Designing a structural model for predicting job burnout based on organizational commitment and self - efficacy beliefs mediated by personality traits of teachers

Research indicates the relationship between organizational commitment, self-efficacy beliefs, and personality traits of teachers. Given this, can one predict job burnout based on organizational commitment, self-efficacy beliefs, and personality traits?

The purpose was to design a structural model for predicting burnout based on organizational commitment and self-efficacy beliefs by mediating the personality traits of teachers in Ramyan County.

Correlation studies based on structural equation modeling technique, in particular regression equations. The statistical population of this study is teachers of the three primary, secondary and secondary schools and consists of 650 students. The sample size was 400 people in order to increase the validity of the findings. The researcher randomly selected a number of schools from each of the 117 schools by considering the ratio of the population distribution of the teachers at each of the three levels..To do this research, the Maslach Job Burnout Questionnaire(1981), Allen & Meyer Organizational Commitment(1991), Jerusalem & Schwarzer Self-efficacy Beliefs(1992), and the Five Factors of the Character of Costa and McCrae (Short Form)(1985) were used.

The results showed that organizational commitment variable had a reverse effect on job burnout. Also, the variable of self-efficacy beliefs has a reverse effect on job burnout. Personality traits have an reverse effect on job burnout. There is a significant relationship between organizational commitment and job burnout through personality traits. There is also a significant relationship between self-efficacy beliefs and job burnout through personality traits. (P<0/001).

The results showed that All variables were able to predict teachers' job burnout. According to the findings, teachers' burnout can be partially reduced by holding workshops and in-service workshops as well as by changing the selection of individuals according to personality traits and self-efficacy beliefs and organizational commitment.