Date of Award


Document Type


Degree Name


Organizational Unit

Morgridge College of Education

First Advisor

Patrick Sherry, Ph.D.

Second Advisor

Duan Zhang

Third Advisor

Cynthia McRae

Fourth Advisor

P. Bruce Uhrmacher


Burnout, Employee involvement, Job satisfaction


This study will investigate the relationship between Employee Involvement Management Practices, Burnout, and work-related consequences of Burnout. The sample for this study was drawn from a population of Military Mental Health Providers in the United States Navy. Based on research information about work stress, direct service work, and the costs of interpersonal work, there is a strong potential for Burnout to occur among individuals working in such a setting.

Burnout has been shown to lead to negative organizational consequences such as increased employee turnover, reduced organizational commitment, reduced job satisfaction, emotional exhaustion, and cynicism, all of which can result in reduced consistency and quality of care for patients. Employee Involvement Management Practices have shown a potential for moderating Burnout related issues such as organizational commitment, job satisfaction, and reduced turnover in other work settings. This study will assess subjects' perception of Employee Involvement Management Practices at their work site, and will assess Burnout, Turnover Intentions, Organizational Commitment, and Job Satisfaction.

The author's hypothesis is that where Employee Involvement Management Practices are perceived, subjects will report lower scores of Burnout, lower Turnover Intentions, higher Organizational Climate, higher Organizational Commitment and higher Job Satisfaction. The Emotional Exhaustion section of the Maslach Burnout Inventory and Interview was used to assess Burnout. The Work Environment Scale Clarity and Control scales assessed attitudes about organizational climate. The Organizational Commitment Questionnaire was used to assess organizational commitment. Two questions drawn from the Organizational Commitment Questionnaire were used to assess respondents' Turnover Intentions. The Employee Involvement Practices Scale was used to assess perceptions of Employee Involvement Management Practices at the respondents' work site. The Job In General Index was used to assess respondents' ratings of job satisfaction.

Publication Statement

Copyright is held by the author. User is responsible for all copyright compliance.

Rights Holder

Raymond-Steven Almora Fernandez


Received from ProQuest

File Format




File Size

123 p.