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Dias PC, Oliveira ÍM, Rodrigues A, Peixoto R. Burnout: personal and work factors in volunteer and career firefighters. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2022. [DOI: 10.1108/ijoa-05-2022-3278] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Firefighters are daily confronted with adverse, unpredictable and demanding situations. It is a dangerous profession that puts firefighters at risk of developing burnout. Although the literature has already identified personal and work-related factors of burnout, the examination of specific factors explaining burnout among volunteer and career firefighters is still needed. The purpose of this study is to investigate the explaining role of personal and work-related factors on volunteer and career firefighters’ burnout.
Design/methodology/approach
A nonrandom convenience sample of 250 firefighters (67% volunteer; Mage = 31.88) completed a sociodemographic questionnaire, the Oldenburg Burnout Inventory, the Proactive Coping Scale and a standard of living subscale item. Hierarchical multiple linear regression models were tested. Fisher’s criterion was considered, with p-values lower than 0.05 interpreted as statistically significant.
Findings
Personal and work-related factors accounted for 18% of volunteer and 31% of career firefighters’ variations in burnout. Personal factors offered a greater contribution explaining volunteer and career firefighters’ burnout. Still, variations in the role played by age, family responsibilities, proactive coping and satisfaction with standard of living on burnout were found among volunteer and career firefighters. Taking the work-related factors into account, working in rotative shifts constituted a risk factor for career firefighters’ burnout.
Research limitations/implications
This study advances the understanding about the role of personal and work-related factors in volunteer and career firefighters’ burnout.
Originality/value
This study adds information about specific factors explaining burnout among voluntary and career firefighters. It deepens existing knowledge on variations in the role played by age, family responsibilities, work conditions, proactive coping and satisfaction with standard of living on the burnout of volunteer and career firefighters.
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Kordsmeyer AC, Efimov I, Harth V, Mache S. Job demands and resources related to burn-out symptoms and work engagement in supervisors working with people with severe disabilities in social firms: a cross-sectional study. BMJ Open 2022; 12:e063118. [PMID: 36691179 PMCID: PMC9454070 DOI: 10.1136/bmjopen-2022-063118] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/22/2022] [Accepted: 07/28/2022] [Indexed: 01/26/2023] Open
Abstract
OBJECTIVES To analyse working conditions, work and health-related outcomes of supervisors working with people with severe disabilities in social firms. DESIGN Cross-sectional survey. SETTING Social firms who employ between 30% and 50% of people with different types of disabilities on the general labour market. PARTICIPANTS Supervisors of social firms in Germany. PRIMARY OUTCOME MEASURES Descriptive, bivariate and multivariate analysis was used to analyse relations between job demands (quantitative and emotional demands), job resources (meaning of work, perceived organisational support and influence at work), personal resources (resilience) and burn-out symptoms as well as work engagement. Validated scales, for example, from the Copenhagen Psychosocial Questionnaire were applied. RESULTS 124 supervisors of social firms in Germany (59.7% were male and 39.5% female) participated within a cross-sectional quantitative online survey. Multiple hierarchical regression analysis indicated an association of quantitative job demands (β=0.236, p<0.05) and perceived organisational support (β=-0.217, p<0.05) and burn-out symptoms of supervisors in social firms. Meaning of work (β=0.326, p<0.001) and perceived organisational support (β=0.245, p<0.05) were significantly associated with work engagement. CONCLUSIONS Our study specified main job demands and resources for supervisors in German social firms and their impact on both burn-out symptoms and work engagement. When designing measures for workplace health promotion in social firms, especially supervisors' quantitative job demands need to be reduced and perceived organisational support strengthened.
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Affiliation(s)
- Ann-Christin Kordsmeyer
- Institute for Occupational and Maritime Medicine (ZfAM), University Medical Center Hamburg-Eppendorf (UKE), Hamburg, Germany
| | - Ilona Efimov
- Institute for Occupational and Maritime Medicine (ZfAM), University Medical Center Hamburg-Eppendorf (UKE), Hamburg, Germany
| | - Volker Harth
- Institute for Occupational and Maritime Medicine (ZfAM), University Medical Center Hamburg-Eppendorf (UKE), Hamburg, Germany
| | - Stefanie Mache
- Institute for Occupational and Maritime Medicine (ZfAM), University Medical Center Hamburg-Eppendorf (UKE), Hamburg, Germany
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Li JCM, Cheung CK, Sun IY, Cheung YK, Zhu S. Work-Family Conflicts, Stress, and Turnover Intention Among Hong Kong Police Officers Amid the COVID-19 Pandemic. POLICE QUARTERLY 2022; 25:281-309. [PMID: 36065392 PMCID: PMC9361033 DOI: 10.1177/10986111211034777] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
Although work stress, turnover intention, and work-family conflicts among police officers have been extensively investigated, no studies have explored these issues simultaneously under the context of the coronavirus pandemic. Clearly, both work and family domains have been drastically affected by this global health crisis, and it is likely that each domain has a distinctive impact on work outcomes. Using survey data based on a representative random sample of 335 police officers in Hong Kong, this study examines the impacts of resource losses and gains across family and work domains on occupational stress and turnover intention amid the pandemic. A multiple regression indicates that both family-to-work and work-to-family conflicts lead to work stress and turnover intention among police officers. Among officers, supervisory support is negatively associated with turnover intention and moderates the impact of work-to-family conflicts on turnover intention. Finally, measures to mitigate work stress during public health disasters are discussed.
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Affiliation(s)
- Jessica C. M. Li
- Department of Applied Social Sciences, The Hong Kong Polytechnic University, Hong Kong, China
| | - Chau-kiu Cheung
- Department of Social and Behavioural Sciences, City University of Hong Kong, Hong Kong, China
| | - Ivan Y. Sun
- Department of Sociology and Criminal Justice, University of Delaware, Newark, United States
| | - Yuen-kiu Cheung
- Department of Applied Social Sciences, The Hong Kong Polytechnic University, Hong Kong, China
| | - Shimin Zhu
- Department of Applied Social Sciences, The Hong Kong Polytechnic University, Hong Kong, China
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Cheung F. Work-Related Smartphone Use at Night and Job Satisfaction: Testing a Moderated Mediation Model of Emotional Exhaustion and Organizational Dehumanization. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph191710674. [PMID: 36078390 PMCID: PMC9518572 DOI: 10.3390/ijerph191710674] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/06/2022] [Revised: 08/19/2022] [Accepted: 08/24/2022] [Indexed: 06/01/2023]
Abstract
Work-related smartphone use at night has attracted substantial research attention. Surprisingly, its impact on employees' job satisfaction is mixed. Based on the stressor-strain-outcome model, this study aims to examine whether emotional exhaustion mediates the relationship between work-related smartphone use at night and job satisfaction. Furthermore, the role of organizational dehumanization in moderating the relation between work-related smartphone use and emotional exhaustion, and the association between emotional exhaustion and job satisfaction, was examined. A total of 372 participants reported on two online surveys. Bivariate correlation results showed that work-related smartphone use was positively related to emotional exhaustion but there was no significant association between work-related smartphone use and job satisfaction. Moderated mediation analysis results suggested that organizational dehumanization (T1) did not interact with work-related smartphone use at night (T1) in predicting emotional exhaustion (T1). However, organizational dehumanization (T1) interacted with emotional exhaustion (T1) in predicting job satisfaction (T2), in which individuals who perceived higher organizational dehumanization reported lower job satisfaction under higher emotional exhaustion. The limitations and implications of this study are also discussed in this paper.
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Affiliation(s)
- Francis Cheung
- Department of Applied Psychology, Lingnan University, Hong Kong
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Sifaki-Pistolla D, Mechili EA, Melidoniotis E, Argyriadis A, Patelarou E, Chatzea VE. Participatory Action Research for Tackling Distress and Burnout in Young Medical Researchers: Normative Beliefs before and during the Greek Financial Crisis. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph191710467. [PMID: 36078181 PMCID: PMC9517749 DOI: 10.3390/ijerph191710467] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/19/2022] [Revised: 08/16/2022] [Accepted: 08/20/2022] [Indexed: 05/06/2023]
Abstract
(1) Background: We aimed to explore Young medical researchers (YMR) normative beliefs and perceived causes of distress and burnout, prior and during the financial crisis in Greece, and to assess their views on Participatory Action Research (PAR) interventions towards tackling these disorders. (2) Methods: A Participatory Learning and Action (PLA) methodology was performed in two time periods (prior crisis: December 2008; during crisis: February-March 2017). In both time periods, three different groups (Group 1: females, Group 2: males, Group 3: mixed) of 5-7 participants and two sessions (≈1 h/session) per group took place in each site. Overall, 204 sessions with 1036 YMR were include in the study. (3) Results: Several socio-demographic characteristics of YMR altered during the crisis (lower income, higher smoking/alcohol consumption, etc.). The majority of YMR conceived distress and burnout as serious syndromes requiring professional support. Feeling very susceptible and the necessity for establishing PAR interventions were frequently reported during the crisis. Numerous (a) barriers and (b) cues to action were mentioned: (a) lack of time, money and support from friends/family/colleagues (b) being extensively informed about the intervention, participation of their collaborators, and raising awareness events. (4) Conclusions: The changing pattern of Greek YMR's beliefs and needs during the crisis stresses the necessity of interventions to tackle distress and burnout. Effectiveness of these interventions could be enhanced by the suggested cues to action that emerged from this study.
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Affiliation(s)
- Dimitra Sifaki-Pistolla
- Clinic of Social and Family Medicine, School of Medicine, University of Crete, 71003 Heraklion, Crete, Greece
- School of Health Sciences, Frederick University, Nicosia 3080, Cyprus
- Department of Healthcare, Faculty of Health, University of Vlora, 9401 Vlora, Albania
- Correspondence: ; Tel.: +30-2810-394613
| | - Enkeleint A. Mechili
- Clinic of Social and Family Medicine, School of Medicine, University of Crete, 71003 Heraklion, Crete, Greece
- Department of Healthcare, Faculty of Health, University of Vlora, 9401 Vlora, Albania
| | | | | | - Evridiki Patelarou
- Department of Nursing, School of Health Sciences, Hellenic Mediterranean University, 71004 Heraklion, Crete, Greece
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Lin X, Luan Y, Zhao K, Zhao T, Zhao G. The antecedents and outcomes of career optimism: a meta-analysis. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-01-2022-0023] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeGiven its importance, career optimism (CO) has drawn much attention from researchers. Fruitful evidence has been accumulated; unfortunately, a quantitative review is still lacking, which would limit the continuous development of this field. To address this, this paper uses the meta-analysis technology to evaluate the links between CO and its antecedents and outcomes.Design/methodology/approachThis study used Hunter–Schmidt method random effect meta-analysis technology to systematically evaluate the true score correlations between CO and its antecedents and outcomes.FindingsAmong the CO antecedents, this study found significant links between CO and agreeableness (ρ = 0.11), career adaptability (ρ = 0.55), career knowledge (ρ = 0.43), career decision self-efficacy (ρ = 0.52), social support (ρ = 0.30), conscientiousness (ρ = 0.54), extraversion (ρ = 0.38), gender (ρ = 0.07), GPA (ρ = 0.11), neuroticism (ρ = −0.42), and openness (ρ = 0.27). Moreover, among the CO outcomes, significant links have been found between CO and academic satisfaction (ρ = 0.43), career choice satisfaction (ρ = 0.44), career decisiveness (ρ = 0.37), depersonalization (ρ = −0.48), and emotional exhaustion (ρ = −0.59).Originality/valueBy conducting the first meta-analysis of CO, our study contributes to the CO literature. Additionally, our study increases the knowledge of CO, which would help leaders in the school or workplace to understand the significance of CO better and thereby take actions to intervene and increase students or employees' CO.
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Zhang H, Sun L, Zhang Q. How Workplace Social Capital Affects Turnover Intention: The Mediating Role of Job Satisfaction and Burnout. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19159587. [PMID: 35954943 PMCID: PMC9367717 DOI: 10.3390/ijerph19159587] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/23/2022] [Revised: 07/29/2022] [Accepted: 07/30/2022] [Indexed: 01/27/2023]
Abstract
Committed social workers are significant to organizational performance and service quality; therefore, it is crucial to explore the contributing factors of turnover intention to enhance social workers’ commitment. To reduce social workers’ turnover intention, this study used the first national survey data (N = 5620) of social workers in China to find out the relationship between workplace social capital and turnover intention in public service and explore possible solutions. This study treated workplace social capital as a comprehensive measure that captured employees’ overall perceptions of their interpersonal relations in the public sector. It covered the impact of many other organizational factors on turnover intention, such as job embeddedness, social networks, social relations, communication, and organizational fairness. The results confirmed that workplace social capital had a significant negative impact on employees’ turnover intention. Workplace social capital could be a better predictor of employees’ turnover intention than a single organizational factor or a combination of several factors. These findings not only deepened the theoretical understanding of social capital within the organization and brought insight into how workplace social capital affected employees’ turnover but also promoted a formation of a holistic organizational perspective from the fragmented organizational factors. Results also showed that job burnout and job satisfaction mediated the relation between workplace social capital and turnover intention. Public service agencies should endeavor to foster an organizational climate of cooperation and trust, encourage teamwork and altruistic behaviors among coworkers to reduce emotional exhaustion, and strengthen the professional identity and professional value of social work.
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Affiliation(s)
- Huan Zhang
- School of Social Development and Public Policy, Beijing Normal University, Beijing 100875, China
| | - Lin Sun
- School of Social Welfare, Beijing Vocational College of Labor and Social Security, Beijing 100029, China
| | - Qiujie Zhang
- School of Social Welfare, Beijing Vocational College of Labor and Social Security, Beijing 100029, China
- Correspondence: ; Tel.: +86-189-1178-3259
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Budgeting and employee stress in times of crisis: Evidence from the Covid-19 pandemic. ACCOUNTING, ORGANIZATIONS AND SOCIETY 2022; 101:101346. [PMCID: PMC8801259 DOI: 10.1016/j.aos.2022.101346] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/18/2021] [Revised: 01/18/2022] [Accepted: 01/21/2022] [Indexed: 06/18/2023]
Abstract
Prior research has shown that that management control practices change in response to global crises, yet we have little understanding of the behavioral consequences of these changes. The purpose of this study is to explore the behavioral effects that stem from crisis-induced changes to management control practices and the factors that intensify or diminish these effects. Using survey data from business unit managers in the Netherlands, our results show that firms tighten their budget controls in response to a negative impact of Covid-19. In turn, the tightening of budget controls is positively associated with employees' emotional exhaustion because of increased perceptions of role ambiguity and role conflict. We furthermore find that the effect of tighter budget controls on role ambiguity is mitigated when managers perceive that the budget controls are used in an enabling way prior to the crisis but heightened with increased trust in senior management. These results suggest that if firms use their budgets to help managers acquire a deeper understanding of their tasks and responsibilities, they are better able to respond to a negative shock and the accompanying tightening of budget controls, which helps mitigate the undesired behavioral response of increased role ambiguity and emotional exhaustion. Our findings also suggest that trust, which usually is beneficial to organizations, has a ‘dark’ side in that managers will push themselves harder to reciprocate the trust they have in their senior managers, which exacerbates the effect of tighter budget controls on role ambiguity and, in turn, emotional exhaustion.
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The Link between Job Demands, Burnout, and the Self-Undermining of Healthcare Employees during the COVID-19 Pandemic: An Underestimated Threat? Healthcare (Basel) 2022; 10:healthcare10081408. [PMID: 36011065 PMCID: PMC9408603 DOI: 10.3390/healthcare10081408] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/26/2022] [Revised: 07/18/2022] [Accepted: 07/23/2022] [Indexed: 11/24/2022] Open
Abstract
Previous studies have shown an association between job demands and burnout in medical staff during the pandemic. However, these studies have ignored the possibility of loss cycle occurrence during the crisis. In order to address this gap, the aim of this study was to test the mediating role of burnout in the positive relationship between job demands and the self-undermining of healthcare employees during the COVID-19 pandemic. Self-undermining represents the set of behaviors that generate obstacles and diminish performance (e.g., careless mistakes, generating interpersonal conflicts, poor communication), and it has been suggested that this variable could explain the loss cycle between demands and burnout (the phenomenon in which demands increase burnout, which in turn leads to even greater demands). A total of 523 healthcare workers from two Romanian hospitals (e.g., physicians, nurses, stretcher-bearers) completed a self-report questionnaire during the COVID-19 outbreak that included three job demands, burnout, and self-undermining. Burnout mediated the positive relationship between two demands (work–family conflict; lack of equipment and supplies) and self-undermining. These results may provide a preliminary indication for the existence of loss cycles, supporting the assumptions of the job demands-resources theory. Moreover, the results highlight the risk of loss cycle occurrences for healthcare employees during outbreaks.
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Vera M, Sánchez-Cardona I, Povedano A. Beyond Frontiers: An Examination of Ethical Leadership and Job Resources in Customs Officers' Well-Being. THE JOURNAL OF PSYCHOLOGY 2022; 156:478-491. [PMID: 35882047 DOI: 10.1080/00223980.2022.2095966] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/16/2022] Open
Abstract
Analyzing factors that contribute to job burnout and job satisfaction among customs officers are crucial for customs administration effectiveness and the country's safety. Based on the Conservation of Resources Theory (COR), we analyze how ethical leadership, job resources, and burnout play a role in customs officers' job satisfaction. Online questionnaires were administered to 53.6% (n = 193) of the customs officers of one Latin American country. Hypotheses were tested through mediation analysis using PROCESS macro for SPSS. Results show that ethical leadership significantly relates to job resources and job satisfaction, but not to burnout. Ethical leadership relates to job satisfaction indirectly through job resources and burnout. The indirect effect serial mediation model (ethical leadership -> job resources -> burnout -> satisfaction) was significant. Our results provide evidence that ethical leadership is an important component to shape the perception of job resources (i.e. autonomy and task significance) and foremost to reduce stress and improve satisfaction.
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Affiliation(s)
- María Vera
- Social Psychology Department, Universidad Pablo de Olavide, Sevilla, Spain
| | | | - Amapola Povedano
- Social Psychology Department, Universidad Pablo de Olavide, Sevilla, Spain
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Does high-performance work system bring job satisfaction? Exploring the non-linear effect of high-performance work system using the ‘too much of a good thing’ theory. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2022.60] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
Abstract
We examine the relationship between high-performance work system (HPWS) and job satisfaction, drawing on the ‘too much of a good thing’ theory, to establish whether a non-linear relationship can explain conflicts in previous findings. Moreover, we extend the study by exploring the mediating role of work overload and the moderating role of person–organization fit (P–O fit). Based on a cross-sectional data set of 220 employees and a longitudinal data set of 373 employees from organizations in China, the empirical findings show an inverted U-shaped relationship between HPWS and job satisfaction. Results also indicate that the relationship between HPWS and job satisfaction is fully mediated by work overload, and that P–O fit negatively moderates HPWS-work overload and HPWS-job satisfaction relationships. These results shed new light on how HPWS impacts employee outcomes and practical implications for managers are discussed.
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Li J, Li S, Jing T, Bai M, Zhang Z, Liang H. Psychological Safety and Affective Commitment Among Chinese Hospital Staff: The Mediating Roles of Job Satisfaction and Job Burnout. Psychol Res Behav Manag 2022; 15:1573-1585. [PMID: 35769176 PMCID: PMC9236165 DOI: 10.2147/prbm.s365311] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/23/2022] [Accepted: 06/10/2022] [Indexed: 11/23/2022] Open
Abstract
Purpose The affective commitment of hospital staff is important for human resources management and the sustainable development of hospitals. Psychological safety is an important factor that contributes to an emotional connection to an organization among staff, yet its functional mechanism remains unclear. This study explored how psychological safety influenced affective commitment through the mediating roles of job satisfaction and job burnout. Methods A battery of surveys were administered to all medical staff (n = 267) in a local second-grade comprehensive hospital. The surveys included the Psychological Safety Scale, Affective Commitment Scale, Minnesota Satisfaction Questionnaire, Maslach Burnout Inventory–Human Service Survey, and Perceived Organizational Support Scale. Results Job satisfaction and job burnout fully mediated the relationship between psychological safety and affective commitment among hospital staff. In addition, perceived organizational support moderated the mediating path via job burnout, and the indirect effect of job burnout decreased when perceived organizational support increased. Conclusion Psychological safety may enhance the affective commitment of hospital staff through improving job satisfaction or reducing job burnout. Perceived organizational support may counteract the deleterious effect of job burnout on affective commitment. Effective strategies to improve affective commitment among hospital staff may require consideration of job burnout and job satisfaction.
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Affiliation(s)
- Jiahui Li
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Sisi Li
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Tiantian Jing
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Mayangzong Bai
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Zhiruo Zhang
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Huigang Liang
- Department of Business Information & Technology, Fogelman College of Business & Economics, University of Memphis, Memphis, TN, USA
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Voll K, Gauger F, Pfnür A. CREM perspective on home office—a consideration of the workplace and its mechanisms of action. ZEITSCHRIFT FÜR IMMOBILIENÖKONOMIE 2022. [PMCID: PMC9243809 DOI: 10.1365/s41056-022-00060-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
AbstractThe effect between the workplace and work success is a black box whose mechanisms have so far received little theoretical substantiation. In the explanation of the importance of corporate real estate and its management for the success of companies, the influence of real estate on the work productivity of employees through the physical workplace is shown. However, the overall picture has not yet been fully elaborated and the fragmentary knowledge is only partially suitable for attributing organizational outcomes to the characteristics of the physical working environment. Without sufficient empirical data and a solid theoretical foundation for physical working environment studies, it is not possible to draw conclusions with sufficient certainty about the impact of working environments on organizational outcomes.The fact that millions of people worldwide are working from home for the first time during the COVID-19 pandemic provides an unprecedented opportunity to explore the impact of the home office environment on business success.This study aims to contribute to filling this research gap by further investigating the impact of the physical working environment at home on productivity by building on the Environmental Demands–Resources model. Therefore, the research goal is to determine which of the four included demands and resources (isolation, family–work interference, equipment/facilities, and building) have an impact on employee burnout and satisfaction, and how this impact affects employee productivity. Partial least squares structural equation modeling is used to analyze a German survey sample (n = 429).The results suggest that the four included workplace characteristics have significant influence, with equipment/facilities and building increasing satisfaction and isolation and family–work interference increasing burnout. Equipment/facilities is identified as the most important factor affecting productivity in the home office.Through this study, a contribution is made to establish a more inclusive and integrative framework for physical working environment research. In addition, the results show that workspace characteristics have an impact on productivity. Far beyond the pandemic, the impact of changes in workspace design on employee perceptions and organizational performance will be important to corporate real estate management practice.
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Haar J. What are the odds of burnt‐out risk and leaving the job? Turnover intent consequences of worker burnout using a two sample New Zealand study. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12393] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Jarrod Haar
- Department of Management Auckland University of Technology Auckland New Zealand
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Haar J, O'Kane C. A post-lockdown study of burnout risk amongst New Zealand essential workers. Soc Sci Med 2022; 306:115157. [PMID: 35738197 DOI: 10.1016/j.socscimed.2022.115157] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/18/2021] [Revised: 05/19/2022] [Accepted: 06/14/2022] [Indexed: 10/18/2022]
Abstract
BACKGROUND AND RATIONALE Job burnout is an essential topic for researchers and a pressing issue for employers and employees. However, the most popular tool has become widely critiqued, and a new measure of burnout - the Burnout Assessment Tool (BAT) - is used here. The BAT is helpful because it provides a cut-off threshold score representing high burnout risk. This study provides one of the first BAT studies post Covid-19 pandemic and focuses on comparing high burnout risk rates between essential and non-essential workers after the first lockdown in New Zealand (May 2020). METHODS AND RESULTS Using representative data from 955 employees across a wide range of occupations, sectors, and industries, we calculate an overall burnout risk of 11.1%, with essential workers higher (14%) than non-essential workers (9%). The odds ratios of burnout risk and having high levels of mental health complaints were 10-20 times higher for burnout risk workers. For essential workers, they were significantly higher for high job depression risk (35 times). Building on these results, to develop a deeper understanding of the factors contributing to burnout risk, we report on a qualitative analysis of comments (n = 213) provided by essential workers on their lockdown work experiences. CONCLUSIONS Findings provide evidence that while a range of (1) health-related concerns (i.e., increased risk of getting and spreading covid) and (2) employee- and employer-specific pressures related to challenging lockdown work practices contribute to essential worker burnout risk, an unwavering sense of pride and purpose in the value of their essential work serves to reduce this risk. We discuss the implications, highlighting the unique issues facing essential workers.
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Affiliation(s)
- Jarrod Haar
- Department of Management, Auckland University of Technology, Private Bag 92006, Auckland, 1142, New Zealand.
| | - Conor O'Kane
- Department of Management, Otago University, Otago, New Zealand.
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Cheng H, Fan Y, Lau H. An integrative review on job burnout among teachers in China: Implications for Human Resource Management. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2078991] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Han Cheng
- School of Business, Western Sydney University, Australia
| | - Youqing Fan
- School of Business, Western Sydney University, Australia
| | - Henry Lau
- School of Business, Western Sydney University, Australia
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Yukhymenko-Lescroart MA. Student Academic Engagement and Burnout Amidst COVID-19: The Role of Purpose Orientations and Disposition Towards Gratitude in Life. JOURNAL OF COLLEGE STUDENT RETENTION 2022:15210251221100415. [PMCID: PMC9163653 DOI: 10.1177/15210251221100415] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 08/13/2023]
Abstract
The current study considered the role of broad life orientations of university students on their academic engagement and burnout within the context of COVID-19 pandemic. Specifically, the purpose of this study was to examine whether life purpose orientations predicted student academic engagement and burnout directly and indirectly through disposition towards gratitude. University students completed questionnaires assessing academic engagement, burnout (reduced sense of schoolwork accomplishment, schoolwork devaluation, mental exhaustion from schoolwork), life purpose orientations (others-growth, self-growth, career-focused), and disposition towards gratitude. Structural equation modeling showed that academic engagement and two dimensions of burnout (reduced sense of schoolwork accomplishment, schoolwork devaluation) were negatively predicted by career-focused purpose orientation and by disposition towards gratitude. Additionally, reduced sense of schoolwork accomplishment was predicted indirectly by others-growth purpose orientation through disposition towards gratitude. Overall, findings highlight that broad life orientations may play salient roles in student academic success.
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Duggan EW, Clark M. Moving Past Burnout, Looking Toward Engagement. Anesthesiol Clin 2022; 40:399-413. [PMID: 35659410 DOI: 10.1016/j.anclin.2022.01.012] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
Physician engagement is often discussed in the medical literature; yet health care research examining this construct has been disjointed and plagued by conceptual ambiguities. Examining validated organizational evidence, we offer 3 key antecedents of work engagement that show promise as resources for medical professionals and health care organizations: psychological safety, organizational justice, and job crafting. In addition, we outline the nomological network of related, yet distinct, concepts, to demonstrate the relationship between engagement, burnout, and job satisfaction. As health care organizations facilitate engagement, they provide an additional avenue to decrease physician burnout, while also positively impacting provider and organizational outcomes.
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Affiliation(s)
- Elizabeth W Duggan
- Industrial and Organizational Psychology, Department of Anesthesiology and Perioperative Medicine, University of Alabama Birmingham, 619 South 19th Street JT 804, Birmingham, AL 35249-6810, USA.
| | - Malissa Clark
- Department of Psychology, University of Georgia, 319 Psychology Building, Athens, GA 30602, USA
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Mancini G, Mameli C, Biolcati R. Burnout in Italian primary teachers: The predictive effects of trait emotional intelligence, trait anxiety, and job instability. EUROPES JOURNAL OF PSYCHOLOGY 2022; 18:168-180. [PMID: 36348695 PMCID: PMC9632545 DOI: 10.5964/ejop.2685] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/15/2020] [Accepted: 02/22/2021] [Indexed: 11/20/2022]
Abstract
Burnout syndrome has recently been recognized as a public health problem, widely observed in educational settings. In this study, we aimed to examine the role played by contextual variables, including job (in)stability and teachers’ personal characteristics, in predicting factors associated with teacher burnout, using a convenience sample of 137 Italian primary school teachers (94.2% female, Age: M = 47.17, SD = 8.88). The findings from the hierarchical regression analyses showed that both trait emotional intelligence (EI) and trait anxiety predicted emotional exhaustion and lack of personal accomplishment in relation to work, with EI having a negative association and anxiety having a positive association with both. As for contextual variables, job instability positively predicted low personal accomplishment, whereas teachers’ working experience predicted emotional exhaustion. We discuss these results in light of the current working environment experienced by Italian teachers, which includes a high percentage of fixed-term workers. Moreover, we examine the implications for research and interventions related to trait EI as a protective factor that might prevent the onset of chronic professional burnout among teachers and increase teachers’ effectiveness and, therefore, pupils’ well-being, resulting in positive educational outcomes.
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Affiliation(s)
- Giacomo Mancini
- Department of Education Sciences “G.M. Bertin”, University of Bologna, Bologna, Italy
| | - Consuelo Mameli
- Department of Education Sciences “G.M. Bertin”, University of Bologna, Bologna, Italy
| | - Roberta Biolcati
- Department of Education Sciences “G.M. Bertin”, University of Bologna, Bologna, Italy
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Nauman S, Zheng C, Imam H. Fake it or make it to stay? A case of Pakistani frontline emergency rescue workers. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2054286] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Shazia Nauman
- Riphah School of Business & Management, Riphah International University, Lahore, Pakistan
| | - Connie Zheng
- Centre for Workplace Excellence, University of South, Adelaide, Australia
| | - Hassan Imam
- University of Education, Lahore, Pakistan
- Graduate School of Management, Kyoto University, Kyoto, Japan
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Flinchum JR, Kreamer LM, Rogelberg SG, Gooty J. One-on-one meetings between managers and direct reports: A new opportunity for meeting science. ORGANIZATIONAL PSYCHOLOGY REVIEW 2022. [DOI: 10.1177/20413866221097570] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Meeting science has advanced significantly in its short history. However, one-on-one (1:1) meetings have not been studied empirically as a focal topic despite making up nearly half of all workplace meetings. While some meeting science insights may apply to 1:1 meetings, others may not (or may function differently) due to conceptual, theoretical, and practical differences between meetings involving dyads and groups. Although 1:1 meetings come in various forms (e.g., peer-to-peer, employee-to-customer), we chose to use manager-direct report 1:1 meetings as an exemplar given their prevalence, theoretical relevance, and practical implications. In this paper, we first review some conceptual differences between dyads and groups. We then discuss how these differences likely manifest in the meeting context (before, during, and after meetings), and outline related propositions. Last, we leverage this conceptual framework and subsequent propositions to provide guidance for future research and theory on 1:1 meetings. In doing so, we hope this paper will act as the impetus for research and theory development on 1:1 meetings. Plain Language Summary Meeting science has flourished over the past two decades, with research and theory exploring best practices for leading and attending workplace meetings. However, a large portion of this research has focused on meetings of three or more people – despite the fact that meetings are often defined as a gathering between two or more people. Ignoring the one-on-one (1:1) meeting is a missed opportunity, as 1:1 meetings have a large presence in industry. It has been estimated that nearly half (47%) of all meetings are 1:1s, and these dyadic meetings often have unique purposes (e.g., performance appraisals) and involve different interactions (e.g., more interpersonal) outside of larger group meetings. Industry and practice have begun to explore these 1:1 meeting-especially meetings between managers and direct reports. For example, internal studies conducted at Microsoft and Cisco found that direct reports who had more frequent and effectively run 1:1 meetings with their managers were more engaged than their counterparts. While companies have seemingly acknowledged the importance of these meetings, research lags behind. Little empirical or theoretical investigations have explored 1:1 meetings. Yet, with the continued growth in the number of meetings worldwide, it is important to obtain empirical insights specific to 1:1 meetings. Doing so will help inform best practices when it comes to leading and attending 1:1 meetings. Thus, in this conceptual review of 1:1 meetings, we provide a future research agenda encouraging researchers (and practitioners) to investigate this unique (and important) meeting type – the one-on-one meeting between a manager and their direct report.
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Zhen B, Yao B, Zhou X. Acute stress disorder and job burnout in primary and secondary school teachers during the COVID-19 pandemic: The moderating effect of sense of control. CURRENT PSYCHOLOGY 2022; 42:1-8. [PMID: 35502364 PMCID: PMC9045882 DOI: 10.1007/s12144-022-03134-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/19/2022] [Indexed: 11/06/2022]
Abstract
The study aim was to examine the relationship between acute stress disorder and job burnout among primary and secondary school teachers, and to explore the moderating effect of sense of control on this relationship. A total of 751 teachers completed self-report questionnaires during the COVID-19 pandemic. The results showed that acute stress disorder, emotional exhaustion, and depersonalization were significantly lower in female teachers than in male teachers. Age was positively associated with acute stress disorder and negatively associated with inefficacy. Acute stress disorder was significantly and positively associated with emotional exhaustion and depersonalization dimensions of job burnout. The relation between acute stress disorder and inefficacy was moderated by sense of control: acute stress disorder was positively associated with inefficacy when the sense of control was strong and was negatively associated with inefficacy when the sense of control was weak. These findings demonstrate that acute stress disorder is a risk factor for job burnout, and that sense of control is a protective factor for some aspects of job burnout. However, in individuals with a strong sense of control, acute stress disorder is associated with greater inefficacy, suggesting that sense of control can both positively and negatively affect burnout.
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Affiliation(s)
- Baohua Zhen
- College of Educational Science, Anhui Normal University, Wuhu, 241000 China
| | - Benxian Yao
- College of Educational Science, Anhui Normal University, Wuhu, 241000 China
| | - Xiao Zhou
- Department of Psychology and Behavioral Sciences, Zhejiang University, Hangzhou, 310028 China
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73
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Why and when does person-entrepreneurship misfit promote entrepreneurial exit intention? A conservation of resources perspective. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03079-x] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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74
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Zhang H, Gao T, Hu Q, Zhao L, Wang X, Sun X, Li S. Parental marital conflict, negative emotions, phubbing, and academic burnout among college students in the postpandemic era: A multiple mediating models. PSYCHOLOGY IN THE SCHOOLS 2022. [DOI: 10.1002/pits.22707] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Affiliation(s)
- Han Zhang
- Department of Psychology, School of Education Linyi University Linyi China
| | - Tingting Gao
- Centre for Health Management and Policy Research, School of Public Health Shandong University Jinan China
| | - Qing Hu
- Department of Psychology, School of Education Linyi University Linyi China
| | - Lin Zhao
- Department of Psychology, School of Education Linyi University Linyi China
| | - Xiaolei Wang
- Department of Psychology, School of Education Linyi University Linyi China
| | - Xiaohan Sun
- Department of Psychology, School of Education Linyi University Linyi China
| | - Shujun Li
- Department of Psychology, School of Education Linyi University Linyi China
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Karl M, Weidner K, Croy I. [Burnout or Depression? - Field Experience from a University Outpatient Clinic]. Psychother Psychosom Med Psychol 2022; 72:410-417. [PMID: 35413739 DOI: 10.1055/a-1770-4571] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Abstract
OBJECTIVE With the increasing presence of burnout symptoms in clinical and social everyday life, it is necessary to closely examine patients with symptoms of burnout and to classify their respective symptoms in the spectrum of mental disorders. METHODS The sample includes 83 patients who presented themselves in a burnout consultation of the university outpatient clinic of the University Hospital Dresden. As part of the diagnostic examination, the patients completed the Structured Clinical Interview (SKID) and a comprehensive questionnaire diagnostic (PHQ-D; MBI, BMI) as well as a clinical interview. RESULTS The clinical interview led to a burnout diagnosis in 35% of the patients, although for 1/3 of these patients no SKID diagnosis could be affirmed. However, a large proportion of the patients presenting at the university outpatient clinic suffered from a mental disorder, with depressive disorders accounting for the majority of complaints. Patients with burnout differed in a few points from patients with depressive symptoms: They scored lower in the MBI questionnaire and in the scales of mental and physical stress symptoms (p=.031) and boreout (p=.037). In addition, patients diagnosed with burnout were significantly less likely to report previous mental disorders requiring treatment (p=.017). DISCUSSION Previous standardized diagnostic instruments are less able to differentiate between burnout and depressive disorders. The present study supports the hypothesis that burnout and depression are part of the same spectrum of symptoms, with patients with burnout being less distressed than patients with depressive disorders. CONCLUSION There appears to be a significant overlap between depression and symptoms of burnout making the differentiation difficult in everyday clinical practice and calling for a accurate diagnostic.
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Affiliation(s)
- Marlene Karl
- Klinik und Poliklinik für Psychotherapie und Psychosomatik, Dresden University Hospital, Dresden, Germany
| | - Kerstin Weidner
- Klinik und Poliklinik für Psychotherapie und Psychosomatik, Dresden University Hospital, Dresden, Germany
| | - Ilona Croy
- Klinik und Poliklinik für Psychotherapie und Psychosomatik, Dresden University Hospital, Dresden, Germany.,Institut für Psychologie, Friedrich-Schiller-Universität Jena, Jena, Germany
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Pijpker R, Veen EJ, Vaandrager L, Koelen M, Bauer GF. Developing an Intervention and Evaluation Model of Outdoor Therapy for Employee Burnout: Unraveling the Interplay Between Context, Processes, and Outcomes. Front Psychol 2022; 13:785697. [PMID: 35310237 PMCID: PMC8929413 DOI: 10.3389/fpsyg.2022.785697] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/30/2021] [Accepted: 01/24/2022] [Indexed: 11/13/2022] Open
Abstract
Background Burnout is a major societal issue adversely affecting employees’ health and performance, which over time results in high sick leave costs for organizations. Traditional rehabilitation therapies show suboptimal effects on reducing burnout and the return-to-work process. Based on the health-promoting effects of nature, taking clients outdoors into nature is increasingly being used as a complementary approach to traditional therapies, and evidence of their effectiveness is growing. Theories explaining how the combination of general psychological support and outdoor-specific elements can trigger the rehabilitation process in outdoor therapy are often lacking, however, impeding its systematic research. Aim The study aims to develop an intervention and evaluation model for outdoor therapy to understand and empirically evaluate whether and how such an outdoor intervention may work for rehabilitation after burnout. Methodological Approach We build on the exemplary case of an outdoor intervention for rehabilitation after burnout, developed by outdoor clinical psychologists in Netherlands. We combined the generic context, process, and outcome evaluation model and the burnout recovery model as an overarching deductive frame. We then inductively specified the intervention and evaluation model of outdoor therapy, building on the following qualitative data: semi-structured interviews with outdoor clinical psychologists and former clients; a content analysis of the intervention protocol; and reflective meetings with the intervention developers and health promotion experts. Results We identified six key outdoor intervention elements: (1) physical activity; (2) reconnecting body and mind; (3) nature metaphors; (4) creating relationships; (5) observing natural interactions; and (6) experiential learning. The results further showed that the implementation of these elements may facilitate the rehabilitation process after burnout in which proximal, intermediate, and distal outcomes emerge. Finally, the results suggested that this implementation process depends on the context of the therapist (e.g., number of clients per day), therapy (e.g., privacy issues), and of the clients (e.g., affinity to nature). Conclusion The intervention and evaluation model for outdoor therapy shows how key outdoor intervention elements may contribute to the rehabilitation process after burnout. However, our model needs to be further tested among a larger group of clients to empirically evaluate whether and how outdoor therapy can support rehabilitation.
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Affiliation(s)
- Roald Pijpker
- Health and Society, Social Sciences Group, Wageningen University, Wageningen, Netherlands
| | - Esther J Veen
- Urban Food Issues, Aeres University of Applied Sciences, Almere, Netherlands
| | - Lenneke Vaandrager
- Health and Society, Social Sciences Group, Wageningen University, Wageningen, Netherlands
| | - Maria Koelen
- Health and Society, Social Sciences Group, Wageningen University, Wageningen, Netherlands
| | - Georg F Bauer
- Center of Salutogenesis, Division of Public and Organizational Health, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, Zurich, Switzerland
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Nadon L, De Beer LT, Morin AJS. Should Burnout Be Conceptualized as a Mental Disorder? Behav Sci (Basel) 2022; 12:bs12030082. [PMID: 35323401 PMCID: PMC8945132 DOI: 10.3390/bs12030082] [Citation(s) in RCA: 19] [Impact Index Per Article: 9.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/24/2022] [Revised: 03/08/2022] [Accepted: 03/10/2022] [Indexed: 01/27/2023] Open
Abstract
Burnout is generally acknowledged by researchers, clinicians, and the public as a pervasive occupational difficulty. Despite this widespread recognition, longstanding debates remain within the scientific community regarding its definition and the appropriateness of classifying burnout as its own pathological entity. The current review seeks to address whether burnout should (or could) be characterized as a distinctive mental disorder to shed light on this debate. After briefly reviewing the history, theoretical underpinnings, and measurement of burnout, we more systematically consider the current evidence for and against its classification as a mental disorder within existing diagnostic systems. Stemming from a lack of conceptual clarity, the current state of burnout research remains, unfortunately, largely circular and riddled with measurement issues. As a result, information regarding the unique biopsychosocial etiology, diagnostic features, differential diagnostic criteria, and prevalence rates of burnout are still lacking. Therefore, we conclude that it would be inappropriate, if not premature, to introduce burnout as a distinct mental disorder within any existing diagnostic classification system. We argue, however, that it would be equally premature to discard burnout as a psychologically relevant phenomenon and that current evidence does support its relevance as an important occupational syndrome. We finally offer several avenues for future research, calling for cross-national collaboration to clarify conceptual and measurement issues while avoiding the reification of outdated definitions. In doing so, we hope that it one day becomes possible to more systematically re-assess the relevance of burnout as a distinctive diagnostic category.
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Affiliation(s)
- Lindsey Nadon
- Substantive Methodological Synergy Research Laboratory, Department of Psychology, Concordia University, Montreal, QC H4B 1R6, Canada; (L.N.); (A.J.S.M.)
| | - Leon T. De Beer
- WorkWell Research Unit, Faculty of Economic and Management Sciences, North-West University, Potchefstroom 2531, South Africa
- Correspondence:
| | - Alexandre J. S. Morin
- Substantive Methodological Synergy Research Laboratory, Department of Psychology, Concordia University, Montreal, QC H4B 1R6, Canada; (L.N.); (A.J.S.M.)
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Nielsen J, Firth B, Crawford E. For Better and Worse: How Proactive Personality Alters the Strain Responses to Challenge and Hindrance Stressors. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2022.1587] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/11/2022]
Abstract
Employees with a proactive personality tend to show exceptional initiative and perseverance, suggesting that they are relatively impervious to stressors. Yet some evidence suggests that proactive personality may exacerbate the effect of stressors on strain. In this study, we clarify these conflicting ideas by systematically distinguishing between different types of chronic work stressors. Integrating the conservation-of-resources model and the challenge–hindrance stressor framework, we suggest that employees with more proactive personalities are especially sensitive to the extent to which chronic work stressors are amenable to their resource investments. Specifically, we hypothesize that, for more proactive employees, challenge stressors (opportunities more amenable to resource investment) lead to less strain (i.e., emotional exhaustion and turnover intentions) but also that hindrance stressors (demands less amenable to proactive expectations of achievement) lead to relatively more strain. We further propose perceived organizational support as a mediator of these interactive effects wherein challenging opportunities are interpreted by proactive employees as particularly indicative of high support and hindering demands as particularly indicative of low support, ultimately leading to lower and higher perceptions of strain, respectively. A three-wave survey of 256 architects generally supports these hypotheses: the effects of challenge stressors on emotional exhaustion and turnover intentions were significantly attenuated and the effects of hindrance stressors on these outcomes were significantly exacerbated for more proactive people. These effects were mediated (partially for exhaustion, fully for turnover intentions) by perceived support. Follow-up analysis demonstrates that this interactive effect extends to turnover behavior 2.5 years later, fully mediated by perceived support.
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Affiliation(s)
- Jordan Nielsen
- Krannert School of Management, Purdue University, West Lafayette, Indiana 47907
| | - Brady Firth
- School of Business, Portland State University, Portland, Oregon 97201
| | - Eean Crawford
- Tippie College of Business, University of Iowa, Iowa City, Iowa 52242
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Sarwar A, Abdullah MI, Imran MK, Fatima T. When fear about health hurts performance: COVID-19 and its impact on employee’s work. REVIEW OF MANAGERIAL SCIENCE 2022. [PMCID: PMC8902909 DOI: 10.1007/s11846-022-00536-6] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 12/11/2022]
Abstract
This study utilized terror management and conservation of resources theory to fulfill its aim of investigating the effects of fear of contamination of COVID-19 on performance of employees in the banking sector of Pakistan. A survey was conducted to collect data in two waves from 206 bank employees in Punjab region. SPSS was used for data analysis. The results demonstrated that such fear leads to emotional exhaustion which in turn negatively affects employee’s work performance. However, the perceptions of better precautionary measures taken by the organization against the spread of the disease moderated the said relationship and weakened the strength of fear on performance through emotional exhaustion. Amid the widespread fear, panic and detrimental effects of COVID-19 on organizations and economies of the worlds, this research has implications for policy makers by showing the importance of organizational measures taken and displayed to employees in decreasing the negative effects of extensive fear and uncertainty prevailing due to the pandemic.
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Affiliation(s)
- Ambreen Sarwar
- Department of Management Sciences, Virtual University of Pakistan, Lahore, Pakistan
| | | | | | - Tehreem Fatima
- Lahore Business School, The University of Lahore, Sargodha, Pakistan
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Galbraith C, Phillips-Hall CA, Merrill G. The effects of ethnic diversity and friendship ties on managers' emotional exhaustion: a network-based case study of Caribbean information technology firms. CROSS CULTURAL & STRATEGIC MANAGEMENT 2022. [DOI: 10.1108/ccsm-02-2021-0036] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this article is to empirically examine the relationship between managers' emotional exhaustion and the ethnic diversity, workload requirements, and friendship ties within their work-groups.Design/methodology/approachThe research employs a full-network sample of all managers from an indigenously owned ethnically diverse IT firm located in the Caribbean island nation of Trinidad and Tobago. Using a social network design within a regression model, the relationship between managerial power and operational workload and the burnout dimension of emotional exhaustion is initially examined as a baseline model. Work-group ethnicity and friendship ties are then examined as moderators to this relationship. The authors then examine the role of work-group ethnicity and friendship ties as a buffer mechanism using an efficient frontier analysis where managers act as decision-making units.FindingsThe study indicates that ethnic diversity acts more as a “negative moderator” to emotional exhaustion, while friendship ties act as both a “positive moderator” and “buffer” to work-related emotional exhaustion.Originality/valueThis is one of the few empirical studies that has examined the issues of ethnic diversity and burnout using social network and efficient frontier methodologies. This is also one of the first empirical studies to investigate these issues using an in-depth, full-sample case study of actual, real-work network relationships.
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81
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Kreuzfeld S, Seibt R. Gender-Specific Aspects of Teachers Regarding Working Behavior and Early Retirement. Front Psychol 2022; 13:829333. [PMID: 35242087 PMCID: PMC8887565 DOI: 10.3389/fpsyg.2022.829333] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/05/2021] [Accepted: 01/06/2022] [Indexed: 12/02/2022] Open
Abstract
Worldwide, a significant proportion of teachers retires prematurely for health reasons or at their own request. The study examines whether male and female teachers differ in terms of working conditions and coping with high work demands as well as individual factors that promote early retirement. A cross-sectional study was conducted to collect data from 6,109 full-time teachers in high schools (56% women). Weekly working hours from a four-week working time record and psychosocial work stress (effort-reward model, ER ratio) were used as workloads. In addition, emotional exhaustion (Maslach Burnout Inventory) and coping strategies that endangered health were recorded in the form of overcommitment and inability to recover. Also, the teachers gave a prediction and reasons for early retirement and made their own suggestions on how to prevent this. The results show that both workloads and emotional exhaustion are comparable between the genders, but women have a greater tendency than men to overcommit and be unable to recover. As ER ratio and emotional exhaustion increase, the chances for both genders to reach the regular retirement age decrease significantly; for health-endangering coping strategies, the relationship is somewhat weaker. The majority of male and female teachers (79%) indicates excessive workloads as the main reason for leaving the profession early. In order to protect teachers from high workloads, measures at the organizational, social, and individual level are necessary. Proposals for schools and policy makers are critically discussed on the basis of teacher recommendations.
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Affiliation(s)
- Steffi Kreuzfeld
- Institute for Preventive Medicine, Rostock University Medical Center, University of Rostock, Rostock, Germany
| | - Reingard Seibt
- Institute for Preventive Medicine, Rostock University Medical Center, University of Rostock, Rostock, Germany
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82
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W Hales T, H Nochajski T, A Green S, P Koury S. Twelve-month organizational study examining the associations among behavioral healthcare worker's perceptions of autonomy, decision-making power, organizational commitment, and burnout: Reconceptualizing the role of commitment in shaping staff member experiences of the work environment. JOURNAL OF COMMUNITY PSYCHOLOGY 2022; 50:1173-1184. [PMID: 34545577 DOI: 10.1002/jcop.22711] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/09/2020] [Revised: 03/18/2021] [Accepted: 08/23/2021] [Indexed: 06/13/2023]
Abstract
Previous research has demonstrated that behavioral healthcare workers' experiences of autonomy and decision-making power in the workplace are positively associated with their commitment to the organization and negatively associated with occupational burnout. Models examining the relationships between workplace climate and staff member well-being generally conceptualize workplace climates as predictors of individual commitment and burnout. However, the relationships among these constructs have primarily been explored in cross-sectional study designs. The current study adds to the existing literature by examining the relationships among perceived autonomy and decision-making power in the organizational climate, and individual levels of organizational commitment and burnout over a 12-month period (N = 43). The study was done in a public hospital's behavioral healthcare department in the Western New York region. Cross-lagged panel analyses were conducted to assess if time-one scores on perceived autonomy and decision-making power predicted time-two scores of organizational commitment and burnout. Findings indicate that, contrary to popular conceptualization, individual staff member's commitment to the organization predicted future states of perceived autonomy and decision-making power. Individual commitment to the organization may be a driving factor in how staff members experience and perceive the service environment.
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Affiliation(s)
- Travis W Hales
- School of Social Work, University of North Carolina, Charlotte, North Carolina, USA
- School of Social Work, Institute on Trauma and Trauma-Informed Care, University at Buffalo, Buffalo, New York, USA
| | - Thomas H Nochajski
- School of Social Work, Institute on Trauma and Trauma-Informed Care, University at Buffalo, Buffalo, New York, USA
| | - Susan A Green
- School of Social Work, Institute on Trauma and Trauma-Informed Care, University at Buffalo, Buffalo, New York, USA
| | - Samantha P Koury
- School of Social Work, Institute on Trauma and Trauma-Informed Care, University at Buffalo, Buffalo, New York, USA
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Too-much-of-a-good-thing? The curvilinear relation between identification, overcommitment, and employee well-being. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-020-00655-x] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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84
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Bakker AB, Xanthopoulou D, Demerouti E. How does Chronic Burnout affect Dealing with Weekly Job demands? A Test of Central Propositions in JD‐R and COR‐theories. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2022. [DOI: 10.1111/apps.12382] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Arnold B. Bakker
- Erasmus University Rotterdam, The Netherlands University of Johannesburg South Africa
| | | | - Evangelia Demerouti
- Eindhoven University of Technology, The Netherlands, University of Johannesburg South Africa
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85
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Li P, Taris TW, Peeters MCW. Today's challenge may be tomorrow's hindrance (and vice versa): Longitudinal changes in employee’s appraisals of job demands and their outcomes. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1111/joop.12384] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Peikai Li
- Social, Health and Organizational Psychology Utrecht University The Netherlands
- Department of Marketing, Innovation and Organization Ghent University Belgium
| | - Toon W. Taris
- Social, Health and Organizational Psychology Utrecht University The Netherlands
| | - Maria C. W. Peeters
- Social, Health and Organizational Psychology Utrecht University The Netherlands
- Human Performance Management Group Eindhoven University of Technology The Netherlands
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86
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Kim CY, Chung HS. The autoregressive cross-lagged effect of unions on job satisfaction and burnout. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-02914-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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87
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Hui Q, Yao C, Li M, You X. Upward social comparison sensitivity on teachers' emotional exhaustion: A moderated moderation model of self-esteem and gender. J Affect Disord 2022; 299:568-574. [PMID: 34952113 DOI: 10.1016/j.jad.2021.12.081] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/06/2021] [Revised: 11/15/2021] [Accepted: 12/19/2021] [Indexed: 11/28/2022]
Abstract
Drawing on conservation of resources theory, this study aims to extend the work on individual differences in the relationship between upward social comparison sensitivity and emotional exhaustion in a sample of teachers by examining the interaction effects of self-esteem and gender differences. A total of 681 teachers completed a self-reported questionnaire including the Upward Social Comparison Sensitivity Scale, the Self-Esteem Scale, and the Maslach Burnout Inventory-Educators Survey (MBI-ES) subscale. The results based on a moderated moderation model indicated that: (1) Upward social comparison sensitivity was positively correlated with emotional exhaustion; (2) self-esteem moderated the relationship between upward social comparative sensitivity and emotional exhaustion; and (3) there was a significant gender difference in self-esteem that moderated the relationship between upward social comparison sensitivity and emotional exhaustion. These findings contribute to the understanding of how upward social comparison sensitivity predicts teachers' emotional exhaustion and provide practical insights for prevention and intervention programs to protect teachers' mental health in school settings.
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Affiliation(s)
- Qi Hui
- Key Laboratory for Behavior and Cognitive Neuroscience of Shaanxi Province, School of Psychology, Shaanxi Normal University, Xi'an, China
| | - Chong Yao
- Key Laboratory for Behavior and Cognitive Neuroscience of Shaanxi Province, School of Psychology, Shaanxi Normal University, Xi'an, China
| | - Meng Li
- Key Laboratory for Behavior and Cognitive Neuroscience of Shaanxi Province, School of Psychology, Shaanxi Normal University, Xi'an, China
| | - Xuqun You
- Key Laboratory for Behavior and Cognitive Neuroscience of Shaanxi Province, School of Psychology, Shaanxi Normal University, Xi'an, China.
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88
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Pijpker R, Kerksieck P, Tušl M, de Bloom J, Brauchli R, Bauer GF. The Role of Off-Job Crafting in Burnout Prevention during COVID-19 Crisis: A Longitudinal Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:2146. [PMID: 35206330 PMCID: PMC8872592 DOI: 10.3390/ijerph19042146] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/23/2021] [Revised: 02/01/2022] [Accepted: 02/07/2022] [Indexed: 01/27/2023]
Abstract
The COVID-19 pandemic and remote working challenge employees' possibilities to recover from work during their off-job time. We examined the relationship between off-job crafting and burnout across the COVID-19 crisis. We used a longitudinal research design, comprising one wave collected before the onset of the pandemic, in March 2019 (T1), and one wave collected during the first lockdown of the crisis in April 2020 (T2). We measured the six off-job crafting dimensions (Crafting for Detachment, Relaxation, Autonomy, Mastery, Meaning, and Affiliation) and burnout (fatigue/exhaustion) via a questionnaire among German and Swiss employees (N = 658; Age M = 47; 55% male). We found that both burnout levels and crafting for affiliation significantly decreased at T2 compared to T1. All off-job crafting dimensions and burnout correlated negatively cross-sectionally and longitudinally. Regression analyses showed that employees who crafted in their off-job time before and during the crisis experienced fewer burnout complaints during the crisis. Looking more closely at the subdimensions of off-job crafting, employees who crafted for detachment before and during, and for affiliation before the crisis, reported less burnout during the crisis. We conclude that off-job crafting may act as a buffer mechanism against burnout during the COVID-19 crisis.
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Affiliation(s)
- Roald Pijpker
- Health and Society/Rural Sociology, Wageningen University, 6706 KN Wageningen, The Netherlands
| | - Philipp Kerksieck
- Public and Organizational Health, Center of Salutogenesis, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, 8001 Zurich, Switzerland; (P.K.); (M.T.); (R.B.); (G.F.B.)
| | - Martin Tušl
- Public and Organizational Health, Center of Salutogenesis, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, 8001 Zurich, Switzerland; (P.K.); (M.T.); (R.B.); (G.F.B.)
| | - Jessica de Bloom
- Faculty of Social Sciences, Psychology, Tampere University, 33014 Tampere, Finland;
- Faculty of Economics and Business, University of Groningen, 9747 AJ Groningen, The Netherlands
| | - Rebecca Brauchli
- Public and Organizational Health, Center of Salutogenesis, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, 8001 Zurich, Switzerland; (P.K.); (M.T.); (R.B.); (G.F.B.)
| | - Georg F. Bauer
- Public and Organizational Health, Center of Salutogenesis, Epidemiology, Biostatistics and Prevention Institute, University of Zurich, 8001 Zurich, Switzerland; (P.K.); (M.T.); (R.B.); (G.F.B.)
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89
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Kondrich JE, Han R, Clark S, Platt SL. Burnout in Pediatric Emergency Medicine Physicians: A Predictive Model. Pediatr Emerg Care 2022; 38:e1003-e1008. [PMID: 35100790 DOI: 10.1097/pec.0000000000002425] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVES This study aims to determine the prevalence of and identify predictors associated with burnout in pediatric emergency medicine (PEM) physicians and to construct a predictive model for burnout in this population to stratify risk. METHODS We conducted a cross-sectional electronic survey study among a random sample of board-certified or board-eligible PEM physicians throughout the United States and Canada. Our primary outcome was burnout assessed using the Maslach Burnout Inventory on 3 subscales: emotional exhaustion, depersonalization, and personal accomplishment. We defined burnout as scoring in the high-degree range on any 1 of the 3 subscales. The Maslach Burnout Inventory was followed by questions on personal demographics and work environment. We compared PEM physicians with and without burnout using multivariable logistic regression. RESULTS We studied a total of 416 PEM board-certified/eligible physicians (61.3% women; mean age, 45.3 ± 8.8 years). Surveys were initiated by 445 of 749 survey recipients (59.4% response rate). Burnout prevalence measured 49.5% (206/416) in the study cohort, with 34.9% (145/416) of participants scoring in the high-degree range for emotional exhaustion, 33.9% (141/416) for depersonalization, and 20% (83/416) for personal accomplishment. A multivariable model identified 6 independent predictors associated with burnout: 1) lack of appreciation from patients, 2) lack of appreciation from supervisors, 3) perception of an unfair clinical work schedule, 4) dissatisfaction with promotion opportunities, 5) feeling that the electronic medical record detracts from patient care, and 6) working in a nonacademic setting (area under the receiver operating characteristic curve, 0.77). A predictive model demonstrated that physicians with 5 or 6 predictors had an 81% probability of having burnout, whereas those with zero predictors had a 28% probability of burnout. CONCLUSIONS Burnout is prevalent in PEM physicians. We identified 6 independent predictors for burnout and constructed a scoring system that stratifies probability of burnout. This predictive model may be used to guide organizational strategies that mitigate burnout and improve physician well-being.
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Affiliation(s)
- Janienne E Kondrich
- From the Division of Pediatric Emergency Medicine, Departments of Emergency Medicine and Pediatrics, NewYork-Presbyterian and Weill Cornell Medicine, Komansky Children's Hospital, New York, NY
| | - Reintine Han
- Department of Family Medicine, Hackensack Meridian Mountainside Medical Center, Verona, NJ
| | - Sunday Clark
- Department of Emergency Medicine, NewYork-Presbyterian and Weill Cornell Medicine, New York, NY
| | - Shari L Platt
- From the Division of Pediatric Emergency Medicine, Departments of Emergency Medicine and Pediatrics, NewYork-Presbyterian and Weill Cornell Medicine, Komansky Children's Hospital, New York, NY
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90
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Boelhouwer IG, Vermeer W, van Vuuren T. Late Effects of Cancer Treatment, Job Resources, and Burnout Complaints Among Employees With a Breast Cancer Diagnosis 2–10 Years Ago: A Longitudinal Study. Front Psychol 2022; 12:793138. [PMID: 35153917 PMCID: PMC8832114 DOI: 10.3389/fpsyg.2021.793138] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/25/2021] [Accepted: 12/21/2021] [Indexed: 12/02/2022] Open
Abstract
Purpose The aim of this study was to investigate the effect of possible late effects of cancer treatment (physical complaints, fatigue, and cognitive complaints) and of two job resources (autonomy and supportive leadership style) on future burnout complaints, among employees living 2–10 years beyond breast cancer diagnosis. Methods Data at T1 (baseline questionnaire) and at T2 (9 months later) were collected in 2018 and 2019 (N = 287). These data were part of a longitudinal study among Dutch speaking workers with a cancer diagnosis 2–10 years ago. All complaints and job resources were self-reported. Longitudinal multivariate regression analyses were executed, controlling for years since diagnosis, living with cancer (recurrence or metastasis), and other chronic or severe diseases. Mediation by baseline burnout complaints was considered. Results A higher level of fatigue and cognitive complaints at baseline (T1) resulted in higher future burnout complaints (at T2), with partial mediation by baseline burnout complaints. No effect of physical complaints at T1 was observed. Higher levels of autonomy or a supportive leadership style resulted in lower burnout complaints, with full mediation by baseline burnout complaints. Buffering was observed by autonomy in the relationship of cognitive complaints with future burnout complaints. No moderation was observed by supportive leadership. Conclusion The level of burnout complaints among employees 2–10 years beyond breast cancer diagnosis may be an effect of fatigue or cognitive complaints, and awareness of this effect is necessary. Interventions to stimulate supportive leadership and autonomy are advisable, the latter especially in the case of cognitive complaints.
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Affiliation(s)
- Ingrid G. Boelhouwer
- Department of Organisation, Faculty of Management, Open Universiteit, Heerlen, Netherlands
- Department of Applied Psychology, Amsterdam University of Applied Sciences, Amsterdam, Netherlands
- *Correspondence: Ingrid G. Boelhouwer,
| | - Willemijn Vermeer
- Department of Applied Psychology, Amsterdam University of Applied Sciences, Amsterdam, Netherlands
| | - Tinka van Vuuren
- Department of Organisation, Faculty of Management, Open Universiteit, Heerlen, Netherlands
- Loyalis Knowledge & Consult, Heerlen, Netherlands
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91
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Burnout Assessment Tool (BAT): Validity Evidence from Brazil and Portugal. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19031344. [PMID: 35162366 PMCID: PMC8834921 DOI: 10.3390/ijerph19031344] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/23/2021] [Revised: 01/17/2022] [Accepted: 01/21/2022] [Indexed: 12/04/2022]
Abstract
The Burnout Assessment Tool (BAT) has been gaining increased attention as a sound and innovative instrument in its conceptualization of burnout. BAT has been adapted for several countries, revealing promising validity evidence. This paper aims to present the psychometric properties of the Brazilian and Portuguese versions of the BAT in both the 23-item and 12-item versions. BAT’s validity evidence based on the internal structure (dimensionality, reliability, and measurement invariance) and validity evidence based on the relations to other variables are the focus of research. A cross-sectional study was conducted with two non-probabilistic convenience samples from two countries (N = 3103) one from Brazil (nBrazil = 2217) and one from Portugal (nPortugal = 886). BAT’s original structure was confirmed, and it achieved measurement invariance across countries. Using both classic test theory and item response theory as frameworks, the BAT presented good validity evidence based on the internal structure. Furthermore, the BAT showed good convergent evidence (i.e., work engagement, co-worker support, role clarity, work overload, and negative change). In conclusion, the psychometric properties of the BAT make this freely available instrument a promising way to measure and compare burnout levels of Portuguese and Brazilian workers.
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92
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Gottenborg S, Hoff T, Rydstedt L, Øvergård KI. People Performance Scales (PPS): A multi-company, cross-sectional psychometric assessment. Scand J Psychol 2022; 63:109-123. [PMID: 35041212 DOI: 10.1111/sjop.12793] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/11/2020] [Revised: 09/21/2021] [Accepted: 11/23/2021] [Indexed: 11/27/2022]
Abstract
This study aims to test the nomological validity of the People Performance Scales (PPS) using the job demands-resources (JD-R) model. All employees at two large companies in Norway (a governmental agency and a worker's union) were invited to complete the PPS questionnaire electronically. A total of 2,469 respondents completed the questionnaire, resulting in an 87 percent response rate. Data was analyzed Structural Equation Modelling. First, all 15 scales included in the PPS showed excellent internal and construct validity. PPS was also found to have configural-, construct-level metric- and scale-level metric invariance across age groups and genders. Second, findings indicate that the PPS can be used for both research and consultancy based upon the JD-R model, while simultaneously assessing constructs of particular importance in Norwegian and Scandinavian legislation. The PPS represents a short and efficient questionnaire which measures the most relevant working environment constructs in a reliable and distinct way. The questionnaire has great psychometric characteristics and is well suited for use in organizations to measure employees' experience of working environment factors, allowing organizations to identify areas of improvement and to support organizational development.
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Affiliation(s)
- Simon Gottenborg
- Department of Psychology, Inland Norway University of Applied Sciences, Lillehammer, Norway.,EBHR AS, Åsgårdstrand, Norway
| | - Thomas Hoff
- EBHR AS, Åsgårdstrand, Norway.,Department of Psychology, University of Oslo, Oslo, Norway
| | - Leif Rydstedt
- Department of Psychology, Inland Norway University of Applied Sciences, Lillehammer, Norway
| | - Kjell Ivar Øvergård
- EBHR AS, Åsgårdstrand, Norway.,Department of Health-, Social-, and Welfare Studies, University of South-Eastern Norway, Borre, Norway
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93
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Figueiredo-Ferraz H, Gil-Monte PR, Grau-Alberola E, Ribeiro do Couto B. The Mediator Role of Feelings of Guilt in the Process of Burnout and Psychosomatic Disorders: A Cross-Cultural Study. Front Psychol 2022; 12:751211. [PMID: 35027899 PMCID: PMC8748256 DOI: 10.3389/fpsyg.2021.751211] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/31/2021] [Accepted: 11/12/2021] [Indexed: 02/05/2023] Open
Abstract
Burnout was recently declared by WHO as an “occupational phenomenon” in the International Classification of Diseases 11th revision (ICD-11), recognizing burnout as a serious health issue. Earlier studies have shown that feelings of guilt appear to be involved in the burnout process. However, the exact nature of the relationships among burnout, guilt and psychosomatic disorders remains unclear. The purpose of this study was to investigate the mediator role of feelings of guilt in the relationship between burnout and psychosomatic disorders, and perform a cross-cultural validation of the multi-dimensional model by Gil-Monte in two samples of teachers (Portuguese vs. Spanish). The study sample was composed of 1,266 teachers, 1,062 from Spain, and 204 from Portugal. Burnout was measured by the Spanish Burnout Inventory. Hypotheses were tested together in a path model. The results obtained provide empirical evidence for the mediator role of guilt in the relationship between the Burnout syndrome and psychosomatic disorders in the sample of teachers from Spain and Portugal, and they contribute to the empirical validation of the model by Gil-Monte. The results indicate that guilt should be incorporated as a symptom of burnout in order to identify individuals affected by burnout and profiles or types of burnout to differentiate it from other pathologies like depression.
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Affiliation(s)
- Hugo Figueiredo-Ferraz
- Facultad de Ciencias Sociales y Jurídicas, Universidad Internacional de Valencia, Valencia, Spain
| | - Pedro R Gil-Monte
- Department of Social Psychology, Unidad de Investigación Psicosocial de la Conducta Organizacional (UNIPSICO), University of Valencia, Valencia, Spain
| | - Ester Grau-Alberola
- Facultad de Educación, Universidad International de La Rioja (UNIR), Logroño, Spain
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94
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García-Rivera BR, Mendoza-Martínez IA, García-Alcaraz JL, Olguín-Tiznado JE, Camargo Wilson C, Araníbar MF, García-Alcaraz P. Influence of Resilience on Burnout Syndrome of Faculty Professors. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:910. [PMID: 35055731 PMCID: PMC8776145 DOI: 10.3390/ijerph19020910] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/26/2021] [Revised: 01/06/2022] [Accepted: 01/10/2022] [Indexed: 01/07/2023]
Abstract
This research aims to describe the relationship between resilience and burnout facing COVID-19 pandemics. The sample was n = 831 lecturers and professors of a Mexican public university. This study is a quantitative, non-experimental, cross-sectional, explanatory, and ex post facto research using Structural Equations Modeling with latent variables under the partial least square's method technique. We used the CD-RISC-25 and SBI questionnaires to measure resilience and burnout, respectively. Structural Equations Modeling (SEM-PLS) allowed the visualization of the exogenous variable (resilience) in endogenous variables (dimensions of SBI burnout: E9 guilt, E7 emotional exhaustion, E8 indolence, and E6 work illusion). To this day, there are very few previous studies that jointly analyze in Mexico the characteristics of resilience and burnout in the face of the COVID-19 pandemic. Findings show that resources availability has the strongest correlation with accomplishment in teaching, followed by cynicism and emotional exhaustion. These results have important professional implications.
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Affiliation(s)
- Blanca Rosa García-Rivera
- Faculty of Administrative and Social Sciences, Universidad Autónoma de Baja California, Valle Dorado, Ensenada 22890, BC, Mexico;
| | | | - Jorge Luis García-Alcaraz
- Department of Industrial Engineering and Manufacturing, Autonomous University of Ciudad Juarez, Ciudad Juarez 32310, CHI, Mexico
| | - Jesús Everardo Olguín-Tiznado
- Faculty of Engineering, Architecture and Design, Universidad Autonoma de Baja California, Ensenada 22860, BC, Mexico; (J.E.O.-T.); (C.C.W.)
| | - Claudia Camargo Wilson
- Faculty of Engineering, Architecture and Design, Universidad Autonoma de Baja California, Ensenada 22860, BC, Mexico; (J.E.O.-T.); (C.C.W.)
| | - Mónica Fernanda Araníbar
- Faculty of Administrative and Social Sciences, Universidad Autónoma de Baja California, Valle Dorado, Ensenada 22890, BC, Mexico;
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95
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Piercy H, Kelly S, Wills M, Croston M. Psychological impact of caring during the COVID-19 pandemic on HIV nurses. BRITISH JOURNAL OF NURSING (MARK ALLEN PUBLISHING) 2022; 31:S10-S15. [PMID: 35019747 DOI: 10.12968/bjon.2022.31.1.s10] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/14/2023]
Abstract
The COVID-19 pandemic has created a set of unprecedented challenges for healthcare services and staff. The authors conducted a national online survey of nurses employed to work in HIV services in England, Wales, Scotland, Northern Ireland and the Republic of Ireland to establish how the COVID-19 pandemic has impacted on the professional quality of life of HIV nurses. Professional quality of life was assessed using the ProQOL scale; 132 nurses completed the survey, 99 of whom completed the ProQOL scale. Just over 1 in 3 were redeployed in the first pandemic wave, dropping to 1 in 6 in subsequent waves. In multivariate analysis, redeployment in both waves increased burnout scores by nearly 10 points and decreased compassion satisfaction scores by nearly 5 points, with no effect on secondary traumatic stress scores. A supportive workplace environment will have a key role in supporting the path to recovery.
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Affiliation(s)
- Hilary Piercy
- Associate Professor, Applied Health and Social Care Research Centre, Sheffield Hallam University
| | - Shona Kelly
- Professor of Interdisciplinary Health Research, Department of Social Work, Sheffield Hallam University
| | - Matthew Wills
- Research Assistant, Department of Nursing and Midwifery, Sheffield Hallam University
| | - Michelle Croston
- Associate Professor of Nursing, School of Health Sciences, University of Nottingham, Queen's Medical Centre, Nottingham
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96
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Zhou J, Zhang KF. How increased job demand affects nurses' task mastery and deviance in the pandemic era. J Adv Nurs 2022; 78:2349-2356. [PMID: 34978106 DOI: 10.1111/jan.15145] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2021] [Revised: 12/06/2021] [Accepted: 12/18/2021] [Indexed: 11/28/2022]
Abstract
AIM Although normative and ethical procedures are extremely critical for health care providers, during this unique time, when the pandemic suddenly increased job requirements and workloads, maintaining a morally appropriate working style became an increasingly difficult challenge for nurses. Few previous studies have examined whether these highly increased job demands influence nurses' resource condition, in turn affecting their deviance and task mastery. DESIGNS In the current study, we proposed a theoretical model examining whether nurses' job demands (the predictor) will affect task mastery and deviance (the outcomes) by increasing resource depletion. METHODS A multiwave field study of 172 nurses from two comprehensive hospitals was conducted to test the proposed theoretical model from April to August 2020. Descriptive statistics, confirmatory factor analyses, correlation coefficients and linear regressions were used to test the hypotheses. RESULTS The results suggested that even though job demands may temporarily increase nurses' task mastery and decrease their organizational deviance, they ultimately have a negative influence since resource depletion acts as a side effect that suppresses the two direct effects. CONCLUSION The theoretical contributions and practical implications of our findings were discussed. Specifically, we suggested that healthcare institutions should provide abundant support for nurses to supplement their resource reserves to avoid the risk of potential medical malpractice. IMPACT Practically, this study tried to emphasize the important role of nurses' resource condition. Especially we aimed to remind managers and leaders cannot just improve nurses' job demand to deal with the public health crises. They also need to focus on their resource condition during pandemics.
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Affiliation(s)
- Jinyi Zhou
- School of Economics and Management, University of Science and Technology Beijing, Beijing, China
| | - Ke-Fu Zhang
- Department of Stomatology, Peking University Third Hospital, Beijing, China
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97
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Blum C, Rigotti T. When and Why Demands Reveal Their Challenging Potential during Change. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:13076. [PMID: 34948686 PMCID: PMC8700902 DOI: 10.3390/ijerph182413076] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 08/31/2021] [Revised: 12/06/2021] [Accepted: 12/07/2021] [Indexed: 11/17/2022]
Abstract
This study contributes to a better understanding of the complexity of the demands that arise during organisational change. We investigated classic and change-specific demands in relation to emotional exhaustion and work engagement within the challenge-hindrance framework. We focused on workload and individual job impact and tested trust and autonomy as moderators. Data were collected via a cross-sectional online questionnaire. The convenience sample consisted of 388 employees experiencing organisational change at the time of responding. We conducted regression analyses to test for both direct and moderating effects. The results indicate that workload and individual job impact exhibit challenge and hindrance qualities. We also identified the significant moderating effects of trust and autonomy on individual job impact. This study integrates the challenge-hindrance framework into the job demands-resources model and offers a new perspective by applying this framework in the context of organisational change. We examined the specific roles of autonomy and trust regarding demands during change processes, and their potential in channelling challenging qualities is examined, offering new perspectives on the buffering of change demands.
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Affiliation(s)
- Charlotte Blum
- Work, Organizational and Business Psychology, Johannes Gutenberg-University Mainz, 55122 Mainz, Germany;
| | - Thomas Rigotti
- Work, Organizational and Business Psychology, Johannes Gutenberg-University Mainz, 55122 Mainz, Germany;
- Leibniz Institute for Resilience Research, 55122 Mainz, Germany
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98
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Sterkens P, Baert S, Rooman C, Derous E. As if it weren't hard enough already: Breaking down hiring discrimination following burnout. ECONOMICS AND HUMAN BIOLOGY 2021; 43:101050. [PMID: 34375926 DOI: 10.1016/j.ehb.2021.101050] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/05/2020] [Revised: 04/29/2021] [Accepted: 07/21/2021] [Indexed: 06/13/2023]
Abstract
Hiring discrimination towards (former) burnout patients has been extensively documented in the literature. To tackle this problem, it is important to understand the underlying mechanisms of such unequal hiring opportunities. Therefore, we conducted a vignette experiment with 425 genuine recruiters and jointly tested the potential stigma against job candidates with a history of burnout that were mentioned earlier in the literature. We found candidates revealing a history of burnout elicit perceptions of requiring work adaptations, likely having more unpleasant collaborations with others as well as diminished health, autonomy, ability to work under pressure, leadership capacity, manageability, and learning ability, when compared to candidates with a comparable gap in working history due to physical injury. Led by perceptions of a reduced ability to work under pressure, the tested perceptions jointly explained over 90 % of the effect of revealing burnout on the probability of being invited to a job interview. In addition, the negative effect on interview probability of revealing burnout was stronger when the job vacancy required higher stress tolerance. In contrast, the negative impact of revealing burnout on interview probability appeared weaker when recruiters were women and when recruiters had previously had personal encounters with burnout.
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Affiliation(s)
| | - Stijn Baert
- Ghent University, University of Antwerp, Université catholique de Louvain, IZA, GLO, and IMISCOE, Belgium
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Listopad IW, Michaelsen MM, Werdecker L, Esch T. Bio-Psycho-Socio-Spirito-Cultural Factors of Burnout: A Systematic Narrative Review of the Literature. Front Psychol 2021; 12:722862. [PMID: 34925130 PMCID: PMC8672245 DOI: 10.3389/fpsyg.2021.722862] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/09/2021] [Accepted: 11/01/2021] [Indexed: 12/16/2022] Open
Abstract
Background: Burnout is a widespread, multifactorial, and mainly psychological phenomenon. The pathogenesis of burnout is commonly described within the bio-psycho-social model of health and disease. Recent literature suggests that the phenomenon of burnout may be broader so that the three dimensions might not reflect the multifaceted and complex nature of the syndrome. Consequently, this review aims to identify the diversity of factors related to burnout, to define overarching categories based on these, and to clarify whether the bio-psycho-social model adequately describes the pathogenesis of burnout-holistically and sufficiently. Method: Five online databases (PubMed, PubPsych, PsychARTICLES, Psychology and Behavioral Sciences Collection, and Google Scholar) were systematically searched using defined search terms to identify relevant studies. The publication date was set between January 1981 and November 2020. Based on the selected literature, we identified factors related to burnout. We aggregated these factors into a comprehensible list and assigned them to overarching categories. Then, we assigned the factors to the dimensions of an extended model of health and disease. Results: We identified a total of 40 burnout-related factors and 10 overarching categories. Our results show that in addition to biological, psychological, and socio-environmental factors, various factors that can be assigned to a spiritual and work cultural dimension also play an important role in the onset of burnout. Conclusion: An extended bio-psycho-socio-spirito-cultural model is necessary to describe the pathogenesis of burnout. Therefore, future studies should also focus on spiritual and work cultural factors when investigating burnout. Furthermore, these factors should not be neglected in future developments of diagnosis, treatment, and prevention options.
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Affiliation(s)
- Ian W. Listopad
- Institute for Integrative Health Care and Health Promotion, Department of Medicine, Faculty of Health, Witten/Herdecke University, Witten, Germany
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Trends in nursing burnout management in foreign studies (literature review). ACTA BIOMEDICA SCIENTIFICA 2021. [DOI: 10.29413/abs.2021-6.5.14] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022] Open
Abstract
This review provides a general foreign overview of the current understanding and prevalence of professional burnout among medical workers and summarizes the emerging trends in the management of the organization of work of nurses, preventing burnout, and an analysis of practices aimed at preventing burnout. Burnout negatively affects both mental and physical health, as well as increases economic losses and employee turnover.Burnout depends on factors such as job satisfaction, professional rank, hospital level, gender, professional values, negative emotions, and core competencies.Burnout syndrome is closely related to compassion fatigue syndrome, compassionate gratification and is part of the broader concept of professional quality of life. Compassion refers to recognition, understanding, emotional resonance, empathic concern and tolerance for the suffering of others, and motivation and action in relationships to help others.The analysis of foreign literature has shown the relevance of this problem and, first of all, for nurses. The peculiarities of the work of nurses lead to the fact that their burnout is higher than among other medical workers. Various approaches to the management of professional burnout have been proposed. Burnout management can focus on the organization, the individual, or a combination of interventions.When people have a positive belief system, work involvement, and access to many personal resources, they are less likely to experience stress and burnout.Nursing burnout has worsened during the COVID-19 period and has exposed new pressing health issues. The COVID-19 pandemic has shown a shortage of nurses and has become a major problem in many countries.The attitude of the community, the importance and the need for specialized and professional care, especially in situations of great difficulty and suffering, is important for medical personnel. Public sincere gratitude for the work of healthcare professionals will help build compassion for professionals who risk their lives to help people.
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