlex and Mendeley observations refresh on article visits, at most once per 24 hours. Unavailable data is not zero. Google Scholar opens a DOI search.
Citations received by this article, grouped by the year of the citing work. Crossref and OpenAlex lifetime totals remain separate in Publication metrics.
2017–2026 Annual history last updated:
Citations received
OpenAlex · year of the citing work
Hover over a year or focus the chart and use arrow keys to inspect values.
2017–2026 annual-history window. 2026 is year to date. Unknown years have gaps.
View data & coverage
2026 is incomplete. Within a successfully fetched ten-year window, omitted years mean zero. Years beyond a saved observation’s window remain unknown (—). Older citations are excluded, so this chart’s sum may differ from the OpenAlex lifetime total. The date above belongs to this annual history; an unsuccessful refresh keeps the previous observation.
Abstract
The study examines burnout and the factors that influence it, namely job satisfaction and well-being as mediators or intervening. This study used a descriptive quantitative approach to test three hypotheses, a data collection tool using a psychological scale. To collect research data, the authors adopted sources adapted to local culture and developed research instruments using psychological scales with Likert type. For data analysis, use SPSS and SEM-PLS. The research finding is that job satisfaction can directly affect burnout and indirectly, from job satisfaction to well-being (as an intervening variable), then to burnout. The magnitude of direct influence is 0.135, while the magnitude of indirect influence is 0.540. Since the coefficient of an indirect relationship is greater than that of a direct relationship, the actual relationship is indirect. Thus, the role of well-being as a mediator function optimally or fully.
Keywords: {'name': 'Burnout. Employee. Job satisfaction. Psychological.Well-being'}
Authors & affiliations
Netty Merdiaty
Affiliation not supplied
Neil Aldrin
Affiliation not supplied
Deposited references
Supplied references, not a list of publications citing this article.
DOI: 10.1108/17511871211247651
DOI: 10.26719/2009.15.1.190
DOI: 10.1108/17511871211247651
Akhbarati, F., & Bashardoust, S. (2016). The prediction of psychological well-being according to family function and basic psychological needs of students, 374–379.
DOI: 10.17130/ijmeb.2017331328
DOI: 10.1080/08276331.2015.1115699
DOI: 10.1177/0018726717693073
DOI: 10.5964/ejop.v6i1.172
Calaguas, G. M. (2017). Satisfied and happy: Establishing link between job satisfaction and subjective well-being. Asia Pacific Journal of Multidisciplinary Research, 5(1), 104–111.
Cetinkaya, F., Akbulut, Z., Dur, N., Eryalçin, Ö., & Korkmaz, M. (2017). Analysis of job satisfaction and burnout level of nurses in different generations. International Journal of Caring Science, 10(3), 1507–1513.
DOI: 10.12968/bjha.2013.7.9.456
DOI: 10.1108/JMD-07-2013-0097
DOI: 10.1108/IJSE-10-2012-0195
DOI: 10.5502/ijw.v6i1.425
Gharib, M., Ahmad, M., & Ghouse, S. M. (2016). The impact of job stress on job performance: A case study on academic staff at Dhofar University.
DOI: 10.1108/01409170910977942
DOI: 10.1108/08858620710773440
DOI: 10.11648/j.jhrm.20170501.12
DOI: 10.1108/09699981211192571
Kiliç, G., Pelit, E., & Selvi, M. S. (2011). The relationship between professional burnout and job satisfaction levels of employee: A study into employees in hotel enterprises. International Journal of Human Sciences.
Kreitner, R., & Kinicki, A. (2004). Organizational Behavior. New York: McGraw Hill.
DOI: 10.1007/s11187-009-9249-8
DOI: 10.1016/j.ijhm.2015.04.002
DOI: 10.1037/0021-9010.93.3.498
DOI: 10.21825/ewopinpractice.87095
DOI: 10.1108/MD-06-2013-0351
Murali, S. B., Basit, A., & Hassan, Z. (2017). Impact of job stress on employee performance, 5(2), 13–33.
DOI: 10.1080/02678373.2017.1304463
Park, J. (2007). Work stress and job performance. Perspectives on Labour and Income, 8(12), 5–17. Retrieved from http://www.statcan.gc.ca/pub/75-001-x/2007112/article/10466-eng.pdf
DOI: 10.9734/JSRR/2015/16654
Robbins, S. P., & Judge, T. (2013). Organizational behavior (15th ed.). Boston: Pearson.
DOI: 10.14419/ijans.v2i1.583
DOI: 10.4102/sajip.v34i3.424
Ruži?, E., & Ph, D. (2013). Job-related burnout and job satisfaction in XXXI(3).
DOI: 10.1037//0022-3514.69.4.719
Sarmadi Ansar, H., Asgari, A., & Ghanbari, S. (2009). Burnout and mental health are the major components associated with the teaching profession. Journal of Human Sciences, tenth year, No. 26.
DOI: 10.7717/peerj.1783
DOI: 10.1037//0003-066X.56.1.89
DOI: 10.12816/0018182
Singhai, M., Dani, S., Hyde, A., & Patel, R. (2016). Job satisfaction: A review, 5(9), 66–68.
DOI: 10.4135/9781452231549
DOI: 10.1016/j.burn.2014.03.002
Wadhawan, K. (2016). Psychological well-being as a predictor to job performance and job satisfaction, 1(3), 3–5.
DOI: 10.1186/s12888-017-1533-6
DOI: 10.1002/job.592
DOI: 10.1037//1076-8998.5.1.84
DOI: 10.1186/1472-6963-11-235