Lankstumo galia: hibridinio darbo modelio įtakos perdegimo požymiams tyrimas
Recenzentas / Rewiewer |
Licencinė sutartis Nr. MRU-EDT-1842.
Magistro baigiamajame darbe analizuojamas profesinis perdegimas, tarptautinėje ligų klasifikacijoje ir mokslinėje literatūroje. Pristatoma perdegimo sąvokų įvairovė, atsiradimo prielaidos, priežastys, pasekmės, raiška. Nagrinėjamas perdegimo sindromo aktualumas ir pasireiškimas šiuolaikinėje darbo aplinkoje. Pristatomas nuotolinio darbo organizavimas ir šio modelio interpretacijos. Išanalizuotas hibridinio modelio atsiradimas, jo pliusai ir minusai žmogui bei organizacijai. Darbe taip pat atliktas empirinis tyrimas, paremtas teorinėje dalyje išanalizuotai aspektais apie perdegimą ir hibridinį darbo modelį. Atliktas kiekybinis tyrimas – anketinė apklausa, atlikta duomenų analizė, naudojant SPSS programą. Analizės metu išsiaiškinta ar hibridinis darbo modelis daro teigiamą įtaką perdegimui, kaip susijęs perdegimo sindromas su demografiniais rodikliais, patiriamu stresu ir darbo aplinka. Darbo pabaigoje, remiantis gautais rezultatais, pateiktos pagrįstos išvados ir praktinės rekomendacijos.
Topic relevance. One of the most common management problems in modern organizations is professional burnout. According to Shnaider-Levi (2020), burnout affects the health, quality of life and work of an employee. Symptoms of burnout are related: organizational and personal, from productivity and quality in the workplace to headaches, hypertension, sleep or digestive tract disorders (Danauskė, Raišienė and Korsakienė 2022, 60). According to the latest statistical data, up to 50% of employees in Europe report burnout at some stage of their career (Spill 2024). After the pandemic, changes in the labor market and the application of various models were primarily aimed at ensuring safety, preventing the Covid-19 disease and preventing the spread of the virusHowever, over time, remote work has spread among organizations and other alternatives have emerged. A hybrid model is a work organization method where the organization decides which days of the week work is organized remotely and which days are worked in an office environment. Hybrid work is beneficial for both the employee and the employer. The use of remote work not only increases employee productivity, positivity, reduces travel costs, and balances work and leisure, but also contributes to job satisfaction and reduces the risk of burnout (Krajčík, Schmidt and Baráth 2023, 3). According to statistical data, of the 128 thousand employees surveyed, about 60% said that they prefer working “from home” (Gallup 2024) and after surveying 34 thousand employees, it was observed that the hybrid work model is effective, 85% of employees felt greater job satisfaction (ADP 2024). Therefore, the question arises - what impact does hybrid work have on employee burnout? The purpose of this paper is to reveal the impact of hybrid work on burnout symptoms in employees of organizations based on theoretical analysis and empirical research. To achieve the aim, the following tasks are set: 1) to describe the concept of employee burnout, its causes and impact on the person and the organization; 2) to define remote and hybrid work models, their advantages and disadvantages for employees and the organization; 3) to conduct an empirical study in order to find out how the burnout experiences of working respondents are revealed in the context of hybrid work. The following methods were used during the research: to implement the first and second tasks, the analysis of literary sources, synthesis, generalization and comparative methods were used, to implement the third task, the quantitative research method was applied - a questionnaire survey. Results and conclusions were obtained with the help of the methods, that in order to manage the risk of burnout syndrome, working individuals must find a work-life balance, and the organization must ensure support for the employee and appropriate managerial organization of work, and a different number of days remotely does not affect the frequency of perceived burnout symptoms, but respondents who work remotely all the time are more likely to feel negative consequences leading to burnout. The structure of the work consists of tables, figures and lists of appendices, an introduction. The first part contains a theoretical analysis, which analyzes the burnout syndrome. The second part presents an analysis of remote work. The third part presents the research methodology and presents the results of the quantitative research. At the end of the work, there is an annotation, summaries in Lithuanian and English, conclusions, recommendations, a list of references, appendices and form of independent work.