ABSTRACT
This study addresses the link between burnout and job performance. Following a systematic literature review, 45 studies were selected based on the inclusion criteria: (1) set in an organizational environment, (2) including a measure of burnout, (3) including an objective or subjective measure of performance and (4) offering information concerning the link between burnout and job performance. A random-effects model yielded meta-analytic correlations of −.17 for exhaustion (k = 18019 aggregated participants), −.16 for depersonalization (k = 8561 aggregated participants) and −.23 for inefficacy (k = 7281 aggregated participants) and job performance. Four potential moderators were examined: the type of (1) performance measured, (2) performance report, (3) burnout measure, and (4) participant occupation. Our analyses indicate that the burnout measure exerted a moderating effect, but only with respect to exhaustion (r = −.19 for MBI; −.10 for OLBI), but not for depersonalization. Participant occupation was a significant moderator for exhaustion (r =-.21 for corporate roles; −.22 for customer-facing roles), depersonalization (r = −.28 for corporate roles; −.31 for customer-facing roles), and inefficacy (r = −.41 for corporate roles; −.23 for customer-facing roles). The type of performance measure and the type of performance report did not exert any significant moderating effects.
Disclosure statement
No potential conflict of interest was reported by the authors.
Supplemental data
Supplemental data for this article can be accessed online at https://doi.org/10.1080/1359432X.2023.2209320.