The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors

Burnout in medical and performance professionals working in elite football in the United Kingdom: a pilot study

BACKGROUND

Despite the focus on the effect of burnout on athlete health and performance, understanding its impact on their support teams remains limited. Our primary aim was to investigate the prevalence of burnout amongst medical and performance professionals working in professional football in the UK.

METHODS

In this cross-sectional design study burnout risk was assessed using the Burnout Assessment Tool-23 (BAT-23).

RESULTS

A total of 162 participants completed the questionnaire. The overall average burnout score indicated a low risk of burnout; however, half (42%) of participants had individual burnout scores indicative of being at risk or very high risk of burnout. There was no statistically significant relationship between profession and burnout risk. There was also no statistically significant relationship between burnout risk and number of years working in professional football.

CONCLUSION

This study, conducted during pre-season, suggests that medical and performance professionals working in professional football in the UK are not at risk of burnout. Measures to continue to safeguard practitioners against the effects of burnout are proposed.

Analysis of the Predictors and Consequential Factors of Emotional Exhaustion Among Social Workers: A Systematic Review

BACKGROUND

Emotional exhaustion, a central component of burnout syndrome, affects social workers due to adverse work factors such as excessive workload, work-family conflict, and a lack of social support. The job demands-resources and conservation of resources models explain how chronic stress influences these professionals.

METHODS

A systematic review was carried out using the recommendations of the PRISMA guidelines as a reference for the selection and identification of studies and the Joanna Briggs Institute guidelines, registering the protocol in PROSPERO. Cross-sectional studies published from 1 January 2019 to 30 September 2024 were included and five main databases-Web of Science, Scopus, PubMed, Medline, and PsycInfo-were used to search for specific studies written in English, Spanish, French, and Portuguese.

RESULTS

Of 361 initial records, 21 studies involving more than 24,000 social workers from diverse global settings were analyzed. The main risk factors identified were workload, work-family conflict, and work victimization. Resilience, self-care, and social support were highlighted as protective factors. Emotional exhaustion was associated with low job satisfaction, turnover intention, and mental health problems such as anxiety and depression.

CONCLUSIONS

Emotional burnout requires specific strategies, such as work flexibility, wellness programs, and organizational support. These measures can mitigate its impact, improving work-life balance and fostering resilience.

Influence of meaningfulness of work and leadership characteristics on customer-directed counterproductive work behavior resulting from customer mistreatment

This study explored the impact of customer mistreatment on counterproductive work behavior (CWB) and the moderating role of supervisor responses (self-sacrificial and self-serving leadership) to clarify why customer-directed CWB occurs and how it can be reduced. A sample of 392 customer-facing employees in the USA completed measures assessing the meaningfulness of work and self-sacrificial and self-serving leadership experiences. The meaningfulness of work moderated the relationship between customer mistreatment and employee anger, and a three-way interaction was found between employee anger and self-sacrificial and self-serving leadership on customer-directed CWB. Implications for managing customer mistreatment and fostering meaningful work to promote employee well-being are discussed.

Relationship teachers' perception of organizational justice, job burnout and organizational citizenship behavior

This study aims to examine the relationship between teachers' perception of organizational justice (POJ) and their organizational citizenship behavior (OCB), and to explore the mediating role of teacher burnout (JB) in the POJ-OCB relationship. Data were collected through a survey with a sample of 1,325 teachers from two cities in China: Chongqing and Chenzhou in Hunan Province. The survey response rate was 92.01%. Descriptive statistical analysis, hierarchical regression analysis, mediation effect testing, and dominance analysis were used to analyze the data. The results indicate that procedural justice positively predicts OCB, while burnout negatively predicts OCB. Furthermore, the study reveals that JB plays a significant mediating role in the relationship between POJ and OCB, particularly in the dimensions of passion burnout and professional self-efficacy burnout.

Yoga, mindfulness and acupuncture impact on burnout: a preliminary meta-analysis

Mindfulness, yoga, and acupuncture are three practices that have received little attention in stress management literature, with scholars suggesting that they can improve physical and mental health, reduce stress and burnout, and boost productivity and job satisfaction. However, while there is growing interest in these practices, many employers remain sceptical about their potential benefits and are hesitant to invest resources in implementing them. This meta-analysis aimed to examine the impact of these practices on burnout and explore potential moderators. We followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to ensure comprehensive and transparent reporting in the identification of eligible studies. Overall, 21 studies were included (8 on mindfulness, 7 on yoga, and 6 on acupuncture), all involving independent samples, with a total of 1,364 participants. The meta-analytic results showed that all three therapeutic practices have consistent and beneficial effects on reducing burnout. Furthermore, moderation analyses indicated that mindfulness interventions conducted within the work schedule have a significant reduction in burnout, while acupuncture interventions with between 4 or 8 weeks (the more weeks, the better) also reduced burnout. However, no significant moderation effect was observed for yoga interventions. Overall, the findings provide insights into the effectiveness of these complementary practices in reducing burnout and highlight the need for further research in this area.

Would entitled people be more proactive at work? Examining contrasting mechanisms based on the proactive motivation model

Previous research has largely regarded psychological entitlement as detrimental to organizational effectiveness. In contrast, this study presents a more nuanced view by exploring its relationship with proactive work behavior. Drawing on the proactive motivation model, we propose that psychological entitlement influences proactive work behavior in both positive and negative ways, with need for uniqueness, role-breadth self-efficacy, and emotional exhaustion serving as mediators for the "reason to," "can do," and "energized to" states, respectively. Through a field study and an experiment, our results consistently showed that psychological entitlement had positive influences on proactive work behavior. Our study thus highlights that psychological entitlement should not be seen solely as problematic, sheds light on new mechanisms through which it influences work outcomes, and deepens our understanding of individual differences in proactive behavior at work.

Assist me or replace me? Uncovering the influence of AI awareness on employees' counterproductive work behaviors

Objective

Drawing on the conservation of resources theory (COR), the research aims to reveal the influence of artificial intelligence (AI) awareness on employees' mental health and behaviors, particularly examining whether and how employees' AI awareness impacts their counterproductive work behaviors (CWB) in human-intelligence collaborations.

Methods

Data was collected from 327 Chinese employees who collaborated with AI in sales, manufacturing, logistics, and other industries. The measurement instruments included scales for AI awareness, psychological contract (PC), emotional exhaustion (EE), and counterproductive work behavior (CWB). We used Hayes's PROCESS macro to analyze the data.

Findings

AI awareness had a significant positive impact on CWB (β = 0.448, p < 0.01). PC and EE play a role as partial mediators in the relationship between AI awareness and CWB. The mediating pathways consist of three sequences: "AI awareness → PC → CWB," "AI awareness → EE → CWB" and "AI awareness → PC → EE → CWB," with the respective contributions to the overall effect amounting to 8.04, 18.53, and 4.91%.

Discussion

Our research contributes to the study of AI in the management field by elucidating the relationship between AI awareness and CWB, as well as the mediating mechanisms of this relationship, which enriches the literature on CWB and expands the understanding of the associations between AI and CWB.

Emotional exhaustion weakens the relationship between social media use and knowledge sharing behavior

PURPOSE

Knowledge sharing behavior is crucial for ensuring organizational success, fueling innovation, solving problems, and informing decision-making. While social media platforms offer powerful tools for employees to share knowledge, the intricate relationship between social media use and knowledge sharing behavior remains unclear. Few studies have examined the influencing mechanisms of emotional exhaustion on the above relationships, especially through self-determination perspective.

DESIGN/METHODOLOGY/APPROACH

As knowledge is inherently private to the individual, grounded in self-determination theory, this study employed a moderated mediation analysis to explore the internal mechanisms of social media use on employee knowledge sharing behavior. The survey of 356 full-time employees was collected from a large environmental protection group in China. Hypotheses are tested using hierarchical regression analysis and bootstrap tests.

FINDINGS

The results show that social media use positively affects employee knowledge sharing behavior; knowledge sharing intention partially positively mediates the influence of social media use on knowledge sharing behavior; emotional exhaustion negatively moderates the relationship between social media use and knowledge sharing intention.

CONTRIBUTION OF RESEARCH

The study identifies how two styles of social media use - work-related purpose and social-related purpose - affect knowledge sharing behavior. It significantly advances the understanding of social media use on knowledge sharing behavior from self-determination perspective.

PRACTICAL IMPLICATIONS

This study has several important practical implications for organizations seeking to facilitate employee knowledge sharing behavior through social media use. Organizations should improve employees' knowledge sharing intention and avoid emotional exhaustion.

Staff burnout in intellectual disability services and resistance to change. Implications for leadership support

PURPOSE

This article aims to analyse the relationship between staff burnout and resistance to change as well as the implications for leadership.

DESIGN/METHODOLOGY/APPROACH

The Job Demands Resource Model, the Social Exchange Theory, and the Model of Socially Induced Burnout were used to analyse the relationship of burnout with resistance to change.

FINDINGS

Leadership support is essential in reducing the influence of job demands on staff and on overcoming burnout so that resistance to change is prevented.

ORIGINALITY/VALUE

This lies on the development of a leadership approach based on the factors that influence burnouted staff against change.

Trajectories of mindfulness, flow experience, and stress during an online-based MBSR program: the moderating role of emotional exhaustion

Introduction

Despite numerous papers focusing on mindfulness at work, our knowledge about how flow experience and stress as indicators of optimal functioning and wellbeing at work evolve over time during the common mindfulness-based stress reduction (MBSR) program remains limited. Drawing from the transactional model of flow and stress, we argue that a build-up of mindfulness over the training duration not only leads to a decrease in stress but also an increase in flow experience. Thereby, we examine the moderating role of emotional exhaustion amplifying the beneficial effects of mindfulness.

Methods

In a quasi-experimental study, 91 participants completed weekly questionnaires over the course of 8 weeks. Forty six participants in the experimental group took part in the MBSR program, while 45 participants were part of an inactive control group.

Results

Mindfulness and flow showed a significant linear increase over time, whereas stress exhibited a linear decrease. Those who participated in the MBSR training reported an increase in mindfulness that positively and negatively predicted the trajectories of flow and stress, respectively. Emotional exhaustion amplified the effects of the trajectory of mindfulness on the trajectories of flow and stress.

Discussion

These findings suggest that mindfulness can not only reduce stress but can also foster the autotelic experience of flow, especially for chronically depleted individuals. However, more research is necessary to replicate these results and address the limitations of the current study, including the quasi-experimental design, the use of self-report measures, as well as the dropout during the study period.

Outcomes of Aggression and Victimization in Social Welfare Services

This study examined two significant phenomena that occur in the workplace, aggression and victimization, and their outcomes. The study's participants were 470 social workers employed by social welfare services in Israel. The examined outcomes were stress symptoms, emotional exhumation, and decline in quality of service climate. The associations between aggression, victimization, and their outcomes were examined via linear regression during Stata 14. The study found that the similar outcomes of aggression and victimization are stress symptoms and emotional exhaustion, while service climate (decline in quality) was associated only with victimization. While most studies have examined mainly victimization outcomes, the current study examined both aggression and victimization outcomes. This article sheds light on the similarities and the difference of outcomes between aggression and victimization and explicates the phenomena of workplace aggression from two important and complementary aspects of aggression and victimization. It is important to refer to either aggression or victimization while considering workplace aggression. Authors recommend for further studies to continue to investigate both aggression and victimization while researching workplace aggression outcomes.

Emotional Exhaustion and Emotional Contagion: Navigating Turnover Intention of Healthcare Personnel

Purpose

This study aimed to examine the role of personal emotions and emotional contagion within organizations on the behavior and attitudes of healthcare personnel. This study is expected to provide a theoretical foundation for reducing resignation behaviors and improving healthcare quality.

Materials and Methods

This study adopted a quantitative research method with a cross-sectional survey through an online questionnaire. The bootstrap method with 5000 iterations was used to validate the role of variables within a 95% confidence interval. SPSS 26.0 and Model 5 in Process 3.4 for SPSS were used for the data analysis.

Results

This research involved 459 healthcare personnel, whose levels of role overload (3.821±0.925), emotional exhaustion (3.436±1.189), and turnover emotional contagion (3.110±1.099) were notably high. Role overload was positively related to turnover intention, with emotional exhaustion as a mediator. Notably, turnover emotional contagion exerted a positive moderating effect.

Conclusion

This study emphasizes the adverse effects of emotional exhaustion and turnover emotional contagion in the Chinese context, offering practical recommendations for medical organizational managers to navigate turnover intention among healthcare personnel. This study suggests paying attention to the emotional state of healthcare personnel and providing adequate support resources. Managers should routinely assess and track turnover emotional contagion within the organization, fostering a positive emotional atmosphere.

How work stress influence turnover intention among Chinese local undergraduate university teachers: the mediating effect of job burnout and the moderating effect of self-efficacy

Background

Turnover intention is one of the common disturbances that affect the career development and management of university teachers. With an aim to solve this thorny issue, the study examined the associations between turnover intention and work stress among local undergraduate university teachers in China.

Methods

A questionnaire survey was carried out on 7,565 local university teachers. Initially, confirmatory factor analysis was employed to validate the reliability and validity of the scale. Subsequently, descriptive statistics and correlation analyses were conducted. Following this, a latent moderated structural equation (LMS) was used to explore the relationship among work stress, job burnout, self-efficacy, and turnover intention. Moreover, the bias-corrected Bootstrap method was applied to further examine the mediating effects, moderating effects, and moderated mediating effects in the model.

Results

The hypothesized moderated mediation model was verified significant. Work stress directly and positively predicted job burnout and turnover intention, with job burnout serving a partial mediating role between work stress and turnover intention. Additionally, self-efficacy negatively moderated the direct impact of work stress on job burnout, as well as the mediating effect of job burnout. As the self-efficacy of university teachers increased, the direct effect of work stress on job burnout and the mediating effect of job burnout decreased.

Conclusion

This study expanded the research on the antecedent variables of university teachers' turnover intention and revealed the individual contingency mechanism by which work stress affected turnover intention: the negative moderating effect of self-efficacy. Work stress induced university teachers' turnover intention, and this phenomenon was more obvious for faculties with low self-efficacy. Administrators of local undergraduate universities need to rationalize the allocation of teachers' job responsibilities and pay attention to the negative consequences of work stress in order to reduce turnover intentions. Particular attention should be paid to enhance teachers' self-efficacy. The findings of this study can provide in-depth recommendations for university faculty management and policy making, which can help shape a working atmosphere more conducive to teaching and research, thus enhancing the overall quality and competitiveness of faculty members within universities.

Neurophysiological and biosignal data for investigating occupational mental fatigue: MEFAR dataset

The prevalence of mental fatigue is a noteworthy phenomenon that can affect individuals across diverse professions and working routines. This paper provides a comprehensive dataset of physiological signals obtained from 23 participants during their professional work and questionnaires to analyze mental fatigue. The questionnaires included demographic information and Chalder Fatigue Scale scores indicating mental and physical fatigue. Both physiological signal measurements and the Chalder Fatigue Scale were performed in two sessions, morning and evening. The present dataset encompasses diverse physiological signals, including electroencephalogram (EEG), blood volume pulse (BVP), electrodermal activity (EDA), heart rate (HR), skin temperature (TEMP), and 3-axis accelerometer (ACC) data. The NeuroSky MindWave EEG device was used for brain signals, and the Empatica E4 smart wristband was used for other signals. Measurements were carried out on individuals from four different occupational groups, such as academicians, technicians, computer engineers, and kitchen workers. The provision of comprehensive metadata supplements the dataset, thereby promoting inquiries about the neurophysiological concomitants of mental fatigue, autonomic activity patterns, and the repercussions of a cognitive burden on human proficiency in actual workplace settings. The accessibility of the aforementioned dataset serves to facilitate progress in the field of mental fatigue research while also laying the groundwork for the creation of customized fatigue evaluation techniques and interventions in diverse professional domains.

COVID-19 safety leadership, perceived severity, and emotional exhaustion: Does safety culture matter?

INTRODUCTION

Emotional exhaustion is a major health-related issue that employees face, especially during crises such as pandemics. This study seeks to understand how safety leadership applied to the COVID-19 pandemic relates to emotional exhaustion, and to examine its mechanisms (i.e., perceived severity) along with its boundary condition (i.e., safety culture).

METHOD

A time lag study was conducted to collect data from 229 employees working in the service industry in Morocco. Data were analyzed through the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique using SmartPLS 4.

RESULTS

The results demonstrate that safety leadership is negatively related to emotional exhaustion. Additionally, they suggest that the relationship between COVID-19 safety leadership and perceived severity depends on the level of the moderating variable (i.e., safety culture). Specifically, the relationship is positive when safety culture is low, but is negative when safety culture is high.

PRACTICAL APPLICATIONS

The results of this study are important as they extend our knowledge of the nature of safety leadership and emotional exhaustion, and offer managers practical implications that can help to optimize safety leadership practices.

Medical staff's emotional exhaustion and its relationship with patient safety dimensions

PURPOSE

Medical staff's emotional exhaustion increases cynical attitudes and behaviors about work and patients and leads medical staff to become detached from work. This may decrease patients' trust and satisfaction and even endanger patients' lives. There is a need to examine the critical factors affecting the medical staff's emotional exhaustion by investigating its relationship with the patient-safety dimensions based on the safety attitudes questionnaire (SAQ).

DESIGN/METHODOLOGY/APPROACH

A case study is conducted from the viewpoints of physicians and nurses to examine the relationship between emotional exhaustion and six dimensions of the SAQ from 2016 to 2020 from a regional teaching hospital in Taiwan. Linear regression with forward selection is employed. Six dimensions of the SAQ are the independent variables, whereas emotional exhaustion is the dependent variable for each year.

FINDINGS

Stress recognition is the most important variable to influence emotional exhaustion negatively, while job satisfaction is the second important variable to affect emotional exhaustion positively from 2016 to 2020. On the contrary, working conditions do not influence emotional exhaustion in this hospital from medical staff's viewpoints.

ORIGINALITY/VALUE

This study uses longitudinal data to find that both stress recognition and job satisfaction consistently influence emotional exhaustion negatively and positively, respectively, in this five-year period. The third dimension to impact emotional exhaustion varies from time to time. Thus, the findings from a cross-sectional study might be limited. The authors' findings show that reducing stress recognition and enhancing job satisfaction can lead to the improvement of emotional exhaustion from medical staff's viewpoints, which should be monitored by hospital management.

The Price of silence, isolation, and cynicism: The impact on occupational frustration

In today's competitive business landscape, organisational dynamics like silence, isolation, and cynicism deeply influence employee well-being. Understanding these is vital in the private sector for a productive and harmonious workplace. This study examined the impact of organisational silence (OS), organisational isolation (OI), and organisational cynicism (OC) on occupational frustration (OF) among private sector employees in Oman. A survey was conducted, and the collected data were analysed using structural equation modelling (SEM) with SmartPLS software. The final sample size included 390 participants. The results indicated that OI and OC were significant predictors of, while OS did not show a significant impact. The findings suggest that decreasing OI and OC in the workplace can contribute to a decrease in OF among employees. The study provides recommendations for organizations to improve their policies and work practices to alleviate occupational frustration among their employees. This research highlights the importance of addressing organisational factors to enhance employee well-being and job satisfaction in the workplace.

Work engagement, emotional exhaustion, and OCB-civic virtue among nurses: a multilevel analysis of emotional supervisor support

Introduction

This study investigates the moderating role of supervisor emotional support at the group level on the relationship between emotional exhaustion and work engagement with organizational citizenship behavior-civic virtue (OCB-civic virtue) at the individual level among nurses.

Method

A cross-sectional study was carried out on 558 nurses nested in 36 working units from two hospitals in Algiers. A multilevel analysis using Hierarchical Linear Modeling was performed.

Results

Results show that the positive effect of work engagement on OCB-civic virtue was moderated by supervisor emotional support at group level. The nurses emotional exhaustion and OCB-civic virtue negative relationship at the individual level is buffered by supervisor emotional support at group level.

Discussion

In consequence, supervisor emotional support experienced by the team has an influence on the emotional exhaustion and work engagement OCB-civic virtue relationship.

Workplace Ostracism Effects on Employees' Negative Health Outcomes: Focusing on the Mediating Role of Envy

Employee health is crucial to organizational success. However, workplace ostracism (WO) has significant negative effects on employee health. Numerous researchers have extensively examined how WO influences employees' negative health (job stress, burnout); however, the focus on mediating effects in the relationship between WO and health has been lacking. This study examined the cognitive evaluation response to WO by employees who perceive they have been ostracized because another employee envies them. The psychological defense mechanism is expected to be activated-thus triggering job stress and burnout. We investigated envy perceived by individuals as a mediator of WO, job stress, and burnout using data from a 2-wave longitudinal survey of 403 employees of a South Korean firm. We found that employees perceived WO. Specifically, based on the sensitivity to being the target of a threatening upward comparison theory, it was confirmed that envy was a mediator in the relationship between WO and negative health outcomes. Our results are the first to show that the perception of envy can mediate the maintenance of a positive self-image in the context of WO in South Korea. The results suggest that a greater awareness of and focus on envy, and WO is required.

Work-related use of information and communication technologies (W_ICTs) and job satisfaction of kindergarten teachers: A moderated mediation model

The high turnover rate of kindergarten teachers has become a global problem. Job satisfaction is regarded as a contributing factor that can reduce turnover intention. We sought to examine the relationship between work-related use of information and communication technologies after hours (W_ICTs) and kindergarten teachers' job satisfaction, as well as the mediating role of emotional exhaustion and the moderating role of perceived organizational support in the link between W_ICTs and emotional exhaustion. A sample of 434 participants of kindergarten teachers completed questionnaires on W_ICTs, job satisfaction, perceived organizational support and emotional exhaustion. Results indicated that kindergarten teachers' emotional exhaustion played a partial mediating role in the relationship between W_ICTs and job satisfaction. In addition, perceived organizational support moderated the association between W_ICTs and emotional exhaustion. Specifically, W_ICTs had a greater impact on emotional exhaustion for kindergarten teachers with low perceived organizational support.

Employee silence, job burnout and job engagement among teachers: the mediational role of psychological safety

Background: Teaching is a highly demanding profession, with teachers reporting increasing levels of burnout. Accumulated evidence indicates that inhibiting the expression of one's thoughts, emotions, and behaviors continuously can take a psychological toll actively resulting in physiological and psychological symptoms (e.g. stress, emotional exhaustion, strain). The purpose of this study was to assess the different types of employee silence among teachers and examine their relationship with job burnout, job engagement and psychological safety. Methods: A convenience sampling method approach was used whereby 150 primary school education teachers from Greece participated in a survey. Self-reported measures for burnout, work-engagement, psychological safety and employee silence motives were used in this cross-sectional study. Results: Psychological safety mediated the relationship between burnout and employee silence, and more specifically between the three core components of burnout and both acquiescent and quiescent silence, but not prosocial silence. In terms of engagement, the indirect effect was significant between vigor/dedication and both quiescent and acquiescent silence. Conclusions: The present research highlighted the importance of acquiescent and quiescent silence, two forms of silence that are rooted in fear and hopelessness respectively. This research adds to the growing picture of teaching as a profession that is characterized by increasing levels of burnout, employee silence and low levels of psychological safety.

Peer coaching, implementation support and organisational power

This article looks at the effects of power (conceived as complex and multi-directional) on the collaborative, interprofessional relationships of peer coaches when delivering implementation support. The study conducted ethnographic observations, semi-structured interviews and documentary analysis to evaluate the dynamics of peer coaching during the implementation of an evidence-based programme, Patient and Family Centred Care (PFCC), to improve 24 end-of-life care services. The article draws on perspectives from critical management studies to offer insights on the effect of organisational power on collaborations during the administration of peer coaching. This article details the difficulties that organisational power structures posed to interprofessional peer-coaching collaborations. Many of the peer coaches found it difficult to place their advice in the existing ethos of organisations, existing organisational hierarchies, or collaborate in the midst of staff turnover and general time management outside of their control. These considerations meant that successful peer-coaching collaborations and the success of the implementation programme were often divergent.

Short High-Intensity Interval Exercise for Workplace-Based Physical Activity Interventions: A Systematic Review on Feasibility and Effectiveness

BACKGROUND

Workplace exercise interventions showed good results, but lack of time was often reported as a barrier to participation. To overcome this problem, several studies attempted to implement short high-intensity interval training (HIT) within the workplace.

OBJECTIVES

The aim of this systematic review is to explore the feasibility and effectiveness of HIT interventions within the workplace setting.

DATA SOURCES

A systematic literature search was conducted in PubMed and SPORTDiscus to identify articles related to HIT within the workplace.

STUDY ELIGIBILITY CRITERIA

Only interventions that consisted of HIT programmes within the workplace and tested at least one physiological, psychological, or work-related outcome were included.

RESULTS

Seven studies (317 participants) met the inclusion criteria. HIT interventions lasted 6-12 weeks, with a frequency of 2-4 sessions/week and a duration of 8-30 min per session. Feasibility was qualitatively investigated in four studies, with key positive aspects reported for HIT time-appeal, the sense of competence driven by individual intensity, and improved intention to exercise; five studies reported adherence rates > 80%. Small-to-large effect sizes were reported for improvements in cardiorespiratory and muscular fitness. Small-to-medium effect sizes were reported for blood parameters and health-related quality of life.

CONCLUSIONS

HIT interventions in the workplace showed limited effectiveness in improving health-related outcomes, while promising results regarding feasibility were reported, mainly due to the time-efficiency and the positive post-exercise psychosocial responses. However, further high-quality studies involving more participants are still needed to make firm conclusions on HIT effectiveness and feasibility compared to other types of exercise in this context.

Teleworking in the Covid-19 Pandemic

Teleworkers who live and work in the same space are vulnerable to conflicts between personal life and work (LWC). The Covid-19 lockdowns increased the intensity and risk of LWC and changed telework conditions, confronting teleworkers with difficult personal situations and often ill-equipped telework environments. To develop a better understanding of the effects of different LWC dimensions (e.g., time, strain, behavior) on work exhaustion, job satisfaction, routine and innovative job performance and the role of the IT telework environment among teleworkers in the Covid-19 pandemic, a research model based on a sample of 249 teleworkers was developed and validated. The findings show that LWC has adverse effects on job outcomes and that the IT telework environment moderates these effects. The study contributes to the telework and role conflict literature by revealing the essential role of the IT telework environment and by differentiating between routine and innovative job performance among teleworkers.

It’s the Little Things in Life: An Examination of Hassles, Mindfulness, and Counterproductive Behaviors

Despite longstanding interest in the work-life interplay, little research exists exploring the role of non-work/non-family related stressors (i.e., hassles) on work processes and how individuals may cope with such stressors. In this paper, we test the effects of hassles on counterproductive work behaviors (CWBs). Drawing on the work-home resources model, we propose that the experience of hassles contributes to higher levels of CWBs by depleting energetic resources which leads to emotional exhaustion. Further, we suggest that mindfulness serves as a protective resource that can buffer against engagement in CWBs associated with exhaustion. We employ three studies—first a pilot study using an experience sampling method design ( N = 205) to explore within-person variation in the proposed relationships. We next conduct a construct validation study of the non-work/non-family hassles construct ( N = 293), and then utilize this validated scale in our third study which was a time-lagged, between-person study ( N = 161). Analyses generally support our predictions that the indirect effect of hassles on CWBs through emotional exhaustion is contingent on mindfulness such that it is stronger when individuals are less mindful. Together, these findings suggest that individuals who experience more hassles feel higher levels of exhaustion, making them more susceptible to engaging in negative behaviors at work. Higher levels of mindfulness, however, play a protective role in deterring individuals from acting out their negative feelings in counterproductive ways.

The Effect of Occupational Moral Injury on Career Abandonment Intention Among Physicians in the Context of the COVID-19 Pandemic

Background

Since the advent of the COVID-19 pandemic, physicians have been the unsung heroes of the pandemic. However, many are about to give up the battlefield. This study investigated the effect of occupational moral injury on physicians' career abandonment intention, taking into account the possible mediating role of emotional exhaustion.

Methods

Cross-sectional data collected from 201 physicians were analyzed using the partial least squares structural equation modeling (PLS-SEM) with SmartPLS to determine the relationship among physicians' moral injuries, emotional exhaustion, and career abandonment intention.

Results

The results indicated that occupational moral injury was positively related to emotional exhaustion and career abandonment intention. In addition, emotional exhaustion was found to play a mediating role in the relationship.

Conclusion

To reduce physicians' intention to leave their career, physicians should be prepared for moral injury and psychological issues by offering psychological support and meeting their needs early at both the individual and organizational levels during and after the pandemic.

Assessing the use of constructs from the consolidated framework for implementation research in U.S. rural cancer screening promotion programs: a systematic search and scoping review

BACKGROUND

Cancer screening is suboptimal in rural areas, and interventions are needed to improve uptake. The Consolidated Framework for Implementation Research (CFIR) is a widely-used implementation science framework to optimize planning and delivery of evidence-based interventions, which may be particularly useful for screening promotion in rural areas. We examined the discussion of CFIR-defined domains and constructs in programs to improve cancer screening in rural areas.

METHODS

We conducted a systematic search of research databases (e.g., Medline, CINAHL) to identify studies (published through November 2022) of cancer screening promotion programs delivered in rural areas in the United States. We identified 166 records, and 15 studies were included. Next, two reviewers used a standardized abstraction tool to conduct a critical scoping review of CFIR constructs in rural cancer screening promotion programs.

RESULTS

Each study reported at least some CFIR domains and constructs, but studies varied in how they were reported. Broadly, constructs from the domains of Process, Intervention, and Outer setting were commonly reported, but constructs from the domains of Inner setting and Individuals were less commonly reported. The most common constructs were planning (100% of studies reporting), followed by adaptability, cosmopolitanism, and reflecting and evaluating (86.7% for each). No studies reported tension for change, self-efficacy, or opinion leader.

CONCLUSIONS

Leveraging CFIR in the planning and delivery of cancer screening promotion programs in rural areas can improve program implementation. Additional studies are needed to evaluate the impact of underutilized CFIR domains, i.e., Inner setting and Individuals, on cancer screening programs.

How do shared values improve eudaimonic workplace well-being: role of perceived justice and emotional exhaustion among nurses

PURPOSE

This study aims to explore how shared values improve eudaimonic workplace well-being, the fulfillment that comes from personal development and the utilization of personal capabilities. The authors investigate the serial mediating role that perceived overall justice and emotional exhaustion play in how shared values relate to well-being.

DESIGN/METHODOLOGY/APPROACH

Using data collected from three hundred nurses in Turkish healthcare institutions during the COVID-19 pandemic (Male = 113, Female = 187). The age of participants ranged from 19 to 58 and the average age was 34. The snowball sampling method was used to form the sample and self-administered surveys that could be completed online were delivered to the sampled nurses.

FINDINGS

The authors analysis using partial least square structural equation modeling (PLS-SEM) supported the expected relationship between shared values and eudaimonic workplace well-being as well as the mediating role of perceived overall justice and emotional exhaustion. The authors also show a serial mediation where shared values are related to justice perceptions which in turn negatively relate to emotional exhaustion which subsequently relates to higher levels of eudaimonic workplace well-being.

ORIGINALITY/VALUE

The results of this study suggest that when the shared values between the healthcare institution and the employees are aligned, the eudaimonic well-being of employees is higher. The findings provide implications for the mental health of frontline employees in health organizations to have higher levels of eudaimonic well-being which is especially important in times of intense pressure such as the period during the COVID-19 pandemic.

Emotional demands and entrepreneurial burnout: the role of autonomy and job satisfaction

Entrepreneurs can exhibit the entrepreneurial burnout syndrome, which retards entrepreneur and firm performance. Building upon insights from the conservation of resources theory of stress response and psychology theory, this study examined the role of entrepreneur emotional demands as well as job autonomy and satisfaction resources with regard to entrepreneurial burnout. Multivariate regression analysis relating to 273 entrepreneurs in France revealed that emotional demands were positively associated with entrepreneurial burnout, while job autonomy and satisfaction were negatively associated with entrepreneurial burnout. Job autonomy buffered the negative effect of emotional demands on entrepreneurial burnout. However, job satisfaction did not buffer the negative effect of emotional demands on entrepreneurial burnout. Implications are discussed.

The ripple effect: How leader workplace anxiety shape follower job performance

Although the dominant view in the literature suggests that work-related anxiety experienced by employees affects their behavior and performance, little research has focused on how and when leaders' workplace anxiety affects their followers' job performance. Drawing from Emotions as Social Information (EASI) theory, we propose dual mechanisms of cognitive interference and emotional exhaustion to explain the relationship between leader workplace anxiety and subordinate job performance. Specifically, cognitive interference is the mechanism that best explains the link between leader workplace anxiety and follower task performance, while emotional exhaustion is the mechanism that best explains the link between leader workplace anxiety and follower contextual performance. Additionally, we examine how follower epistemic motivation serves as a boundary condition for the effect of leader anxiety on follower performance outcomes. Results from a 2-wave study of 228 leader-follower dyads in a high-tech company mostly supported our theoretical model. We conclude the study with a discussion of the theoretical and practical implications of our findings.

The influence of pandemic-related workplace safety practices on frontline service employee wellbeing outcomes

The COVID-19 pandemic has exposed the vulnerability of frontline employee (FLEs) to infections and other hazards and highlighted the importance of workplace safety practices (WSP) for service organizations. In response to the critical issue of service safety, we developed and empirically tested a model proposing that WSPs negatively influence FLE perceptions of pandemic related threats and positively influence their perceptions of organizational supportiveness (POS). In turn, these perceptions have time-lagged effects on two aspects of FLE wellbeing-reduced emotional exhaustion and increased work engagement. Utilizing data from a two-wave (separated by a month) survey panel consisting of 310 FLEs across the United States, we found evidence for all hypothesized relationships. We discuss the practical and theoretical implications of our findings and provide suggestions for future research on service safety on the organizational frontlines.

Impact of abusive leader behavior on employee job insecurity: A mediating roles of emotional exhaustion and abusive peer behavior

Based on the social exchange theory, the present study aimed to investigate the association between abusive leader behavior and job insecurity while considering the serial intervention of abusive peer behavior and emotional exhaustion. Abusive leader behavior triggers abusive peer behaviors, emotional exhaustion, and job insecurity. Results from the data of 323 final responses indicated support for all the hypothesized relationships. Moreover, the findings also reported sequential mediation of abusive peer behavior and emotional exhaustion in the association between abusive leader behavior and job insecurity. The results indicate that mistreatment by an immediate boss can encourage peers to engage in similar unethical behaviors, leading to employees feeling emotionally exhausted, which ultimately results in job insecurity concerns. The study hopes that the findings will help practitioners dedicate more efforts to curtailing abusive behaviors that lead to several unintended consequences at work.

The Spillover Effect of Life Satisfaction on Customer Satisfaction: The Mediating Role of Service-Oriented Organizational Citizenship and the Moderating Role of Competition Climate

In the field of organizational management, research on employees' life experiences is insufficient. It remains unclear how employees' non-work experiences affect customer service quality. Building on the spillover theory (an individual's experience in one domain can be transferred to another domain) and the conservation of resources theory (individuals are motivated to protect their current resources and to acquire new resources), we aim to examine the impact of service employee's life satisfaction on customer satisfaction while considering service-oriented organizational citizenship behavior (the discretionary extra-role behavior demonstrated by employees) as a mediating variable. To test our hypothesis, we collected multi-wave, multilevel, multisource data of 209 customer service employees from an insurance company. The results showed that service-oriented organizational citizenship behavior was an important mechanism by which employees' overall life satisfaction positively affected customer satisfaction. In addition, this mediating effect was weaker for employees in higher competition climate groups. The study illustrates the critical contribution of the overall well-being of personnel to organizational business results.

A whirlpool of emotion: How entrepreneurs’ empathy affects employees‘ emotional exhaustion

Drawing upon upper echelons and self-determination theories, we hypothesize and test a mediating process linking entrepreneurs’ empathy to employees‘ emotional exhaustion and the moderating role of psychological empowerment. Based on a dyadic-survey study of entrepreneurs and their employees in high-tech new ventures in China, we conducted the empirical test by using hierarchical linear modeling (HLM) and found that entrepreneurs’ empathy has a negative effect on employees‘ emotional exhaustion, and psychological empowerment not only partially mediates the relationship between entrepreneurs’ empathy and employees‘ emotional exhaustion but also positively moderates the above relationship. This study frames an integrative perspective of emotions and psychologies and sheds a nuanced understanding of the mechanisms linking empathy with emotional exhaustion. Limitations and future directions are addressed.

Budgeting and employee stress in times of crisis: Evidence from the Covid-19 pandemic

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.

Nexus Between Financial Events and Emotional Exhaustion: Mediating Roles of Deliberate Thinking and Negative Interpersonal Events

Financial stress and emotional exhaustion have become prevalent elements of modern society, especially after COVID-19. This pandemic has changed people's lives, particularly in a negative way. Individuals have begun to face the stress and emotional exhaustion associated with particular financial stressor events. However, limited studies have analyzed the relationship between financial stressor events and emotional exhaustion to date. Therefore, the current study aims to explore the relationship between different financial stressor events in an individual's life and emotional exhaustion based on their well-being. This study also identifies the variables that play a mediating role in assessing the relationship between emotional exhaustion and financial stressor events. To achieve this, the researcher collected data from employees working in large organizations in May 2021 and December 2021. The study employs path analysis to assess the relationship between the identified variables. The study found that both organizations and employees are directly affected by financial stress, leading to emotional exhaustion or a decline in the mental well-being of the individuals. In addition, the study also found that financial stress and emotional exhaustion can directly affect the physical health of individuals. The study further revealed that deliberate thinking, negative interpersonal events, and individual characteristics are some of the identified variables that act as mediators between financial stressor events and emotional exhaustion.

Coping Distress through Harvesting Resilience Among Indian Physicians: Role of Mediating–Moderating Variables

The study proposes to understand the dynamics of work stress and turnover relationship of physicians in Indian context. It also intends to understand the mediating and moderating roles of burnout and resilience on the relationship between work stress and turnover intentions. The article has taken the support of conservation of resources (COR) theory to develop the conceptual framework. The study uses the survey method for data collection which was analysed using quantitative statistical methods like confirmatory factor analysis and mediated and moderated regression. The result showed a significant moderating effect of resilience on burnout and turnover intentions relationship and a strong mediating effect of burnout on the relationship between stress and turnover intentions. Physicians who are regarded as ‘saviours’ should be treated with respect. Certain activities dealing with work–life balance, engaging in leisure activities, getting support from family and friends may help the physician in coping with the demands of stress and thereby reducing the burnout. Future research can take into account other states of India as well as other countries for generalisation of results. The demographic differences among the physicians can also be a new area of research. Although there is lot of available research on the study variables, but none of the studies have taken into context resilience as a moderator between burnout and turnover intention specially in reference to Indian context. The results can add value to the prevailing studies on stress, burnout, resilience and turnover intention.

The Outcomes of Organizational Fairness among Precarious Workers: The Critical Role of Anomie at the Work

Precarious workers usually have some of the most unstable working conditions in any country. In this research, we firstly investigated the influence of organizational fairness on the emotional exhaustion and leave intentions of Peruvian precarious workers. Then, we tested the mediating role of anomie at work in the relationship between organizational fairness and the emotional exhaustion and leave intentions of precarious workers. To identify the impact of organizational fairness on these workers, we conducted a cross-sectional survey among 206 precarious workers in Peru. Our results showed that treating precarious workers fairly reduced their emotional exhaustion and leave intentions. Furthermore, we found that anomie at work mediate the relationship between organizational fairness and the emotional exhaustion and the relationship between organizational fairness and leave intentions of precarious workers. We provide empirical evidence of the critical role of organizational fairness in the reduction of emotional exhaustion and leave intentions among precarious workers. Examining the consequences of precarious workers’ perceptions of organizational fairness is needed for owners and managers of companies to have a clear understanding of how precarious workers’ working environments may shape their attitudes and work behaviors.

Dancing in Shackles: The Double-Edged Sword Effect of Felt Accountability on Work Outcomes and Individual Wellbeing

Accountability is a core element for groups and societies to operate efficiently. However, there have been confusing findings in previous studies on felt accountability, and few efforts have been made to clarify its complicated role. Drawing on self-determination theory, we developed an integrative model to examine the double-edged sword effect of felt accountability on work outcomes and individual wellbeing. We utilized a three-wave sample of 294 employees to test our hypotheses. The findings supported our hypotheses. Specifically, felt accountability is positively related to both task performance and emotional exhaustion, and obsessive passion mediates the positive relationship between felt accountability and task performance, while work overload mediates the positive relationship between felt accountability and emotional exhaustion. This study integrates the positive and dark sides of felt accountability, provides new insights into its mechanism and expands the application of self-determination theory.

Supervisor role overload and emotional exhaustion as antecedents of supervisor incivility: The role of time consciousness

Studies up to great extent have focused on investigating the possible consequences of supervisor incivility in organizations; however, surprisingly very little research has concentrated on its antecedents. Drawing on affective event theory, the aim of this study is to identify how role overload may cause the supervisor behavior uncivil toward their subordinates in the project environment by examining the mediating role of emotional exhaustion and moderating effect of time consciousness. Data were collected from both supervisors and their immediate subordinates from project-based organizations of Pakistan. After data consolidation, the final sample was 296 supervisor–subordinate dyads. The results revealed that supervisor role overload and emotional exhaustion is positively related with supervisor incivility and emotional exhaustion mediates this relationship. Time consciousness moderates the link between supervisor role overload and emotional exhaustion. The practical and theoretical implications of our findings are provided.

Linking ethical leadership to employees' emotional exhaustion: a chain mediation model

Purpose

Drawing upon conservation of resources theory, this study aims to explore how ethical leadership relates to subordinates' emotional exhaustion through the chain mediating effects of organizational networking behavior and organizational embeddedness.

Design/methodology/approach

Data were collected from 447 airport employees in China. PROCESS macro in SPSS was used to test the hypotheses.

Findings

Results indicated that ethical leadership is negatively correlated with emotional exhaustion; organizational networking behavior and organizational embeddedness play a chain mediating role in the negative relationship between ethical leadership and emotional exhaustion.

Originality/value

This study provides new insights into the association between ethical leadership and emotional exhaustion, and enriches the antecedents and consequences of organizational networking behavior.