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Díaz-Fúnez PA, Cardella GM, Hernández-Sánchez BR, Sánchez-García JC, Mañas-Rodríguez MÁ. Is adding resources always beneficial? Multiplicative impact of psychological capital and goal-oriented climate on Spanish public worker satisfaction and engagement. Front Psychol 2024; 15:1418409. [PMID: 39091709 PMCID: PMC11292420 DOI: 10.3389/fpsyg.2024.1418409] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/19/2024] [Accepted: 07/01/2024] [Indexed: 08/04/2024] Open
Abstract
Introduction The motivation process from personal resources to commitment of administrative employees is still little studied. This article uses the Job Demands-Resources model to investigate how the multiplicative effect of personal resources and a goal-oriented climate among public employees influences their satisfaction and engagement at work. Specifically, it proposes a model where the influence of psychological capital on engagement is mediated by job satisfaction and moderated by the goal orientation climate. Method A total of 326 employees of the administrative staff of a Spanish Public Administration answered a self-reported survey. Partial Least Square-Structural Equation Modeling (PLS-SEM) approach was used to evaluate the validity and reliability of the data, as well as, to test the hypotheses formulated. Results The SEM results show the positive impact of psychological capital on employee engagement, and the mediating role of job satisfaction in this relationship. Furthermore, the existence of a goal-oriented climate negatively moderated the relationship between Psychological Capital and Job Satisfaction, reducing the mediation effect. Discussion These findings open new doors for future research in the necessary adaptation of human resource policies to improve the motivation process in the public administration context.
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Al’Ararah K, Çağlar D, Aljuhmani HY. Mitigating Job Burnout in Jordanian Public Healthcare: The Interplay between Ethical Leadership, Organizational Climate, and Role Overload. Behav Sci (Basel) 2024; 14:490. [PMID: 38920822 PMCID: PMC11200867 DOI: 10.3390/bs14060490] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2024] [Revised: 05/31/2024] [Accepted: 06/03/2024] [Indexed: 06/27/2024] Open
Abstract
In today's dynamic organizational landscape, characterized by rapid technological advancements and evolving workplace dynamics, understanding the factors influencing employee well-being is paramount. This study investigates the interplay between ethical leadership, organizational climate, role overload, and job burnout in public healthcare organizations across northern Jordan. By focusing on ethical leadership, organizational climate, and role overload as determinants of job burnout, this research provides insights into strategies for enhancing employee well-being. Drawing on ethical leadership theory, social exchange theory, and the job demands-resources model, this study employs PLS-SEM to analyze data collected from 260 employees working in Jordanian government hospitals. The findings reveal negative associations between ethical leadership and job burnout, highlighting the importance of ethical leadership behaviors in mitigating employee burnout. Additionally, a positive organizational climate is associated with lower levels of burnout, underscoring the impact of the broader organizational context on employee well-being. The study also explores the mediating role of organizational climate and the moderating effect of role overload in the relationship between ethical leadership and job burnout, providing insights into the complex dynamics at play in healthcare organizations. These findings enrich our understanding of the factors influencing employee well-being in healthcare contexts and underscore the importance of fostering ethical leadership and supportive organizational climates to mitigate job burnout.
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Affiliation(s)
- Kayed Al’Ararah
- Business Management Department, Girne American University, North Cyprus Via Mersin 10, Kyrenia 99320, Turkey
| | - Dilber Çağlar
- Faculty of Business and Economics, Girne American University, North Cyprus Via Mersin 10, Kyrenia 99320, Turkey
| | - Hasan Yousef Aljuhmani
- Faculty of Business and Economics, Centre for Management Research, Girne American University, North Cyprus, Via Mersin 10, Kyrenia 99428, Turkey
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Jansen EJ, Czabanowska K, de Pagter APJ, de Koeijer RJ. Implementing coaching programmes for healthcare professionals-A review of the barriers and facilitators. Int J Health Plann Manage 2024; 39:860-878. [PMID: 38354069 DOI: 10.1002/hpm.3761] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/11/2023] [Accepted: 01/03/2024] [Indexed: 02/16/2024] Open
Abstract
BACKGROUND The European Union faces severe and worsening personnel shortages in healthcare. Coaching has emerged as a human-centred strategy to enhance sustainable employment and retention. While the number of efficacy studies on coaching continues to grow, knowledge about the barriers and facilitators to implementing coaching interventions among healthcare professionals (HCPs) remains scarce. OBJECTIVES This systematic review aimed to describe common barriers and facilitators to the implementation of coaching interventions for HCPs. METHODS In April 2023, five databases were searched for eligible articles. Barriers and facilitators were systematically identified and mapped onto the constructs of the Consolidated Framework for Implementation Research (CFIR). Directed content analysis yielded thematic areas and a reporting frequency. RESULTS A total of thirty (n = 30) studies were included in this review, representing twenty-five (n = 25) distinct coaching programmes. Implementation determinants were clustered under two CFIR domains: the Inner Setting (8 facilitators, 5 barriers) and Implementation Process (6 facilitators, 1 barrier). Barriers included (i) limited organisational capacity, (ii) lack of psychological safety, (iii) competing work demands, and (iv) insufficient leadership buy-in, while facilitators were the (i) allocation of protected time for participants and coaches, (ii) promotion through opinion leaders, (iii) embeddedness in existing Continuous Professional Development programmes, and (iv) programme co-creation. CONCLUSION The findings of this study provide practical insights to guide the future implementation of coaching interventions at an organisational level. In particular, the identified barriers and facilitators suggest, for optimal efficacy and sustainment, coaching interventions must be implemented within a safe, supportive organisational climate.
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Affiliation(s)
- E J Jansen
- Faculty of Health, Medicine and Life Sciences, Maastricht University, Maastricht, The Netherlands
- School of Public Health, Physiotherapy & Population Science, University College Dublin, Dublin, Ireland
- Department of International Health, Care and Public Health Research Institute (CAPHRI), FHML, Maastricht University, Maastricht, The Netherlands
| | - K Czabanowska
- Department of International Health, Care and Public Health Research Institute (CAPHRI), FHML, Maastricht University, Maastricht, The Netherlands
| | - A P J de Pagter
- Department of Quality and Patient Safety, Leiden University Medical Center, Leiden, The Netherlands
- Department of Quality and Patient Safety, Erasmus Medical Center Rotterdam, Rotterdam, The Netherlands
| | - R J de Koeijer
- Institute of Health Policy and Management, Erasmus University Rotterdam, Rotterdam, The Netherlands
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Colin-Chevalier R, Dutheil F, Benson AC, Dewavrin S, Cornet T, Lambert C, Pereira B. Stress and job satisfaction over time, the influence of the managerial position: A bivariate longitudinal modelling of Wittyfit data. PLoS One 2024; 19:e0298126. [PMID: 38437204 PMCID: PMC10911592 DOI: 10.1371/journal.pone.0298126] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/23/2023] [Accepted: 01/19/2024] [Indexed: 03/06/2024] Open
Abstract
BACKGROUND The managerial position affects stress and job satisfaction of workers, but these influences have always been studied separately. OBJECTIVE We aimed to assess bivariate influence of the managerial position on workers' stress and job satisfaction and the inter-relationship of these indicators over time. METHODS We have analyzed data from workers who use the Wittyfit software, collected annually between 2018 and 2021. Stress and job satisfaction were evaluated by self-report questionnaires. Job position (manager or employee) was provided by the software's client companies. RESULTS Data of 704 workers were included in the study. Cross-sectional and longitudinal multivariate analyses revealed that managerial position improves job satisfaction (p<0.001), but not stress (p = 0.4). Overall, while workers' job satisfaction has improved (p<0.001), stress has remained stable over time (p = 0.3). Three latent groups, with specific evolutionary multi-trajectory of stress and job satisfaction were identified in the sample (entropy = 0.80). Age and seniority, but not gender tended to influence managers' and employees' indicators. Over time, stress and job satisfaction have tended to negatively interconnect, in cross-section and in a cross-lagged manner (p<0.001). CONCLUSIONS The managerial position improves workers' job satisfaction but has no effect on stress. Sociodemographics including age and seniority, but not gender, can affect this relationship. Stress and job satisfaction can influence each other, both cross-sectionally and over time. To be more effective, organizations should implement holistic strategies targeting multiple indicators. TRIAL REGISTRATION Clinicaltrials.gov: NCT02596737.
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Affiliation(s)
- Rémi Colin-Chevalier
- Université Clermont Auvergne, CNRS, LaPSCo, CHU Clermont-Ferrand, Cegid, Clermont-Ferrand, France
| | - Frédéric Dutheil
- Université Clermont Auvergne, CNRS, LaPSCo, CHU Clermont-Ferrand, Cegid, Clermont-Ferrand, France
| | - Amanda Clare Benson
- Sport Innovation Research Group, Department of Health and Biostatistics, Swinburne University of Technology, Hawthorn, Victoria, Australia
| | | | | | - Céline Lambert
- Biostatistics Unit, DRCI, CHU Clermont-Ferrand, Clermont-Ferrand, France
| | - Bruno Pereira
- Biostatistics Unit, DRCI, CHU Clermont-Ferrand, Clermont-Ferrand, France
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Langove N, Javaid MU, Ayyasamy RK, Ibikunle AK, Sabir AA. Job stressors and turnover intention of IT executives in Malaysia: The mediating role of employee well-being. Work 2024; 77:295-305. [PMID: 37483056 DOI: 10.3233/wor-230103] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/25/2023] Open
Abstract
BACKGROUND Fear of losing psychological resources can lead to stress, impacting psychological health and behavioral outcomes like burnout, absenteeism, service sabotage, and turnover. OBJECTIVE The study examined the impact of job stressors (time pressure, role ambiguity, role conflict) on employee well-being and turnover intentions. The study also investigated the mediating role of employee well-being between job stressors and turnover intention based on the conservation of resources (COR) theory. METHODS Data from 396 IT executives in Malaysian IT firms were analyzed using the Partial Least Squares - Structural Equation Modeling (PLS-SEM) technique. RESULTS Results confirmed a significant negative correlation between time pressure (-0.296), role ambiguity (-0.423), role conflict (-0.104), and employee well-being. Similarly, employee well-being showed a significant negative relationship with turnover intentions (-0.410). The mediation analysis revealed that employee well-being mediates the relationship between time pressure (0.121), role ambiguity (0.173), role conflict (0.043), and turnover intentions. CONCLUSION This paper aims to manifest the importance of designing employee well-being policies by firms to retain employees. Findings reflect the role of the managerial approach towards ensuring employee well-being for employee retention, thereby reducing recruitment and re-training costs.
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Affiliation(s)
| | | | - Ramesh Kumar Ayyasamy
- Faculty of Information and Communication Technology, Universiti Tunku Abdul Rahman, Kampar, Malaysia
| | - Afeez Kayode Ibikunle
- School of Technology Management and Logistics, Universiti Utara Malaysia, Sintok, Malaysia
| | - Asrar Ahmed Sabir
- Division of Management and Administrative Science, UE Business School, University of Education, Lahore, Pakistan
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Lingling L, Ye L. The impact of digital empowerment on open innovation performance of enterprises from the perspective of SOR. Front Psychol 2023; 14:1109149. [PMID: 36844287 PMCID: PMC9944397 DOI: 10.3389/fpsyg.2023.1109149] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/27/2022] [Accepted: 01/10/2023] [Indexed: 02/10/2023] Open
Abstract
Introduction As China's digital transformation index continues to climb and market openness increases, the active implementation of open innovation embedded in digital innovation eco-networks is key to implementing sustainable innovation-driven strategies. The widespread use of digital technologies has broken through the traditional closed boundaries of enterprises and enhanced technology exchange, information communication and R&D collaboration with other innovation agents.However, many enterprises' digital empowerment efforts only stay at the level of digital technology, but do not rise to the level of corporate strategy. How to comprehensively promote the change of enterprise digital empowerment and help enterprises build a sustainable open innovation ecosystem needs further research. Methods This article uses the structure equation model and the necessary condition analysis methods to combine the stimulus-organization-reaction (SOR) theory to analyze the conduction mechanism of digital authorization to open innovation from a cognitive perspective. Results (1) In the era of digital economy, digital empowerment emphasizes the initiative and adaptability of enterprises, and explores a sustainable digital road suitable for enterprises themselves; (2) Organizational emotional ability and organizational disordered atmosphere play a mediating role between digital empowerment and open innovation, but organizational emotional ability has a positive impact on open innovation, while organizational disordered atmosphere is the opposite. (3) Organizational identity positively regulates the relationship between the disordered atmosphere and open innovation. Discussion The development of digital technology has adapted deviations with traditional management models. Organizing the investment in digital construction should also pay attention to the digital training and digital thinking of organizational members.Organizations should provide organizational support through various channels, enhance employees' organizational commitments to create a relationship -shaped psychological contract, regularly carry out digital education and organizational culture, reduce the differential atmosphere between teams, enhance the team's awareness of cooperation and trust in the teamAnd overall consciousness.
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Affiliation(s)
- Liang Lingling
- School of Economics and Management, Shanghai Institute of Technology, Shanghai, China
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Martínez-Díaz A, Díaz-Fúnez PA, Salvador-Ferrer CM, Hernández-Sánchez BR, Sánchez-García JC, Mañas-Rodríguez MÁ. Mediating effect of job crafting dimensions on influence of burnout at self-efficacy and performance: revisiting health-impairment process of JD-R theory in public administration. Front Psychol 2023; 14:1137012. [PMID: 37187561 PMCID: PMC10175627 DOI: 10.3389/fpsyg.2023.1137012] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/03/2023] [Accepted: 04/10/2023] [Indexed: 05/17/2023] Open
Abstract
Introduction In recent years, job crafting has greatly interested Work and Organizational Psychology. Different research studies have shown its positive impact on people and organizational performance. However, it knows little about the differential effect of the two dimensions that make up this variable (prevention-focused and promotion-focused) and its role in the health-impairment spiral process of the job demand-resources theory (JD-R). Method This research aims to analyze the mediating effect of the different dimensions of job crafting on the influence of burnout on performance and self-efficacy in the workplace. The study used a sample of 339 administrative employees of a university. Results The results indicate that promotion-focused job crafting is a mediating variable in the relationship between the influence of burnout on performance and self-efficacy. Unexpectedly, prevention-focused job crafting does not have this mediating role in the same relationship. Discussion These findings confirm the adverse impact of burnout on personal and organizational improvement, while showing the absence of prevention/protection responses of employees when they are burned out. The theoretical and practical implications show an advance in knowledge about the process of health deterioration and about the spiral of health deterioration in the JD-R theory.
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Affiliation(s)
| | - Pedro Antonio Díaz-Fúnez
- IPTORA Research Team, Department of Psychology, University of Almería, Almería, Spain
- *Correspondence: Pedro Antonio Díaz-Fúnez,
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Zhang Y. Disclosing the relationship between public service motivation and job satisfaction in the Chinese public sector: A moderated mediation model. Front Psychol 2023; 14:1073370. [PMID: 36874865 PMCID: PMC9978412 DOI: 10.3389/fpsyg.2023.1073370] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/18/2022] [Accepted: 01/11/2023] [Indexed: 02/18/2023] Open
Abstract
Introduction Despite the relationship between public service motivation and job satisfaction is widely discussed, rare studies explore the theoretical mechanism of this relationship. Methods Through integrating public service motivation, role overload, job satisfaction, and marital status, this study explores psychological mechanisms and boundary conditions of the relationship between public service motivation and job satisfaction. Data was collected from 349 public employees in eastern China. Results Empirical results reveal that public service motivation is positively related to job satisfaction by decreasing role overload. Moreover, marital status moderates the relationship between role overload and job satisfaction, as well as moderates the indirect effect of public service motivation on job satisfaction through role overload. Discussion These findings advance our understanding of the psychological mechanism and conditional effect of PSM in relation to job satisfaction and provide valuable insights into how to improve public employees' well-being.
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Affiliation(s)
- Ying Zhang
- School of International and Public Affairs, Shanghai Jiao Tong University, Shanghai, China
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Pham HC, Phan TTH, Le QH, Bui VH, Dang TTG, Tran MD. The Influence of Physical Activities on Job Satisfaction: Mediating Role of Self-efficacy, Self-esteem and Moderating Role of Stress Management. Am J Health Behav 2022; 46:794-808. [PMID: 36721292 DOI: 10.5993/ajhb.46.6.20] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/20/2023]
Abstract
Objectives: Job satisfaction has been an essential element for the success of any organization, which has drawn the attention of several recent studies and policymakers. The aim of the current study was to investigate the impact of physical activities, self-efficacy and self-esteem on job satisfaction in manufacturing companies in Vietnam. The mediating impact of self-efficacy and self-esteem among physical activities and job satisfaction was also investigated. As a novel element, the study also examined the moderating impact of stress management among physical activities and job satisfaction in manufacturing companies in Vietnam. Methods: The study used survey questionnaires to gather the primary data from the selected employees of leading manufacturing companies of Vietnam. Using the PLS-SEM and Smart-PLS packages, the study analyzed the linkages among all variables. Results: The results revealed that physical activities, self-efficacy and self-esteem have a positive linkage with job satisfaction in manufacturing companies in Vietnam. The findings also exposed that self-efficacy and self-esteem significantly mediate among physical activities and job satisfaction. Conclusion: The findings also expressed that stress management significantly moderated between physical activities and job satisfaction. These findings will provide useful guidance and assistance to the strategists and policy makers to design policies related to job satisfaction using self-efficacy, stress management and self-esteem.
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Affiliation(s)
- Hong Chuong Pham
- Hong Chuong Pham, Faculty of Tourism and Hospitality, National Economics University, Vietnam
| | - Thi Thu Hien Phan
- Thi Thu Hien Phan, Faculty of Accounting & Auditing, Foreign Trade University;,
| | - Quoc Hoi Le
- Quoc Hoi Le, National Economics University, Vietnam
| | - Van Hung Bui
- Van Hung Bui, National Economics University, Vietnam
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Sheng Z, Fan B. The double-edged sword effect of performance pressure on public employees: The mediation role of mission valence. Front Psychol 2022; 13:992071. [PMID: 36337477 PMCID: PMC9629144 DOI: 10.3389/fpsyg.2022.992071] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/12/2022] [Accepted: 09/26/2022] [Indexed: 11/25/2022] Open
Abstract
Performance pressure is a unique stressor in the public sector. Prior studies revealed that it could be a challenge that stimulates functional behavior (i.e., vigor and dedication) or a threat that leads to dysfunctional consequences (i.e., exhaustion and depersonalization). But these articles failed to provide an integrated theoretical model to explain both phenomena simultaneously. We introduced the double-edged sword effect (also called the “too-much-of-good-thing” effect) of performance pressure to fill this theoretical gap. Furthermore, the mediation role of mission valence was examined to explore the buffet mechanism toward this nonlinear relationship. We collected 1,464 valid questionnaire data from snowball sampling to test the research model. Our results revealed that: (1) performance pressure had an inverted U-shaped relationship with dedication and mission valence; (2) performance pressure hurt vigor rather than the curvilinear relationship; (3) mission valence can mediate the inverted U-shaped relationship between performance pressure and dedication. These empirical findings give theoretical contributions and practical insights to public personnel management.
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Affiliation(s)
- Zhonghua Sheng
- School of Public Affairs, Zhejiang University, Hangzhou, China
- Research Center for Chinese Organizational Development and Performance Evaluation, Zhejiang University, Hangzhou, China
- *Correspondence: Zhonghua Sheng,
| | - Bonai Fan
- School of Public Affairs, Zhejiang University, Hangzhou, China
- Research Center for Chinese Organizational Development and Performance Evaluation, Zhejiang University, Hangzhou, China
- Institute for Public Policy, Zhejiang University, Hangzhou, China
- Academy of Neuroeconomics and Neuromanagement, Ningbo University, Ningbo, China
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Giauque D, Renard K, Cornu F, Emery Y. Engagement, Exhaustion, and Perceived Performance of Public Employees Before and During the COVID-19 Crisis. PUBLIC PERSONNEL MANAGEMENT 2022; 51:263-290. [PMID: 36093284 PMCID: PMC9445401 DOI: 10.1177/00910260211073154] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
At the outset of the COVID-19 pandemic, the Swiss federal government implemented a lockdown that prompted a majority of private and public organizations to implement teleworking solutions for their employees. This study aimed to examine the impact of work modalities, job-related, relational, and organizational climate variables on employees' engagement, exhaustion, and perceived performance both before and during the forced teleworking period. Based on the job demands-resources framework, a survey was conducted (N = 1,373) in a Swiss Cantonal public administration. Results show that while the forced telework period positively influenced employees' work autonomy and work-life balance, it negatively influenced their degree of collaboration and perceived job strain but did not affect their engagement levels. The freedom to organize ones' own work and collaboration with colleagues were identified as the main resources that positively influence employees' engagement and perceived performance while limiting exhaustion.
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Urnberg H, Gluschkoff K, Saukkonen P, Elovainio M, Vänskä J, Heponiemi T. The association between stress attributed to information systems and the experience of workplace aggression: a cross-sectional survey study among Finnish physicians. BMC Health Serv Res 2022; 22:724. [PMID: 35641931 PMCID: PMC9158205 DOI: 10.1186/s12913-022-08116-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/03/2022] [Accepted: 05/20/2022] [Indexed: 11/22/2022] Open
Abstract
Background Physicians commonly suffer from workplace aggression and its negative consequences. Previous studies have shown that stressors such as job demands increase the risk of inappropriate treatment at workplace. Poorly functioning, and constantly changing information systems form a major work stressor for physicians. The current study examined the association between physicians’ stress attributed to information systems (SAIS) and their experiences of workplace aggression. Workplace aggression covered physical and non-physical aggression, perpetrated by coworkers, patients, patient’s relatives, or supervisors. Methods A cross-sectional survey study was conducted. The participants included 2786 physicians (67.4% women) who were sampled randomly from the registry of Finnish Medical Association, which covers almost all of the Finnish physician population. First, bivariate associations were studied among participant characteristics, SAIS and workplace aggression. Logistic regression analysis was then used to further determine how SAIS was associated with the likelihood of experiencing different types of aggression. Results Higher levels of SAIS were associated with higher likelihood of aggression with regard to all types of aggression, except non-physical aggression perpetrated by patients or relatives. The demographic factors (work-sector, gender, age) did not have a noticeable influence on the association between SAIS and aggression. Conclusions The present results build on previous evidence on the prevalence of SAIS and its negative effects on healthcare workers. Since SAIS may increase the risk of experiencing aggression, it is possible that SAIS also endangers the wellbeing of physicians and thereby the quality of patient care. Resourcing time and training during introduction of a new IS could alleviate time pressure and thus stress attributed to managing new information systems. The role of organizational climate and general workload in arousing SAIS and aggression should be examined in future studies. Supplementary Information The online version contains supplementary material available at 10.1186/s12913-022-08116-w.
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Wang Y, Chen H. Are human resource managers with good listening competency more likely to avoid job burnout? BMC Public Health 2022; 22:246. [PMID: 35130872 PMCID: PMC8819926 DOI: 10.1186/s12889-022-12618-x] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/11/2021] [Accepted: 01/18/2022] [Indexed: 12/20/2022] Open
Abstract
BACKGROUND Listening is an important responsibilities of human resource managers, whether it will bring role stress to human resource managers, or lead to the risk of job burnout. This study aims to analyze the impact of listening competency on job burnout among human resource managers, and examine the mediating effect of role stress. METHODS This study adopted a cross-sectional method to randomly select 500 human resource managers from China's top ten human resource management cities to conduct an online questionnaire survey, and 232 valid samples were obtained. Descriptive statistical and one-way ANOVA were used to explore the status of job burnout among human resource managers in China. Correlation analysis, multiple linear regression and mediating effect analysis were employed to test the relationship between listening competency and job burnout, as well as the mediating effect of role stress. RESULTS (1) 34.5% of the respondents reported mild burnout, while 3.0% respondents showed serious burnout. Emotional exhaustion was the most serious. (2) Those are good at listening could easily avoid job burnout. Among them, listening skills were conducive to reducing the degree of depersonalization of human resource managers, and empathy was more conducive to improving their personal sense of accomplishment. (3) The role stress had a significant mediating role in the relationship between listening competency and job burnout. Which means that listening competency can avoid job burnout by reducing role stress of human resource managers. CONCLUSIONS This study revealed the current situation of job burnout among human resource managers in China, and explored the influence of listening competency on job burnout. This study enriched the research content of job burnout, and provided references for preventing and intervening job burnout of human resource managers.
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Affiliation(s)
- Yanqing Wang
- School of Economics and Management, China University of Mining and Technology, Xuzhou, Jiangsu Province, China
| | - Hong Chen
- School of Business, Jiangnan University, Wuxi, Jiangsu Province, China. .,Institute for National Security and Green Development, Jiangnan University, Wuxi, Jiangsu Province, China.
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C Fradelos E, Alexandropoulou CA, Kontopoulou L, Alikari V, Papagiannis D, Tsaras K, Papathanasiou IV. The effect of hospital ethical climate on nurses' work-related quality of life: A cross-sectional study. Nurs Forum 2021; 57:244-251. [PMID: 34773637 DOI: 10.1111/nuf.12671] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/16/2021] [Revised: 10/29/2021] [Accepted: 11/03/2021] [Indexed: 11/29/2022]
Abstract
BACKGROUND Hospital ethical climate (HEC) has been associated with nurses' interprofessional collaboration, moral decision-making and judgment, job satisfaction, and job burnout. OBJECTIVES This study aimed to examine the effect of hospitals' ethical climate on nurses' quality of working life. METHODS A cross-sectional study design was employed and 286 nurses from two hospitals in Athens participated in the study from January to February 2020. The data collected using a three-part self-administrated questionnaire were analyzed using the IBM Statistical Package for Social Sciences 25 (SPSS). RESULTS According to the results, the staff nurses working on rotating shifts reported poorer Work-Related Quality of Life (WrQoL). Positive correlations were observed between age, control at work, and home-work interface, between the period of time the nurses were working in a specific department with the dimensions of the ethical climate scale, and between almost all the HEC aspects with WRQoL subscales. Only the domain of stress at work had fewer and less significant correlations. CONCLUSIONS Health authorities and hospital managers should provide the necessary ground for the institutionalization of professional ethics by creating an appropriate ethical climate. A positive ethical climate may lead to a better working environment with less distress for health professionals and better quality of care for the patients.
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Affiliation(s)
| | - Christina-Athanasia Alexandropoulou
- Informatics & Telematics Department, Harokopio University of Athens, Kallithea, Greece.,Department of Nursing, University of West Attica, Egaleo, Greece
| | | | - Victoria Alikari
- Department of Nursing, University of West Attica, Egaleo, Greece
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15
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Jin Y, Cheng L, Li Y, Wang Y. Role Stress and Prosocial Service Behavior of Hotel Employees: A Moderated Mediation Model of Job Satisfaction and Social Support. Front Psychol 2021; 12:698027. [PMID: 34659014 PMCID: PMC8515035 DOI: 10.3389/fpsyg.2021.698027] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/20/2021] [Accepted: 09/07/2021] [Indexed: 11/13/2022] Open
Abstract
Hotel employees’ positive behavior is prone to increase customer satisfaction, and thus, exploring the influencing mechanism of role stress on prosocial service behavior is critical to relieving their stress and improving service quality and hotel performance. This study aims to develop and test a moderated mediation model that links hotel employees’ role stress to prosocial service behavior. Based on the conservation of resources theory and job demands-resources model, this study suggests that the effect of role stress on prosocial service behavior is mediated by the level of job satisfaction, whereas the relationship between role stress and job satisfaction is moderated by social support. Data from 256 hotel employees in China largely support the hypotheses that role stress reduces job satisfaction, and that job dissatisfaction is related to low levels of prosocial service behavior. The data also show that job satisfaction partly mediates the relationship between role stress and prosocial service behavior, and social support weakens the relationship between role stress and job satisfaction. The results can help us understand the role of organization-level resources in the workplace and how role stress and job satisfaction affect prosocial service behavior.
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Affiliation(s)
- Yixing Jin
- School of Tourism, Huangshan University, Huangshan, China
| | - Lin Cheng
- School of Tourism, Huangshan University, Huangshan, China
| | - Ying Li
- School of Tourism, Huangshan University, Huangshan, China
| | - Yingda Wang
- School of Tourism, Huangshan University, Huangshan, China
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16
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Martínez-Díaz A, Mañas-Rodríguez MA, Díaz-Fúnez PA, Aguilar-Parra JM. Leading the Challenge: Leader Support Modifies the Effect of Role Ambiguity on Engagement and Extra-Role Behaviors in Public Employees. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18168408. [PMID: 34444156 PMCID: PMC8393608 DOI: 10.3390/ijerph18168408] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/10/2021] [Revised: 07/27/2021] [Accepted: 08/05/2021] [Indexed: 11/16/2022]
Abstract
The assumption of new challenges and services to provide, and the evolution of new technologies in public administration, give employees an important perception of ambiguity when carrying out their work. Role ambiguity has been conceptualized as one of the main impeding demands at work with negative consequences. The objective of the present study is to analyze the moderating effect of the support by the department head in the negative influence of the role ambiguity on the engagement and the extra-role performance behaviors of the employees. The hypothesis is proposed that the support of the department head will mean the transformation of role ambiguity into a challenging job demand with positive results. A total of 315 public employees with administrative staff have participated in this study. Results confirmed that the support of the leader moderates the effects of role ambiguity. The inclusion of this variable as a moderator transforms the influence of role ambiguity on the employees' engagement into a positive one and reduces their negative effect on extra-role performance behaviors. These results reinforce the role of leader support as a protective element against job demands in public administrations. Theoretical and practical implications and future lines of research are discussed at the end of the work.
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Affiliation(s)
- Ana Martínez-Díaz
- IPTORA Research Team, University of Almería, 04120 Almería, Spain; (A.M.-D.); (M.A.M.-R.)
| | | | - Pedro A. Díaz-Fúnez
- IPTORA Research Team, University of Almería, 04120 Almería, Spain; (A.M.-D.); (M.A.M.-R.)
- Correspondence: ; Tel.: +34-950-015-405
| | - José M. Aguilar-Parra
- Hum-878 Research Team, Health Research Centre, Department of Psychology, University of Almería, 04120 Almería, Spain;
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Meng H, Bai S, Cao Q. Risk factors of role stress and professional burnout among nurse anesthetists: A multicenter cross-sectional study. Jpn J Nurs Sci 2021; 18:e12413. [PMID: 33682336 DOI: 10.1111/jjns.12413] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/12/2020] [Revised: 01/06/2021] [Accepted: 01/31/2021] [Indexed: 11/29/2022]
Abstract
BACKGROUND In China, there is no unified standard for the responsibilities and authority of nurse anesthetists, resulting in different professional expectations from anesthesiologists and nursing managers, which may result in high levels of role stress and burnout in nurse anesthetists. Additional factors such as high occupational risk and heavy work may also contribute to role stress and burnout. METHODS In this multicenter cross-sectional study, an online questionnaire survey was conducted among 198 nurses from six tertiary hospitals in Shandong Province. The t test, analysis of variance, linear regression, and logistic regression were used to analyze the risk factors for role stress and professional burnout. RESULTS The scores of role conflict and role ambiguity in role stress were 30.61 ± 9.53 and 31.89 ± 9.56, respectively; satisfaction with income and the working environment, the hospital's attention, years of experience as a nurse, clarity concerning the nurse anesthetist's occupational scope, and attitude to career prospects were independent risk factors for role stress. The burnout data were non-normally distributed and were expressed as medians and quartiles. The scores of emotional exhaustion, depersonalization, and personal achievement in professional burnout were 30 (26-34), 11 (8-14), and 23 (20-26) respectively. The number of working hours per week, attitude to career prospects, satisfaction with the working environment and income, physical health, gender, and education were independent risk factors for burnout. CONCLUSIONS Chinese nurse anesthetists were found to be in danger of high role stress and professional burnout, a situation requiring the attention of managers.
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Affiliation(s)
- Haihong Meng
- Affiliated Hospital of Jining Medical University, Jining City, China
| | - Shuling Bai
- Affiliated Hospital of Jining Medical University, Jining City, China
| | - Qinqin Cao
- Affiliated Hospital of Jining Medical University, Jining City, China
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Zhao H, Jiang J. Role stress, emotional exhaustion, and knowledge hiding: The joint moderating effects of network centrality and structural holes. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-01348-9] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/06/2023]
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Gender Differences in Wage, Social Support, and Job Satisfaction of Public Sector Employees. SUSTAINABILITY 2020. [DOI: 10.3390/su12208514] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/20/2023]
Abstract
This study aims to analyze gender differences in wages, social support, and job satisfaction in the public sector. From the 5th Korean Working Conditions Survey data, 2046 subjects were selected as public sector workers. This study analyzed gender differences in the relationships by stepwise regression analysis and mediation model. The results showed that wages were directly affected by education level, followed by work experience and working hours. Also, there were significant gender difference relationships, and males’ wages increased faster than females as education level increased. The social support of females is higher than that of males regardless of wages or educational level, and it is more influenced by the level of education than that of wages. However, there was no gender difference in the regression equation of social support and wage on job satisfaction. Bridging gender gaps in the workplace is a crucial component of inclusive and sustainable growth. This study substantially contributes to the existing knowledge of gender differences, such as regression analysis and new findings.
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Nerstad CGL, Wong SI, Richardsen AM. Can Engagement Go Awry and Lead to Burnout? The Moderating Role of the Perceived Motivational Climate. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16111979. [PMID: 31167418 PMCID: PMC6603860 DOI: 10.3390/ijerph16111979] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/30/2019] [Revised: 05/27/2019] [Accepted: 05/29/2019] [Indexed: 11/19/2022]
Abstract
In this study, we propose that when employees become too engaged, they may become burnt out due to resource depletion. We further suggest that this negative outcome is contingent upon the perceived motivational psychological climate (mastery and performance climates) at work. A two-wave field study of 1081 employees revealed an inverted U-shaped relationship between work engagement and burnout. This finding suggests that employees with too much work engagement may be exposed to a higher risk of burnout. Further, a performance climate, with its emphasis on social comparison, may enhance—and a mastery climate, which focuses on growth, cooperation and effort, may mitigate the likelihood that employees become cynical towards work—an important dimension of burnout.
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Affiliation(s)
| | - Sut I Wong
- BI Norwegian Business School, 0442 Oslo, Norway.
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