Burnout and Organizational Efficiency: Implications for Human Resource Management

Abstract

In the context of contemporary organizations, characterized by dynamism, globalization and increased pressure for performance, employee well-being has become a central element of organizational efficiency and sustainability. Burnout, defined as a syndrome resulting from chronic occupational stress, manifests itself through emotional exhaustion, depersonalization and a reduced sense of professional efficacy, with significant consequences for individuals and organizations. Specialized studies highlight the fact that this phenomenon negatively affects the motivation, productivity, professional involvement and psychophysical health of employees, contributing to increased absenteeism and staff turnover. In this context, human resource management plays a strategic role in preventing and managing burnout by implementing appropriate organizational policies, such as optimizing work tasks, developing supportive leadership and promoting work-life balance. Also, the periodic assessment of psychosocial risks and the creation of a positive organizational climate contribute to reducing the impact of occupational stress. Therefore, the integrated approach to burnout is an essential condition for maintaining organizational performance and employee health in the current work environment. UDC: 005.7:[005.96:331.44]; JEL: M 54, I 10, I 31, O 15, J 28