مرضیه عسکری جیرهنده

The current research was conducted with the aim of predicting job burnout based on personality traits and emotional schemas and the moderating role of organizational feedback. The present research used multiple regression method. The statistical society was the employees of the non-profit universities of Gilan province in ۱۴۰۲ and the size of the population was ۳۸۶ people. The sample was obtained using Green's formula. According to this formula, the number of samples should be more than ۷۴ people, and accordingly, the number of ۱۵۰ people was considered as a sample. The data were obtained with Maslach burnout inventory (۱۹۸۱), Neo personality test (NEO-FFI), Leahy emotional schema scale (۲۰۰۲) and organizational feedback questionnaire Alders (۲۰۰۰). Two methods of descriptive statistics (frequency, mean, standard deviation) and inferential (structural equations) were used for data analysis. The findings showed that both personality traits and emotional schemas can predict job burnout. Among the personality traits based on the five-factor model, extroversion (۰.۵۲۶) had the highest weight, followed by neuroticism (-۰.۳۸۳), conscientiousness (۰.۲۶۲), and openness (۰.۱۷۹). In this research, the role of agreeableness (۰.۰۵۹) in predicting job burnout was not shown to be significant. Among the components of emotional schemas, higher values (۰.۵۳۲), duration (۰.۳۲), numbness (۰.۳۵۳), validation (۰.۳۳۵), comprehensibility (۰.۳۱۹), acceptance of feelings (۰.۳۱۴), rumination (۰.۲۵۵), perceptible impact and blame (۰.۱۶), consensus (۰.۱۷), moderate impact and expression (۰.۱۴) and demands for rationality (۰.۱۶) had little effect in predicting job burnout. Guilt schemas (۰.۰۷), simpilistic view of emotion (۰.۰۸) and uncontrollability (۰.۱) also had no effect on the emotional schema variable. Organizational feedback also affects the relationship between personality traits and organizational feedback, i.e. organizational feedback variable with a path coefficient of -۰.۱۲ and a t-statistic of ۱.۷۶ (t < ۱.۹۶) and a significance level (P = ۰.۰۷۸) less than ۱. ۰ is significant. But the organizational feedback variable does not have a significant effect on the relationship between emotional schemas and job burnout (with a path coefficient of ۰.۰۲ and a t-statistic of ۰.۲۵ (t<۱.۹۶) and a significance level (P = ۰.۷۹۸) greater than ۰.۱). This research showed that we can predict job burnout with the help of personality traits and emotional schemas and reduce the risk of it.