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.
