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A Study of Relationship between Burnout and
Organizational Commitment among Secondary School Teachers of District Sonipat |
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| Paper Id :
18849 Submission Date :
2024-04-13 Acceptance Date :
2024-04-23 Publication Date :
2024-04-25
This is an open-access research paper/article distributed under the terms of the Creative Commons Attribution 4.0 International, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited. DOI:10.5281/zenodo.11112808 For verification of this paper, please visit on
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| Abstract |
The present
study was conducted to explore the relationship between Burnout and
Organizational Commitment among Secondary School Teachers of Sonipat District.
This study was conducted on 200 teachers (100 males and 100 females). These
teachers were selected randomly from Private and Govt. Secondary school of
Sonipat District. A descriptive survey method was used to collect the data. In
the present study, ‘Teacher Burnout Scale’ prepared by ‘Dr. Madhu Gupta and
Surekha Rani’ and ‘Organizational Commitment Questionnaire’ prepared by ‘Sh.
Upinder Dhar, Sh. Prasant Mishra and D.K. Sirvastava’ the standardized tools
were used to collect the Data. For analyzing the Data descriptive statistical
techniques namely mean, S.D., t-test and Co-efficient of Correlation were used.
After analysis of the data it was found that there is a significant and
negative relationship between Burnout and Organizational Commitment among
Secondary School Teachers. The results reveals that the female teachers were
more committed than male teachers. The results indicated that Govt. teachers
were highly committed than the Private School teachers. The result indicated
that Rural area School teachers were more committed than the Urban area school
teachers. |
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| Keywords | Organizational Commitment, Burnout, Secondary School Teachers, Type of Institution, Geographical Location. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Introduction | According to
ancient Indian beliefs, the position of a teacher is considered higher than
God. Because it is the teacher who helps us to know the difference between
right and wrong. A teacher is someone who helps others to learn, develop a
skill or appreciate something. The progress and reputation of any school
depends on the teachers of that school. The work of a teacher is considered
very difficult and complex because teachers are responsible for shaping the
future of children. It is also considered the responsibility of teachers to
improve the behavior, habits and conduct of the students. Teachers are a
positive force in society, who saves people from evil. There is a
close relationship between the development of education and the contribution of
teachers to the progress of any nation. The contribution of teachers is more
important in this because in the teaching process, both education and teachers
are considered two sides of a coin. The success of any education system depends
on the hard work of its teachers. Teachers are the soul of any school. Burnout The teaching
process is considered incomplete without a teacher. To impart education
effectively, the mind of the teacher should be stable and functioning smoothly.
The teacher should be satisfied with his profession. The workload of a teacher
should be reasonable and not excessively burdensome so that he can do his job
effectively. The teaching process should run smoothly. If a teacher is not
mentally healthy and strong, then his ability to work will also deteriorate and
he will not be able to do his work honestly. Imposing excessive workload on
teachers leads to problems like burnout. When a person begins to experience negative thoughts and feels sluggish and tired, he or she is said to be suffering from burnout. The word “burnout” is an English term which means inactive, broken, lacking fuel, agitated or angry. Burnout is a state of mental and physical exhaustion due to excessive workload, which may arise due to a lack of interest in work. In case of burnout, there is unbearable physical pain and the person becomes angry. He or She experiences feelings of irritability and may becomes practically incontinent. According to Herbert and Ford Berger (2012) :- "Burnout is a state of physical, mental and emotional exhaustion resulting from chronic stress, which causes motivation or inspiration to disappear." According to India Today Web Desk :- “Burnout or chronic work-related stress can be difficult to identify because it slowly creeps up on you over a long period of time. This is why it is often challenging to seek help because it is difficult to recognize that you may be suffering from this acute symptom of chronic stress. Burnout depletes all coping resources and increases stress-related side effects such as psychosomatic illnesses, etc. It refers to chronic tiredness or fatigue, lack of energy.” In recent decades, mental health-related problems have emerged among teachers in many Educational Institutions. The problem of Burnout, which refers to a state of chronic stress that leads to a teacher's depletion of emotional energy and personal behavior. Chronic stress leads to burnout among teachers. Due to which sadness and negative emotions arise in them. These negative emotions in teachers arise due to the indifference of their students. They experience burnout syndrome due to chronic stress. Teacher burnout affects his or her health in various ways, causing anxiety, irritability, fatigue, and emotional exhaustion. As a result, negative emotions like irritability, resentment and anger may develop in his behavior. Negativity prevails in the teacher's mind. The mind remains disturbed. All these things point towards emotional stress and poor health. According to Ashtam (2001) “An estimated 50% of workers in India suffer from stress. Therefore, it is important to understand the stress of those who have made teaching their profession.” Organizational Commitment :- Organizational commitment indicates the relationship or bond of an employee with his organization. It is based on organizational psychology and it describes the psychological attachment of a person to his organization. It can be defined as a member's psychological attitude of attachment to an organization in which a person works. Organizational commitment plays a vital role in determining that any employee will remain employed in that organization for a long time and will work with full devotion and dedication and fostering a sense of self-dedication to fulfill the goals set by that organization. According to Wikipedia :- “In Organizational behavior and industrial and Organizational Psychology, Organizational Commitment is an individual’s psychological attachment to the Organization”. According to Oxford review Encyclopedia :- “Organizational commitment is the individual’s psychological attachment to an Organization. Usually Organizational Commitment and Job Satisfaction are closely correlated together with lower levels of intention to leave the Organization.” If organizational commitment of an employee is determined then it can be done on the basis of job satisfaction, employee's attachment towards the organization, sense of leadership, job performance, etc. The level of organizational commitment of any employee towards his work is very important to know or assess from the management point of view. So that a person can easily perform his assigned tasks on daily basis. O'Reilly (1991) said about organizational commitment that “Commitment as an individual’s Psychological bond to the Organization including a sense of Job-involvement, loyalty and a belief in the values of the Organizaiton.” Mariodos(2000) “Commitment is a deep profound value of emotional Intelligence. It means aligning with the goals of a group or organization and applying one self completely for a cause.” When a teacher feels a strong sense of organizational commitment to his or her school or organization, the school also begins to view those teachers as a part of its organization professionally and personally and the organization trusts them to perform the tasks set by the school, which will assist the school in completing the goals on time. However, organizational commitment has been considered to have a positive relationship with job satisfaction. As soon as a person is satisfied with his work, his organizational commitment also increases day by day. As organizational commitment increases, the work efficiency of teachers also increases. Their attachment to the organization also grows. As this attachment increases, his morale also starts increasing. With all these factors increasing, the chances of the employee staying in that organization for a long time increase. The teacher does not repeatedly entertain the thought of leaving one school and going to another. Committed employees display more positive behavior, greater determination and motivation. A committed teacher has high productivity. He displays a high level of productivity to accomplish the goals of the organization. A committed and motivated teacher will report far fewer absences than his/her peers. These teachers are always ready to help the organization in completing its projects. This emotional attachment of a teacher towards his school does not motivate him to go to any other school and he is forced to work in the same institution for a long time. Teachers are also like an asset for a school from which children get education and it is these teachers who provide their full co-operation in achieving the goals set by the school. Ultimately, we can say that organizational commitment is the psychological attachment of any teacher towards his work place and the fulfill of the goals set by his school. They have a deep dedication towards his organization and prefer to remain a part of it for a long time. Sometimes, while fulfilling these goals, a teacher may be given a workload beyond their capacity which can lead to professional stress. Due to being under stress for a long time, the teacher sometimes does not even realize when this stress takes the severe form of burnout. Due to which his work gets affected. This has a direct impact on his working capacity and productivity. Due to which both the school and its students are equally affected. To prevent this organization should assign work to their teachers according to their capacity and qualifications. So that they can do their work smoothly on time and both the students and the school get benefits. |
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| Objective of study | The present study was conducted to explore the relationship between Burnout and Organizational Commitment among Secondary School Teachers of Sonipat District. 1. To find out
the relationship between Burnout and Organizational Commitment among Secondary
School Teachers of Sonipat District. 2. To
study the Organizational Commitment of Secondary School Teachers of Sonipat
District on the basis of Gender. 3. To
study the Organizational Commitment of Secondary School Teachers of Sonipat
District on the basis of type of Institution.
4. To
study the Organizational Commitment of Secondary school Teachers of Sonipat
District on the basis of Geographical location. |
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| Review of Literature | Bhardwaj (2014) conducted a study on
the topic "Burnout among secondary school teachers and its impact on
teacher effectiveness" on a sample of 160 teachers teaching in secondary
schools of Solan district of Himachal Pradesh and concluded that burnout level
of secondary teachers, teaching is much affected by experience and mode of
appointment. There is no significant effect of burnout on teacher
effectiveness. Antonio and Others (2013) conducted a study titled
"Occupational Stress and Professional Burnout in Elementary and Secondary
School Teachers." As a sample, he selected 388 educators for this purpose.
After analyzing the collected data, it was determined that primary teachers
were more stressed than secondary teachers, while female teachers were more
stressed than male teachers.
Srivastava (2013) investigated the relationship between
job satisfaction and organizational commitment using 247 middle-level managers
from the B.P.O., banking, and information technology sectors. For measuring
organizational commitment, Mode, Steers, and Potter's (1979) and Paul E.
Spector's (1985) work satisfaction survey was utilized. The study discovered a
correlation between middle-level manager’s job satisfaction and organizational
commitment. |
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| Methodology | Descriptive
survey method has been used in the present research. |
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| Sampling |
In the present
research work, teachers working in government and non-government secondary
schools of Sonipat District selected by random method for the sample.
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| Tools Used | The researcher used two standardized instruments for this research work. These standardized test will be used for collecting the Data :- 1. ‘Organizational Commitment Questionnaire’ prepared by (Sh. Upinder Dhar & Sh. Prasant Mishra and Sh. D.K. Sirvastava) 2. ‘Teacher Burnout Scale’ prepared by (Madhu Gupta and Surekha Rani) Variables of the study :- The two types of Variables were included in this research. 1. Independent Variable : Burnout 2. Dependent Variable : Organizational Commitment |
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| Statistics Used in the Study | For fulfillment
of the objectives of the study descriptive statistical techniques namely mean,
S.D., t-test and Correlation were applied. |
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| Result and Discussion |
Objective 1:-
To find out the relationship between Burnout and Organizational Commitment
among Secondary school Teachers of Sonipat District. Table 1.1 The
relationship between Burnout and Organizational Commitment among Secondary
school Teachers of Sonipat District.
Interpretation
:- It shows that there is a significant relationship between Burnout
and Organizational Commitment of Secondary School Teachers where R value is
.117 and β value is -.117 which means there is a negative relationship
between Burnout and Organizational commitment i.e. β = - .117 that means
Burnout leads to decline in Organizational Commitment by more than 11%. The
significant value is less than 0.01 i.e. 0.001 which is significant and null
hypothesis “There is no significant relationship between burnout and Organizational
Commitment among Secondary School Teachers” was rejected. Objective 2 :-
To study the Organizational Commitment of Secondary school Teachers of Sonipat
District on the basis of Gender. Table : 1.2 Comparison of
Organizational Commitment of Secondary School Teachers of Sonipaat District on
the basis of Gender.
Interpretation
:- Table
& fig. 1.2 indicates that the mean score of Organizational Commitment of
female and male teachers of secondary school are 35.21 and 33.15 with standard
deviation 4.411 and 5.598respectively. The t-value come out from the above two
groups is 2.890 and the critical value of ‘t’ at the level of significance is
1.97. Hence the t-value is greater than the critical value. Hence it is
significant. Therefore the null hypothesis “There is no significant difference
between Organizational Commitment of Secondary school teachers of Sonipat
District on the basis of Gender.” was rejected at the significant level of
0.05. Objective 3: To
study the Organizational Commitment of Secondary School Teachers of Sonipat
District on the basis of type of Institution. Table 1.3 Comparison of
Organizational Commitment of Secondary School Teachers of Sonipat District on
the basis of type of Institution.
Interpretation
:- Table and
fig.1.3 indicates that the mean score of Organizational Commitment of Govt. and
Private Secondary School Teachers are
36.52 and
33.58 with standard deviation 3.218 and 4.226 respectively. The t-value come
out from the above two groups is 5.535 and the critical value of ‘t’ at the
level of significance is 1.97. Hence the t-value is greater then the critical
value. Hence it is significant. Therefore the null Hypothesis “There is no
significant difference between Organizational Commitment of Secondary School
Teachers of Sonipat District” was rejected at the significance level of 0.05. Objective 4: To study the Organizational
Commitment of Secondary School Teachers of Sonipat District on the basis of Geographical
Location. Table 1.4 Comparison of
Organizational Commitment of Secondary School Teachers of Sonipat District on
the basis of Geographical Location.
Interpretation:- Table & figure 1.4 reveals that the mean score of organizational commitment of Urban area and Rural area Secondary School Teachers are 36.52 and 34.20 with standard deviation 3.218 and 4.302 respectively. The t-value come out from the above two groups is 4.319 and critical value of ‘t’ at the level of significance is 1.97. hence the t-value is greater than the critical value. Hence it is significant. Therefore the null Hypothesis “There is no significant difference between Organizational commitment of Secondary School Teachers of Sonipat district on the basis of Geographical location” was rejected at significant level of 0.05. |
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| Findings |
1. It was found
that there is a significant relationship between burnout and organizational
commitment of secondary school teachers of Sonipat District. The result shows
that there is a negative relationship between Burnout and Organizational
Commitment among secondary school teachers. 2. In regards
to organizational commitment between female and male teachers of secondary
school of Sonipat District. The present study indicates that there is a
significant difference in Organizational Commitment among female and male
teachers of secondary school. The mean value of female teachers is 35.21 which
is more than the male teachers. 3. In regards to organizational commitment between Govt. and Private secondary school teachers of Sonipat District. The present study reveals that there is a significant difference in Organizational commitment among Govt. and Private secondary school teachers of Sonipat District. The mean value of Govt. school teachers is 36.52 which is more than the Private school teachers. 4. In regards to Organizational Commitment between Rural and Urban Area secondary school teachers of Sonipat District. The present study reveals that there is a significant difference in Organizational Commitment among Rural Area and Urban Area secondary school teachers. The mean value of Rural Area school teachers is 36.52 which is more than the Urban Area school teachers. |
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| Conclusion |
This study
reveals the actual position of teachers in relation to Burnout and
Organizational Commitment among secondary school teachers of Sonipat District.
There is a Significant and negative relationship were found in between Burnout
and Organizational Commitment of secondary school teachers. Burnout leads to
decline in Organizational Commitment by more than 11%. The mean indicates that
female teachers are more committed towards their work as compared to male
teachers. In comparison of Govt. and Private school teachers the Govt. school
teachers are more committed than the Private School Teachers. In comparison of
Rural and Urban Area School Teachers the Rural Area school teachers are more
committed than Urban Area school teachers.
The level of
burnout has also been found to be higher among teachers who have higher
organizational commitment than usual. Burnout, which is a negative factor,
increases as it reduces organizational commitment. Teachers who have high
levels of organizational commitment are dedicated towards their work and always
have a feeling of attachment towards their institution. Therefore, schools or
organizations should also pay more attention to ensure that the organizational
commitment of teachers remains the same. It is also the responsibility of the
organization to provide an environment in which teachers can work independently
as per the needs of their employees. Organizations should also take care that
their employees do not suffer from negative emotions like burnout or
occupational stress. Stress free teachers can do their work smoothly. |
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| Suggestions for the future Study | Few suggestions for further Research are :- 1. This study was conducted on a sample of 200 Secondary School Teachers. The study could be conducted on a larger sample. 2. The present study was carried out in only the Sonipat District of Haryana. It may carried out in other states. It may be on two or more districts. 3. The present study was confined to only secondary school teachers. A similar study can be conducted on primary or secondary school teachers or college cadres. |
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| Limitation of the Study | 1. The present study was delimited to 200 teachers of Secondary school only. 2. The study was confined to Sonipat District only. |
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