The influence of leadership, management, or supervision on the occurrence of burnout
Poor leadership or supervision can contribute to burnout in several ways. For example, a lack of support from supervisors or managers can leave employees feeling isolated and unsupported, which can increase their risk of burnout. The study by Regan et al examined the influence of authentic leadership on burnout among medical students and residents in academic medicine. It found that leaders who fail to provide clear direction or feedback, who micromanage their employees, or who do not recognize, or reward good work can create a stressful work environment that increases the risk of burnout [28,35,36].
In addition, poor management leadership can result in a lack of control over work tasks, which is also known risk factor for burnout. However, leaders with empathy, who provide support, clear expectations, and opportunities for growth and development can help reduce the risk of burnout among their employees. These authentic leaders understand the importance of creating a positive work environment that promotes well-being and supports their team members’ professional growth. By fostering open lines of communication, recognizing the contributions of their employees, and empowering them to have control over their tasks, these leaders play a crucial role in preventing burnout and promoting overall well-being in academic medicine. [35,37].
Another study by Busireddy et al, found that healthcare workers who perceived their leaders as being more authentic and transformational reported higher levels of well-being and professional fulfilment and lower levels of burnout and intent to leave. Furthermore, the study found that toxic leadership behaviors were associated with negative outcomes. The authors suggest that interventions aimed at improving leadership behaviour could potentially improve well-being and reduce burnout and turnover in the workplace [37].