Work Fatigue in a Non-Deployed Military Setting: Assessment, Prevalence, Predictors, and Outcomes

Prevalence of burnout among military personnel in the plateau region of China: a cross-sectional survey

OBJECTIVES

The geographical environment and military activities in the plateau area pose potential work-related stressors for military personnel, leading to burnout which is an external manifestation of internal energy exhaustion caused by stress. Without countermeasures, this can result in serious military problems. This study aims to examine the association between burnout and occupational stressors among military personnel stationed in the plateau area of China.

MATERIAL AND METHODS

A stratified randomized cluster sampling survey was conducted among 2026 military personnel from 6 different troops stationed in the plateau area of China. The Chinese Maslach Burnout Inventory-General Survey(MBI-GS in Chinese) was administered from March 2022 to December 2023, and data were analyzed using SPSS version 25.

RESULTS

A total of 2026 military personnel participated in the survey. The mean overall burnout score was 3.37 ± 0.73, with emotional exhaustion at 2.69 ± 0.89, depersonalization at 3.58 ± 0.92, and professional achievement at 3.81 ± 0.85 levels respectively reported by participants on average scale scores ranging from zero to six. Severe level of burnout was reported by 43.2% of participants while medium level of burnout was reported by 54 .3%. Age, education level, length of military service, and household income were identified as important factors influencing burnout.

CONCLUSION

This study highlights a relatively high prevalence of burnout among military personnel stationed in plateau areas necessitating attention towards their occupational health particularly focusing on working hours and economic aspects so as to formulate effective policies and implement intervention measures that strengthen career development for soldiers deployed in such regions.

A latent profile analysis of psychological resilience associated with work fatigue among Chinese nurses

Nurses' psychological resilience has been studied using a variable-centered rather than a person-centered approach, impeding a comprehensive understanding of the holistic expression of these different forms of psychological resilience. This study aimed to examine the characteristics of psychological resilience in a sample of Chinese nurses during COVID-19 using latent profile analysis (LPA) and the relationships between these unique profiles and nurses' work fatigue. A total of 471 Chinese nurses were recruited from three hospitals in Hebei Province between June and July 2020. The participant samples were investigated with the psychological resilience scale and the work fatigue inventory. LPA showed that a three-profile model of psychological resilience best fit this study. The resulting profiles were low psychological resilience, medium psychological resilience, and high psychological resilience. Notably, there were significant differences in nurses' work fatigue among different profiles of psychological resilience. The study provided a new view of nurses' psychological resilience, which may be used to effectively reduce nurses' work fatigue and evaluate nursing work status comprehensively.

Association between work fatigue and cognitive function among Lebanese health-care professionals: the moderating effect of emotional intelligence

The aim of this study was to assess the association between work-related fatigue and cognitive impairment among Lebanese health-care professionals with a closer look into the moderating role of emotional intelligence. This cross-sectional study was conducted between November 2021 and January 2022; 406 Lebanese health-care professionals were recruited through convenience sampling. Moderate analysis showed that with low levels of emotional intelligence, more physical, mental, or emotional work fatigue was significantly associated with lower cognitive function scores. These scores get better in people with moderate and high emotional intelligence for the same levels of work fatigue. Health-care workers, especially in Lebanon, are subject to a decline in their cognitive function when faced to high work fatigue loads in all its types, physical, mental, and emotional, along with the country's stressors. Here comes the role of emotional intelligence, where for the same level of fatigue, professionals with high emotional intelligence tend to have better cognitive functioning.

Physical and psychological job demands and fatigue experience among offshore workers

Offshore operations are generally challenging and hazardous, and the workers are exposed to conditions that may lead to fatigue. A cross-sectional study evaluated physical and psychological job demands and their associations with fatigue among offshore workers. The offshore workers (n = 251) completed a questionnaire including demographic/job details, Multidimensional Fatigue Inventory (MFI‒20), and Job Content Questionnaire (JCQ). Data were analysed using linear regression modelling. Results indicated that the physical (particularly performing repetitive motions and applying pressure with hands and wrists) and psychological (e.g., intense task concentration and fast working) job demands were relatively high. The total mean (SD) fatigue score (MFI‒20) was 56.3 (13.9). Individual factors (Body Mass Index ‒ BMI), physical job demands (awkward working postures, frequent moving/lifting heavy objects and doing lots of physical efforts) and psychological job demands (task interruptions by other people and doing an excessive amount of work) were the main variables associated with different dimensions of fatigue in the multivariate models. While physical fatigue was only associated with the physical job demands, both physical and psychological job demands were significantly associated with mental fatigue in the multivariate context. The findings have possible implications for job design and implementation of intervention programmes to promote health and performance of the employees.

The hot and the cold in destructive leadership: Modeling the role of arousal in explaining leader antecedents and follower consequences of abusive supervision versus exploitative leadership

Due to its devastating consequences, research needs to theoretically and empirically disentangle different sub-types of destructive leadership. Based on concepts derived from aggression research distinguishing re- and proactive aggression, we provide a process model differentiating abusive supervision and exploitative leadership. High versus low arousal negative affect is installed as the central mediating factor determining (1) whether perceived goal-blockage (leadership antecedents) leads to abusive supervision versus exploitative leadership and (2) whether a specific leadership behavior leads to active versus passive follower behavior (leadership consequence). Further, theoretical anchoring of individual and contextual moderators onto the model's process paths is provided and exemplary hypotheses for concrete moderation effects are deduced. Based on the provided process model, we highlight four recommendations to facilitate process-based construct differentiation in future research on destructive leadership. To precisely understand the differences and commonalities in different forms of destructive leadership will ultimately enable custom-tailored inter- and prevention.

Plain Language Summary

Negative leadership—also named “destructive” leadership—has very bad effects on followers and organizations. There are not just one, but many forms of destructive leadership and it is important to understand where different sub-types come from (i.e., to understand their antecedents) and which specific effect they have (i.e., to understand their consequences). In this paper, we focus on better understanding two forms of destructive leadership, namely abusive supervision and exploitative leadership. These two forms are similar to the two main forms of aggression. Abusive supervision is similar to reactive aggression, an impulsive “hot blooded” form of aggression. Exploitative leadership is similar to proactive aggression, a premeditated “cold blooded” form of aggression. We explain the parallels between the two forms of aggression and the two forms of leadership and provide a model which allows to predict when one versus the other form of leadership occurs and to which follower behavior they lead. An important factor in this model is the physiological characteristic of the emotional reaction to an event (i.e., arousal). An emotional reaction can be high in arousal; for instance, anger is a high arousal negative emotional reaction. On the contrary, boredom, for instance, is a low arousal negative emotional reaction. Dependent on whether both a leader and a follower react to a negative event (e.g., not getting what they want, being treated badly by others) with high or low arousal, their behavior will be different. We explain how this mechanism works and how it can help us to better predict leaders' and followers' behavior. We also outline how individual characteristics of the leader and follower and characteristics of their environment and context interact with arousal and their behavior.

Effects of mental workload on manufacturing systems employees: A mediation causal model

BACKGROUND

Although some research has been done in the Mexican manufacturing industry regarding mental workload, none has explored its association with physical fatigue, body weight gain, and human error simultaneously.

OBJECTIVE

This research examines the association between mental workload and physical fatigue, body weight gain, and human error in employees from the Mexican manufacturing systems through a mediation analysis approach.

METHODS

A survey named Mental Workload Questionnaire was developed by merging the NASA-TLX with a questionnaire containing the mental workload variables mentioned above. The Mental Workload Questionnaire was applied to 167 participants in 63 manufacturing companies. In addition, the mental workload was used as an independent variable, while physical fatigue and body weight gain were mediator variables, and human error was a dependent variable. Six hypotheses were used to measure the relationships among variables and tested using the ordinary least squares regression algorithm.

RESULTS

Findings indicated that mental workload significantly correlates with physical fatigue and human error. Also, the mental workload had a significant total association with human error. The highest direct association with body weight gain was provided by physical fatigue, and body weight gain had an insignificant direct association with human error. Finally, all indirect associations were insignificant.

CONCLUSION

Mental workload directly affects human error, which physical fatigue does not; however, it does affect body weight gain. Managers should reduce their employees' mental workload and physical fatigue to avoid further problems associated with their health.

The influence of job burnout on the attention ability of army soldiers and officers: Evidence from ERP

Job burnout is one of the most widespread mental problems in today's society and seriously affects the mental health and combat effectiveness of soldiers and officers. Herein, the effect of burnout on individual attention is studied from the perspective of neuroelectrophysiology. A total of 1,155 army soldiers and officers were included in this investigation and completed the Job Burnout Scale for Military Personnel. A total of 42 soldiers and officers were randomly selected from those with and without burnout to participate in an event-related potential (ERP) study using a visual oddball task. The characteristics of visual P3a and P3b at Fz, FCz, Cz, CPz, and Pz were recorded and analyzed by repeated-measures analysis of variance (ANOVA). P < 0.05 was the criterion for a significant difference. The total average score on the Job Burnout Scale for Military Personnel among the participants was 0.74 ± 0.46, and the detection rate of job burnout was 29.85%. In the Oddball task, the average number of target stimuli counted in the burnout group was lower than that in the control group, but no significant difference was found. For P3a, the Fz, FCz, Cz, CPz, and Pz amplitudes in the burnout group were significantly lower than those in the control group. The average amplitude of P3a evoked in the central parietal area was larger than that in the prefrontal area. For P3b, the amplitudes of the five electrodes in the burnout group were significantly lower than those in the control group. The average amplitude of P3b evoked in the parietal region was larger than those in the prefrontal and central parietal regions. A certain degree of job burnout is evident in army soldiers and officers. The voluntary attention and involuntary attention of individuals with burnout are both affected to some extent, as reflected by the lower amplitudes of P3a and P3b. The results suggest that P3a and P3b can be used as indicators to monitor cognitive neural function in soldiers and officers with burnout and can also be used as references for evaluating the effects of cognitive training and screening methods. In this study, ERP was used to research the attention ability of soldiers and officers with job burnout, and related issues were discussed from the aspects of the burnout results, behavioral results, ERP results, compensation effect of cognitive resources, application in the military field, limitations, and prospects.

Müdigkeit, Fatigue und Erschöpfung: Alles das Gleiche oder Ausprägungen eines Kontinuums? – Ein Diskussionsanstoß

Bedingt durch die COVID-19-Pandemie und das damit einhergehende Post-COVID-Syndrom, hat der Begriff der „Fatigue“ deutlich an Bedeutung gewonnen. Aber sowohl Definition wie auch Ursachen der Fatigue differieren in Abhängigkeit des jeweils betrachteten Krankheitsbildes. Zudem verwenden Betroffene, die ihre Symptomatik im alltäglichen Klinikalltag beschreiben, scheinbar nahezu durchgehend die Begriffe Müdigkeit, Fatigue und Erschöpfung synonym. Im Jahr 2007 beschrieb Olson, dass aus ihrer Sicht diese drei Begriffe als distinkte Zustände zu verstehen sind, diese aber auf einem Kontinuum in Relation zueinander gesetzt werden können. Diese Überlegung aufgreifend, wird ein Überblick über die aktuelle Forschung gegeben. Hierzu wurde die veröffentlichte Literatur der letzten zwei Jahre nach den Begriffen „Tiredness“, „Fatigue“ und „Exhaustion“ durchsucht. Es lassen sich einige gemeinsame Diagnoseinstrumente finden. Jedoch fällt die große Vielfalt der Instrumente auf, die zur Erfassung der drei Begriffe herangezogen werden. Trotz dieser unterschiedlichen Diagnose- und damit Definitionsmöglichkeiten lassen sich für die drei Symptome jeweils unterschiedliche therapeutische Maßnahmen ableiten. Es ist gerade vor dem Hintergrund der weiteren Therapie entscheidend, die drei Begriffe der Müdigkeit, der Fatigue und der Erschöpfung, voneinander zu trennen und jeweils einzeln auf dem gemeinsamen Kontinuum zu betrachten. Denn nur so ist sowohl eine zutreffende Diagnose als auch eine damit einhergehende erfolgreiche individuelle Therapie ableitbar.

Work Fatigue Profiles: Nature, Implications, and Associations With Psychological Empowerment

The present study examined the distinct configurations, or profiles, taken by work fatigue dimensions among samples of military (n = 1,436) and civilian (n = 2,477) employees. We also tested profile similarity across these two samples of employees. In addition, this research documented the relations between the identified work fatigue profiles, one predictor variable (psychological empowerment), and a series of attitudinal outcomes (job satisfaction, career satisfaction, and turnover intentions) among military employees. Six profiles of employees characterized by different levels of global and specific (emotional, physical, and mental) work fatigue were identified using latent profile analyses: Low Fatigue, Physically and Emotionally Depleted, Emotionally Depleted, Globally and Mentally Depleted, Globally and Emotionally Depleted, and Balanced. In both samples, employees corresponding to the Balanced profile displayed average levels of global and specific work fatigue. However, this profile slightly differed across sample, as indicated by the observation of work fatigue levels that were slightly higher among the military than among civilians. Militaries’ perceptions of psychological empowerment were significantly related to their likelihood of belonging to all profiles. In turn, militaries’ career satisfaction, job satisfaction, and turnover intentions were also found to differ as a function of profile membership.