Purpose – The purpose of this study is to explain when and how organizational respect is related to job
burnout syndromes. Using the stimulus–organism–response framework, the authors found that
organizational respect is negatively related to burnout via job satisfaction, with job insecurity moderating the
relationship. Drawing on conservation of resources theory, the authors proposed and found that job
satisfaction and emotional exhaustion sequentially mediate the relationship between organizational respect
and depersonalization, and this relationship is also moderated by job insecurity.
Design/methodology/approach – Data analysis was conducted using responses obtained from 280
anonymous employees in the postproduction film industry. The Statistical Package for the Social Sciences,
AMOS and PROCESS macro was used for data analysis.
Findings – The research findings show job satisfaction mediates the effects of organizational respect for all
three burnout syndromes. Organizational respect predicts depersonalization not only indirectly through job
satisfaction but also through emotional exhaustion. Job insecurity moderates the relationship between job
satisfaction and depersonalization and between emotional exhaustion and depersonalization. Organizational
respect reduces depersonalization through job satisfaction, but this effect depends on how secure the
employees feel about their jobs.
Research limitations/implications – Samples from one industry but from countries under different
management cultures may not show the true scale of burnout levels for the industry. Cross-sectional data
from one industry may limit the generalizability to other industries. The finding on the reverse effects of
organizational respect on depersonalization for satisfied employees could be further investigated.
Practical implications – The findings provide insights for learning organizations on the importance of
cultivating a respectful atmosphere and reducing job insecurity to mitigate aspects of burnout.
Originality/value – The authors clarified the moderating role of job insecurity and the mediating role of
job satisfaction and emotional exhaustion in the organizational respect–depersonalization relationship.