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].