Are self-evaluations at the core of job burnout

While investigations of antecedent conditions for job burnout have traditionally focused on the environment, this research explored a possible dispositional source as well. Accordingly, core self-evaluations was examined for its precipitating influence on the dimensions of job burnout. Indeed, the core self-evaluations variable is a higher-order construct (composed of self-esteem, generalized self-efficacy, locus of control, and emotional stability) that has shown promise as a dispositional basis for job satisfaction (Judge, Locke, Durham, & Kluger, 1998; and Judge, Bono, & Locke, 2000). In addition, because the nature of interpersonal contact has demonstrated predictive validity for job burnout (Best, Downey, & Gill, 1999; and Best, 2000), it was also examined as a contextual antecedent. Thus, the focus of this research was a partially mediated model relating core self-evaluations with job burnout directly, and through the nature of interpersonal contact. Because core self-evaluations revealed significant relationships with each dimension of the job burnout construct, a direct association was established. Further, core self-evaluations was indirectly related to each burnout dimension through the nature of interpersonal contact, thus satisfying both conditions for the partially mediated model. Although core self-evaluations revealed significant direct, and indirect influences on job burnout, the impact of interpersonal contact was substantial and significant. This particular model was also cross-validated on a randomly derived holdout sample to assess its stability. Results supported the stability of this model when applied to other samples drawn from the same population. Although the influence of a dispositional source as an antecedent to job burnout represents a substantive contribution to the research, examination of consequent conditions is equally important. Therefore, job burnout was also assessed for its relationship with constructs relevant to employee withdrawal behavior as a common outcome of job burnout. Results indicated a robust influence of job satisfaction on intention to turnover, over and above the effect of job burnout. The implications of these findings are discussed and future directions are recommended.