The arrest of Luigi Mangione for the suspected murder of the CEO of UnitedHealthcare in December 2024 shocked the public. Surprisingly, a significant portion of people, specifically younger individuals, expressed support rather than condemnation. 41% of young individuals saw the murder as acceptable, raising troubling questions about what drives ordinary individuals to justify such acts of violence. A study published in the Psychology of Violence journal suggests that occupational burnout may play an important role in fostering sympathies for violent extremism. Burnout is closely linked to general dissatisfaction with systemic corruption and workplace disillusionment. This issue may act as a hidden driver for extremist sympathies.
This study collected daily survey data from more than 600 employees. This highlights a strong connection between extremist attitudes and burnout. On days when participants reported more burnout symptoms, they were more likely to express support for extremist ideologies, specifically those that justified violence in response to perceived injustices. Burnout was also linked to negative emotional states like guilt, shame, sadness, and fear. To cope with these emotions and regain a sense of meaning, some individuals appeared more receptive to radical ideas.
Researchers described the “burnout-to extremism pipeline” using three psychological frameworks. General Strain Theory explains how frustration and stress generate negative emotions that may foster violent attitudes. Significance Quest Theory showed how a lack of purpose can drive individuals toward radical ideologies as a way to restore a sense of relevance. Together, these models demonstrate how burnout erodes meaning and intensifies pain, creating fertile ground for extreme thinking.
This study shows that burnout can normalize radical attitudes and increase openness to violence, even among people who may never act on those beliefs. This aligns with the two-pyramids model, which distinguishes between radicalization of thought and radicalization of action. Since burnout affects nearly 3-quarters of the workforce, widespread acceptance of extreme beliefs could destabilize both society and workplaces, even if only a small minority engages in actual violence.
Importantly, the study emphasizes that perceived organizational support can protect the employees. It highlights the responsibility of employers to take preventive rather than reactive measures. Addressing burnout should be seen as a societal safeguard rather than a health initiative. Effective methods include promoting a fair workplace and transparency, recognizing employee contributions, training managers to identify early signs of burnout, and establishing open channels for feedback. These steps help the employees maintain a sense of justice and significance, reducing the appeal of radical ideologies.
Burnout is more than a matter of disengagement or exhaustion. It indicates an existential fragility. Ignoring the burnout risks more than decreased productivity, it risks generating the fragile ground for radical beliefs that threaten both democratic values and workplace harmony. As radical sentiment grows, specifically when framed as resistance to corporate injustice and greed, understanding their psychological roots becomes essential. Burnout eliminates the individual’s purpose, and when the workplace fails to restore it, radical beliefs can step in to fill the void.
Societies and organizations can help prevent burnout from becoming a dangerous source for extremist support by prioritizing employee well-being, recognition, and fairness. Ultimately, a burned-out mind craves meaning, and without any proactive measures, that search for purpose may be drawn in dangerous directions.
Reference: Arvanitis A. Burnt out and radicalised: how workplace exhaustion breeds extremist thinking – new study. Minshall A, ed. The Conversation. Published online 2025. Burnt out and radicalised: how workplace exhaustion breeds extremist thinking – new study
