An Empirical Analysis of the Impact of Co-Worker Altruism on Employee Burnout in Power Organizations in Rivers State, Nigeria

Employee burnout is a pervasive phenomenon in many contemporary workplaces, especially in service organisations. Power distribution firms in Rivers State particularly face unique challenges, including high operational demands, frequent power outages, and pressure to meet customer expectations amidst infrastructural constraints. A critical factor often implicated in employee burnout is co-worker altruism. Like other of elements of Organisational Citizenship Behaviour (OCB), the relationship between altruism and burnout is somewhat nebulous and has thus been the subject of extensive scholarly debate. While some researchers argue that altruistic behaviours among workers can lead to higher levels of burnout due to the additional emotional and physical demands placed on them, others contend that co-worker altruism can act as a buffer against burnout. This study set out to empirically calibrate the impact of altruism on employee burnout in power organisations in Rivers State, Nigeria. Data obtained from questionnaire administered to 315 employees of power distribution firms were analyzed and hypotheses tested, using Pearson product moment correlation coefficient with the help of SPSS 25.0 to ascertain the relationship between altruism (as an operational dimension of organizational citizenship behaviour) and employee burnout (as measured by emotional exhaustion, depersonalization, and reduced personal accomplishment). Results revealed that altruism – our predictor variable – relates positively with the three proxies of burnout – our criterion variable. The study concludes that altruistic behaviours, while fostering teamwork and cooperation, often come at personal costs, as employees may feel emotionally drained from their continued efforts to support others. This exhaustion can evolve into a sense of detachment or depersonalization, particularly when altruistic efforts are not sufficiently recognized or rewarded. Consequently, while altruism enhances organizational unity, it can also contribute to a diminished sense of personal accomplishment if employees do not receive acknowledgment for their contributions, emphasizing the need for supportive structures that reinforce the value of such behaviours.