The relationship between perceived psychological harassment and burnout among employees across different sectors: A cross-sectional study

Background Psychological harassment (PH) at work is referred to as PH is a critical psychosocial hazard that negatively affects employee well-being and productivity. Increasing evidence indicates that PH contributes to burnout, particularly emotional exhaustion, depersonalization, and reduced personal accomplishment. However, empirical findings on how harassment interacts with burnout subscales across different demographic groups remain limited. Objective The relationships between PH and burnout subscales among employees in the public and private sectors were examined, and whether PH was positive associated burnout when demographic variables were controlled was evaluated. Methods A cross-sectional study was conducted with 412 employees, and data were collected using participants’ self-reported responses. Burnout and Psychological Harassment levels were assessed using validated scales. Statistical analyses included descriptive tests, Pearson correlations, t-tests, ANOVA, and hierarchical regression models. Results Participants experienced moderate levels of PH(M = 47.57, SD = 16.98) and burnout (EE: M = 17.45; DP: M = 10.28; PA: M = 16.93). PH showed a significant positive correlation with EE (r = .233, p < .001) and a significant negative correlation with PA (r = –.201, p < .001). Private-sector employees reported higher EE (M = 27.82) than public-sector employees (M = 24.92; p < .001). PH varied significantly by education (p = .021) and income level (p < .001). Hierarchical regression results indicated that psychological harassment significantly predicted EE (β = .302, p < .001), explaining 9.1% of its variance, and remained significant after demographic controls (ΔR 2 = .086). Conclusion PH is a strong and independent predictor of emotional exhaustion and reduced personal accomplishment. Although demographic factors contribute to variations in burnout and PH, they do not fully account for the adverse effects of PH. These findings highlight the need for organizational prevention strategies, effective reporting mechanisms, and supportive workplace practices to reduce psychosocial risks and enhance employee well-being.