The influence of employees' perception of over-qualification on career compromise: Mediated by role conflict and sense of relative deprivation

In the external environment with the increasing level of education, there is a general phenomenon of excess qualification in the employment market. This research discusses employee career compromise from the perspective of employee over-qualification based on resource conservation theory and self-regulation theory. Combined with the survey data, a structural equation model (SEM) is constructed, and the mediation effect of relative deprivation and role conflict is analyzed according to the causal mediation model. The research find that employees' perception of over-qualification has three ways to affect employees' career compromise. First, employees' perception of over-qualification has a significant positive impact on their career compromise behavior through employees' emotions and self-cognition. Second, role conflict plays a partial intermediary role between the perception of over-qualification and career compromise by positively affecting career compromise behavior. Third, the sense of relative deprivation plays a partial intermediary role between the perception of over-qualification and career compromise by negatively affecting career compromise behavior. According to the research conclusions, the following suggestions are put forward. Enterprises need to establish a scientific employment mechanism to achieve talent-post matching and fundamentally reduce the phenomenon of over-qualifications. The company should pay attention to employee training, actively guide employees' career planning, instruct employees to correctly understand the sense of over-qualification and play a positive role in guiding employees' career planning.

The role of psychological resilience in reducing psychological stress among teachers

BACKGROUND

Workplace causes tress which negatively affects the physical as well as the emotional well-being of individuals. However, it is widely reported in the literature that a number of factors have received significant attention in the professional life, stressing their significance to the individual's psychological, social, and professional life.

MATERIALS AND METHODS

The research is a descriptive that study adopted a quantitative method, involving 40 female teachers. A survey method was randomly distributed to teachers who are identified to have worked with students with disability using randomly sampling, and data were then exposed to the descriptive statistics and Pearson correlation.

RESULTS

The results showed that respondents had good psychological resilience level with moderate occupational stress level. Furthermore, a significant correlation between psychological resilience and occupation stress is supported.

CONCLUSION

The present study indicated that the participants have acceptance level of psychological resilience which helps them to reduce their stress when performing their work. The study, therefore, encouraged decision academicians to regularly organize several positive counseling and psychological training to the teachers.

The Curvilinear Relationship Between Career Calling and Work Fatigue: A Moderated Mediating Model

Drawing on the job demands-resources (JD-R) model and event system theory (EST), this study constructed a moderated mediating model to investigate the direct effect of career calling on work fatigue, the mediating effect of role overload, and the moderating effect of COVID-19 event disruption in the above relationships. We administered an online questionnaire to 488 Chinese police officers who participated in frontline work to prevent and control the COVID-19 pandemic. The results showed a U-shaped curvilinear relationship of career calling with physical fatigue, mental fatigue, emotional fatigue, and role overload. Moreover, role overload partially mediated these curvilinear relationships. In addition, COVID-19 event disruption positively moderated the direct curvilinear effect of career calling on role overload, physical fatigue, and emotional fatigue, as well as the first stage of the mediating effect in the relationship between career calling and physical, mental, and emotional fatigue through role overload. Furthermore, the direct U-shaped curvilinear effects and the indirect effects were more significant when COVID-19 event disruption was high.

A Mediação da Ambidestria do Vendedor na Relação entre Estresse e Desempenho

Resumo Neste artigo sugerimos que a ambidestria do funcionário medeia o efeito negativo do estresse de trabalho no desempenho com vendas. Nós ampliamos a literatura sobre ambidestria, não mais posicionando-a como mediadora dos efeitos já conhecidos do contexto, do desenvolvimento do produto, da flexibilidade estratégica e da natureza dinâmica do ambiente, mas sim como mediadora dos efeitos do estresse sobre o desempenho. Um levantamento foi realizado com 307 funcionários de linha de frente que vendem produtos e serviços e gerenciam carteiras de clientes em instituições bancárias. Os achados mostraram que a capacidade do funcionário em balancear as atividades de provisão de serviços aos clientes e as atividades de vendas configura ambidestria, desencadeando maiores níveis de desempenho. Os resultados também demonstraram que o efeito negativo da percepção de ambiguidade de papéis sobre as medidas de desempenho (satisfação no trabalho e desempenho com vendas) é mediado pelo comportamento ambidestro do funcionário.

The Sources of Four Commonly Reported Cutoff Criteria

Everyone can recite methodological “urban legends” that were taught in graduate school, learned over the years through experience publishing, or perhaps just heard through the grapevine. In this article, the authors trace four widely cited and reported cutoff criteria to their (alleged) original sources to determine whether they really said what they are cited as having said about the cutoff criteria, and if not, what the original sources really said. The authors uncover partial truths in tracing the history of each cutoff criterion and in the end endorse a set of 12 specific guidelines for effective academic referencing provided by Harzing that, if adopted, should help prevent the further perpetuation of methodological urban legends.

Dealing with Organizational Double Binds: Three-way Interactive Effects of Role Stressors and Coping on Worker Exhaustion

Based on theory regarding the dynamics of organizational double binds, hypotheses were developed about interactive effects of role conflict, role ambiguity, and coping on psychological exhaustion. Hypotheses were tested in a sample of 948 civil servants employed by a government administration in Germany. The sample included 250 (26.4%) women (M age = 43.6 year, SD = 8.3) and average organizational tenure was 17.1 year (SD = 10.0). Moderated multiple regression supported the two hypothesized three-way interactions. Under conditions of high role conflict and high role ambiguity, exhaustion was lower in workers reporting high control coping than in workers reporting low control coping. Under conditions of high role conflict and high role ambiguity, worker exhaustion was more pronounced when support coping was high than when it was low. Problem-focused control coping seems crucial to maintain mental health in dealing with contradictory and unclear work role expectations. Emotion-focused support coping appears symptomatic of prolonged involvement in psychologically dysfunctional work situations that cannot otherwise be addressed. Implications are discussed in the context of growing awareness of the contradictory demands organizations impose on employees.

Physician burnout in Hungary: a potential role for work-family conflict

In a study among Hungarian physicians (N = 420), we tested the hypothesis that compared to men female physicians experience higher work-family conflict (WFC) and consequent burnout. As predicted, female physicians scored significantly higher on the emotional exhaustion subscale of the Maslach Burnout Inventory and significantly more female physicians experienced high levels of emotional exhaustion compared to male physicians. WFC emerged as a significant predictor of burnout (emotional exhaustion and depersonalization). These findings suggest a potential path from WFC to burnout in a scarcely researched population of physicians in a unique cultural setting and provide further data for cross-cultural burnout research.

Supervisory communication, burnout, and turnover intention among social workers in health care settings

The current study tests the effects of different types of supervisory communication on burnout and turnover intention among health social workers. The study proposed a conceptual model of supervisory communication and tested it empirically using structural equation modeling (SEM) techniques with a random sample of 211 California state-registered social workers working in health or mental health care settings. The results of the present study provide empirical evidence of the unique roles that different types of supervisory communication play as antecedents of burnout and turnover intention. Specifically, supportive relationship communication had an indirect effect on burnout and turnover intention through its effect on perceived stress, whereas job-relevant communication had not only an indirect effect on burnout and turnover intention through its effect on stress, but also a direct effect on turnover intention. In addition, the results showed that upward communication moderated the relationship between stress and burnout. Implications for social work administration and possible elaboration of the theoretical framework are discussed.

The relationship between socio-demographic variables, job stressors, burnout, and hardy personality in nurses: an exploratory study

BACKGROUND

Nursing is considered as a risk profession with high levels of stress and burnout, and these levels are probably increasing.

OBJECTIVES

A model of prediction of burnout in nursing that includes socio-demographic variables, job stressors, and personal vulnerability, or resistance, is proposed.

DESIGN

A cross-sectional correlational design was used. A sample of 473 nurses and student nurses in practice from three General Hospitals in Madrid (Spain) completed the "Nursing Burnout Scale". The data were analysed using descriptive statistics, Pearson correlations, and hierarchical multiple regression.

RESULTS

The proposed model is a good predictor of the diverse burnout sub-dimensions: emotional exhaustion, depersonalisation, and lack of personal accomplishment. Significant predictors of burnout included age, job status, job stressors (workload, experience with pain and death, conflictive interaction, and role ambiguity), and hardy personality (commitment, control, and challenge).

CONCLUSIONS

Identifying an integrative process of burnout among nurses is an essential step to develop effective managerial strategies so as to reduce the burnout problem. Specifically, the present study suggests that intervention aimed at reducing the risk for burnout may achieve better results if it includes enhancement of workers' hardy personality rather than just decreasing environmental stressors.

Past and familial depression predict current symptoms of professional burnout

BACKGROUND

Despite a substantial association between professional burnout and depression, the exact nature of the relationship is unclear. It is hypothesized that an underlying susceptibility for depression is associated with an enhanced risk for professional burnout. In the present study, the relationship was examined between indices of personal and familial history of depression and current symptoms of burnout.

METHODS

Respondents were 3385 employees of different work settings (61% female, age 18-65 years), who completed questionnaires regarding demographic variables, working hours, personal and familial history of depression, current depressive symptomatology, and current symptoms of professional burnout.

RESULTS

After controlling for background variables, the strongest predictor of all three burnout facets was current depressive symptomatology. Independent of the effects of background variables and current depressive symptoms, having ever experienced a depressive episode further predicted current symptoms of two burnout facets: emotional exhaustion (OR=1.82, 95% CI=1.38-2.40, P<0.001) and cynicism (OR=1.51, 95% CI=1.16-1.98, P=0.002). In addition, a history of depression in close family members independently predicted current symptoms of emotional exhaustion (OR=1.63, 95% CI=1.27-2.10, P<0.001), while a trend appeared for a similar effect on cynicism (OR=1.23, 95% CI=0.96-1.58, P=0.095).

LIMITATIONS

The study is based on a cross-sectional retrospective design.

CONCLUSIONS

A predisposition for depression, as reflected by a personal and familial history of depression, may enhance the risk for burnout.

Trust in management as a buffer of the relationships between overload and strain

This study examined the role of trust in management as a moderating factor in work overload's impact on personal strain (i.e., burnout, psychological strain, and work's interference with family). Participants were 94 employees of an accounting firm responding to a survey. The results were supportive of all study propositions. Both work overload and trust in management had the expected negative and positive main effects on the outcomes variables, respectively. The impact of work overload on the outcome variables was moderated by employees' trust in management. The significance of these results and areas of future research are discussed.