Organizational Support As A Moderator Of The Effects Of Loyalty, Multitasking, And Deadline Pressure On Government Treasurers’ Burnout

Abstract

This study examines the role of perceived organizational support in moderating the effects of loyalty, multitasking, and deadline pressure on burnout among government treasurers in Bolaang Mongondow Regency, Indonesia. An explanatory quantitative survey was conducted using total sampling. Although the target population consisted of 67 treasurers across regional apparatus organizations, 61 respondents participated fully (a response rate of 91.04%). Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The structural model explained 46.3% of the variance in treasurers’ burnout (R² = 0.463). Deadline pressure had a positive and significant direct effect on burnout (β = 0.415; t = 3.838; p < 0.001), whereas loyalty (β = −0.316; p = 0.139) and multitasking (β = −0.045; p = 0.768) did not have significant direct effects. Organizational support did not have a significant direct effect on burnout (β = −0.106; p = 0.450). However, it significantly moderated the relationships between loyalty and burnout (β = 0.325; t = 2.046; p = 0.041) and between multitasking and burnout (β = −0.357; t = 2.453; p = 0.014). Its moderating effect on the relationship between deadline pressure and burnout was not significant (β = 0.097; p = 0.379). These findings indicate that organizational support operates selectively: it can alter the effects of internal work demands, but it cannot neutralize rigid reporting deadlines imposed by external regulations. The study highlights the importance of workload support and early document-verification arrangements for local-government treasurers.