How Does Sustainable Organizational Support Affect Job Burnout in the Hospitality Sector? The Mediating Role of Psychological Capital

Mohamed A. Moustafa, Musaddag Elrayah (), Abdulaziz Aljoghaiman, Ahmed M. Hasanein and Mona A. S. Ali
Additional contact information
Mohamed A. Moustafa: Department of Management, School of Business, King Faisal University, P.O. Box 400, Al-Ahsa 31982, Saudi Arabia
Musaddag Elrayah: Department of Management, School of Business, King Faisal University, P.O. Box 400, Al-Ahsa 31982, Saudi Arabia
Abdulaziz Aljoghaiman: Department of Management, School of Business, King Faisal University, P.O. Box 400, Al-Ahsa 31982, Saudi Arabia
Ahmed M. Hasanein: Department of Management, School of Business, King Faisal University, P.O. Box 400, Al-Ahsa 31982, Saudi Arabia
Mona A. S. Ali: Computer Science Department, College of Computer Science and Information Technology, King Faisal University, P.O. Box 400, Al-Ahsa 31982, Saudi Arabia

Sustainability, 2024, vol. 16, issue 2, 1-14

Abstract: The hospitality industry is often regarded as a labor-intensive sector which is particularly susceptible to job burnout among employees, emphasizing its significant reliance on human resources for various service-oriented functions. This study explores the intricate dynamics between organizational support, job burnout, and psychological capital in the context of the hospitality sector. It aims to investigate how the level of support provided by organizations influences the occurrence of job burnout among employees in the hospitality industry, with a specific focus on the mediating role played by psychological capital. This research employs a theoretical framework to examine the relationships between these key variables and adopts structural equation modeling (SEM) to analyze the data. The study encompassed data from a total sample of 385 employees, with a gender distribution indicating that the majority (64.1%, N = 247) were male, while 35.9% (N = 138) were female. The main results showed that psychological capital was significantly enhanced by organizational support (β = 0.714, t-value = 45.211). On the other hand, it was found that psychological capital (β = −0.092, t-value = 2.176) and organizational support (β = −0.477, t-value = 11.674) had a substantial negative impact on job burnout. The finding of this study showed that psychological capital mediates the relationship between job burnout and organizational support to some extent (β = −0.066, t-value = 2.134). The findings are anticipated to shed light on effective strategies for organizations to mitigate job burnout by fostering positive psychological capital through supportive organizational practices, ultimately enhancing the well-being and performance of employees in the demanding and dynamic field of hospitality. By unraveling the interplay of organizational support, psychological capital, and job burnout, this study contributes valuable insights to academia, sustainable occupational health, and practitioners in the hospitality sector.

Keywords: organizational support; job burnout; psychological capital; hospitality industry; sustainable occupational health (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2024
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