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All Journal Jurnal Ilmiah Manajemen Kesatuan
Anggraini Sukmawati
Institut Pertanian Bogor, Indonesia
Economics, Econometrics & Finance Social Sciences

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Job Demands–Resources and Burnout in Public Sector: A Systematic Literature Review Fitri Angraini; Nimmi Zulbainarni; Anggraini Sukmawati
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 3 (2026): JIMKES Edisi Mei 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i3.5332

Abstract

This study is motivated by the high prevalence of burnout among public sector employees, which has significant implications for individual well-being and organizational effectiveness. This study aims to map empirical evidence on burnout within the Job Demands–Resources (JD-R) framework, specifically by identifying the dimensions of job demands and job resources and examining their relationships with burnout in the public sector. This research employed a Systematic Literature Review (SLR) following PRISMA guidelines, using the Scopus database for studies published between 2001 and 2025, resulting in 14 selected articles. The findings indicate that quantitative demands are the most dominant predictors of burnout, followed by organizational structure and work arrangement demands, while mental and emotional demands remain relatively underexplored. On the other hand, interpersonal and social resources, such as supervisor and coworker support as well as a positive organizational climate, emerge as the most important protective factors against burnout. Burnout occurs when high job demands are not adequately balanced by sufficient job resources. The study concludes that maintaining a balance between job demands and job resources is essential for preventing burnout. Practically, public sector organizations should manage workload, clarify role expectations, and strengthen social support and organizational climate to enhance employee well-being.
Improving ESG Activity Recognition through Job Crafting: The Mediating Effect of Work Engagement and Innovative Organization Culture Nilam Cindera Dewi S; Anggraini Sukmawati; Naufal Mahfudz
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 4 (2026): JIMKES Edisi Juli 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i4.5487

Abstract

In the era of globalization, businesses face increasing challenges in achieving operational efficiency, social responsibility, and long-term sustainability. Consequently, Environmental, Social, and Governance (ESG) practices have become a strategic priority, with organizations integrating sustainability into corporate strategies and operational practices, including job crafting. This study investigates the relationship between job crafting and ESG activity recognition, while analyzing the mediating roles of work engagement and innovative organizational culture. This study employed a quantitative research approach using non-probability sampling with a purposive sampling technique based on specific criteria. The results indicate that job crafting does not have a significant direct effect on ESG activity recognition. However, work engagement is empirically proven to act as a full mediator in the relationship between job crafting and ESG activity recognition. Conversely, innovative organizational culture does not demonstrate a mediating role in this model, as its effect on ESG activity recognition is not significant. Nevertheless, job crafting contributes significantly and strongly to enhancing work engagement and building an innovative organizational culture within the company. These findings emphasize that employee pro-activity through job crafting can only optimize ESG recognition if it successfully boosts daily work engagement.
Co-Authors Fitri Angraini Naufal Mahfudz Nilam Cindera Dewi S Nimmi Zulbainarni