Role Stressors and Burnout towards Organizational Commitment among Public Servants: Job Satisfaction as Mediator, Challenging during COVID-19 Pandemic

Abstract

The aim of this study is to examine the relationship between role stressors (RC) include role conflict, role ambiguity, role overload, burnout, and organizational commitment (OC) mediated by job satisfaction (JS) among public servant at Kuala Lumpur Council Hall (DBKL). The theoretical model is based on the Social Exchange Theory (SET) and Social Learning Theory (SLT). To answer the research questions, nine hypotheses were formulated. They are, there is a significant relationship between role conflict, role ambiguity, role overload, burnout, and organizational commitment (OC) and there is a significant relationship between role conflict, role ambiguity, role overload, burnout, and organizational commitment (OC) mediated by job satisfaction and the hypothesis number nine is there is a significant relationship between job satisfaction and organizational commitment. Self-administrated questionnaires were distributed to public servants in DBKL. A total of 375 people responded in this study. This study utilized the SPSS 24 to establish validity and reliability of measurement model and test the relationships. The results show a positive and significant relationship between role stressors and organizational commitment mediated by job satisfaction as a means of reaching the study objectives. The result of this study also provides a better insight for academician, government of Malaysia, DBKL and new knowledge to further understand the effects of roles stressors and organizational commitment mediated by job satisfaction at DBKL. The study provides empirical evidence for theoretical relationship hypothesized in the research framework and also adds to knowledge on the importance of role stressors. The study is only confined in DBKL, Wilayah Persekutuan Kuala Lumpur. It is recommended that future research should also include other Council state(s) in Malaysia.