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Artificial Intelligence in Health Organizational culture’s impact on burnout

of organizational life, influencing employee behavior, factors. While these findings provided valuable insights,
team dynamics, performance outcomes, and customer the scope of prior research has been limited by its focus on
experiences. A well-defined and positive OC creates a specific methodologies and populations – such as patient-
foundation for excellence, enabling employees to thrive facing employees – and by a lack of investigation into the
and organizations to achieve their goals. OC is particularly unique challenges posed by the COVID-19 pandemic.
critical in industries such as healthcare, where the stakes To address these gaps, this study investigates the
are high, and both patient-facing and non-patient-facing relationship between OC and burnout among health
roles are essential to overall system performance. A strong, systems employees during the pandemic, focusing on
supportive OC can foster an environment where employees non-patient-facing roles. By employing a random forest
feel motivated, engaged, and equipped to perform at their algorithm – a robust machine learning (ML) technique
best. Conversely, a negative or misaligned OC can lead to capable of handling complex and nonlinear relationships
adverse outcomes, including reduced employee morale, – this research aims to uncover which specific elements of
high turnover, and diminished organizational effectiveness. OC are most predictive of burnout. In addition, it seeks
Among these challenges, employee burnout stands out as to determine whether findings from earlier studies using
a significant issue that has garnered increasing attention in decision tree and Bayesian methods hold true when tested
recent years. with this advanced analytical approach.
Burnout is a multidimensional phenomenon The exploratory study leveraged data collected from a
characterized by emotional exhaustion, depersonalization, 57-question survey that assessed employees’ perceptions
and reduced personal accomplishment. Exhaustion of OC and their experiences with burnout. This survey
manifests as a sense of physical and emotional depletion, captured a broad range of factors, including work-life
leaving employees feeling drained and unable to meet balance, social support, alignment of values, and other
work demands. Depersonalization involves a sense of organizational dynamics. By analyzing these data with
detachment, where employees may view clients, customers, a random forest model, the research aims to provide a
or coworkers as objects rather than individuals. Finally, nuanced understanding of how OC influences burnout
reduced personal accomplishment leads to diminished and identify actionable insights that organizations can
job performance and a weakened ability to solve problems use to improve employee well-being and performance.
effectively. These symptoms collectively impair employee Ultimately, this study underscores the strategic importance
well-being, productivity, and the overall health of an of fostering a healthy OC within organizations,
organization. particularly in high-stakes and high-stress environments

The coronavirus disease 2019 (COVID-19) pandemic like healthcare. By addressing burnout through targeted
has exacerbated burnout rates across industries, particularly cultural interventions, organizations can enhance
within healthcare systems, which faced unprecedented employee satisfaction, reduce turnover, and improve both
challenges. While much of the existing research on individual and organizational outcomes. The findings of
burnout has focused on patient-facing roles such as nurses this research have the potential to inform policies and
and physicians, non-patient-facing employees – those practices that support the development of resilient and
in administrative, technical, and support roles – also supportive workplace cultures, benefiting employees and
experienced significant stressors during the pandemic. organizations alike.
These employees often dealt with increased workloads,
rapid organizational changes, and the psychological toll 2. Literature review
of supporting frontline workers. Despite their critical role 2.1. OC and its impact
in maintaining the functioning of health systems, non- OC encompasses shared values, norms, and practices
patient-facing employees remain understudied in the that shape the behaviors and attitudes of members
context of burnout and its relationship with OC. within an organization. Schein’s model emphasizes the
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Research has shown that OC influences burnout rates layered nature of culture, ranging from visible artifacts
by shaping the environment in which employees work. to deeply embedded assumptions, all of which influence
For example, a culture that emphasizes work-life balance, how organizations operate and respond to challenges.
provides social support, and aligns with employees’ Hofstede complements this understanding by exploring
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values can mitigate burnout, whereas a toxic culture can cultural dimensions such as power distance and
exacerbate it. Previous studies have begun to explore these individualism-collectivism, which affect communication,
dynamics, with one notable study employing decision trees decision-making, and employee interactions. A strong,
and Bayesian analysis to predict burnout based on OC positive OC fosters employee engagement, well-being, and

Volume 2 Issue 3 (2025) 78 doi: 10.36922/aih.5127