Life satisfaction is an emerging intervening mechanism to explain the effect of work experiences on organizational performance. However, the mechanism has been largely ignored in the management field. The results of this study increase our understanding of how an organizational culture that embraces spiritual leadership and engages the spiritual well-being and life satisfaction needs of em-ployees can help alleviate the symptoms of job burnout. The purpose of this study was to examine how life satisfaction, working in combination with spiritual well-being, influences the relationship between spiritual leadership and job burnout. This study was an explanatory research exploration of the causal relationship between spiritual leadership and job burnout. Research results confirmed that supervisory support, as measured through spiritual leadership, inversely influenced job burnout, as measured through worker exhaustion. Additionally, results revealed that the intervening, serial ef-fect of spiritual well-being and life satisfaction on job burnout was significant. Moreover, results revealed that employees’ life satisfaction fully mediated the relationship with employee vigor while partially mediating that with employee exhaustion.

This research aims to determine the effect of the adoption of teleworking on the development of job exhaustion of the higher education administrative staff in Junín during the crisis of COVID-19. The applied and correlational research was carried out with the participation of 300 administrative workers of higher education by applying a questionnaire of 40 questions. The results obtained show that having teleworking skills reduces emotional fatigue and depersonalization since the collaborator can self-regulate his behavior when faced with stressors. Likewise, these skills generate a positive effect on personal fulfillment, allowing the teleworker to achieve a satisfactory personal fulfillment of having said skills. On the other hand, telework conditions generate a hidden effect on emotional exhaustion, depersonalization and personal fulfillment; therefore, this dimension does not contribute to the reduction or increase of the mentioned dimensions. The work-life balance dimension does not generate any effect on any of the factors. It is concluded that the development of skills for teleworking is a relevant factor to achieve personal fulfillment in teleworkers, while teleworking conditions do not reduce job burnout.

This paper presents an empirical investigation on the effects of job burnout and emotional intelligence on organizational commitment in an Iranian Carbon producer. There are 300 full time employees and the study chooses a sample of 169 people. The proposed study adopts three well-known questionnaires for measuring job burnout, emotional intelligence and organizational commitment and Cronbach alphas are 0.766, 0.877 and 0.802, respectively. The study chooses regression analysis and other statistical observation to examine different hypotheses and the results indicate that there were some meaningful relationships among different components of the survey. In other words, when there was an increase on job burnout, we could expect less organizational commitment and while there was an increase on emotional intelligence, we may expect higher level of organizational commitment.