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Saei E, Sarshar S, Lee RT. Emotional labor and burnout among nurses in Iran: core self-evaluations as mediator and moderator. HUMAN RESOURCES FOR HEALTH 2024; 22:14. [PMID: 38336699 PMCID: PMC10858547 DOI: 10.1186/s12960-024-00896-y] [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: 09/05/2022] [Accepted: 01/30/2024] [Indexed: 02/12/2024]
Abstract
BACKGROUND This study investigated the mediating and moderating impact of core self-evaluations in the path from emotional labor to burnout. Our hypothesized associations are based on Hobfoll (Rev Gen Psychol 6:307-24, 2002) conservation of resources theory. METHOD Three hundred nurses from four hospitals in Abadan, Iran, were invited to participate in our study. Of the 300, 255 completed all sections and questions in our survey for an 85% response rate. The posited direct and indirect effects were evaluated with structural equation modeling and the interaction effects were evaluated with hierarchical moderated regression and simple regression slope plots. RESULT Deep acting has indirect effects on burnout through core self-evaluations. Though unrelated to surface acting, core self-evaluations moderate its impact: under low core self-evaluations, surface acting is strongly related to emotional exhaustion and inversely related to personal accomplishment, whereas, under high core self-evaluations, surface acting is unrelated to these burnout dimensions. CONCLUSION Our findings reveal the dual functions of CSE as a psychological resource and buffer to offset the interpersonal demands of patient care. Limitations, directions for future research, and practical implications are discussed.
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Affiliation(s)
- Elham Saei
- Department of Psychology, Shahid Chamran University, Ahvaz, Iran.
| | - Soheil Sarshar
- Department of Psychology, Allameh Tabataba'i University, Tehran, Iran
| | - Raymond T Lee
- Department of Business Administration, Asper School of Business, University of Manitoba, Winnipeg, Canada
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Neidlinger SM, Felfe J, Schübbe K. Should I Stay or Should I Go (to the Office)?-Effects of Working from Home, Autonomy, and Core Self-Evaluations on Leader Health and Work-Life Balance. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:6. [PMID: 36612327 PMCID: PMC9819704 DOI: 10.3390/ijerph20010006] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/17/2022] [Revised: 12/10/2022] [Accepted: 12/17/2022] [Indexed: 06/17/2023]
Abstract
Leaders represent a high-demand group in organizations. The effects of leaders' personal and workplace resources on their health and work-life balance have often slipped under the radar, as most studies are directed outwardly and focus on follower outcomes. With this study, we closed a gap in the research and investigated the positive effects of remote work, autonomy, and leaders' core-self evaluations (CSE) on two important leader outcomes: health and work-life balance. We hypothesized that the relationship between remote work and the outcomes would be moderated by leaders' CSE and their autonomy-in such a way that leaders with lower resources benefit more from remote work and achieve better health and work-life balance the more days they spend working from home. A sample of 367 leaders reported their frequency of working from home, their autonomy, and CSE. Their health and work-life balance were assessed five months later. Results showed a moderating effect of CSE on both outcomes, indicating that leaders with low CSE benefit more in terms of health and work-life balance. There was no moderating effect of autonomy. Leaders with high resources (autonomy and CSE) had overall higher levels of health and work-life balance regardless of work location. Practitioners in organizations should consider working from home as a resource for leaders, particularly if personal resources are lower.
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Ampon-Wireko S, Zhou L, Quansah PE, Larnyo E. Understanding the effects of COVID-19 stigmatisation on job performance: a survey of frontline healthcare workers. Ann Med 2022; 54:2039-2052. [PMID: 35972371 PMCID: PMC9382904 DOI: 10.1080/07853890.2022.2089910] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
The level of stigmatisation among health care providers has increased during the COVID-19 pandemic, and understanding the effect of COVID-19 stigmatisation on job performance has become increasingly important. The study explores the influence of COVID-19 stigmatisation on job performance among frontline health workers via the mediating role of anxiety. Furthermore, the moderating effect of resilience in the association between COVID-19 stigmatisation and anxiety is further examined. Participants were made up of 820 frontline health workers working in the epicentres of the Bono Ahafo, Western, Greater Accra, and Northern regions of Ghana. The hierarchical regression technique was employed in estimating the relationship between the variables. COVID-19 stigmatisation among frontline health workers directly affected anxiety and performance. In addition, the results showed that resilience moderated the relationship between COVID-19 stigmatisation and anxiety. The findings again demonstrated that anxiety partially mediated the association between concern for disclosure and public attitude and negative experience and job performance, whereas personalised stigma was insignificant. The study provides implications for establishing anti-stigma interventions and programs to enhance job performance among health workers.Key messagesMany healthcare workers are subject to stigmatisation during the COVID-19 pandemic.The study employs hierarchical regression methods to examine the impacts of COVID-19 stigmatisation on job performance among frontline health workers.The health management team should strengthen interventions to control the stigma experienced by health workers during COVID-19 treatments.
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Affiliation(s)
| | - Lulin Zhou
- School of Management, Jiangsu University, Zhenjiang, China
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Medina-Craven MN, Ostermeier K, Sigdyal P, McLarty BD. Personality research in the 21st century: new developments and directions for the field. JOURNAL OF MANAGEMENT HISTORY 2022. [DOI: 10.1108/jmh-06-2022-0021] [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
The purpose of this study is to systematically examine and classify the multitude of personality traits that have emerged in the literature beyond the Big Five (Five Factor Model) since the turn of the 21st century. The authors argue that this represents a new phase of personality research that is characterized both by construct proliferation and a movement away from the Big Five and demonstrates how personality as a construct has substantially evolved in the 21st century.
Design/methodology/approach
The authors conducted a comprehensive, systematic review of personality research from 2000 to 2020 across 17 management and psychology journals. This search yielded 1,901 articles, of which 440 were relevant and subsequently coded for this review.
Findings
The review presented in this study uncovers 155 traits, beyond the Big Five, that have been explored, which the authors organize and analyze into 10 distinct categories. Each category comprises a definition, lists the included traits and highlights an exemplar construct. The authors also specify the significant research outcomes associated with each trait category.
Originality/value
This review categorizes the 155 personality traits that have emerged in the management and psychology literature that describe personality beyond the Big Five. Based on these findings, this study proposes new avenues for future research and offers insights into the future of the field as the concept of personality has shifted in the 21st century.
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Luo J, Zhang B, Cao M, Roberts BW. The Stressful Personality: A Meta-Analytical Review of the Relation Between Personality and Stress. PERSONALITY AND SOCIAL PSYCHOLOGY REVIEW 2022; 27:128-194. [PMID: 35801622 DOI: 10.1177/10888683221104002] [Citation(s) in RCA: 24] [Impact Index Per Article: 12.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The current study presented the first meta-analytic review on the associations between the Big Five personality traits and stress measured under different conceptualizations (stressor exposure, psychological and physiological stress responses) using a total of 1,575 effect sizes drawn from 298 samples. Overall, neuroticism was found to be positively related to stress, whereas extraversion, agreeableness, conscientiousness, and openness were negatively linked to stress. When stress assessed under different conceptualizations was tested, only neuroticism, agreeableness, and conscientiousness were related to stressor exposure. All of the Big Five personality traits were significantly associated with psychological stress perception, whereas the five personality traits showed weak to null associations with physiological stress response. Further moderation analyses suggested that the associations between personality traits and stress under different conceptualizations were also contingent upon different characteristics of stress, sample, study design, and measures. The results supported the important role of personality traits in individual differences in stress.
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Affiliation(s)
- Jing Luo
- Northwestern University, Chicago, IL, USA
| | - Bo Zhang
- Texas A&M University, College Station, USA.,University of Illinois at Urbana-Champaign, USA
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Xue J, Wang H, Chen M, Ding X, Zhu M. Signifying the Relationship Between Psychological Factors and Turnover Intension: The Mediating Role of Work-Related Stress and Moderating Role of Job Satisfaction. Front Psychol 2022; 13:847948. [PMID: 35592162 PMCID: PMC9110882 DOI: 10.3389/fpsyg.2022.847948] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/03/2022] [Accepted: 02/15/2022] [Indexed: 12/29/2022] Open
Abstract
Human capital plays a significant role in an organization's advancement. In recent years, emerging work-related psychological issues have become a critical factor, demanding considerable attention from management. As such, this study measures the role of job satisfaction in work-related stress and employees' turnover intentions. There is a mediating relationship between work-related stress-such as emotional exhaustion, work engagement, role conflict, and psychosocial risks-and turnover intentions. The study used primary data collection techniques to gather data and purposive sampling to analyze the data. The study's sample size consisted of 270 employees working in Chinese organizations. SmartPLS software was used to test the research hypothesis. The study results show the mediating role of work-related stress and moderating role of employees' job satisfaction. Accordingly, the study provides implications for managers, encouraging them to take the necessary steps in controlling the turnover rate by enhancing employees' morale (i.e., job satisfaction) and work engagement.
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Affiliation(s)
- Jinli Xue
- Research Center for Energy Economics, School of Business Administration, Henan Polytechnic University, Jiaozuo, China
| | - Hao Wang
- Research Center for Energy Economics, School of Business Administration, Henan Polytechnic University, Jiaozuo, China
| | - Meng Chen
- Shandong Land and Space Ecological Restoration Center, Jinan, China
| | - Xiujuan Ding
- Natural Resources Bureau of Qingdao West Coast New Area, Qingdao, China
| | - Mengting Zhu
- School of Management, Shanghai University, Shanghai, China
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Antecedents of protean and boundaryless career orientations: The role of core self-evaluations, perceived employability and social capital. JOURNAL OF VOCATIONAL BEHAVIOR 2019. [DOI: 10.1016/j.jvb.2018.11.003] [Citation(s) in RCA: 50] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/03/2023]
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Pujol-Cols L. Core Self-Evaluations, Perceived Job Characteristics and Job Satisfaction: Evidence from Two Independent Samples of Highly Skilled Argentinian Workers. REVISTA COLOMBIANA DE PSICOLOGÍA 2019. [DOI: 10.15446/rcp.v28n1.70420] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/08/2023] Open
Abstract
This study examined the mediating role of perceived job characteristics in the relationship between core self-evaluations (CSEs) and job satisfaction. Data were collected from two independent samples of highly skilled workers in Argentina (190 scholars and 116 managers). The results from the structural equation modeling analysis revealed that perceived job characteristics partly mediated the relationship between CSEs and job satisfaction in both samples (32% in sample 1 and 65% in sample 2), suggesting that those individuals with higher CSEs tended to perceive their jobs as more resourceful (i.e., more rewarding, secure, and supportive), which increased their levels of job satisfaction. ese findings were consistent with those reported in North-American and European organizational settings, which provided further support to the universality and cross-cultural generalizability of the CSE construct.
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Halliday CS, Paustian-Underdahl SC, Ordóñez Z, Rogelberg SG, Zhang H. Autonomy as a key resource for women in low gender egalitarian countries: A cross-cultural examination. HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1002/hrm.21874] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Affiliation(s)
| | | | | | | | - Haiyan Zhang
- Smarter Workforce Institute, IBM; Rochester Minnesota
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10
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Vîrga D, De Witte H, Cifre E. The Role of Perceived Employability, Core Self-Evaluations, and Job Resources on Health and Turnover Intentions. THE JOURNAL OF PSYCHOLOGY 2017; 151:632-645. [PMID: 28985167 DOI: 10.1080/00223980.2017.1372346] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022] Open
Abstract
According to Conservation of Resources (COR) theory, this study investigated the explanatory role of perceived employability, over and above core self-evaluations (CSE) and job resources, in relation to different aspects of health (physical and mental) and turnover intentions. Based on data obtained from a sample of 274 Romanian blue-collar employees (59.5% men), hierarchical multiple regressions revealed that perceived employability adds a significant variance compared to variance due to CSE and job resources with respect to aspects of health and turnover. The results highlight the role of perceived employability in health - on an individual level, and in decisions to leave the organization - on an organizational level. The findings are of value because they inform organizations how to design human resources strategies in order to retain a healthy workforce.
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Abstract
Purpose
The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern.
Design/methodology/approach
A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach.
Findings
The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment.
Originality/value
This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.
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Yu K. Better and Worse: A Dual-Process Model of the Relationship between Core Self-evaluation and Work-Family Conflict. Front Psychol 2016; 7:1579. [PMID: 27790177 PMCID: PMC5062644 DOI: 10.3389/fpsyg.2016.01579] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/28/2016] [Accepted: 09/29/2016] [Indexed: 11/16/2022] Open
Abstract
Based on both resource allocation theory (Becker, 1965; Bergeron, 2007) and role theory (Katz and Kahn, 1978), the current study aims to uncover the relationship between core self-evaluation (CSE) and three dimensions of work interference with family (WIF). A dual-process model was proposed, in which both work stress and career resilience mediate the CSE-WIF relationship. The mediation model was tested with a sample of employees from various organizations (N = 561). The results first showed that CSE was negatively related to time-based and strain-based WIF and positively related to behavior-based WIF via the mediation of work stress. Moreover, CSE was positively associated with behavior-based and strain-based WIF via the mediation of career resilience, suggesting that CSE may also have its “dark-side.”
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Affiliation(s)
- Kun Yu
- School of Labor and Human Resources, Renmin University of China Beijing, China
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13
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Arvey RD, Li WD, Wang N. Genetics and Organizational Behavior. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2016. [DOI: 10.1146/annurev-orgpsych-032414-111251] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Articles on the genetics of complex human behaviors and psychological traits provided in past volumes of journals published by Annual Reviews tended to adopt a pathological perspective and focused heavily on the disorders of human affect and behaviors. In our review, we expand our focus to the more general, nonclinical population, and in particular on the advances in the understanding of the genetics of attitudes and behaviors in work settings. We review the recent and emerging literature using a behavioral genetics approach to examine the influence of genetics on a wide array of important constructs in organizational behavior (OB) research and provide unique theoretical insights offered by this approach. We discuss practical implications and future research directions from a broad person-environment interactionist perspective by taking a genetics approach.
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Affiliation(s)
- Richard D. Arvey
- Department of Management and Organization, National University of Singapore, Singapore 119245, Singapore
| | - Wen-Dong Li
- Department of Psychological Sciences, Kansas State University, Manhattan, Kansas 66506
| | - Nan Wang
- Department of Management and Organization, National University of Singapore, Singapore 119245, Singapore
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14
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Tabvuma V, Georgellis Y, Lange T. Orientation Training and Job Satisfaction: A Sector and Gender Analysis. HUMAN RESOURCE MANAGEMENT 2015. [DOI: 10.1002/hrm.21650] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Affiliation(s)
- Vurain Tabvuma
- Surrey Business School; University of Surrey; United Kingdom
| | | | - Thomas Lange
- Faculty of Law and Business; Australian Catholic University; Australia
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Shao B, Doucet L, Caruso DR. Universality Versus Cultural Specificity of Three Emotion Domains. JOURNAL OF CROSS-CULTURAL PSYCHOLOGY 2014. [DOI: 10.1177/0022022114557479] [Citation(s) in RCA: 36] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Previous research on culture and emotion questioned whether emotions are universal or culture-specific. However, as it has become clear that emotions have both universal and culture-specific features, recent research has focused on distinguishing the aspects of emotions that are more universal from those that are more culture-specific. We tested the extent to which the three emotion domains in the cascading model of emotional intelligence (emotion perception, emotion understanding, and emotion regulation) are universal versus culture-specific. In the first study, data from China, the United States, Japan, India, and Argentina provided support for our hypotheses that emotion perception is the more universal domain of emotional intelligence, and emotion understanding and emotion regulation are more culture-specific domains. In the second study, the findings were replicated using a larger sample from China and the United States, and we explored specific cultural differences in emotion understanding and emotion regulation. Implications for theory and practice are discussed.
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Affiliation(s)
- Bo Shao
- University of New South Wales, Australia
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16
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Diener E, Kanazawa S, Suh EM, Oishi S. Why People Are in a Generally Good Mood. PERSONALITY AND SOCIAL PSYCHOLOGY REVIEW 2014; 19:235-56. [PMID: 25253069 DOI: 10.1177/1088868314544467] [Citation(s) in RCA: 45] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/27/2022]
Abstract
Evidence shows that people feel mild positive moods when no strong emotional events are occurring, a phenomenon known as positive mood offset. We offer an evolutionary explanation of this characteristic, showing that it improves fertility, fecundity, and health, and abets other characteristics that were critical to reproductive success. We review research showing that positive mood offset is virtually universal in the nations of the world, even among people who live in extremely difficult circumstances. Positive moods increase the likelihood of the types of adaptive behaviors that likely characterized our Paleolithic ancestors, such as creativity, planning, mating, and sociality. Because of the ubiquity and apparent advantages of positive moods, it is a reasonable hypothesis that humans were selected for positivity offset in our evolutionary past. We outline additional evidence that is needed to help confirm that positive mood offset is an evolutionary adaptation in humans and we explore the research questions that the hypothesis generates.
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Affiliation(s)
- Ed Diener
- The Gallup Organization, Omaha, NE, USA University of Virginia, Charlottesville, USA The University of Utah, Salt Lake City, USA
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Jiang W, Li F, Jiang H, Yu L, Liu W, Li Q, Zuo L. Core self-evaluations mediate the associations of dispositional optimism and life satisfaction. PLoS One 2014; 9:e97752. [PMID: 24911367 PMCID: PMC4049581 DOI: 10.1371/journal.pone.0097752] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/06/2014] [Accepted: 04/24/2014] [Indexed: 11/18/2022] Open
Abstract
Background Positive traits, such as life satisfaction, optimism, and core self-evaluation (CSE), have garnered increasing attention from researchers and professionals. However, the trilateral relationship among them remains unclear. Objective This study examines the effect of dispositional optimism on life satisfaction and primarily verified the mediator role of CSEs. Methods Six hundred thirty college students from two general universities completed a questionnaire packet containing life orientation test–revised (LOT–R), core self-evaluations, and satisfaction with life scale. Confirmatory factor analysis (CFA) was conducted to assess the dimension of LOT–R. Bootstrap was used in structural equation modeling to analyze mediation effect. Results Results revealed that dispositional optimism and core self-evaluations were significantly correlated with life satisfaction. CFA identified the bidimensional structure of dispositional optimism. SEM indicated that core self-evaluations partially mediated the effect of dispositional optimism on life satisfaction. The final model also revealed significant paths from optimism and pessimism to life satisfaction through core-self evaluations. Conclusion The findings extended prior studies and shed light on how dispositional optimism influences life satisfaction. This study provides valuable evidence on how to promote the life satisfaction of human beings in positive psychology. A further study can fully explore the relationship among them in multi-cultural follow-up studies.
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Affiliation(s)
- Wensheng Jiang
- Department of Cardiac surgery, Yantaishan Hospital, Yantai, People's Republic of China
| | - Fei Li
- Department of Cardiology, Yantaishan Hospital, Yantai, People's Republic of China
| | - Haipeng Jiang
- Department of Rheumatism, Yantaishan Hospital, Yantai, People's Republic of China
| | - Lili Yu
- Department of Pediatrics, Yantaishan Hospital, Yantai, People's Republic of China
| | - Wenbo Liu
- Department of Cardiology, Yantaishan Hospital, Yantai, People's Republic of China
| | - Qiang Li
- Department of Cardiology, Yantaishan Hospital, Yantai, People's Republic of China
- * E-mail:
| | - Luning Zuo
- Department of Cardiology, Yantaishan Hospital, Yantai, People's Republic of China
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Zhou Y, Lu J, Liu X, Zhang P, Chen W. Effects of core self-evaluations on the job burnout of nurses: the mediator of organizational commitment. PLoS One 2014; 9:e95975. [PMID: 24755670 PMCID: PMC3995970 DOI: 10.1371/journal.pone.0095975] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/28/2014] [Accepted: 04/02/2014] [Indexed: 12/03/2022] Open
Abstract
Objective To explore the impact of Core self-evaluations on job burnout of nurses, and especially to test and verify the mediator role of organizational commitment between the two variables. Method Random cluster sampling was used to pick up participants sample, which consisted of 445 nurses of a hospital in Shanghai. Core self-evaluations questionnaire, job burnout scale and organizational commitment scale were administrated to the study participants. Results There are significant relationships between Core self-evaluations and dimensions of job burnout and organizational commitment. There is a significant mediation effect of organizational commitment between Core self-evaluations and job burnout. Conclusions To enhance nurses’ Core self-evaluations can reduce the incidence of job burnout.
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Affiliation(s)
- Yangen Zhou
- Education Science College, Shanghai Normal University, Shanghai, People's Republic of China; Education Department, Nanjing Normal University Taizhou College, Taizhou, People's Republic of China
| | - Jiamei Lu
- Education Science College, Shanghai Normal University, Shanghai, People's Republic of China
| | - Xianmin Liu
- Education Department, Nanjing Normal University Taizhou College, Taizhou, People's Republic of China
| | - Pengcheng Zhang
- Education Science College, Shanghai Normal University, Shanghai, People's Republic of China
| | - Wuying Chen
- Education Science College, Shanghai Normal University, Shanghai, People's Republic of China
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Zyphur MJ, Zhang Z, Barsky AP, Li WD. An ACE in the hole: Twin family models for applied behavioral genetics research. LEADERSHIP QUARTERLY 2013. [DOI: 10.1016/j.leaqua.2013.04.001] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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