Causal Model for Predicting Job Burnout Based on Effort–Reward Imbalance with the Mediating Role of Coping Styles in Employed Women

Abstract

The aim of this study was to examine the fit of a causal model for predicting job burnout based on effort–reward imbalance and the mediating role of coping styles in employed women. This research was applied in purpose and descriptive–correlational in design, utilizing structural equation modeling (SEM). The statistical population included all permanent and contractual female employees of the Central Organization of Islamic Azad University in Tehran in autumn 2024. A total of 320 participants were selected through convenience sampling. The instruments included the Job Burnout Questionnaire by Schaufeli et al. (2020), the Effort–Reward Imbalance Questionnaire by Siegrist (2013), and the Coping Styles Questionnaire by Folkman and Lazarus (1980). Data analysis was conducted using Pearson’s correlation test, model assumption checks, and structural model fit indices in SPSS-22 and AMOS-24 software. The results showed that the structural model had an acceptable fit (CFI = 0.925, GFI = 0.913, AGFI = 0.870, RMSEA = 0.069). Effort–reward imbalance had a direct and significantly positive effect on job burnout (β = 0.265, p < .001). Emotion-focused coping style had a direct and positive effect on job burnout (β = 0.204, p < .001), while problem-focused coping style had a direct and negative effect (β = –0.290, p < .001). Additionally, the indirect effect of effort–reward imbalance on job burnout through both coping styles was confirmed (Z = 2.31 and Z = 2.84). Effort–reward imbalance is one of the key predictors of job burnout in women, and coping styles play an important moderating role in this relationship. Strengthening problem-focused coping strategies and improving organizational reward systems can help reduce job burnout among employed women.