The study also highlighted the protective role of perceived organizational support. Employees who felt valued and cared for by their employers were less likely to espouse extremist views, even when struggling with burnout. However, support was most effective before negative emotions appeared, so early intervention was essential.
The findings underscore the need for organizations to invest in prevention strategies: promoting equity and transparency, recognizing employees’ contributions, training managers to spot early signs of burnout, and creating safe channels for feedback. Beyond the workplace, broader perceptions of injustice in society can also intensify extremist sympathies, particularly when people are already mentally exhausted.
Ultimately, burnout is more than just work fatigue. It reflects an existential vulnerability that, if ignored, can create fertile ground for radicalization. A workplace that does not offer meaning and recognition risks employees having to look for it elsewhere, with extremist ideologies often waiting to fill the void.
