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Organizacija, Volume 52 Issue 1, February 2019Research Papers
DOI: 10.2478/orga-2019-0005
Occupational Stress, Symptoms 
of Burnout in the Workplace and 
Work Satisfaction of the Age-diverse 
Employees
Maja ROŽMAN1, Anastasiia GRINKEVICH2, Polona TOMINC1
1 University of Maribor, Faculty of Economics and Business, Razlagova 14, 2000 Maribor, Slovenia 
maja.rozman1@um.si, polona.tominc@um.si 
2 National Research Tomsk State University, Institute of Economics and Management,  
Lenin Ave. 36, 634050 Tomsk, Russian Federation 
tasya-g89@mail.ru
Background and Purpose: Age diverse employees are faced with different types of occupational stress and differ-
ent symptoms of burnout when carrying out their work. Therefore, the role of age in job design and implementation 
of work should not be ignored. The main aim of this paper is to investigate the age differences of occupational stress 
and symptoms of burnout of employees and to analyze the impact of occupational stress, symptoms of burnout and 
age on employees’ work satisfaction.
Methodology: The paper is based on research that includes a survey of employees in two age groups: younger em-
ployees under 50 years of age and older employees between 50 to 65 years of age. Factor analysis was used to form 
the constructs of occupational stress, symptoms of burnout and employees’ work satisfaction. The non-parametric 
Mann-Whitney U test was used to test differences in the obtained constructs of occupational stress and symptoms 
of burnout in the workplace between two independent groups. The multiple regression analysis was used to examine 
the impact of occupational stress, symptoms of burnout and age on employees’ work satisfaction.
Results: The results show there are statistically significant differences in occupational stress and symptoms of 
burnout in the workplace between older and younger employees. On average, younger employees perceived higher 
levels of occupational stress and burnout as compared to the older group. Research results also show that occupa-
tional stress, behavioral symptoms and emotional symptoms of burnout, as well as age, have a significant impact 
on employees’ work satisfaction.
Conclusion: Managing diversity requires a strategic approach to managing people at work. Therefore, this research 
adds to the body of knowledge by pointing out the relationship between age and occupational stress and burnout 
symptoms. Because the role of age in job design has largely been ignored, these relationships have not been studied 
enough.
Keywords: Occupational stress; burnout; symptoms of burnout; age-diverse employees; work satisfaction
1 
Received: November 10, 2018; revised: January 4, 2019; accepted: January 26, 2019
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Organizacija, Volume 52 Issue 1, February 2019Research Papers
1 Introduction
Job design is of special importance in contemporary hu-
man resource management. It is essential to design jobs 
so that stress can be reduced, motivation can be enhanced 
and the satisfaction of employees and their performance 
can be improved to ensure that organizations can effec-
tively compete in the global marketplace (Garg and Rasto-
gi, 2006). Stressful, depressed and dissatisfied employees 
are not able to obtain the same quality level of work and 
productivity as those employees with low stress and high 
satisfaction (George and Zakkariya, 2015). It is essential 
that the employees’ psychological aspects are considered. 
Employers should create a safe, stress-reduced environ-
ment in which to work.
Further, it has become important to understand the role 
of individuals’ differences in examining the effects of job 
characteristics on job attitudes (Morgeson and Humphrey, 
2006). This means that job characteristics are not experi-
enced in the same way by all groups of workers (Zaniboni 
et al., 2014). Due to demographic changes in most indus-
trialized countries, the average age of working people is 
continuously increasing and the workforce is becoming 
more age diverse (Hertel et al., 2013). Zaniboni et al. 
(2014) demonstrated that the role of age in the relationship 
between job characteristics and job attitudes is important; 
with the ageing population it is necessary to see how jobs 
might be redesigned to enable people to continue to work 
successfully. It is also appropriate to examine the interplay 
between age and work characteristics because people gen-
erally spend a significant part of their lifespan working, 
and, therefore, have ample opportunity to display these 
adaptive processes throughout their working lives. Yet the 
role of age in job design has largely been ignored (Truxillo 
et al., 2012). Satisfied employees are a vital prerequisite 
for a “healthy” company (Halkos and Bousinakis, 2010); it 
is important that employers create a safe and friendly work 
environment (George and Zakkariya, 2015).
Demographic changes caused by the ageing of the 
population have an impact on organizations and the age 
structure of their employees; organizations face new chal-
lenges in the field of human resources management since 
employees belonging to different age groups also perceive 
their working environment differently and react different-
ly. The first step towards the adequate management of age 
diverse employees is to create an appropriate working en-
vironment that dictates the successful result of ageing for 
employees, and, thus, facilitates the achievement of goals, 
performance and competitiveness of the company (see, 
e.g., Jolynn et al., 2011; Ilmarinen, 2006). Robertson and 
Cooper (2010) found that low levels of stress, high levels 
of psychological well-being and the work satisfaction of 
older and younger employees play a central role in deliv-
ering the important outcomes associated with success in 
companies.
This paper aims to answer the following research ques-
tions: (1) RQ1: Are there statistically significant differenc-
es in occupational stress in the workplace of older em-
ployees as compared to younger employees in Slovenian 
companies? (2) RQ2: Are there statistically significant dif-
ferences in the symptoms of burnout of older employees as 
compared to younger employees in Slovenian companies? 
(3) RQ3: Do occupational stress, symptoms of burnout and 
age have a significant impact on the employees’ perceived 
work satisfaction?
Therefore, the main objectives of this paper are: (i) 
to investigate the differences between occupational stress 
and symptoms of burnout of employees from different age 
groups in the workplace and (ii) to analyze the impact of 
occupational stress, symptoms of burnout and age on work 
satisfaction of employees.
2 Literature Review
2.1 Occupational stress 
Occupational stress is defined as “the harmful physical and 
emotional responses that occur when the requirements of 
the job do not match the capabilities, resources or needs of 
the worker” (De Silva et al., 2017). Consequences of occu-
pational stress are observed at two levels, at the company 
level and at the level of the worker, and there is a correla-
tion between the two; economic losses within a company 
correlates (affects) employees’ health state (Mosadeghrad, 
2014). Workers not capable of coping with stressful situa-
tions might face a variety of negative effects in their phys-
ical, psychological or behavioral states. In the physical 
area, people may feel different pains such as headaches, 
neck pain and shoulder pain or have an elevated heart rate. 
In the psychological area negative effects may include 
insomnia, anxiety, depression and other psychological 
issues. Behavioral factors include fatigue, less efficacy 
at work and many others; these factors will influence in 
a negative way the entire production, the branch’s image 
and the quality of the final consumer product (Hespanhol, 
2004). Research on the harmful effects of occupational 
stress on physical well-being and a worker’s health show 
that among principal consequences are higher risks for car-
diovascular diseases (Kang et al., 2005), musculoskeletal 
disorders, respiratory diseases, psychological disorders, 
sleep disturbances, lack of concentration, depression, in-
tolerance and many others, as well as anxiety (O’Connor 
et al., 2000).
According to Hertel et al. (2013) older employees ex-
perience lower stress levels than younger employees. On 
the other hand, Götz et al. (2018) emphasized that the im-
pact of stressful work differs depending on the period, or 
life stage, at which it occurs. Older persons may be more 
vulnerable to occupational stress because the ageing pro-
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Organizacija, Volume 52 Issue 1, February 2019Research Papers
cess is accompanied by changes in coping capabilities and 
resources as well as changes of the physiological system. 
Older employees, therefore, may be more likely to become 
sick in the case of stressful work and may take longer to 
recover from illness. In that case, the association between 
stress and sickness absences would be more pronounced 
for older employees. The authors also argue that younger 
employees may face greater pressure to develop strong ties 
to the labour market, and therefore, they are more likely 
to continue working, compared to their older counterparts, 
even if conditions at work are poor. There are, however, 
also reasons why the association between occupational 
stress and sickness absence could be less pronounced for 
older employees than for younger employees. For exam-
ple, older employees may face more difficulties in finding 
a new job in the case of job loss; therefore, they are proba-
bly more likely to tolerate adverse conditions than younger 
employees.
2.2 Burnout and symptoms of burnout
Occupational stress related to a severe and constant level 
of stress is known as burnout syndrome, which is charac-
terized by a decrease in personal fulfillment, isolation from 
social relationships and emotional exhaustion (Yavas et 
al., 2013). Maslach et al. (2001) defined burnout as a “pro-
longed response to chronic emotional and interpersonal 
stressors on the job, and is defined by the three dimensions 
of exhaustion, cynicism, and inefficacy”. Also, the authors 
summarized research that indicates burnout has been asso-
ciated with various forms of job withdrawal (absenteeism), 
intention to leave the job and actual turnover.
In our research, the burnout of employees was identi-
fied and measured by three separate groups of symptoms. 
Physical symptoms of burnout include exhaustion, fatigue, 
headaches, sleep disorders, loss of energy, nonspecific 
pain, reduced attention span, feelings of meaninglessness, 
apathy, raised blood pressure, chest pains and gastroin-
testinal disorders. Emotional symptoms of burnout in the 
workplace may include depressed mood states, anxiety, 
irritability, loss of confidence, tension or sadness. Behav-
ioral symptoms of burnout in the workplace may include 
disturbed sleep patterns, reduced reaction times, reduced 
work capacity and less work motivation (Mosadeghrad, 
2014).
2.3 Satisfaction in the workplace
Job satisfaction generally implies a positive evaluation of 
work and a positive effect deriving from it; that is, a “pos-
itive emotional state resulting from the appraisal of one’s 
job or job experiences” (see, e.g., Tansel and Gazîoğlu, 
2014). Existing studies have established a positive rela-
tionship between job satisfaction and performance (Judge 
et al., 2001). Harrison et al. (2006) argued that job satis-
faction is also understood in terms of its relationship with 
other key factors of employees, like general well-being 
in the workplace, stress and workload, control at work, 
home-work balance and working conditions.
The relationship between job satisfaction and age 
shows that levels of job satisfaction tended to change, with 
initially high levels giving way to declines in mid-career, 
and then starting to improve again later in the worker’s 
career. This was explained by an individual’s adjustment 
to his/her work and life situation (Halkos and Bousinakis, 
2010). In terms of occupational stress, previous research 
has shown that middle-aged workers (30 to 50-year-olds) 
had slightly higher proportions in the reported high stress 
category than those at the extremes of the age range (Smith 
et al., 2000). This could be explained by multiple family 
and work-related tasks that potentially impact the stress 
levels during one’s middle-years (see, e.g., Darmody and 
Smyth, 2016). Also, a study conducted by Yang et al. 
(2016) reported that occupational stress decreases employ-
ees’ occupational satisfaction and self-motivation.
Occupational stress and burnout impact the health 
and psychological well-being of workers with the atten-
dant effects on their attitude towards work (Babajide and 
Akintayo, 2011). When the working environment is per-
ceived to be conducive, there is less stress, employees are 
satisfied and job performance is greatly enhanced (Parkes, 
2002). Burnout leads to lower productivity and effective-
ness at work. It is associated with decreased job satisfac-
tion and a reduced commitment to the job or the organiza-
tion (Maslach et al., 2001).
2.4 Age diversity in the workplace
Population ageing is impacting employers, and for many 
organisations there are strong business reasons to devel-
op strategies for managing diversified age profiles in their 
workplaces (Hoyle, 2017). Job characteristics are not ex-
perienced in the same way by all age diverse workers. Giv-
en the demographic shifts in today’s workplace, a worker’s 
age appears to be an important individual difference (Za-
niboni et al., 2014).
On the one hand, high diversity in teams or other or-
ganizational units might increase creativity, innovation 
and problem solving due to the multiple perspectives and 
backgrounds of the different workers. On the other hand, 
high diversity often comes with higher needs for commu-
nication, coordination and conflict management due to 
differences in expectations, working styles and general 
values. Therefore, to benefit from diversity, the accurate 
management of mutual perceptions and interactions is cru-
cial (Hertel et al., 2013).
Hertel et al. (2013) asserted that ageing refers to 
changes that occur in biological, psychological and so-
cial functioning over time, thereby affecting individuals 
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Organizacija, Volume 52 Issue 1, February 2019Research Papers
on personal, organizational and societal levels. This also 
means that employees’ age diversity has different effects 
on work-related attitudes. According to Schneid et al. 
(2018), understanding age diverse employees is essential 
for improving productivity and for ensuring the success 
of the company, which also leads to the well-being of all 
age diverse employees. Thus, on the basis of the literature 
review, we can summarize that age diverse employees are 
faced with different symptoms of burnout and occupation-
al stress when carrying out their work.
2.5 Research hypotheses
Based on the theoretical ground, we formulated the fol-
lowing research hypotheses.
Hypotheses H1 is formed following Adams et al. 
(2013) and Hertel et al. (2013), who state that older em-
ployees report experienc ing lower levels of stressors than 
younger employees. Adams et al. (2013) summarized two 
possible explanations for these findings. First, as employ-
ees age they accumulate more work experiences and ac-
quire more occupational expertise and wisdom, which may 
act as a resource when dealing with role-related stressors. 
Second, older employees are more likely to be in high-sta-
tus positions with certain characteristics, including job 
control, flexible work schedules and access to support 
from the job environ ment. These job characteristics may 
reduce employee exposure to stressors such as role ambi-
guity and role conflict.
H1: There are statistically significant differences in 
occupational stress in the workplace between older and 
younger employees.
Hypotheses H2.1, H2.2 and H2.3 were formed based 
on findings that showed age was differentially related to 
burnout in separate age groups (Ahola et al., 2008). The 
same approach when studying symptoms of burnout was 
used by Mosadeghrad (2014). The highest burnout preva-
lence was found among the younger employees. Haley et 
al. (2013) stated that possible reasons for younger employ-
ees’ higher burnout levels seem to include a lack of skills 
to deal with everyday problems arising in the workplace, a 
“reality shock” when just entering the workplace, a lack of 
coping skills as a result of less experience in a working en-
vironment and transitional shock. On the other hand, Wang 
and Shultz (2010) emphasized that burnout increases with 
ageing. Among the demographic variables, age turns out to 
be the most related to burnout. It has been found that poor 
health is one of the major determinants of early retirement, 
and the poorer the health of older workers, the stronger 
their intentions appear to be to withdraw from the labour 
force early.
• H2.1: There are statistically significant differences in 
behavioral symptoms of burnout in the workplace be-
tween older and younger employees.
• H2.2: There are statistically significant differences in 
emotional symptoms of burnout in the workplace be-
tween older and younger employees.
• H2.3: There are statistically significant differences in 
physical symptoms of burnout in the workplace be-
tween older and younger employees.
Hypotheses H3.1, H3.2, H3.3, H3.4 and H3.5 were formed 
based on the findings of Fairbrother and Warn (2003), 
who found strong correlations between the dimensions of 
workplace, stress and job satisfaction. High levels of work 
stress are associated with low levels of job satisfaction. 
Job stressors are predictive for job dissatisfaction and a 
greater propensity to leave the organization. According to 
Faragher et al. (2005) occupational stress has a negative 
effect on job satisfaction and deteriorates the physical and 
mental health of age diverse employees. Lu and Gursoy 
(2013) summarized that all symptoms of burnout have a 
significant negative impact on the age diverse employees’ 
work satisfaction.
• H3.1: Occupational stress has a significant impact on 
the employees’ perceived work satisfaction.
• H3.2: Symptoms of behavioral burnout have a sig-
nificant impact on the employees’ perceived work 
satisfaction.
• H3.3: Symptoms of emotional burnout have a signif-
icant impact on the employees’ perceived work sat-
isfaction.
• H3.4: Symptoms of physical burnout have a signif-
icant impact on the employees’ perceived work sat-
isfaction.
• H3.5: Age has a significant impact on the employees’ 
perceived work satisfaction.
3 Methodology
3.1 Data and sample
A survey among Slovenian medium-sized (the average 
number of employees in business year does not exceed 250) 
and large companies (the average number of employees in 
business year exceeds 250) was conducted, and question-
naires were sent to 800 randomly selected medium-sized 
and large Slovenian companies. The questionnaire was 
addressed to the owner/manager of the company and sent 
via e-mail or ordinary post (depending on the availabil-
ity of contact data). We asked the owner/manager of the 
company to distribute a questionnaire among age diverse 
employees. With the purpose of increasing the response 
rate, we sent the reminders to complete the questionnaire 
in three waves: twice by e-mails and once by personally 
contacting them by phone. The main survey involved 307 
companies (the response rate was 38.4%). We limited the 
responses to up to four employees in each company, and, 
thus, the survey included 691 respondents.
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Organizacija, Volume 52 Issue 1, February 2019Research Papers
The employees in the sample were divided into two 
age groups: younger employees under 50 years of age and 
older employees between 50 to 65 years of age. In most 
cases in the literature, the lower age limit defining older 
employees is 45 years (Brooke, 2003) or 50 years (Ilmari-
nen, 2001); the term “older employees” also refers to em-
ployees between 40 and 50 years of age (Ghosheh et al., 
2006). For the purposes of the present research the age of 
50 years is used. Table 1 shows the profile of respondents 
– employees with respect to control variables.
The survey responses included 47% younger employ-
ees aged 18 to 49 years and 52.8% older employees aged 
50 to 65. Regarding the achieved education level of em-
ployees who participated in the research, 62.7% of the re-
spondents finished high professional or university educa-
tion, 21.7% of the respondents have a master’s degree or 
doctorate, 14.3% of the respondents finished college and 
the smallest percentage represents respondents who fin-
ished vocational or high school (1.3%). The biggest share 
of responses represented large companies (51.9%). Medi-
um-sized companies comprised 48.1%.
3.2 Research instrument
Statements included in the questionnaire, describing dif-
ferent dimensions of occupational stress and symptoms of 
burnout (behavioral symptoms, emotional symptoms and 
physical symptoms), were designed and tested in empiri-
cal research by Mosadeghrad (2014). Statements describ-
ing different dimensions of employee satisfaction were 
also designed and tested by Groot and Brink (1999). The 
respondents indicated their agreement to the listed state-
ments, using a 5-point Likert-type scale from 1 ̶ complete-
ly disagree to 5 ̶ completely agree.
3.3 Methods used
Factor analysis was used to form multidimensional con-
structs for the perceived occupational stress, symptoms of 
burnout and perceived employees’ satisfaction. We wanted 
to establish whether the use of factor analysis is reasonable 
on the basis of the Kaiser-Meyer-Olkin (KMO) measure of 
sampling adequacy (KMO ≥ 0.5) (Kaiser, 1974) and Bart-
lett’s test of sphericity. For the communalities the thresh-
old of 0.40 was used (Costello and Osborne, 2005). The 
initial factors’ rotation was conducted with the purpose to 
improve factors’ interpretability and achieve a more even 
distribution of variance across factors. The rectangular ro-
tation Varimax maximises the variance of weight squares 
in every factor, and that simplifies the structure by col-
umns (Manly, 2005).
To test hypotheses H1, H2.1, H2.2 and H2.3 about the 
differences between younger and older employees, the 
non-parametric Mann-Whitney U test was used. To test 
hypothesis H3.1 – H3.5, about the impact of occupation-
al stress, behavioral, emotional and physical symptoms of 
burnout and age on employees’ work satisfaction, the mul-
tiple regression analysis was used.
4 Results
4.1 Results of factor analysis 
First the factor analysis was applied to form the constructs 
of occupational stress, symptoms of the three groups of 
symptoms of burnout and employees’ satisfaction. Results 
of the factor analysis are presented in Tables 1, 2 and 3.
Table 1 shows the results of factor analysis for the con-
struct occupational stress. Results of the KMO measure 
and the Bartlett’s test of sphericity show that the use of 
factor analysis is justified. The values of all communali-
ties in Table 1 for the construct occupational stress of age 
diverse employees are higher than 0.60, therefore we have 
not eliminated any measured variables. Table 1 also shows 
that total variance explained is 72.7%. All factor loadings 
are higher than 0.70. In our case, the most important role in 
occupational stress of age diverse employees is achieved 
by the statement: “Due to stress in the workplace, I feel 
a lack of energy, tiredness”. The value of the Cronbach’s 
alpha for the factor occupational stress of age diverse em-
ployees is 0.940, therefore the reliability of the measure-
ment in occupational stress of age diverse employees is 
exemplary.
Table 2 shows the results of factor analysis for the con-
structs of burnout, where the three dimensions of burnout 
are analyzed: behavioral, emotional and physical symp-
toms.
The value of Kaiser-Meyer-Olkin measures of sam-
pling adequacy and the results of Bartlett’s test of sphe-
ricity (p < 0.01) justified the use of factor analysis. The 
values of all communalities for the construct symptoms of 
burnout are higher than 0.60, therefore we have not elim-
inated any variable. The total variance explained for be-
havioral symptoms of burnout is 84.9%, and for emotional 
symptoms of burnout it is 82.8%. In the case of physical 
symptoms of burnout, two factors were obtained which 
together explain 85.3% of variability (first factor 74.8%, 
second factor 10.4%). Thus, we obtained two factors: 
physical symptoms of burnout-1 and physical symptoms 
of burnout-2.
In our case, the most important role in behavioral 
symptoms of burnout of age diverse employees is achieved 
by the statement: “I lack the will to socialize with co-work-
ers” and the most important role in emotional symptoms of 
burnout by the statement: “I feel anger”. The most impor-
tant role in physical symptoms of burnout-1 (factor 1) is 
“I have vertigo”. For physical symptoms of burnout-2 the 
most important factor is “My sleep cycle is messy”.
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Organizacija, Volume 52 Issue 1, February 2019Research Papers
The values of the Cronbach’s alphas for all three con-
structs of burnout are high (over 0.9), indicating that the 
reliabilities of the measurement scales are again exempla-
ry.
Table 3 shows the results of factor analysis for the con-
struct employees’ satisfaction. Again, the value of the Kai-
ser-Meyer-Olkin measure of sampling adequacy and the 
results of the Bartlett’s test of sphericity (p < 0.01) justified 
the use of factor analysis. The values of all communali-
ties were higher than 0.70. The total variance explained 
for employees’ satisfaction is 82.1%. The most important 
role in satisfaction of employees is achieved by the state-
ment: “At my workplace I am satisfied with the leadership 
in the company”. The value of the Cronbach’s alpha for the 
factor employees’ satisfaction is 0.964, therefore the relia-
bility of the measurement in the satisfaction of employees 
is also exemplary.
4.2 Differences between younger and 
older employees regarding the 
occupational stress and symptoms 
of burnout
In the second step, the obtained factors were used to test the 
hypotheses H1 and H2, where older and younger employ-
ees were defined according to age group. Table 4 presents 
the results of the non-parametric Mann-Whitney U test of 
obtained factors for the construct occupational stress and 
the construct symptoms of burnout in the workplace.
By using the Mann-Whitney U test, we tested wheth-
er the observed differences between employees in the two 
age groups are statistically significant. Based on the re-
sults (Table 4), we found that there are statistically signif-
icant differences between older and younger employees in 
the levels of occupational stress as well as regarding the 
symptoms of burnout (behavioral symptoms of burnout, 
emotional symptoms of burnout and physical symptoms 
of burnout) in the workplace. Based on the results we con-
firmed the hypothesis H1: There are statistically signifi-
cant differences in occupational stress in the workplace be-
tween older and younger employees and hypothesis H2.1: 
There are statistically significant differences in behavioral 
symptoms of burnout in the workplace between older and 
younger employees. We also confirmed hypothesis H2.2: 
There are statistically significant differences in emotion-
al symptoms of burnout in the workplace between older 
and younger employees and hypothesis H2.3: There are 
statistically significant differences in physical symptoms 
of burnout in the workplace between older and younger 
employees. We can also conclude that the perceived levels 
of occupational stress as well as perceived symptoms of 
burnout (behavioral, emotional and physical) are on av-
erage lower in the group of older employees as compared 
Table 1: Results of factor analysis for the construct occupational stress
Construct occupational stress Communalities Factor loadings
I am facing with the stress in performing work tasks. 0.734 0.857
Due to an excessive amount of work, my lifestyle is 
rather uneven (irregular meals, an unsettled sleeping 
cycle, lack of sports activity).
0.685 0.828
Due to stress in the workplace, I feel a lack of energy, 
tiredness. 0.813 0.901
Due to stress in the workplace, I have problems with 
concentration. 0.719 0.848
I feel the lack of my capacity in performing my work 
tasks. 0.782 0.884
At workplace, the stance of my body is forced for a long 
time (siting, standing). 0.601 0.775
At the workplace there is tension, conflict between 
employees. 0.754 0.868
Kaiser–Meyer–Olkin measure: 0.898
Bartlett’s test of sphericity
Approximate
Chi-Square 4191.119
df 21
p 0.000
Cumulative percentage of explained variance: 72.675 %
Cronbach’s Alpha: 0.940
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Table 2: Results of factor analysis for the construct symptoms of burnout
Behavioral symptoms of burnout Communalities Factor loadings
I avoid activities. 0.841 0.917
I have nightmares. 0.863 0.929
I have insomnia. 0.631 0.794
I have difficulties with concentration and memory. 0.856 0.925
I wish for solitude. 0.892 0.945
My working ability has declined. 0.896 0.947
I lack the will to work. 0.904 0.951
I lack the will to socialize with co-workers. 0.910 0.954
Kaiser–Meyer–Olkin measure: 0.937
Bartlett’s test of sphericity
Approximate Chi-Square 8379.298
df 28
p 0.000
Cumulative percentage of explained variance: 84.905
Cronbach’s Alpha: 0.968
Emotional symptoms of burnout Communalities Factor loadings
I have depressive feelings 0.864 0.929
I am tense. 0.594 0.771
I feel panic 0.877 0.937
I am afraid of losing the job or not finishing the work 
on schedule. 0.644 0.802
I am sad. 0.834 0.913
I have a feeling of helplessness 0.872 0.934
To me, everything seems meaningless 0.890 0.943
I am emotionally exhausted 0.864 0.930
I am exceedingly sensitive 0.879 0.938
I am quarrelsome. 0.891 0.944
I feel anger. 0.901 0.949
Kaiser–Meyer–Olkin measure: 0.949
Bartlett’s test of sphericity
Approximate Chi-Square 12299.281
df 55
p 0.000
Cumulative percentage of explained variance: 82.825
Cronbach’s Alpha: 0.977
Physical symptoms of burnout Communalities Factor loadings
1 2
I have headaches, migraines. 0.814 0.283 0.857
My sleep cycle is messy. 0.859 0.253 0.892
I have vertigo. 0.948 0.917 0.327
I am sweating. 0.938 0.914 0.320
I have sweaty and cold hands. 0.937 0.913 0.323
My blood pressure varies. 0.938 0.901 0.354
I often have the flu or virosis. 0.770 0.690 0.542
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to the group of younger employees (average factors’ val-
ues are lower for older employees), which is in line with 
several previous findings (Mosadeghrad, 2014; Henkens 
and Leenders, 2010; Maslach et al., 2001; Schaufeli and 
Enzmann, 1998; Campanelli, 1990).
To further illustrate these results, Table 5 presents the 
non-parametric Mann-Whitney U test of individual com-
ponents for the construct occupational stress and Table 6 
presents the non-parametric Mann-Whitney U test of the 
age diverse employees of individual components for con-
structs of behavioral, emotional and physical symptoms of 
burnout.
Based on the results (Table 5), we found there are sta-
tistically significant differences between older and young-
I am often tired, exhausted. 0.795 0.483 0.749
I have stomach aches. 0.752 0.612 0.617
I have increased heart rate. 0.835 0.739 0.538
I have lower back pain, shoulder pain. 0.792 0.391 0.799
Kaiser–Meyer–Olkin measure: 0.934
Table 2: Results of factor analysis for the construct symptoms of burnout (continued)
Table 3: Results of factor analysis for the construct employees’ satisfaction
At my workplace I am satisfied: Communalities Factor loadings
With working hours and distribution of work obliga-
tions. 0.880 0.938
With flexible working hours. 0.863 0.929
With the balance between work and private life 0.659 0.812
With enabled self-regulation of speed of work per-
formed. 0.855 0.925
With intergenerational cooperation. 0.880 0.938
With the working conditions, such as better light, air 
conditioning, and bigger inscriptions. 0.723 0.851
With the interpersonal relationships in the company. 0.828 0.910
With the leadership in the company 0.882 0.939
Kaiser–Meyer–Olkin measure: 0.941
Bartlett’s test of sphericity
Approximate 
Chi-Square 7211.576
df 28
p 0.000
Cumulative percentage of explained variance: 82.130%
Cronbach’s Alpha: 0.964
Table 4: Mann-Whitney U test
Factors (constructs)
Mean
Mann-
Whitney U Z
Asymp. Sig. 
(2-tailed)Younger 
employees
Older 
employees
Occupational stress -0.0069163 -0.1256373 46526.000 -4.775 0.000
Behavioral symptoms of burnout 0.0337975 -0.0630286 49436.000 -3.599 0.000
Emotional symptoms of burnout 0.0490263 -0.0468914 48887.000 -3.638 0.000
Physical symptoms of 
burnout
Factor 1 0.0380275 -0.1218029 113750.500 -4.357 0.000
Factor 2 -0.0027594 -0.2210989 110419.500 -5.644 0.000
54
Organizacija, Volume 52 Issue 1, February 2019Research Papers
er employees regarding the statement “Due to an excessive 
amount of work, my lifestyle is rather uneven (irregular 
meals, an unsettled sleeping cycle, lack of sports activi-
ty)”, where older employees on average perceive a lower 
level of stress, as compared to younger employees. On the 
other hand, significant differences are found also regard-
ing the statements “Due to stress in the workplace, I have 
problems with concentration” and “I feel the lack of my 
capacity in performing my work tasks” (p < 0.05), where 
older employees on average perceive slightly higher levels 
of stress, as compared to younger employees. Other differ-
ences are not statistically significant (p > 0.05).
Table 6 presents the non-parametric Mann-Whitney 
U test results of the age diverse employees for individual 
components for constructs of behavioral, emotional and 
physical symptoms of burnout.
For all statements regarding the physical symptoms of 
burnout, where the significant differences are found, the 
average levels of agreement with the individual statements 
in the group of older employees are again lower than com-
pared to those of younger employees, which is in line with 
the research results presented in the literature (Maslach et 
al., 2001). Statistically significant differences between old-
er and younger employees regarding the physical symp-
toms of burnout are identified at the following items: “I 
have headaches, migraines”, “My sleep cycle is messy”, 
“I have vertigo”, “I am sweating”, “I have sweaty and cold 
hands”, “I often have the flu or virus” and “I have stomach 
aches” (p < 0.05).
For each and every individual statement of the behav-
ioral symptoms of burnout the average levels of agree-
ment, indicating the perceived level of burnout, are lower 
for older employees. Statistically significant differences 
are identified regarding the following items: “I avoid ac-
tivities”, “I have difficulties with concentration and mem-
ory”, “I wish for solitude” and “My working ability has 
declined” (p < 0.05).
Also there are statistically significant differences be-
tween older and younger employees in statements that de-
scribe emotional symptoms of burnout: “I feel panic”, “I 
am sad”, “To me, everything seems meaningless”, “I am 
exceedingly sensitive”, “I am quarrelsome” and “I feel an-
ger” (p < 0.05), with on average lower levels observed in a 
group of older employees. Similarly, at all other statements 
the average levels of agreement for older employees are 
lower than compared to younger employees, but differenc-
es are not statistically significant (p > 0.05).
4.3 The impact of occupational stress, 
symptoms of burnout and age on 
the employees’ perceived work 
satisfaction
In the continuation we present the results of testing hy-
pothesis H3, which was elaborated into the form of five 
sub-hypotheses:
• H3.1: Occupational stress has a significant impact on 
the employees’ perceived work satisfaction.
Table 5: Mann-Whitney U Test for individual components of the constructs of occupational stress of younger and older employ-
ees
Statement
Mean
Mann-
Whitney U Z
Asymp. 
Sig. 
(2-tailed)
Younger 
employees
Older 
employees
I am facing with the stress in performing 
work tasks. 3.68 3.66 56510.500 -1.167 0.243
Due to an excessive amount of work, 
my lifestyle is rather uneven (irregular 
meals, an unsettled sleeping cycle, lack 
of sports activity). 3.69 3.59 43504.000 -6.277 0.000
Due to stress in the workplace, I feel a 
lack of energy, tiredness. 3.25 3.24 56846.500 -0.990 0.322
Due to stress in the workplace, I have 
problems with concentration. 2.52 2.59 39169.500 -8.534 0.000
I feel the lack of my capacity in perform-
ing my work tasks 2.76 2.81 43564.500 -6.598 0.000
At workplace, the stance of my body is 
forced for a long time (siting, standing). 3.68 3.63 50059.500 -3.772 0.058
At the workplace there is tension, con-
flict between employees. 3.05 3.03 48800.500 -4.191 0.064
55
Organizacija, Volume 52 Issue 1, February 2019Research Papers
Table 6: Mann-Whitney U Test for individual components of the constructs of the three groups symptoms of burnout of younger 
and older employees
Mean
Mann-
Whitney U Z
Asymp. 
Sig. 
(2-tailed)Younger employees
Older 
employees
Physical symptoms of burnout
I have headaches, migraines. 3.50 3.38 50311.500 -3.559 0.000
My sleep cycle is messy. 3.69 3.60 50866.500 -3.353 0.001
I have vertigo. 2.61 2.52 54122.500 -2.124 0.034
I am sweating. 2.64 2.52 53833.500 -2.233 0.026
I have sweaty and cold hands. 2.57 2.48 52387.500 -2.853 0.004
My blood pressure varies. 2.72 2.76 58860.500 -0.181 0.856
I often have the flu or virosis. 2.98 2.91 53367.500 -2.312 0.021
I am often tired, exhausted. 3.44 3.31 54775.500 -1.746 0.081
I have stomach aches. 3.09 2.88 47977.500 -4.286 0.000
I have increased heart rate. 2.90 2.85 55051.000 -1.575 0.115
I have lower back pain, shoulder pain. 3.56 3.53 58401.500 -0.362 0.718
Behavioral symptoms of burnout 
I avoid activities. 2.70 2.60 51006.000 -3.289 0.001
I have nightmares. 2.78 2.72 54897.500 -1.735 0.083
I have insomnia. 3.43 3.38 54459.000 -1.933 0.053
I have difficulties with concentration and 
memory. 2.51 2.43 53556.500 -2.321 0.020
I wish for solitude. 2.54 2.44 51623.000 -3.092 0.002
My working ability has declined. 2.88 2.76 53870.000 -2.118 0.034
I lack the will to work. 2.72 2.65 56190.000 -1.176 0.240
I lack the will to socialize with co-work-
ers. 2.65 2.58 55095.500 -1.557 0.120
Emotional symptoms of burnout
I have depressive feelings. 2.42 2.36 58017.500 -0.522 0.602
I am tense. 3.46 3.38 55109.500 -1.611 0.107
I feel panic. 2.50 2.39 53193.500 -2.531 0.011
I am afraid of losing the job or not finish-
ing the work on schedule. 2.83 2.92 57005.000 -0.922 0.357
I am sad. 2.61 2.58 52485.000 -2.702 0.007
I have a feeling of helplessness. 2.43 2.34 55874.500 -1.415 0.157
To me, everything seems meaningless. 2.35 2.29 53790.000 -2.304 0.021
I am emotionally exhausted. 2.72 2.67 58959.500 -0.068 0.946
I am exceedingly sensitive. 2.64 2.55 53106.000 -2.410 0.016
I am quarrelsome. 2.58 2.47 51569.500 -3.128 0.002
I feel anger. 2.52 2.42 49988.500 -3.782 0.000
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Organizacija, Volume 52 Issue 1, February 2019Research Papers
• H3.2: Symptoms of behavioral burnout have a sig-
nificant impact on the employees’ perceived work 
satisfaction.
• H3.3: Symptoms of emotional burnout have a signif-
icant impact on the employees’ perceived work sat-
isfaction.
• H3.4: Symptoms of physical burnout have a signif-
icant impact on the employees’ perceived work sat-
isfaction.
• H3.5: Age has a significant impact on the employees’ 
perceived work satisfaction.
The multiple regression model was formed, where the 
dependent variable was the multidimensional construct 
(factor) for employees’ satisfaction, while the explanatory 
variables included in the model were constructs (factors) 
for occupational stress and burnout (physical, behavioral 
and emotional). The age differences were studied by the 
inclusion of the dummy variable age (0 – older and 1 – 
younger employees) into the regression model. Results are 
presented in Table 7.
Multiple regression results show that the regression 
model is significant (F = 181.765, p < 0.01) and that over 
60% of variance of a dependent variable is explained by 
the regression model (Adjusted R square = 0.618). Values 
of tolerance and the variance inflation factor (VIF) indicate 
no significant multicollinearity problems among variables. 
The cutoff for VIF < 5 is used (Sheather, 2009).
Results also reveal that the impact of occupational 
stress of employees on their work satisfaction is, as ex-
pected, negative. The higher the perceived stress, the lower 
on average the employees’ work satisfaction; the impact is 
significant (p < 0.05). Therefore, hypothesis H3.1 is con-
firmed.
Behavioral and emotional symptoms of burnout also 
proved to have a significant and negative impact on em-
ployees’ satisfaction (p < 0.05); employees perceiving 
higher levels of behavioral and emotional symptoms of 
burnout, are on average, less satisfied with their work. 
Therefore, hypotheses H3.2 and H3.3 are confirmed. On 
the other hand, the physical symptoms of burnout were not 
identified as an important factor of employees’ work sat-
isfaction (for both factors p < 0.05), thus hypothesis H3.4 
in not confirmed. According to Veromaa et al. (2017) work 
ability is the degree to which an employee, given his/her 
health, is physically and mentally able to cope with the 
demands at work. On the other hand, work satisfaction and 
work engagement are more dependent on mental or emo-
tional aspects.
Age is a significant factor shaping the employees’ per-
ceived work satisfaction – research results show that the 
regression coefficient for age variable is significant and 
negative (p < 0.05), confirming that the level of work sat-
isfaction for younger employees is on average lower than 
compared to their older counterparts. As already men-
tioned, the perceived occupational stress and perceived 
burnout are significantly higher in the group of younger 
employees, thus it is not surprising that these characteris-
tics are also reflected in their lower perceived satisfaction 
with work. Therefore, hypothesis H3.5 is confirmed.
5 Discussion and conclusion
Based on the results, we found there are statistically sig-
nificant differences between older and younger employees 
relating to occupational stress as well as regarding the 
behavioral, emotional and physical symptoms of burnout 
Table 7: Multiple regression results
Model
Unstandardized 
Coefficients
Standardized 
Coefficients t Sig.
Collinearity Statistics
B Std. Error Beta Tolerance VIF
(Constant) 0.178 0.036 4.973 0.000
Stress -0.459 0.061 -0.459 -7.540 0.000 0.433 2.310
Behavioral symptoms 
of burnout -0.284 0.084 -0.285 -3.378 0.001 0.954 1.048
Emotional symptoms 
of burnout -0.147 0.079 -0.147 -1.864 0.003 0.963 1.038
Physical symptoms of 
burnout 1 0.042 0.040 0.043 1.057 0.291 0.403 2.480
Physical symptoms of 
burnout 2 0.060 0.043 0.060 1.398 0.162 0.373 2.684
Age -0.328 0.051 -0.164 -6.490 0.000 0.978 1.023
57
Organizacija, Volume 52 Issue 1, February 2019Research Papers
in the workplace (Table 4). Results also revealed that the 
perceived levels of occupational stress as well as perceived 
symptoms of burnout (behavioral, emotional and physi-
cal) are on average lower in the group of older employ-
ees than compared to the group of younger employees, 
which is in line with several previous findings (Mosade-
ghrad, 2014; Henkens and Leenders, 2010; Maslach et al., 
2001; Schaufeli and Enzmann, 1998; Campanelli, 1990). 
This at the same time provides the answers to the first two 
research questions: we established the statistically signifi-
cant differences in occupational stress and in symptoms of 
burnout in the workplace of older employees as compared 
to younger employees in Slovenian companies.
Research results also show that the impact of em-
ployees’ occupational stress on their work satisfaction is 
significant and negative (the higher the perceived stress, 
the lower on average the employees’ work satisfaction). 
Behavioral and emotional symptoms of burnout also 
proved to have a significant and negative impact on em-
ployees’ satisfaction, while physical symptoms of burnout 
do not. Employees perceiving higher levels of behavioral 
and emotional symptoms of burnout, are on average, less 
satisfied with their work. Age is a significant factor shap-
ing the employees’ perceived work satisfaction. Research 
results show that the regression coefficient for age varia-
ble is significant and negative, confirming that the level 
of work satisfaction for younger employees is on average 
lower than compared to their older counterparts (Table 7). 
The perceived occupational stress and perceived symp-
toms of burnout are significantly higher in the group of 
younger employees (Table 5 and Table 6), which is in line 
with several previous findings (Adams et al., 2013; Aho-
la et al., 2008; Haley et al., 2013). This also brings the 
answer to the third research question: we established that 
occupational stress, behavioral and emotional symptoms 
of burnout and age proved to have a significant and nega-
tive impact on employees’ satisfaction, while the impact of 
physical symptoms of burnout was not confirmed.
The demographics of the global workforce are chang-
ing, specifically with a more age diverse workforce, bring-
ing new research questions. It becomes more important to 
find ways for people to stay satisfied in their work at differ-
ent life stages. The quality of working life has a big impact 
on all employees because we spend so much of our time at 
work. Therefore, investments in active ageing need to be 
secured during the working years.
Our study has several implications for employers 
and policymakers. Recommendations for employers that 
reduce occupational stress and symptoms of burnout for 
age diverse employees include redesign of the workplace 
(re-designing individual work tasks according to the needs 
and capabilities of employees), job simplification, job ro-
tation, redistribution in the company (coordinating job re-
quirements with the capabilities and skills of employees), 
job sharing and providing more frequent short breaks at 
work. For economic policymakers the main implication is 
the need to formulate legislative measures that allow for 
more flexible forms of employment of a younger genera-
tion. Working conditions must be adapted to all employ-
ees; workplaces should be developed according to the age 
diversity of employees, with the workload adapted to all 
age groups. It is important to know that job characteris-
tics are not experienced in the same way by all employees. 
From this perspective, our research shows the importance 
of well-being, health and a friendly work environment for 
age diverse employees in Slovenian companies.
Our study is limited to the focus of age differences 
among employees in Slovenia in medium-sized and large 
Slovenian companies. Further research may investigate in 
more detail the importance of control variables that are not 
included in the model, for example, gender, education or 
industry, as well as gender differences in the respective 
age groups. The multidimensional constructs included in 
our research model are the perceived occupational stress, 
symptoms of behavioral, emotional and physical burnout 
and work satisfaction that are limited to the work place 
situations. Further research may also include dimensions 
of individuals’ lives; for example, we can assume that a 
great deal of stress of younger generations can be attrib-
uted to the greater dynamics and difficulties in balancing 
private-family care and employment. Therefore, for eco-
nomic policy makers it could also be important to establish 
the importance of affordable, and, above all, safe, child-
care. Allowing different precarious forms of employment, 
which the younger generations in Slovenia witness to a 
great extent, does not help to regulate the situation in this 
field, nor to create a balance between the family and the 
employment environment. Temporary contracts for em-
ployment are extremely common among young people in 
Slovenia; data show that in Slovenia the incidence of tem-
porary contracts among young people is much higher (over 
70%) as compared to OECD averages for the same age 
group (approximately 25%) (OECD, 2015). The negative 
effects of precariat are numerous and contribute to occu-
pational stress and burnout: uncertainty, low pay, limited 
social security rights, mostly short-term work, flexibili-
ty on the part of an employee in terms of adapting to the 
needs of employers, etc. This is also an important area for 
further research – if further research confirms that occupa-
tional stress and burnout are deepened by the precarious 
forms of employment, then economic and social policy 
measures should pay more attention to this area immedi-
ately. From the methodological viewpoint, further research 
may include the development of a conceptual model using 
the structural equation modeling (SEM) approach. A mul-
tisample analysis may be recommended in the structural 
model to examine differences by age in the paths.
58
Organizacija, Volume 52 Issue 1, February 2019Research Papers
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JMP-12-2012-0381 
Maja Rožman has acquired her Master degree at 
the Faculty of Economics and Business in Maribor 
at the Department of Finance and the PhD at the 
Department of Management and Organization. She is 
also a teaching assistant at the Faculty of Economics 
and Business at the Department of Quantitative 
Economic Analyses. Her research work is focused on 
contemporary management problems in organisations, 
especially in the field of human resource management. 
She is interested in entrepreneurial research in the field 
of family businesses and on quantitative methods in 
economics and business sciences.
Anastasiia Grinkevich, PhD, is an associate 
professor at the Department of Economics in Institute 
of Economics and Management, National Research 
Tomsk State University. Her current research 
interests are mainly focused on problems of financial 
management and tax policy efficiency and assessing 
the impact of tax incentives for small and innovative 
businesses. She is an author or co-author of over 30 
scientific papers, with several of them in the Scopus 
or WoS databases, 6 monograph publications. The 
results of scientific work were presented at more than 
10 conferences of different level: regional, national, 
international.
Polona Tominc, PhD, is a full-time Professor in the 
Department of Quantitative Economic Analysis at the 
Faculty of Economics and Business, University of 
Maribor. Her research is focused on statistical methods 
in economics and business sciences, especially in 
the field of entrepreneurship, gender differences and 
behavioural differences between social groups in 
different fields of management. She has published over 
sixty original scientific papers, with several of them in 
the Scopus or WoS databases and has participated at 
several scientific conferences. She is an author or co-
author of monograph publications and of chapters in 
scientific monographs. She is a team member of DIANA 
international research group, aimed at researching 
women entrepreneurship and a member of Global 
Entrepreneurship Monitor Slovenia research team. 
She leads the research program “Entrepreneurship for 
Innovative society”.
60
Organizacija, Volume 52 Issue 1, February 2019Research Papers
Poklicni stres, simptomi izgorelosti in zadovoljstvo na delovnem mestu starostno raznolikih zaposlenih 
Ozadnje in namen: Starostno raznoliki zaposleni se soočajo z različnim poklicnim stresom in različnimi simptomi 
izgorelosti pri opravljanju svojega dela. Zato ne smemo zanemariti vloge starosti zaposlenih pri upravljanju delovnih 
mest. Glavni namen prispevka je preučiti starostne razlike v poklicnem stresu in simptomih izgorelosti zaposlenih ter 
analizirati vpliv poklicnega stresa, simptomov izgorelosti in starosti na zadovoljstvo zaposlenih.
Metodologija: Prispevek temelji na raziskavi razlik med dvema starostnima skupinama, in sicer skupino mlajših 
zaposlenih, ki so bili razvrščeni v skupino pod 50 let in starejših zaposlenih med 50 in 65 letom starosti. Faktorska 
analiza je bila uporabljena za oblikovanje konstruktov poklicnega stresa, simptomov izgorelosti in zadovoljstva na 
delovnem mestu. Neparametrični Mann-Whitney U test je bil uporabljen za testiranje razlik v vrednosti konstruk-
tov poklicnega stresa in simptomov izgorelosti na delovnem mestu med dvema neodvisnima skupinama. Multipla 
regresijska analiza je bila uporabljena za preučitev vpliva poklicnega stresa, simptomov izgorelosti in starosti na 
zadovoljstvo zaposlenih na delovnem mestu.
Rezultati: Rezultati kažejo, da obstajajo statistično značilne razlike v poklicnem stresu in simptomih izgorelosti 
na delovnem mestu med starejšimi in mlajšimi zaposlenimi. V povprečju mlajši zaposleni zaznavajo višjo stopnjo 
poklicnega stresa in izgorelosti v primerjavi s starejšimi zaposlenimi. Rezultati raziskave tudi kažejo, da poklicni 
stres, vedenjski simptomi izgorelosti in čustveni simptomi izgorelosti ter starost, statistično značilno vplivajo na za-
dovoljstvo zaposlenih na delovnem mestu.
Zaključek: Upravljanje starostne raznolikosti zahteva strateški pristop k upravljanju ljudi pri delu. S tega vidika raz-
iskava dopolnjuje obstoječa raziskovalna spoznanja s poudarjanjem odnosov med starostjo in poklicnim stresom 
ter simptomi izgorelosti, ki do sedaj niso bili dovolj raziskani, saj je bila vloga starosti pri upravljanju delovnih mest 
v veliki meri prezrta.
Ključne besede: poklicni stres; izgorelost; simptomi izgorelosti; starostno raznoliki zaposleni; zadovoljstvo na de-
lovnem mestu