Scoping Review of the Relationship Between Burnout and Work-Life Balance in Porters at a Public Hospital as Navigated by the COVID-19 Pandemic

Abstract

Burnout, characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment, significantly impacts public hospital personnel, exacerbated by intense workloads and emotional labor. Work-life balance (WLB), the ability to harmonize professional and personal responsibilities, is a critical determinant of psychological well-being and job satisfaction. The bidirectional relationship between burnout and WLB, where each exacerbates the other, is particularly pronounced in high-stress healthcare settings. This study investigates the interplay between burnout and WLB among public hospital staff, aiming to identify key contributors to burnout and propose interventions to enhance workforce well-being and organizational efficiency. A scoping review was conducted, analyzing peer-reviewed articles, governmental reports, and other relevant publications from databases including Scopus, PubMed, and Google Scholar. Search terms such as "burnout" and "work-life balance" were used to explore empirical and theoretical evidence. Burnout prevalence is high (56.7%), particularly among nurses, driven by excessive workloads, long hours, and work-life imbalance. Poor WLB amplifies burnout, while burnout impairs WLB, creating a reciprocal feedback loop. Flexible scheduling and peer support reduced burnout by 20%, while insufficient organizational resources intensified work-life conflicts. Theoretical implications affirms that findings validate the Job Demands-Resources model and work-life interference theory, highlighting emotional exhaustion as the primary burnout dimension and gender as a moderating factor. The practical implications, on the other hand, suggests that systemic interventions, including flexible scheduling, peer support programs, and addressing staffing shortages, are recommended to mitigate burnout, enhance WLB, and improve patient care quality and staff retention.