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Artificial Intelligence in Health Organizational culture’s impact on burnout

on a range of burnout symptoms, not just one, before
determining whether their employees are burned out and
respond by implementing additional safeguards, such
as more flexible work schedules. This study suggests that
feeling at the wits’ end has a smaller impact on perceptions
of OC compared to other variables. Further research is
needed to quantify the impact of all variables included in
the model on perceptions of OC.
Model 1’s MDS plot in Figure 1 demonstrates a
negative correlation between positive perceptions of OC
and burnout symptoms. The more positively employees
perceive their OC, the less likely they are to exhibit burnout

Figure 4. Area under (AUC) the receiver operating characteristic (ROC) symptoms, which aligns with findings in the literature. 37,41,42
curve for Model 2 Model 2 shows that several engagement and
personalization characteristics – such as feeling stimulated
5. Discussion when working with colleagues and exhilarated when
The analysis and model results demonstrate that working with or talking to patients – are the most
employees’ beliefs about OC predict and affect burnout powerful predictors. Employees who are engaged in their
43,44
symptoms. In Model 1, depersonalizing others – by feeling work are less likely to experience burnout. Models 1
callous toward them and treating them as impersonal and 2 underscore the importance of recognizing whether
objects – was the most powerful predictor of other burnout employees empathize with patients and coworkers, as
symptoms and perceptions of overall OC. These findings this can predict burnout and whether OC is perceived
align with several studies that emphasize the importance positively.
of depersonalization in predicting burnout and the impact Moreover, Model 2 demonstrates that the likelihood
of workplace factors on burnout. 35-37 However, this study of an employee wanting to take their current job again
highlights the significance of OC when predicting other holds significant predictive power. Turnover intention is
burnout symptoms. One study also emphasizes the important in recognizing burnout and indicating whether
importance of physical characteristics, such as age, sex, OC is positively perceived. Previous research has found
and prior medical history (e.g., painkiller dependence), similar results, showing that OC is related to turnover
in predicting burnout. Therefore, if an individual notices intention. 45-47 However, this study further illustrates how
38
callousness toward others in themselves or their coworkers, perceptions of OC can predict turnover intent.
it may be an indication of burnout symptoms linked to an Although depersonalizing others by treating them as
OC that employees perceive negatively.
impersonal objects and being callous toward them was
In addition, Model 1 reveals that feeling fatigued when identified as the most significant predictor of burnout using
waking in the morning has strong predictive power and may OC, another aspect of personalization – understanding
signal a negatively perceived OC. This finding aligns with visitors’ feelings – was found to be the least important.
another study showing that OC and fatigue are related and can This finding contrasts with those of previous studies.
impact turnover intentions. For example, a volatile culture – Empathizing with visitors, with whom non-patient-facing
39
where organizational elements such as rules and leadership employees may have limited interact, may not be as crucial
40
continuously change – can lead to employee fatigue. Further in predicting burnout as the way employees interact with
research is needed to identify specific aspects of OC that coworkers and patients. Further research is needed to
contribute to burnout symptoms, like fatigue. explore why empathizing with visitors is less important in

On the other hand, feeling at the wits’ end showed the predicting burnout than other depersonalization factors.
least predictive power. Several studies have highlighted Model 2’s MDS plot in Figure 3 reveals a positive
the importance of cultivating an OC where colleagues and correlation between perceptions of OC and burnout-
supervisors support each other and where supervisors related questions. The more positively employees perceive
demonstrate empathy toward employees. However, feeling their OC, the more likely they are to be protected against
at the wits’ end is a more individualized experience and a burnout symptoms such as depersonalization. For example,
symptom of burnout, which may explain why it does not employees who view their OC positively are more likely
strongly predict perceptions of OC. Leaders should focus to understand visitors’ feelings and feel stimulated when

Volume 2 Issue 3 (2025) 86 doi: 10.36922/aih.5127