[Analysis of burnout and job satisfaction among nurses based on the Job Demand-Resource Model]

The Effect of Burnout and Moral Sensitivity Levels of Surgical Unit Nurses on Job Satisfaction

PURPOSE

This study was carried out to determine the effect of burnout and moral sensitivity levels of surgical unit nurses on their job satisfaction.

DESIGN

A descriptive and correlational design study.

METHODS

The population consisted of 268 nurses working in health institutions in the Eastern Black Sea Region of Turkey. The data were collected online between 1 and 30 April, 2022 using a sociodemographic data form, the Maslach Burnout Inventory, the Minnesota Job Satisfaction Scale, and the Moral Sensitivity Scale. Pearson correlation analysis and logistic regression analysis were used to evaluate the data.

FINDINGS

The nurses' moral sensitivity scale mean score was 105.2 ± 18.8, and the Minnesota job satisfaction scale mean score was 3.3 ± 0.7. The participants' mean emotional exhaustion score was 25.4 ± 7.3, the depersonalization score average was 15.7 ± 4.6, and the personal accomplishment mean score was 20.5 ± 6.7. The factors affecting the job satisfaction of nurses were found to be moral sensitivity, personal accomplishment, and satisfaction with the unit they worked.

CONCLUSIONS

Nurses had high levels of burnout due to emotional exhaustion, one of the subdimensions of burnout, and moderate levels of burnout due to depersonalization and personal accomplishment. The moral sensitivity and job satisfaction of nurses are moderate. As the nurses' accomplishment and ethical sensitivity levels increased and their emotional exhaustion levels decreased, their job satisfaction levels increased.

[Effects of Clinical Nurses' Job Crafting on Organizational Effectiveness Based on Job Demands-Resource Model]

PURPOSE

This study aimed to examine the mediating effects of clinical nurses' job crafting on organizational effectiveness based on the job demands-resources model proposed by Bakker and Demerouti (2017).

METHODS

The participants consisted of 393 nurses working in nursing units of a tertiary general hospital located in Cheongju region. The data, collected using questionnaire from August 9 to August 20, 2021, were analyzed using SPSS 23.0 and AMOS 27.0.

RESULTS

The goodness-of-fit (GoF) test results on the modified model (χ² = 2.7, GFI = .94, SRMR = .03, RMSEA = .06, NFI = .92, CFI = .94, TLI = .92, AGFI = .90), indicated that the GoF index satisfied the recommended level. Regarding the effects of each variable on organizational effectiveness, job crafting showed statistically significant direct (β = .48, p < .001), indirect (β = .23, p < .001), and total effects (β = .71, p < .001). Burnout showed statistically significant direct effect (β = -.17, p < .001). Work engagement showed statistically significant direct (β = .41, p < .001) and total effects (β = .41, p < .001). The factors explaining organizational effectiveness were job crafting, burnout, and work engagement, which had an explanatory power of 76.7%.

CONCLUSION

Nurses' job crafting is an important mediating factor for enhancing the organizational effectiveness of nursing organizations. Hospitals should develop job-crafting success cases and related education and training programs as a strategy for enhancing the job crafting of nurses and, consequently organizational effectiveness.

Effects of occupational hazards and occupational stress on job burn-out of factory workers and miners in Urumqi: a propensity score-matched cross-sectional study

OBJECTIVE

This study was designed to explore the impact of occupational hazards and occupational stress on job burn-out among factory workers and miners. This study also aimed to provide a scientific basis for the prevention and control of job burn-out among factory workers and miners.

DESIGN

A cross-sectional study based on the factory Workers and Miners of Urumqi, Xinjiang. Demographic biases, that is, confounding factors, were eliminated by the propensity score-matched analysis method.

PARTICIPANTS

An electronic questionnaire was used to survey 7500 eligible factory workers and miners in Urumqi, the capital of Xinjiang, and 7315 complete questionnaires were returned.

PRIMARY OUTCOME MEASURES

A general demographic questionnaire, the Effort-Reward Imbalance (ERI) and the Chinese Maslach Burnout Inventory.

RESULTS

The total rate of burn-out was 86.5%. Noise (OR 1.34, 95% CI 1.09 to 1.64) and ERI (OR 2.16, 95% CI 1.78 to 2.61) were the risk factors for job burn-out among factory workers and miners (p<0.001).

CONCLUSION

The job burn-out rate of factory workers and miners was high, and the noise and occupational stress factors among occupational hazard factors will affect the likelihood of job burn-out of factory workers and miners. We should control the impact of occupational hazards on factory workers and miners and reduce occupational stress to alleviate workers' job burn-out.

Enhancing Employee Creativity in the Banking Sector: A Transformational Leadership Framework

Despite the growing academic interest in transformational leadership and employee creativity, the banking sector has not yet received enough consideration. Mostly, the banking sector was assumed to be an inappropriate setting for employee creativity as it is a tightly supervised and controlled segment of an economy. Nevertheless, some research studies in advanced nations emphasized the significance of employee creativity in a banking context. However, the case of developing countries (e.g., Pakistan) has remained an understudied area. Against this background, the objective of this study was to examine the relationships between transformational leadership (TL), perceived organizational support (POS), and employee creativity (EC) through work engagement (WE). Some private banks were selected, situated in a large metropolitan city, with data collected for the present research by a self-administered questionnaire. The structural equation modeling (SEM) technique was employed to analyze data. It was observed that TL and POS induce EC, whereas WE mediated these relationships. These findings may help policymakers of the banking industry to improve employee creativity through WE.

Teachers' teleworking job satisfaction during the COVID-19 pandemic in Europe

This research takes insights from the job demand resource model to examine the teleworking job satisfaction of teachers for the period of COVID-19 pandemic. This study evidenced that teachers’ satisfaction with teleworking has been reduced as a consequence of the job demand increase. In contrast, access to adequate resources has allowed them to confront the challenges of teleworking, thus increasing their job satisfaction. The adverse effect of job demands on teleworking job satisfaction is buffered by job resources as teachers’ required extra means to confront unexpected and increased job demands. The technological gap between younger and older teachers was uncovered.

The effects of job demands and resources on turnover intention: The mediating roles of emotional exhaustion and depersonalization

BACKGROUND

Although job demands, supervisory support, and burnout have been identified as significant predictors of turnover intention, little attention has been paid to the mechanisms among these determinants.

OBJECTIVE

Based on the job demand and resource (JD-R) model, this study examined the mediating roles of emotional exhaustion and depersonalization.

METHODS

Data were collected from private sector social workers in three metropolitan areas of South Korea (N = 316). Two serial multiple mediation analyses were conducted to examine the mediating effects of emotional exhaustion and depersonalization in the relationships between job demands and turnover intention and between job resources and turnover intention, respectively.

RESULTS

Job demands and resources were associated with turnover intention both directly and indirectly, through emotional exhaustion and depersonalization. Whereas job demands were positively associated with emotional exhaustion only, job resources were negatively associated with both emotional exhaustion and depersonalization. The sequential link from emotional exhaustion to depersonalization was present in both job demands and in the resources models.

CONCLUSIONS

The findings underscore the importance of addressing potential burnout to effectively reduce turnover intention among social workers in South Korea. Implications and strategies for developing interventions and policies to reduce turnover by improving work environments are suggested.

The Influence of Social Support on the Relationship between Emotional Demands and Health of Hospital Nurses: A Cross-Sectional Study

Social support reduces the negative results of emotional labor. A more detailed analysis should be performed to facilitate adequate social support for nurses. Therefore, this study was conducted to examine the relationships among nurses’ emotional demands, social support, and health. A cross-sectional survey was conducted at two tertiary hospitals in South Korea. A sample of 117 nurses from eight units participated. Between-group differences in the main variables were analyzed using the t-test or Mann–Whitney test, and analysis of variance or the Kruskal–Wallis test. Nurses were classified into eight groups according to emotional demands and type of social support, and the effects of social support were analyzed based on mean scores. Greater social support from colleagues was associated with better health on all measures. However, greater social support from supervisors was associated with a higher incidence of burnout, stress, and sleeping troubles. Nurses’ high emotional demands must be managed actively by hospitals to maintain and promote their health. Providing appropriate social support with consideration of the nurse’s unit experience would help decrease the effects of emotional demands. Enhancing social support from nursing colleagues is a powerful way to manage the negative effects of nurses’ emotional demands.

The Impact of Occupational Stress on Job Burnout Among Bank Employees in Pakistan, With Psychological Capital as a Mediator

Background: Job burnout is a major issue for workers in the banking sector. Many employees report feeling exhausted and want to leave their jobs due to the extra pressure and workload from their superiors and clients. They also report not being well compensated for their hard work, which they believe they do to provide the best service to their clients.

Methods: A cross-sectional study was made in various banks in different cities of Pakistan. An adapted questionnaire, including the effort-reward imbalance scale, psychological capital, and Maslach burnout inventory general survey were used to collect data from 1,778 male and female bank employees.

Results: There was a significant and positive relationship between extrinsic effort and over-commitment on the one hand, and emotional exhaustion and depersonalization on the other. It was also found that reward was negatively associated with emotional exhaustion and depersonalization. However, reward had a positive association with personal accomplishment. There was a gender difference in the mediating effect of psychological capital on stress at work and job burnout.

Conclusion: Male attitudes to work tend to be motivated by reward and appreciation, whereas females tend to demand a better working environment. To reduce job, burnout suitable interventions could be introduced for bank employees, whilst management support plays an important role in increasing or decreasing stress in employees.

[Psychosocial Well-Being of Clinical Nurses Performing Emotional Labor: A Path Analytic Model Approach]

PURPOSE

This study was conducted to investigate the influence of emotional expressivity, emotional intelligence, affectivity, job autonomy, social support, and emotional labor on clinical nurses' individual well-being and to provide guidelines for interventions and strategies for its improvement.

METHODS

The sample consisted of 207 nurses recruited from a general hospital in Korea. The participants completed a structured self-report questionnaire comprising measures of emotional expressivity, emotional intelligence, positive affectivity, negative affectivity, job autonomy, supervisor support, coworker support, deep acting, surface acting, emotional exhaustion, and job satisfaction. Data were analyzed using SPSS statistics 22.0 and AMOS 22.0.

RESULTS

The final model was a good fit for the data based on the model fit indices. In the path analysis, surface acting, negative affectivity, supervisor support, and coworker support had statistically significant effects on emotional exhaustion, explaining 29.0% of the variance. Deep acting, emotional exhaustion, positive affectivity, and emotional intelligence had statistically significant effects on job satisfaction, explaining 43.0% of the variance.

CONCLUSION

Effective strategies to improve clinical nurses' individual well-being should focus on surface acting, deep acting, affectivity, social support, and emotional intelligence. The results of this study can be utilized as base data to manage emotional labor and improve clinical nurses' individual well-being.

Validation of clinical activity tracking system in Intensive Care Unit to assess nurse workload distribution

Therapeutic Intervention Score System (TISS-28) and the Nursing Activities Score (NAS) are common used to evaluate nursing workload in the Intensive Care Unit (ICU). However, they require experienced researchers to perform, are subject to user bias and experience, and are labor intensive, which all exclude regular use. A Clinical Activities Tracking System (CATS) was developed to evaluate bedside nursing activities automatically. This paper presents the validation of this system in quantifying bedside nursing activities. A total of 30 hours (1 hour/day) of nursing activities were manually recorded by trained researcher. The manually recorded total time spent on bedside nursing activities (Atime) was compared with time recorded using CATS (Ctime). A high correlation was found between Atime and Ctime with R = 0.882, and thus the actual time spent in nursing activity can be estimated using a first order polynomial function. In this study, it was found that the median Atime between 7 am-10 pm is 1.4-1.5 times higher than nursing activities at 10 pm-7 am. Results showed that CATS was able to provide unique and high information on patient bedside nursing activities.

The mediating role of psychological capital on the association between occupational stress and job burnout among bank employees in China

Although job burnout is common among bank employees, few studies have explored positive resources for combating burnout in this population. This study aims to explore the relationship between occupational stress and job burnout among Chinese bank employees, and particularly the mediating role of psychological capital. A cross-sectional study was conducted in Liaoning, China, during June to August of 2013. A questionnaire that included the effort-reward imbalance scale, the Psychological Capital Questionnaire and the Maslach Burnout Inventory-General Survey, as well as demographic and working factors, was distributed to 1739 employees of state-owned banks. This yielded 1239 effective respondents (467 men, 772 women). Asymptotic and resampling strategies explored the mediating role of psychological capital in the relationship between occupational stress and job burnout. Both extrinsic effort and overcommitment were positively associated with emotional exhaustion and depersonalisation. Meanwhile, reward was negatively associated with emotional exhaustion and depersonalisation, but positively associated with personal accomplishment. There was a gender difference in the mediating role of Psychological capital on the occupational stress-job burnout. In male bank employees, Psychological capital mediated the relationships of extrinsic effort and reward with emotional exhaustion and depersonalization; in female bank employees, it partially mediated the relationships of extrinsic effort, reward and overcommitment with emotional exhaustion and depersonalisation, as well as the relationship between reward and personal accomplishment. Psychological capital was generally a mediator between occupational stress and job burnout among Chinese bank employees. Psychological capital may be a potential positive resource in reducing the negative effects of occupational stress on job burnout and relieving job burnout among bank employees, especially female bank employees.

Mindful Facebooking: The moderating role of mindfulness on the relationship between social media use intensity at work and burnout

Research on the role of social media use in the workplace has gained more interest, yet little is known about personal characteristics that might influence the outcomes that employees experience when they use social media during work. This research aims to investigate the impact of the intensity of social media use at work on three aspects of burnout: emotional exhaustion, depersonalization, and lack of personal accomplishment. Results from partial least squares regression found that mindfulness significantly mediated the relationship between the intensity of social media use at work on emotional exhaustion and lack of personal accomplishment. These findings suggest that using social media during work tends to increase burnout in employees who have a low level of mindfulness, but it lowers burnout in employees who have a high level of mindfulness.