Predicting Job Burnout Based on Organizational Cynicism and Interpersonal Conflicts with the Mediating Role of Intolerance of Uncertainty among Municipal Employees

Abstract

Introduction and Aim: Job burnout is one of the most significant psychological consequences of occupational stress in service organizations and may negatively affect employees’ mental health, job performance, and productivity. The present study aimed to investigate the predictive role of organizational cynicism and interpersonal conflicts on job burnout through the mediating role of intolerance of uncertainty among employees of Tehran Municipality.

Methodology: This descriptive-correlational study was conducted using structural equation modeling (SEM). The statistical population included all employees of Tehran Municipality during the spring of 2024, from whom 280 participants were selected through purposive sampling. Data collection instruments included the Maslach and Jackson Burnout Inventory (1981), the Organizational Cynicism Questionnaire developed by Dean et al. (1998), the Interpersonal Conflict Scale by Spector and Jex (1998), and the Intolerance of Uncertainty Scale by Freeston et al. (1994). Data were analyzed using descriptive statistics, Pearson correlation coefficients, and SEM techniques.

Findings: The findings indicated that organizational cynicism (β=0.498, p<0.001), interpersonal conflicts (β=0.230, p<0.001), and intolerance of uncertainty (β=0.455, p<0.001) had significant positive effects on job burnout. In addition, organizational cynicism (β=0.641, p<0.001) and interpersonal conflicts (β=0.454, p<0.001) significantly predicted intolerance of uncertainty. Bootstrap analysis further demonstrated that organizational cynicism and interpersonal conflicts exerted significant indirect effects on job burnout through intolerance of uncertainty. The proposed structural model showed acceptable fit indices (RMSEA=0.067, CFI=0.980).

Conclusion: The results demonstrated that negative organizational perceptions and dysfunctional interpersonal relationships contribute to increased job burnout through heightened intolerance of uncertainty. Therefore, organizational interventions aimed at improving workplace relationships, reducing organizational cynicism, and strengthening employees’ tolerance for uncertainty may help decrease burnout levels among municipal employees.