The Impact of Job Burnout on Employee Performance Effectiveness in Non-Profit Organizations in the Gaza Strip

Abstract

This study aimed to examine the effect of job burnout on the effectiveness of employee performance in non-profit organizations in the Gaza Strip. The descriptive-analytical approach was adopted, and a questionnaire was used to collect primary data. The study population consisted of all employees working in three purposively selected non-profit organizations in the Gaza Strip, namely Oxfam, Ghazi Desk Foundation, and Al-Salamah Charitable Society, with a total population of 133 employees. A comprehensive survey method was applied to all members of the study population. The findings revealed that the level of job burnout was high, with a relative importance of 76.7%, while the level of employee performance effectiveness was also high, with a relative importance of 69.8%. The results further indicated a negative effect of job burnout on the effectiveness of employee performance, explaining 35% of the variance. Emotional exhaustion was found to be the most influential dimension negatively affecting overall employee performance (38%), followed by reduced personal accomplishment (25%), whereas depersonalization had the least negative effect (16%). Additionally, the study revealed statistically significant differences in respondents’ perceptions of job burnout attributable to demographic variables, including gender (in favor of males), marital status (in favor of married respondents), and age (in favor of employees under 30 years old). No statistically significant differences were found with respect to academic qualification or organization. Regarding employee performance effectiveness, statistically significant differences were found according to gender (in favor of females) and organization (in favor of Oxfam), while no significant differences were attributed to marital status, age, or academic qualification. The study recommended the equitable distribution of tasks according to employees’ capabilities and job roles, the allocation of short daily rest periods during working hours, highlighting employees’ success stories through media platforms, and linking individual performance to institutional goals.