FORMATION OF AN EFFECTIVE MODEL FOR MANAGING PROFESSIONAL BURNOUT OF PERSONNEL UNDER MARTIAL LAW

Abstract

The article examines the problem of professional burnout of personnel as one of the most significant HR risks affecting the performance and sustainability of modern enterprises. In the context of economic instability, crisis conditions, rapid organizational changes, and increasing psycho-emotional pressure on employees, professional burnout has become not only an individual psychological issue but also an important managerial and organizational challenge. The study substantiates the necessity of developing and implementing a comprehensive system for managing professional burnout aimed at preserving human capital and strengthening organizational resilience. The research identifies the main causes of employees’ professional exhaustion, including excessive workload, prolonged exposure to occupational stress, insufficient organizational support, imbalance between job demands and available resources, ineffective communication, and limited opportunities for professional development. Particular attention is paid to the consequences of burnout, which manifest themselves through reduced labor productivity, declining work quality, decreased employee engagement and motivation, increased staff turnover, deterioration of the socio-psychological climate, and growing financial losses for enterprises. A structural and functional model for managing professional burnout of personnel is proposed and substantiated. The model includes interconnected target, diagnostic-analytical, organizational-preventive, corrective-supportive, motivational-communication, and control-evaluation blocks. The functional purpose of each block is characterized, and their role in ensuring systematic prevention, timely diagnosis, intervention, and monitoring of employees’ emotional and professional well-being is determined. The study also identifies key HR tools for preventing emotional exhaustion, including employee well-being programs, psychological support mechanisms, flexible work arrangements, employee feedback systems, motivational initiatives, professional development practices, and measures aimed at creating a supportive organizational culture. It is proved that the implementation of a comprehensive professional burnout management system contributes to maintaining employees’ psychological well-being, increasing work motivation and engagement, strengthening personnel sustainability, reducing HR risks, and improving the overall efficiency and competitiveness of enterprise activities.