1. Full name of doctoral candidate: Nguyen Huy Hoang 2. Gender: Male
3. Date of birth: October 3, 1996 4. Place of birth: Hanoi
5. Decision to recognize doctoral students: Decision No. 2949/2021/QD-XHNV-DT dated December 28, 2021, of the Rector of the University of Social Sciences and Humanities, Vietnam National University, Hanoi.
6. Changes to the training process (if any):
- The training period is extended according to Decision No. 5672/QD-XHNV dated December 28, 2023, of the University of Social Sciences and Humanities, Vietnam National University, Hanoi, specifically from 3 years (December 28, 2021, to December 28, 2024) to 4 years (December 28, 2021, to December 28, 2025).
- Extending the study period according to Decision No. 9469/QD-XHNV dated December 31, 2025, specifically from December 28, 2025 to December 28, 2026.
7. Thesis title: Occupational burnout among workers
8. Major: Psychology
9. Code: 9310401.01
10. Scientific supervisors: Assoc. Prof. Dr. Trinh Thi Linh; Dr. Nguyen Thi Anh Thu
11. Summary of the new findings of the thesis:
Research Objective: To clarify the extent, manifestations, influencing factors, and consequences of workplace harassment among employees in enterprises, based on the application of Job Requirements-Resource Theory (JD-R) and Resource Conservation Theory (COR). Based on the research results, the thesis proposes several recommendations to prevent and minimize workplace harassment, contributing to increased job satisfaction and reduced employee turnover in the current enterprise context.
Research subjects: Occupational burnout among employees in enterprises, manifested through four aspects: exhaustion, cognitive decline, emotional decline, and mental detachment; as well as related influencing factors from the perspective of job requirements and resources, both inside and outside the job, and the consequences of occupational burnout on job satisfaction and employee turnover intentions, based on the application of JD-R and COR theories.
The research methods used included: document and text analysis; questionnaire surveys; data processing using mathematical statistics; in-depth interviews; and qualitative data analysis.
The main results and contributions of the thesis:
Theoretically, the thesis systematizes domestic and international studies on occupational burnout (OD), including its current state, manifestations, influencing factors, consequences, and mediating role. Based on this, the thesis operates on key concepts such as OOD, employees in enterprises, job requirements, in- and out-of-job resources, job satisfaction, and intention to quit. The thesis defines OOD of employees in enterprises as a state of psychological resource depletion arising during the work process, manifested through exhaustion, decreased cognitive-emotional regulation, and mental detachment from work. Simultaneously, the thesis proposes a research framework combining Job Demand-Resource Theory (JD-R) and Resource Conservation Theory (COR) to explain the mechanisms of formation, maintenance, and consequences of OOD.
In practice, survey results show that the level of workplace stress among employees in Vietnamese enterprises ranges from low to medium, with burnout being the most prominent manifestation. Employees in the service sector, with a college degree or higher, younger age, and less work experience tend to experience higher levels of workplace stress. This result indicates that while workplace stress is not yet at an alarming level across the entire sample, risk groups requiring attention have emerged.
The results of the structural equation modeling (SEM) analysis show that job requirements have a positive correlation with job performance, while job resources have a negative correlation with job performance. Job performance reduces job satisfaction and increases the intention to quit, and acts as an intermediary between job requirements, job resources, and occupational outcomes. This result reinforces the assumption about the health decline process in the JD-R and COR models.
Latent Profile Analysis (LPA) identified four resource-demand profiles of workers. The two groups with the highest levels of occupational stress were the "resource deficit in and out of work" group and the "high job demands" group. Notably, the resource deficit group had the highest level of burnout, indicating a lack of protective factors that could seriously negatively impact occupational health. In-depth interviews with the resource-demand balance group revealed that resources such as job autonomy, peer support, and family support helped workers recover better from stress.
13. Publications related to the dissertation:
1. Nguyen Huy Hoang, Trinh Thi Linh, Ha Hai Ly (2022), “The Mental Health Status of Healthcare Workers amidst the Covid-19 Pandemic in Southeast Asia and the Protective Role of Workplace Social Support: A Literature review”, Proceedings of International Conference “The World in Crisis: The Contribution of Psychology”, pp. 41-51.
2. Nguyen Huy Hoang, Trinh Thi Linh (2023), “Occupational exhaustion and mental health of workers in manufacturing enterprises”, Vietnam Psychology Journal (9), pp. 15-26.
3. Nguyen Huy Hoang (2025), “Latent profiles of job demands-resources of manufacturing workers: A person-centered approach and its relationship with burnout”, Proceedings of International Conference “Promoting Mental Health In Community: Multidisciplinary Contributions”, pp. 283-292.
4. Hoang, NH, Linh, TT, & Thu, NTA (2025), “The role of nonworkplace and workplace social support in mitigating burnout's impact on job satisfaction and turnover intention among Vietnamese manufacturing workers: A conditional mediation model”, Multidisciplinary Science Journal Vol. 8 (2), 2026179.
5. Trinh Thi, L., Nguyen Huy, H., Tran Thu, H., & Truong Thi Khanh, H. (2025), “The impact of role and work/life conflicts on burnout: The moderating role of social support in Vietnam's manufacturing sector”, Journal of Workplace Behavioral Health Vol. 40 (4), pp. 1228-1253.
INFORMATION ON DOCTORAL THESIS
Summary of the new findings of the thesis
Thesis purpose: The thesis aims to clarify the level, symptoms, influencing factors, and consequences of job burnout among employees in enterprises by applying the Job Demands–Resources (JD-R) theory and the Conservation of Resources (COR) theory. Based on the research findings, the thesis proposes several recommendations to prevent and reduce job burnout, thereby contributing to increased job satisfaction and reduced turnover intention among employees in the current enterprise context.
Thesis objectives: The research object is job burnout among employees in enterprises, manifested through four dimensions: exhaustion, cognitive impairment, emotional impairment, and mental distance. The thesis also examines related factors from the perspective of work and non-work resources, as well as the consequences of job burnout for employees' job satisfaction and turnover intention, based on the application of JD-R and COR theories.
Research methods used: Literature and document review; Survey-based questionnaire method; Statistical analysis using mathematical statistics; In-depth interview method; Qualitative data analysis method
Main minutes:
Theoretically, the thesis systematized domestic and international studies on job burnout, including its prevalence, symptoms, influencing factors, consequences, and mediating role. On this basis, the thesis operationalizes the key concepts of the study, including job burnout, employees in enterprises, job demands, work and non-work resources, job satisfaction, and turnover intention. The thesis defines job burnout among employees in enterprises as a state of psychological resource depletion arising during the work process, manifested through exhaustion, cognitive impairment, emotional impairment and mental distancing from work. It also proposes a research framework integrating the Job Demands–Resources (JD-R) theory and the Conservation of Resources (COR) theory to explain the formation, maintenance, and consequences of job burnout.
Practically, the survey results show that job burnout among employees in Vietnamese enterprises ranges from low to moderate, with exhaustion being the most prominent manifestation. Employees working in the service sector, those with a college degree or higher, younger employees, and those with shorter job tenure concentrated to experience higher levels of job burnout. These findings suggest that although job burnout was not at an alarming level across the overall sample, certain at-risk groups require attention.
The results of structural equation modeling (SEM) indicate that job demands were positively associated with job burnout, whereas job resources were negatively associated with job burnout. job burnout reduced job satisfaction and increased turnover intention, while also mediating the relationships between job demands, job resources, and work-related outcomes. These findings strengthen the health impairment process proposed by the JD-R and COR frameworks.
Latent profile analysis (LPA) identifies four job demands–resources profiles among employees. The two groups with the highest levels of job burnout were the “deficit in work and non-work resources” profile and the “high job demands” profile. Notably, the resource-deficit group reported the highest level of exhaustion, suggesting that the absence of protective factors may have serious adverse effects on employees' occupational health. In-depth interviews with employees in the balanced demands–resources profile showed that resources such as job autonomy, coworker support, and family support helped them more effectively from work-related pressure.
Further research directions
- Future studies may expand and refine the JD-R and COR models in the Vietnamese cultural context, particularly by examining in greater depth the role of socio-cultural factors such as community connectedness, collectivist orientation, and traditional family characteristics in the resource recovery mechanism. The qualitative findings of this thesis suggest that these factors play a notable role but have not yet been sufficiently quantified.
- Subsequent studies should pay greater attention to the role of individual characteristics, such as personality traits, coping strategies, and psychological resilience, in relation to job burnout. Integrating individual factors into the research model may improve the explanatory power of the model regarding differences in burnout levels among individuals working in the same enterprise context.
- Future research may also integrate longitudinal and multi-source research designs to examine the formation and spread of job burnout over time. The current findings remain limited to correlational relationships and linear mediation. Longitudinal measurement would allow for a more precise identification of the causal sequence among demands, resources, job burnout, and work-related outcomes.
- Future studies may further develop person-centered approaches, such as latent profile analysis or cluster analysis, to classify burnout risk groups across different occupations. This approach not only reflects individual differences but also helps guide more targeted intervention policies for specific occupational groups and enterprise contexts.
Thesis-related publications
1. Nguyen Huy Hoang, Trinh Thi Linh, Ha Hai Ly (2022), “The Mental Health Status of Healthcare Workers amidst the Covid-19 Pandemic in Southeast Asia and the Protective Role of Workplace Social Support: A Literature review”, Proceedings of International Conference “The World in Crisis: The Contribution of Psychology”, pp. 41-51.
2. Nguyen Huy Hoang, Trinh Thi Linh (2023), “Job burnout and mental health of workers in manufacturing enterprises”, Vietnam Journal of Psychology (9), pp. 15-26.
3. Nguyen Huy Hoang (2025), “Latent profiles of job demands-resources of manufacturing workers: A person-centered approach and its relationship with burnout”, Proceedings of International Conference “Promoting Mental Health In Community: Multidisciplinary Contributions”, pp. 283-292.
4. Hoang, NH, Linh, TT, & Thu, NTA (2025), “The role of nonworkplace and workplace social support in mitigating burnout's impact on job satisfaction and turnover intention among Vietnamese manufacturing workers: A conditional mediation model”, Multidisciplinary Science Journal Vol. 8 (2), 2026179.
5. Trinh Thi, L., Nguyen Huy, H., Tran Thu, H., & Truong Thi Khanh, H. (2025), “The impact of role and work/life conflicts on burnout: The moderating role of social support in Vietnam's manufacturing sector”, Journal of Workplace Behavioral Health Vol. 40 (4), pp. 1228-1253.
Author:Department of Training and Non-profit Organization
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