Response Distortion in Job Burnout Assessments: A Meta-Analytic Study
Luma Suryavamsh
Department of Psychology
Faculty Supervisor: Kevin Eschleman
Job burnout, a psychological syndrome resulting from chronic work-related stress, has significant implications for employee well-being and organizational effectiveness. This meta-analysis examines the influence of organizational involvement and initiative-driven data collection on burnout reporting using data from a large sample of studies. Findings indicate that employees report lower levels of emotional exhaustion, depersonalization, and cynicism when organizations are involved in the data collection process, suggesting the presence of impression management and potential underreporting. However, personal accomplishment and professional efficacy scores show minimal differences. Additionally, initiative-driven data collection is associated with lower reports of emotional exhaustion and depersonalization, while personal accomplishment and professional efficacy tend to be higher. These results suggest that organizational context influences burnout reporting, potentially as a result of social desirability biases and workplace dynamics. To improve accuracy in job burnout surveys, organizations should foster psychological safety, ensure confidential assessments, and address systemic burnout causes. Future research should explore cultural influences on burnout reporting and refine methodologies to mitigate bias.