Recent organizations emphasize the efficiency of management and set the criterion of success as utmost economic profit within global competition. That makes no free time to employees, those who want only success take that kind of life for granted. These current movements make workers to burned out or stressed consistently. Employees have trouble in having creativity and efficiency and also influence negatively both individual and organization. This study investigates the relationship between burnout (esp. emotional exhaustion) which is usually mentioned as an extension lead of job stress and creative performance. By noticing that several studies have focused on the direct effect on performance, current study examines the mediating mechanism within these relationships. Emotional exhaustion has distinctiveness from general job stress, diverse sources of feeling influence follow-up behavior and performance differently. Thus, based on conservation of resources theory, work related emotional exhaustion and coworker related emotional exhaustion are distinguished. Work related emotional exhaustion is hypothesized to be negatively related to feedback seeking behavior through psychological reactions, those decreased feedback seeking behavior lower creative performance. On the other hand, coworker related emotional exhaustion is assumed that it lessens social interaction with colleagues. Originally, active social interaction is hypothesized to be positively related to creative performance through several external resources and emotional safety at work. This positive relationship may reversely be drawn due to coworker related emotional exhaustion. All the hypotheses were tested with data that consisted of 232 supervisor-employee dyads from 16 organizations located in Republic of Korea. As predicted like hypotheses, work-related emotional exhaustion and employee’s creative performance have negative relationship, however the relationship between coworker-related emotional exhaustion and creative performance was not significant. Work-related emotional exhaustion was not significantly related to feedback seeking behavior, while feedback seeking behavior was positively related to creative performance (i.e. work oriented process). On the other hand, the negative relationship between coworker-related emotional exhaustion and social interaction and the positive relationship between social interaction and creative performance are both significant. Therefore, the mediating effect of employee’s social interaction within coworker related emotional exhaustion and creative performance was proved. In addition, by testing task performance and organizational citizenship behavior within these relationships, the different influences between emotional exhaustion to in-role performance and extra-role performance have examined.Previous researches have focused on direct relationship between emotional perception and performance, notwithstanding lots of researches. The current study has tried to fill the insufficiency by investigating the mechanisms of employee’s follow-up behavior and performance after emotional exhaustion. Moreover, the different sources of emotional exhaustion are also considered. This attempt is not only helpful to academics, but also to practitioners. In conclusion, as one of the crucial research topics in organizational studies, burnout, especially emotional exhaustion, still has much more remained issued to be examined. I hope this study can be helpful for researches on emotional exhaustion literature.
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The relationship between employee's emotional exhaustion and job performance
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