Time Perspective and the Risk of Developing Burnout: An Empirical Study among Different Blue-Collar Workers in Spain

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Background: The purpose of this research was to analyze which personal and organizational factors are related to organizational commitment and job satisfaction of shipyard workers who work in different auxiliary shipyard military companies in the north of Spain. Methods: In total, 567 shipyard workers participated in this cross-sectional survey study. The ages were between 19 and 64 (M = 39.36, SD = 10.01), males 82.52%, females 17.48%. We used a survey that included questions about personal and organizational factors such as physical environment, occupational risks, and psychosocial risks, in addition to the job commitment and job satisfaction scales. Results: The results of this study show that job commitment is significantly related to a higher age, lower education, and environmental risk (low vs. high). Furthermore, job satisfaction (high vs. low) and organizational commitment (high vs. low) is related with environmental risk (low vs. high). Job commitment is also higher in workers with a low educational level and older workers. Job satisfaction is lower in workers with a high educational level. Conclusions: This study shows that different personal and environmental factors influence the shipyard workers’ organizational commitment and job satisfaction.

Time Is the Fire in Which We Burn (Out): How Time Perspectives Affect Burnout Tendencies in Health Care Professionals Via Perceived Stress and Self-Efficacy

Aim and Background: The purpose of the current study is to examine the influence of time perspectives (TP) on the burnout-tendency of health care professionals. The concept of TP delivers a construct on how individuals frame their thinking and behavior on the emotional, cognitive and motivational level towards the past, the present and the future. Consequently, we assume that the TP configuration of health care professionals, determines how vulnerable or reluctant they will be to burnout. TP is assumed to influence the stress perception and the degree of self-efficacy which are in turn well-known factors of influence on burnout. Methods: The sample consisted of 398 health care professionals in Germany. We have measured TPs by the Zimbardo Time Perspective Inventory (ZTPI) and the burnout tendencies by the German version of the Maslach Burnout-Inventory (MBI-GS-D). Results: The Past-Negative and Past-Positive perspectives were identified as factors that were significantly associated with the burnout dimensions of emotional exhaustion, cynicism and personal accomplishment. The Present-Fatalistic orientation was only associated with cynicism and the Future dimension with cynicism and personal accomplishment. Furthermore, we observed that high deviations from a Negative Time Perspective (DNTP) caused a decrease on all three burnout dimensions. In addition, the influence of the DNTP on emotional exhaustion, cynicism and personal accomplishment was fully mediated by perceived stress and self-efficacy. Conclusion: We identified time perspective as a substantial factor of influence on burnout for health care professions and observed an underlying mechanism of the influence of DNTP on burnout. Both factors are important for practical therapeutic conclusions, as well as for a better understanding of the role of TP for burnout.

Predicting Job Burnout and Its Antecedents: Evidence from Financial Information Technology Firms

Job burnout is a continuing concern for human resource management and mental health at work, as it affects employee productivity and well-being. The present study conceptualizes Kahn’s job engagement theory to predict job burnout through a latent growth model. To test the proposed model, data were collected by surveying 710 employees of R&D departments of financial information technology firms of Taiwan at multiple points in time over 6 months. Therein, this study found that as employees perceived more ethical leadership, corporate social responsibility, and self-efficacy at Time 1, they were more likely to show increases in job engagement development behavior over time. Further, increases in job engagement development behavior demonstrate their positive relationship with the decrease in job burnout development behavior over time. These findings highlight that the potential dynamic consequences of organizational behaviors can lead to employee career development and occupational mental health.