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Marengo, Sally. "Burnout." Agenda, no. 26 (1995): 95. http://dx.doi.org/10.2307/4065932.
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Amegashie, J. Atsu, C. Bram Cadsby, and Yang Song. "Competitive burnout: Theory and experimental evidence." Games and Economic Behavior 59, no. 2 (May 2007): 213–39. http://dx.doi.org/10.1016/j.geb.2006.08.009.
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Kim, Youngjun. "A Grounded Theory Study of Burnout among Youth Workers in Korean Immigrant Churches." Christian Education Journal: Research on Educational Ministry 17, no. 2 (June 17, 2020): 373–91. http://dx.doi.org/10.1177/0739891320926512.
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This research aimed to explore the factors that contribute to burnout among Korean (American) youth workers. Twenty youth workers serving at Korean immigrant churches in California participated in in-depth interviews ( n = 20). The four key themes found, include multidimensional contributors to burnout, symptoms of burnout, impact of burnout, and the resolution of burnout. Based on the findings, this study discusses conclusions and implications for helping youth workers deal with a sense of burnout adequately and ways of thriving in their ministry.
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Lee, Pamela M. "Introduction: Aspiration Burnout." October, no. 176 (2021): 3–6. http://dx.doi.org/10.1162/octo_e_00421.
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Abstract This introduction to the special thematic cluster on burnout describes how the notion has informed cultures of contemporary work during the pandemic and the ways in which the concept of burnout reproduces the intertwined interests of labor and self-management under conditions of neoliberalism. The essay sketches a brief genealogy of the term, starting with the formulation of neurasthenia that preceded it and proceeding to its first citation within medical literature by Herbert J. Freudenberger and then to its philosophical uptake in the writing of Byung-Chul Han. In addressing burnout's relationship to recent art, criticism, and histories of media, the introduction stresses its unequal impacts across disparate populations relative to class, race, and gender.
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Randjelovic, Kristina, Snezana Stojiljkovic, and Milica Milojevic. "Personal factors of burnout syndrome in teachers in the framework of self-determination theory." Zbornik Instituta za pedagoska istrazivanja 45, no. 2 (2013): 260–81. http://dx.doi.org/10.2298/zipi1302260r.
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Teachers perform numerous professional roles that can serve as the source of prolonged stress and lead to the occurrence of burnout syndrome. This research was aimed at studying the personal factors of burnout, using self-determination theory as a starting point. We used a sample of 200 teachers to study the following: the level of satisfaction of basic psychological needs at work, the prominence of self-orientations and the presence of burnout syndrome. We also studied whether these variables were significant burnout predictors, as well as whether there was a difference in the pattern of personal burnout predictors in primary school and university teachers. The following instruments were used: the scale of satisfaction of basic psychological needs at work, the ego function questionnaire, the scale of burnout syndrome in teachers. The results point to a relatively moderate satisfaction of all psychological needs, a higher level of integrated self-regulation as well as the medium presence of ego-invested and impersonal orientations. On the whole, teachers showed low burnout. Significant burnout predictors include an integrated self and the need for autonomy (university teachers) and an impersonal self (primary school teachers). This implies that teachers whose psychological needs are satisfied and who have an integrated self are less susceptible to burnout. The findings are discussed from the viewpoint of the self-determination theory, their educational implications and the possibility of preventing work burnout in education workers.
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Harris, Brandonn S., and Jack C. Watson. "Developmental Considerations in Youth Athlete Burnout: A Model for Youth Sport Participants." Journal of Clinical Sport Psychology 8, no. 1 (March 2014): 1–18. http://dx.doi.org/10.1123/jcsp.2014-0009.
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Recent research has used self-determination theory to examine athlete burnout among adults. However, there is a dearth of theory-driven research investigating burnout among young athletes, particularly as it pertains to its sociological influences. With research suggesting that motives for sport (dis)continuation vary among athletes of different ages, this study assessed the utility of self-determination theory (SDT) and Coakley’s model for youth burnout while examining developmental differences. Participants included swimmers of ages 7–17. Analyses revealed a model that approached adequate ft indices and accounted for 70% of the burnout variance. Results supported utilizing these theories to understand youth burnout while accounting for developmental differences.
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Baugh, Joshua J., James K. Takayesu, Benjamin A. White, and Ali S. Raja. "Beyond the Maslach burnout inventory: addressing emergency medicine burnout with Maslach's full theory." Journal of the American College of Emergency Physicians Open 1, no. 5 (May 27, 2020): 1044–49. http://dx.doi.org/10.1002/emp2.12101.
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Jameson, David. "Persistent Burnout Theory of Chronic Fatigue Syndrome." Neuroscience and Medicine 07, no. 02 (2016): 66–73. http://dx.doi.org/10.4236/nm.2016.72008.
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Iskander, Morkos. "Application of cognitive load theory in burnout." Clinical Teacher 16, no. 4 (April 26, 2019): 407–8. http://dx.doi.org/10.1111/tct.13020.
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Doweiko, Harold E., and Nancy L. Ansevics. "Antisocial Personality "Burnout" and Adult Developmental Theory:." Psychotherapy in Private Practice 3, no. 2 (May 3, 1985): 55–63. http://dx.doi.org/10.1300/j294v03n02_08.
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Santi, Karunia. "PENGARUH BIG FIVE PERSONALITY DENGAN KEJADIAN BURNOUT PADA MAHASISWA PENDIDIKAN KEDOKTERAN." JIMKI: Jurnal Ilmiah Mahasiswa Kedokteran Indonesia 8, no. 1 (February 26, 2020): 64–70. http://dx.doi.org/10.53366/jimki.v8i1.39.
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ABSTRAK Pendahuluan: Burnout merupakan suatu sindrom patologis yang terjadi akibat stres yang bersifat kronik. Hal ini dapat menyebabkan keletihan fisik, emosional dan mental dengan ciri: perasaan tidak berdaya, merasa tidak ada harapan, perasaan gagal untuk mencapai tujuan, konsep dan sikap diri yang negatif. Ada dua faktor yang secara garis besar dapat mempengaruhi tejadinya burnout pada mahasiswa kedokteran. Faktor tersebut adalah faktor individual dan faktor situasional. Tipe kepribadian adalah salah satu faktor yang termasuk ke dalam faktor individual yang dapat menyebabkan burnout. Tipe kepribadian adalah sifat atau karakteristik yang khas dimiliki oleh masing-masing individu. Teori big five personality adalah teori kepribadian yang mengacu pada lima faktor dasar kepribadian manusia yang dinilai berpengaruh terhadap kejadian burnout. Tujuan: untuk mengetahui pengaruh tipe kepribadian khususnya teori big five personality terhadap kejadian burnout pada mahasiswa pendidikan kedokteran. Metode: Artikel ini dibuat dengan metode literature review yang melibatkan pustaka dari buku dan jurnal baik jurnal nasional maupun internasional. Hasil: Teori big five personality berpengaruh terhadap kejadian burnout pada mahasiswa kedokteran. Dari kelima dimensi big five personality yang paling berpengaruh terhadap kejadian burnout adalah neuroticism, conscientiousness dan extroversion. Pembahasan: Teori big five personality memiliki 5 dimensi, dimana tiga diantaranya yaitu neuroticism, conscientiousness dan extroversion berpengaruh terhadap kejadian burnout pada mahasiswa pendidikan kedokteran. Hal ini tercermin dari karakteristik pada 3 dimensi tersebut yang memiliki masalah dengan emosi yang negatif sangat perfeksionis, pemaksa dan workaholic yang berberpotensi terhadap burnout. Simpulan: Big five personality berpengaruh terhadap kejadian burnout pada mahasiswa kedokteran yang dapat menyebabkan pengaruh negatif apabila tidak segera diatasi. Kata Kunci: big five personality, burnout, mahasiswa kedokteran ABSTRACT Introduction: Burnout is a pathological syndrome caused by chronic stress that causes physical, emotional and mental fatigue. This can cause physical, emotional and mental fatigue where the characteristics are feeling helpless, feeling hopeless, feeling of failure to achieve goals, concepts and negative self-attitudes. There are two factors that cause burnout in medical students. These factors are individual factors and situational factors. Personality type is one of the individual factors that can cause burnout. Personality type is a trait or characteristic possessed by each individual. The theory of big five personality is a theory of personality that determines the five basic factors of human personality that support the incidence of burnout. Purpose: to determine the influence big five personality types on the incidence of burnout in medical education students. Method: This article was made using the literature review method, involving references from books and journals both national and international journals. Tinjauan Pustaka
JIMKI Volume 8 No.1 | November 2019 – Februari 2020 65 Results: The big five personality theory regarding the incidence of burnout in medical students. Five dimensions in the big five personality theory, three of them most opposed to burnout are neuroticism, conscientiousness and extroversion. Discussion: The theory of big five personality has 5 dimensions, where three of them namely neuroticism, conscientiousness and extroversion affect the incidence of burnout in medical education students. This is reflected in the characteristics of the 3 dimensions which have problems with negative emotions which are very perfectionist, coercive and workaholic which has the potential to burnout. Conclusion: Big five personality that influence the incidence of burnout in medical students that can cause negative influences. Keywords: big five personality, burnout, medical students
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Wright, B. "Professional burnout: recent developments in theory and research." Accident and Emergency Nursing 5, no. 1 (January 1997): 57. http://dx.doi.org/10.1016/s0965-2302(97)90071-0.
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Sheikh, Adnan Ahmed, Aneeq Inam, Anila Rubab, Usama Najam, Naeem Ahmad Rana, and Hayat Muhammad Awan. "The Spiritual Role of a Leader in Sustaining Work Engagement: A Teacher-Perceived Paradigm." SAGE Open 9, no. 3 (July 2019): 215824401986356. http://dx.doi.org/10.1177/2158244019863567.
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Work engagement is arguably one of the key challenges confronted by the higher education sector of Pakistan. Therefore, it is important to understand the diverse perspectives of work engagement in this sector. This study examines the effect of job demand and spiritual leadership on work engagement in public universities of Pakistan through the mediating role of burnout and moderating effect of spiritual leadership between job demand and burnout and between burnout and work engagement. The study framework was established from theories, namely, the job demand-resource theory and the spiritual leadership theory. The respondents were 271 faculty members working in different universities of Pakistan. The findings show a significant relationship between job demand and burnout and between burnout and work engagement. Moreover, the results show a positive relationship between spiritual leadership with work engagement and negative relationship with burnout. However, the findings show the insignificant direct relationship between job demand and work engagement, whereas burnout mediates the relationship between job demand, spiritual leadership, and work engagement. Interestingly, spiritual leadership plays an important role in moderating the relationship between burnout and work engagement but does not moderate the relationship between job demand and burnout. Besides, the findings of the study will redound to organizational benefits by enriching research on the area of burnout and work engagement, which is so far in its infancy by referring to its potential antecedent and moderating variable. Finally, the study will be useful for both organizations and employees to achieve desired outcomes.
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Moss, Simon A., and Grace Couchman. "The Conflict Between the Interventions That Prevent Burnout and the Culture of Modern Capitalism: The Benefits of Ambivalent Emotions." Australian and New Zealand Journal of Organisational Psychology 5 (June 15, 2012): 13–24. http://dx.doi.org/10.1017/orp.2012.2.
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At work, burnout is one of the most pervasive impediments to mental health. Over the last decade, researchers have distilled six workplace conditions that prevent or curb burnout: feasible job demands, a sense of fit with the job or organisation, recurrent experiences of reward, a feeling of control, a perception of justice, and a connection with the community. Unfortunately, the emerging culture of modern capitalism is characterised by fluctuating demands, aversions towards specialisation, systemic disloyalty, unilateral resolutions, expedient decisions, and transactional relationships — trends that counteract the conditions that prevent burnout. Initiatives that are instituted to curb burnout, therefore, often contradict the imperatives of managers. To resolve this paradox, this article distills a series of initiatives that psychologists can apply to alleviate burnout without counteracting the prevailing culture of modern organisations. To illustrate, employees should be encouraged to seek challenging and stressful experiences, invoke their intuition when composed, and disclose their personal anxieties. This article then integrates these initiatives into a unified theory. According to this theory, practices that prevent burnout all increase the likelihood that individuals experience positive and negative feelings concurrently; these ambivalent emotions seem to enhance wellbeing and contain burnout.
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Johnson, Judith, Lorraine Cameron*, Lucy Mitchinson, Mayur Parmar, Gail Opio-te, Gemma Louch, and Angela Grange. "An investigation into the relationships between bullying, discrimination, burnout and patient safety in nurses and midwives: is burnout a mediator?" Journal of Research in Nursing 24, no. 8 (December 2019): 604–19. http://dx.doi.org/10.1177/1744987119880329.
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Background Bullying and discrimination may be indirectly associated with patient safety via their contribution to burnout, but research has yet to establish this. Aims The aims of this study were to investigate the relationships between workplace bullying, perceived discrimination, levels of burnout and patient safety perceptions in nurses and midwives and to assess whether bullying and discrimination were more frequently experienced by Black, Asian and minority ethnic than White nurses and midwives. Methods In total, 528 nurses and midwives were recruited from four hospitals in the United Kingdom to complete a cross-sectional survey between February and March 2017. The survey included items on bullying, discrimination, burnout and individual level and ward level patient safety perceptions. Data were analysed using path analysis. Results The results were reported according to the STROBE checklist. Bullying and discrimination were significantly associated with higher burnout. Higher burnout was in turn associated with poorer individual- and ward-level patient safety perceptions. Experiences of discrimination were three times more common among Black, Asian and minority ethnic than White nurses and midwives, but there was no significant difference in experiences of bullying. Conclusions Bullying and discrimination are indirectly associated with patient safety perceptions via their influence on burnout. Healthcare organisations seeking to improve patient care should implement strategies to reduce workplace bullying and discrimination.
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Pines, Ayala Malach, Margaret B. Neal, Leslie B. Hammer, and Tamar Icekson. "Job Burnout and Couple Burnout in Dual-earner Couples in the Sandwiched Generation." Social Psychology Quarterly 74, no. 4 (December 2011): 361–86. http://dx.doi.org/10.1177/0190272511422452.
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We use existential theory as a framework to explore the levels of and relationship between job and couple burnout reported by dual-earner couples in the “sandwich generation” (i.e., couples caring both for children and aging parents) in a sample of such couples in Israel and the United States. This comparison enables an examination of the influence of culture (which is rarely addressed in burnout research) and gender (a topic fraught with conflicting results) on both job and couple burnout in this growing yet understudied group of workers who are reaching middle age and starting to face existential issues as part of their own life cycle. Results revealed significant differences in burnout type (job burnout higher than couple burnout); gender (wives more burned out than husbands); and country (Americans more burned out than Israelis). Job related stressors and rewards as well as parent care stressors predicted job burnout, and marital stressors and rewards predicted couple burnout. In addition, there was evidence for both crossover and spillover.
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Van Dierendonck, Dirk, Wilmar B. Schaufeli, and Herman J. Sixma. "Burnout among General Practitioners: A Perspective from Equity Theory." Journal of Social and Clinical Psychology 13, no. 1 (March 1994): 86–100. http://dx.doi.org/10.1521/jscp.1994.13.1.86.
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Thomas, Stephanie P., Sara Liao-Troth, and Donnie F. Williams. "Inefficacy: the tipping point of driver burnout." International Journal of Physical Distribution & Logistics Management 50, no. 4 (May 4, 2020): 483–501. http://dx.doi.org/10.1108/ijpdlm-07-2019-0223.
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PurposeTruck drivers keep supply chains moving, but driver shortages and high turnover levels plague the industry. The purpose of this research is to examine the three dimensions of Maslach's job burnout model: exhaustion, cynicism and professional inefficacy, as it relates to role stressors and turnover intention. Logistics boundary spanners such as truck drivers appear to be especially susceptible to job burnout. Role theory and organizational support theory were used to develop hypotheses.Design/methodology/approachIndividual level survey data were collected from 190 truck driver respondents (not owner operators) at two large truck stops. Data were analyzed using structural equation modeling.FindingsFindings suggest that the relationship between role stressors and the dimensions of job burnout are not all the same. Role conflict significantly impacts exhaustion and cynicism. Role ambiguity significantly impacts cynicism and inefficacy. Results support a progression through burnout dimensions that begins with exhaustion and ends with inefficacy. Inefficacy was significantly related to intention to stay. Organizational support is a way to help drivers mitigate feelings of inefficacy.Practical implicationsManagers in trucking organizations can track burnout levels in their drivers using the Maslach Burnout Inventory with a specific focus on monitoring feelings of inefficacy, which may help lower turnover levels.Originality/valueThe findings support that the burnout dimension of inefficacy is the strongest indicator that a driver is considering leaving his current organization or the industry. This is contrary to other studies that have focused on the other two burnout dimensions.
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Chen, Shu-Chuan, and Ching-Fu Chen. "Antecedents and consequences of nurses’ burnout." Management Decision 56, no. 4 (April 9, 2018): 777–92. http://dx.doi.org/10.1108/md-10-2016-0694.
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Purpose Healthcare is recognized as a fertile field for service research, and due to the fact that nurses are stressed physically and emotionally, reducing burnout among frontline healthcare staff is an emerging and important research issue. The purpose of this paper is to explore the possible antecedents and consequences of nurses’ burnout and to examine the moderating effects of personal trait and work-environment issue. Design/methodology/approach Drawing on Bagozzi’s (1992) reformulation of attitude theory (appraisal→emotional response→behavior), data from a survey of 807 nurses working in a major hospital in Taiwan were analyzed using the structural equation modeling technique and hierarchical regression analysis. Findings The results reveal the positive causality between job stressors and nurses’ burnout, whereas supervisor support negatively relates to burnout. In addition, the full moderating effects of leadership effectiveness and partly moderating effect of emotional intelligence on the relationships among job demands, job resources, and burnout are confirmed. Practical implications The findings provide practical insight regarding how supervisors play an essential role in alleviating nurses’ burnout. The supportive attitude and leadership effectiveness are recommended to be effectual managerial strategies. Originality/value The empirical results support the job demands-resources model by applying reformulation of attitude theory. The work-environment issue surpasses the personal trait in moderating the relationships among job demands, job resources, and burnout.
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Bi, Xiangyang. "Caught between ideal and reality: A study on occupational burnout among inside-system legal professionals under the rule-of-law reform in contemporary China." Chinese Journal of Sociology 3, no. 4 (October 2017): 581–613. http://dx.doi.org/10.1177/2057150x17736482.
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This paper analyzes job burnout of inside-system legal professionals under the rule-of-law reform in China and its possible causes. Social cognitive theory, including cognitive dissonance, expectancy theory, and social comparison theory, provides the analytic framework for this study. The conclusion reveals a relatively high level of job burnout among inside-system legal professionals in China. Further analysis indicates that the individual’s commitment to the rule of law, confidence in the legal reform, and practice of non-rule-of-law in daily work are influential factors affecting his/her job burnout levels. Importantly, the interaction coefficients between these variables are statistically significant, clearly demonstrating that the discrepancy between expectation and reality is one of the root causes of job burnout in the legal profession. The discrepancy causes cognitive dissonance and psychological imbalance. At a theoretical level, this finding opens a new way of examining a particular type of occupational burnout. It shows that under the rule-of-law reform, Chinese inside-system legal professionals exhibit cognitive dissonance between ideals and reality, which constitutes a micro-political psychological basis for organizational change as speculated by neo-institutionalists and, in turn, reveals insights that may help us to understand the legal reform process within the bureaucratic system.
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Wang, Xiaolei, Ruoxuan Zhang, Zengxin Li, and Junlong Chen. "Analysis on Management of Job Burnout of Counselors in Chinese Colleges Based on Game Theory." International Journal of Emerging Technologies in Learning (iJET) 15, no. 17 (September 11, 2020): 207. http://dx.doi.org/10.3991/ijet.v15i17.16739.
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In Chinese colleges, counselors need to simultaneously engage in teaching and management. The dual responsibilities make them probe to job burnout. To solve the problem, this paper puts forward assumptions about the behavior, income, and cost of counselors, and sets up a game model of burnout governance for college counselors. On this basis, the game between the college and counselors was analyzed under multiple scenarios: the two parties make completely independent decisions; the college is the first mover in the decision-making—— namely the equilibrium of the mixed strategy. Suppose a few colleges decide to improve the counselor management system. Based on the evolutionary game model, the authors discussed the influence of the improvement on all the colleges. The results show that the rational choices of the two parties should be “the college reforms the counselor management system”, while “the counselors work actively and avoid job burnout”; if a few colleges decide to improve the counselor management system, all the other colleges will follow suit, which leads to an improvement of efficient incentive system for college counselors. The research results provide a good reference for the burnout governance of college counselors.
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Platsidou, Maria, and Athena Daniilidou. "Three Scales to Measure Burnout of Primary School Teachers: Empirical Evidence on their Adequacy." International Journal of Educational Psychology 5, no. 2 (June 24, 2016): 164. http://dx.doi.org/10.17583/ijep.2016.1810.
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This study aimed at comparing the psychometric properties of three measures of burnout administered in 320 Greek primary school teachers, namely the Maslach Burnout Inventory (Maslach and Jackson 1982), the Burnout Measure (Pines and Aronson 1988) and the Copenhagen Burnout Inventory (Kristensen et al. 2005). Confirmatory factor analysis tested a three-factor solution for each inventory, consistent to the respective theory. Results yielded a reasonably good model fit for the MBI, and merely acceptable model fit for the BM and the CBI. Overall the findings suggest that the MBI is more appropriate instrument for assessing teachers' burnout compared to the MB and the CBI, which presented not so well-defined inner structure and highly correlated subscales.Â
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Aryatno, Rizky Mukti. "The Relationship Between Work Engagement and Burnout in Ditpolair Korpolairud Baharkam Polri." Psychological Research and Intervention 2, no. 2 (December 1, 2019): 40–46. http://dx.doi.org/10.21831/pri.v2i2.30361.
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The aim of this study was to investigate the relationship between work engagement and burnout in Korpolairud Ditpolair Baharkam Polri. This study was a correlational study with quantitative method. 120 members of Korpolairud who worked in the Subditpatrolair division were involved as participants. Simple random sampling was used as sampling method and 4 point Likert scale as data collection techniques. The work engagement scale was based on Schaufeli’s theory with aspects namely vigor, dedication, and absorption. Menawhile, the burnout scale was based on Maslach’s theory with aspects namely emotional exhaustion, depersonalization, and personal accomplishment. Based on data analysis using Pearson Product-Moment correlation test, the results of this study showed that there was a correlation between work engagement and burnout in Korpolairud Ditpolair Baharkam Polri as proved by -0.752 coefficient value and p=0.00. It can be concluded that the correlation between work engagement and burnout was significant and negatively correlated.
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Balgos, Jecho G., and Sheila P. Arnibal. "Burnout and Conservation Practices of Nurses of Tertiary Hospital in Negros Occidental." Philippine Social Science Journal 3, no. 2 (November 15, 2020): 129–30. http://dx.doi.org/10.52006/main.v3i2.233.
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Burnout occurs in any given occupation. In the previous research about burnout, it shows that its prevalence is high among practitioners in the field of healthcare. With several factors to burnout, it eventually leads to compromised patient care and the occurrence of patient safety issues. Studies showed that less conservation could lead to the progression of burnout. Levine's theory of conservation includes the concept of conservation of energy, combined with the psycho-social aspects of the individual's needs that when all operate together, it will promote healing. Thus, this paper aims to assess the level of burnout and the extent of Conservation practices of Nurses of Tertiary Hospital in Negros Occidental. Furthermore, it explored significant relationships between variables sex, age, years of service, employment status, educational attainment, and areas of assignment and levels of burnout. Also, it intends to correlate the aforementioned variables and conservation practice, and burnout and conservation practices. Finally, it explores the predictors of the conservation practices of nurses.
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Kim, Sunhee, and Jaesun Wang. "The Role of Job Demands–Resources (JDR) between Service Workers’ Emotional Labor and Burnout: New Directions for Labor Policy at Local Government." International Journal of Environmental Research and Public Health 15, no. 12 (December 17, 2018): 2894. http://dx.doi.org/10.3390/ijerph15122894.
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Recently, research on service workers’ emotional labor has received considerable attention, both in theory and practice. Emotional labor has been reported to cause both stress and burnout in service workers, eventually leading to a decrease in organizational productivity. In this context, there is also a growing interest in identifying ways to reduce such burnout. This study aimed to examine the influence of emotional labor and job demands–resources (JD–R) on service workers’ burnout. Specifically, we analyzed the direct, indirect, and moderating effects of JD–R on burnout. Data were collected from service workers (N = 1517) in public sectors. Results revealed that three dimensions—emotional labor, intensity/variety, and surface acting—increase burnout, whereas deep acting decreases it. Additionally, job demands were found to increase burnout, while job resources decreased it. Among the job demands, customer contact had the greatest positive impact on burnout, followed by role ambiguity and workload, respectively. Among the job resources, self-efficacy and social support had the greatest negative impact on burnout. Finally, customer contact, role ambiguity, job autonomy, and social support were identified as moderators that worsened or buffered the impact of emotional labor on burnout.
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Otto, Madelon C. B., Nicole Hoefsmit, Joris van Ruysseveldt, and Karen van Dam. "Exploring Proactive Behaviors of Employees in the Prevention of Burnout." International Journal of Environmental Research and Public Health 16, no. 20 (October 11, 2019): 3849. http://dx.doi.org/10.3390/ijerph16203849.
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Extensive evidence indicates that burnout can have detrimental consequences for individuals as well as organizations; therefore, there is a great need for burnout prevention. While burnout prevention interventions initiated by the employer have previously been studied, the proactive behaviors employees deploy themselves to prevent burnout have received less research attention. The purpose of this exploratory qualitative interview study was to enhance our understanding of the self-initiated actions employees undertake to prevent burnout, using the model of proactive motivation and conservation of resources theory as theoretical frameworks. Findings indicated that most participants reported to engage in specific kinds of proactive burnout prevention behaviors. The reported self-initiated proactive actions were aimed at maintaining and/or increasing resources and/or reducing demands in the work, home, and personal domain. The study contributes to the literature by linking the proactive motivation process to the prevention of burnout and by focusing on both work and non-work factors. Results of this study can be used in further research into the (effectiveness of) employees’ proactive burnout prevention behaviors and serve as a starting point for developing interventions aimed at enhancing proactive burnout prevention.
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Holmberg, Patrick Michael, and Dennis A. Sheridan. "Self-Determined Motivation as a Predictor of Burnout Among College Athletes." Sport Psychologist 27, no. 2 (June 2013): 177–87. http://dx.doi.org/10.1123/tsp.27.2.177.
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In this study, we examined self-determination theory (SDT; Deci & Ryan, 1985) as a framework for understanding potential antecedents of burnout in 598 American college athletes. Using a cross-sectional design, the aims of the study were to investigate relationships among the dimensions of athlete burnout and the degree of self-determination among college athletes. As hypothesized, results indicated a strong relationship between the degree of self-determination and the dimensions of burnout, thus providing support for the utility of an SDT explanation regarding the occurrence of burnout. Findings also showed motivational variables to be the most powerful predictor of burnout (Devaluation, 44.5%; Reduced Sense of Accomplishment, 28%; Physical/Emotional Exhaustion, 15.4%). Implications of these results for researchers and practitioners are discussed.
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Chullen, Cody Logan. "How Does Supervisor Burnout Affect Leader-Member Exchange? A Dyadic Perspective." International Business & Economics Research Journal (IBER) 13, no. 5 (August 23, 2014): 1113. http://dx.doi.org/10.19030/iber.v13i5.8777.
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Employee burnout remains a legitimate concern for organizations because of its links to costly outcomes, including increased absenteeism, turnover, and reduced employee productivity. An emerging stream of research has provided initial evidence that burnout can be highly contagious (i.e., transferable) between employees, suggesting that it may be a meaningful dyadic construct. These initial findings suggest that if organizations do not undertake efforts to curb burnout, it could spread among employees and result in detrimental consequences. However, the existing burnout contagion literature has been plagued by methodological problems and has focused primarily on main effects, revealing little about the causal processes underlying dyadic burnout. To date, several scholars have cited the importance of the role of the supervisor in providing employees with key resources enabling them to effectively cope with job demands, thereby reducing the risk of burnout. However, although literature continues to cite the importance of supervisory behavior as a factor contributing to subordinate burnout, a model detailing the role of the supervisor in the subordinate burnout process has yet to be articulated. Drawing on a sample of 103 supervisor-subordinate dyads, this paper articulates and tests a model of dyadic burnout with a specific focus on how supervisor burnout affects subordinate burnout, both directly and through their leader-member exchange relationship. Results and implications for theory and practice are discussed.
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Li, Min, Ziyu Zhao, and Lijuan Cui. "Emotional labor strategies mediate the relationship between psychological empowerment and burnout of frontline hotel employees." Social Behavior and Personality: an international journal 49, no. 4 (April 7, 2021): 1–10. http://dx.doi.org/10.2224/sbp.10053.
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We examined the relationships among psychological empowerment, emotional labor strategies, and job burnout of frontline hotel employees with reference to conservation of resources theory and the job demands–resources model. A sample of 414 employees from a Chinese chain hotel was recruited to take part in this study. There was a significant negative correlation between psychological empowerment and job burnout for these frontline hotel employees. Furthermore, the emotional labor strategies of deep acting and automatic regulation played partial mediating roles in the relationship between psychological empowerment and job burnout, which has implications for the development of intervention mechanisms and work practices for addressing burnout.
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Abedini, Nauzley C., Shobha W. Stack, Jessie L. Goodman, and Kenneth P. Steinberg. "“It's Not Just Time Off”: A Framework for Understanding Factors Promoting Recovery From Burnout Among Internal Medicine Residents." Journal of Graduate Medical Education 10, no. 1 (February 1, 2018): 26–32. http://dx.doi.org/10.4300/jgme-d-17-00440.1.
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ABSTRACT Background Burnout rates for internal medicine residents are among the highest of all specialties, yet little is known about how residents recover from burnout. Objective We identified factors promoting recovery from burnout and factors that assist with the subsequent avoidance of burnout among internal medicine residents. Methods A purposive sample of postgraduate year 2 (PGY-2), PGY-3, and recent graduates who experienced and recovered from burnout during residency participated in semistructured, 60-minute interviews from June to August 2016. Using qualitative methods derived from grounded theory, saturation of themes occurred after 25 interviews. Coding was performed in an iterative fashion and consensus was reached on major themes. Results Coding revealed 2 different categories of resident burnout—circumstantial and existential—with differing recovery and avoidance methods. Circumstantial burnout stemmed from self-limited circumstances and environmental triggers. Recovery from, and subsequent avoidance of, circumstantial burnout arose from (1) resolving workplace challenges; (2) nurturing personal lives; and (3) taking time off. In contrast, existential burnout stemmed from a loss of meaning in medicine and an uncertain professional role. These themes were identified around recovery: (1) recognizing burnout and feeling validated; (2) connecting with patients and colleagues; (3) finding meaning in medicine; and (4) redefining a professional identity and role. Conclusions Our study suggests that residents experience different types of burnout and have variable methods by which they recover from and avoid further burnout. Categorizing residents' burnout into circumstantial versus existential experiences may serve as a helpful framework for formulating interventions.
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Kim, Jungin. "The contrary effects of intrinsic and extrinsic motivations on burnout and turnover intention in the public sector." International Journal of Manpower 39, no. 3 (June 4, 2018): 486–500. http://dx.doi.org/10.1108/ijm-03-2017-0053.
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Purpose Based on motivation theories, such as self-determination theory, the purpose of this paper is to examine whether intrinsic and extrinsic motivations significantly influence burnout and turnover intention in the public sector. Furthermore, the authors assessed the mediating effect of organizational citizenship behavior (OCB) and public service motivation (PSM) on the relationship between intrinsic/extrinsic motivation and burnout/turnover intention. Design/methodology/approach Based on a survey of 203 public employees from local governments in South Korea, this study conducted ordinary least squares regression analysis to investigate the relationships among intrinsic/extrinsic motivation, OCB, PSM, and burnout/turnover intention. Findings The authors found that intrinsic motivation had a significantly negative effect on both burnout and turnover intention. Extrinsic motivation had a significantly positive effect only on burnout. Lastly, OCB and PSM had a mediating effect on the relationships between intrinsic motivation and burnout. Originality/value These results provide some insights into the effects of job motivation on burnout and turnover intention in the public sector. Particularly, this research highlights the importance of intrinsic motivation, OCB, and PSM in decreasing burnout and the importance of intrinsic motivation in decreasing turnover intention of public employees.
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Fischer, Jesse, Shailesh Kumar, and Simon Hatcher. "What Makes Psychiatry such a Stressful Profession? A Qualitative Study." Australasian Psychiatry 15, no. 5 (October 2007): 417–21. http://dx.doi.org/10.1080/10398560701439699.
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Objective: We aimed to elucidate causative and protective factors associated with burnout in New Zealand psychiatrists, to identify signs and symptoms of the burnout syndrome, and to identify any difference in the perspectives of psychiatrists who scored high versus low on the emotional exhaustion (EE) subscale of the Maslach Burnout Inventory (MBI). Method: Twelve participants were randomly selected, six from each group of psychiatrists (high versus low EE). A face-to-face interview based on a semi-structured questionnaire was carried out with each participant. The interviews were recorded and transcribed verbatim. The transcriptions were manually analysed by two independent reviewers using a grounded theory approach for qualitative analysis. Results: Major features of burnout were changes in appearance, behaviour and mood. Causes of burnout identified were external, internal and interpersonal factors, and changing work environment. Protective factors associated with burnout included supportive relationships, extracurricular activities, variety in one's work, a positive attitude towards one's work and high job satisfaction. Conclusions: A preliminary profile of the burnout syndrome was established and has a potential role in the prevention of burnout in psychiatrists. Causative factors associated with burnout were identified and supported previous findings. Novel factors protective against burnout were suggested and require further investigation. No differences were apparent between the two subgroups of psychiatrists (high versus low EE).
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Nguyen, Thuy Thi Thanh, and Man-Ling Chang. "Triple-down model of capability, job characteristics and burnout." Chinese Management Studies 12, no. 3 (August 6, 2018): 506–23. http://dx.doi.org/10.1108/cms-05-2017-0120.
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Purpose A Chinese proverb states: “Able people should do more work.” Although working hard is a common workplace phenomenon, does it lead to burnout in capable people? This study aims to examine the interactive effects of superior-perceived capability and subordinates’ self-efficacy on subordinate job demands, job involvement and burnout in frontline employees in the hospitality industry. Design/methodology/approach Data on 41 superiors and 161 subordinates from 16 hotels in Taiwan were collected. Hierarchical linear modeling is used to examine the research hypotheses. Findings The findings support the hypothesis that self-efficacy leads to high levels of burnout and job involvement. However, superior-perceived capability has no impact on subordinate job demand, job involvement or burnout. While job demands are positively related to the emotional exhaustion of burnout, job involvement is negatively related to depersonalization of burnout. In addition, job involvement partially mediates the relationship between self-efficacy and depersonalization of burnout. Originality/value Based on the job demands–resources theory, this study reveals the fresh point of view for the effect of self-efficacy on burnout. This paper explores the dark-side role of self-efficacy for burnout – higher self-efficacy leads to higher burnout – that is contrary to the findings from previous studies and hinges on Chinese cultural values. In addition, the current study provides guidelines for top managers to protect capable employees from burnout by enhancing intrinsic motivation and job involvement.
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Prapanjaroensin, Aoyjai, Patricia A. Patrician, and David E. Vance. "Conservation of resources theory in nurse burnout and patient safety." Journal of Advanced Nursing 73, no. 11 (June 19, 2017): 2558–65. http://dx.doi.org/10.1111/jan.13348.
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Diebig, Mathias, Ute Poethke, and Jens Rowold. "Leader strain and follower burnout: Exploring the role of transformational leadership behaviour." German Journal of Human Resource Management: Zeitschrift für Personalforschung 31, no. 4 (September 7, 2017): 329–48. http://dx.doi.org/10.1177/2397002217721077.
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This study contributes to leadership literature by linking leader strain with followers’ level of burnout while considering leaders’ transformational leadership behaviour. The study provides promising insights into the field of leadership theory by shedding light on the nature of leadership under stress. The sample consisted of 294 dyads of leaders and their followers, who provided information on transformational leadership style, levels of perceived strain, and burnout via an online survey. Results show that (1) strained leaders display less transformational leader behaviours, (2) leaders’ transformational behaviours reduce follower burnout, and (3) the relationship between leader strain and follower burnout is mediated by transformational leadership behaviours. This study contributes to the existing literature by exploring the link between leaders’ strain and followers’ burnout within a health-oriented leadership framework, and uncovers direct and indirect effects seen as a result of transformational leadership.
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Whittaker, Brooke A., Deborah R. Gillum, and Judith M. Kelly. "Burnout, Moral Distress, and Job Turnover in Critical Care Nurses." International Journal of Studies in Nursing 3, no. 3 (July 30, 2018): 108. http://dx.doi.org/10.20849/ijsn.v3i3.516.
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Nurse turnover, shortages, and lack of nurse retention have all been linked to stress among nurses. This ethnographic study explored if burnout and moral distress, often a result of excessive stress, led to job turnover among critical care nurses in northern Indiana and southern Michigan. It also explored the factors that may cause burnout and moral distress in the identified population. Although burnout and moral distress have been studied in various professions and locales over the years, research specific to critical care nurses has been limited in the northern Indiana, southern Michigan area. In this study, 100% of the nurses felt that burnout and moral distress led to turnover. These same nurses attributed burnout and moral distress to affecting the quality of care given to patients. The guiding framework for this study’s design was Corley’s theory of moral distress.
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Lin, Chieh-Peng, and Min-Ling Liu. "Examining the effects of corporate social responsibility and ethical leadership on turnover intention." Personnel Review 46, no. 3 (April 3, 2017): 526–50. http://dx.doi.org/10.1108/pr-11-2015-0293.
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Purpose The purpose of this paper is to apply the self-concept theory and conservation of resources theory to develop a model that explains how both corporate social responsibility (CSR) and ethical leadership influence turnover intention through work engagement and burnout. Design/methodology/approach A survey of employees from banking industry in Taiwan and the research hypotheses were empirically tested by two-step structural equation modeling (SEM) and regression analysis. Findings The empirical findings indicate that CSR and ethical leadership are both related to work engagement positively and burnout negatively. Turnover intention is affected by work engagement negatively and burnout positively. While the relationship between CSR and work engagement is positively moderated by ethical leadership, the relationship between burnout and turnover intention is negatively moderated by self-efficacy. Research limitations/implications This study confirms that both CSR and ethical leadership play critical roles for influencing turnover intention through the mediation of work engagement and burnout. The moderating effects of ethical leadership and self-efficacy are also presented in this study. Practical implications The authors’ findings bring some suggestions for managers who want to prevent high turnover intention from spreading all over their organization. Specifically, CSR and ethical leadership should be taken into account when managers develop their strategies to reduce turnover intention. Originality/value This study analyzes how turnover intention takes shape from ethical perspectives and through which work-related state of mind (such as burnout, work engagement) can turnover intention be eventually affected.
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Nguyen, Huong Thi Thu, Kazuyo Kitaoka, Masune Sukigara, and Anh Lan Thai. "Burnout Study of Clinical Nurses in Vietnam: Development of Job Burnout Model Based on Leiter and Maslach's Theory." Asian Nursing Research 12, no. 1 (March 2018): 42–49. http://dx.doi.org/10.1016/j.anr.2018.01.003.
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Mészáros, Veronika, Szabolcs Takács, Zsuzsanna Kövi, Máté Smohai, Zoltán Gergely Csigás, Zsuzsanna Tanyi, Edit Jakubovits, et al. "Dimensionality of burnout - Is the Mini Oldenburg Burnout Inventory suitable for measuring separate burnout dimensions?" Mentálhigiéné és Pszichoszomatika 21, no. 3 (September 29, 2020): 323–38. http://dx.doi.org/10.1556/0406.21.2020.015.
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Theoretical background: Research on burnout has widespread interest in mental health sciences. The Demands-Resources Model of Burnout represents a new direction in research. Similarly to the most popular model of burnout, the Multidimensional Model, it embeds burnout in an organizational framework. Goals: The purpose of this study is to analyze the dimensionality and divergent validity of the Mini Oldenburg Burnout Questionnaire (MOLBI), the measurement tool of the Demands-Resources Model. Our work also tests the multidimensional theory, which posits that the burnout dimensions are independent of one another and do not form a global burnout factor. Method: Participants' (n = 406 people, 59.1% female) mean age was 39.4 (SD = 11.06) years and most of them had a graduate degree. In addition to the MOLBI questionnaire, participants completed the Work-Family Balance and Mental Health Test. We conducted a parallel analysis and exploratory factor analysis to analyze the structure of MOLBI; a bifactor analysis and model-based reliability test to analyze the validity of global and specific factors. We assessed the relationships between MOLBI and other parameters with Kendall's tau-b correlation. Results: Our results showed that the original two-factor structure of the questionnaire fit our data best (χ2= 78.489, DF = 26, p < 0.001; CFI = 0.977; NNFI = 0.960; RMSEA = 0.068; RMSEA CI90:0.066-0.070). The reliabilities of factors and global scores were adequate. Besides, the bifactor analysis showed that the global burnout dimension and disengagement subscale had enough explanatory power. The exhaustion factor of burnout was moderately associated with work-family balance and resilience. The disengagement factor was moderately related to creative problem-solving capacity. Conclusions: MOLBI demonstrates appropriate psychometric characteristics and can be reliably used for the assessment of global burnout (with the total score) and disengagement. Therefore, it fits the dimensional perspective of mental health problems. Considering the construct and divergent validity analysis, exhaustion and global burnout show a similar correlation pattern, while disengagement measures the motivational and behavioral aspects of the phenomenon.Elméleti háttér: A kiégés kutatása széleskörű érdeklődésre tart számot a mentális- és egészségtudományokban. A kutatásban új irányt képvisel a kiégés Követelmény-Erőforrás Modellje, amely a fogalom legnépszerűbb modelljéhez, a Multidimenzionális modellhez hasonlóan szervezeti keretbe ágyazza a kiégés jelenségét. Cél: Tanulmányunk célja a kiégés Követelmény-Erőforrás Modelljéhez mérőeszközként illeszkedő Mini Oldenburg Kiégés Kérdőív (MOLBI) pszichometriai elemzése. Munkánk kiemelten vizsgálja a multidimenzionális teória egyik alapvető állítását, miszerint a kiégés dimenziók egymástól függetlenek és nem alkotnak egy globális kiégés faktort. Módszer: A vizsgálatban 406 fő vett részt (59,1% nő). Átlagosan 39,4 (SD = 11,06) évesek és legtöbbjük felsőfokú végzettségű. A résztvevők a MOLBI kérdőív mellett a Munkahely-Család Egyensúly és a Mentális Egészség Kérdőívet is kitöltötték. A MOLBI struktúrájának elemzésére parallel analízist és feltáró faktoranalízist alkalmaztunk. A globális és specifikus faktorok létjogosultságának elemzésére bifaktor elemzést és modellfüggő megbízhatósági vizsgálatokat végeztünk. A MOLBI kapcsolatrendszerét Kendall tau-b korrelációval elemeztük. Eredmények: Eredményeink azt mutatták, hogy a kérdőív kétfaktoros eredeti faktorstruktúrája megerősíthető (χ2 = 78,489, DF = 26, p < 0,001; CFI = 0,977; NNFI = 0,960; RMSEA = 0,068 ; RMSEA CI90:0,066-0,070). A dimenziók megfelelő reliabilitás értékekkel rendelkeztek. Emellett a bifaktor elemzés eredményei szerint a kérdőív két faktorának összege - a teljes kiégés dimenzió - is megfelelő magyarázó erővel bírt. A kiégés kimerülés faktora elsősorban a munka-család egyensúllyal, valamint a rezilienciával mutatott közepes erősségű kapcsolatot. Következtetések: A MOLBI megfelelő pszichometriai paraméterekkel rendelkező mérőeszköz, amelynek alkalmazásával mind a teljes kiégés, mind a kiábrándultság megbízhatóan mérhető. Ezáltal jól illeszkedik a klinikai diagnosztikában jelenleg uralkodó dimenzionális szemlélethez. A vizsgálatban használt konstruktum és divergens validitás elemzését figyelembe véve, a kimerültség és a teljes kiégés hasonló korrelációs mintázatot mutat, a kiábrándultság viszont a jelenség motivációs és cselekvéses aspektusát méri.
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Langan, Edel, John Toner, Catherine Blake, and Chris Lonsdale. "Testing the Effects of a Self-Determination Theory-Based Intervention with Youth Gaelic Football Coaches on Athlete Motivation and Burnout." Sport Psychologist 29, no. 4 (December 2015): 293–301. http://dx.doi.org/10.1123/tsp.2013-0107.
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We conducted a cluster randomized controlled trial (RCT) to test the effects of a self-determination theory-based intervention on athlete motivation and burnout. In addition, we examined the feasibility and acceptability of the intervention. We randomly assigned youth Gaelic football coaches (N = 6) and their teams to an experimental or a delayed treatment control group (n = 3 each group). We employed linear mixed modeling to analyze changes in player motivation and burnout as a result of their coach participating in a 12-week SDT-based intervention. In addition, we conducted a fidelity assessment to examine whether the intervention was implemented as planned. The findings demonstrated the feasibility and acceptability of implementing a self-determination theory-based intervention in the coaching domain. In addition, this study demonstrated favorable trends in the quality of player motivation and burnout symptoms as a result of an SDT-based intervention.
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Madigan, Daniel J., Joachim Stoeber, and Louis Passfield. "Motivation Mediates the Perfectionism–Burnout Relationship: A Three-Wave Longitudinal Study With Junior Athletes." Journal of Sport and Exercise Psychology 38, no. 4 (August 2016): 341–54. http://dx.doi.org/10.1123/jsep.2015-0238.
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Perfectionism in sports has been shown to predict longitudinal changes in athlete burnout. What mediates these changes over time, however, is still unclear. Adopting a self-determination theory perspective and using a three-wave longitudinal design, the current study examined perfectionistic strivings, perfectionistic concerns, autonomous motivation, controlled motivation, and athlete burnout in 141 junior athletes (mean age = 17.3 years) over 6 months of active training. When multilevel structural equation modeling was employed to test a mediational model, a differential pattern of between- and within-person relationships emerged. Whereas autonomous motivation mediated the negative relationship that perfectionistic strivings had with burnout at the between- and within-person level, controlled motivation mediated the positive relationship that perfectionistic concerns had with burnout at the between-persons level only. The present findings suggest that differences in autonomous and controlled motivation explain why perfectionism predicts changes in athlete burnout over time.
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Jiang, Jane Y. "Leader–Member Relationship and Burnout: The Moderating Role of Leader Integrity." Management and Organization Review 10, no. 02 (July 2014): 223–47. http://dx.doi.org/10.1017/s1740877600004162.
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AbstractIn this study, we propose and test the idea that a strong relationship between leader and follower will be associated with the subordinate’s burnout. We base the study on the leader–member exchange framework (LMX), resource exchange theory, and the job demands–resources model of burnout, and conceptualize that a strong LMX is associated with burnout in two ways: high LMX involves high job demands, which lead to exhaustion; low LMX involves low job resources, which leads to cynicism. We propose that the relationship between LMX and the two forms of burnout will be stronger when the leader is perceived to be low on moral integrity. Using a survey of 218 employees, we find support for the hypotheses. Implications for future research and managerial practices are discussed.
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Dale, Judy, and Robert S. Weinberg. "The Relationship between Coaches’ Leadership Style and Burnout." Sport Psychologist 3, no. 1 (March 1989): 1–13. http://dx.doi.org/10.1123/tsp.3.1.1.
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The literature on burnout has concentrated on the human service and helping professions, although recently some researchers have investigated the burnout phenomenon in sport. The present investigation focused on high school and college head coaches to determine if burnout is related to leadership style. Subjects (N=302) were high school coaches from Texas and college coaches from the Southwest and Southeast Conferences. Coaches completed the Maslach Burnout Inventory (MBI), Leader Behavior Description Questionnaire (LBDQ), Social Desirability Scale (SDS), and a demographic data sheet. A MANOVA indicated a significant relationship between burnout and leadership style in four of the six subscales of the MBI. Specificially, coaches who displayed a consideration style of leadership behavior scored significantly higher in the frequency and intensity dimensions of the emotional exhaustion and depersonalization subscales. In addition, a significant gender difference revealed that male coaches scored higher in both the frequency and intensity dimensions of the depersonalization subscales. Results are discussed in terms of leadership theory, and practical implications are offered for reducing burnout in coaches.
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Goštautaitė, Bernadeta, Ilona Bučiūnienė, Anna Dalla Rosa, Ryan Duffy, and Haram Julia Kim. "Healthcare professionals with calling are less likely to be burned out: the role of social worth and career stage." Career Development International 25, no. 6 (October 1, 2020): 649–70. http://dx.doi.org/10.1108/cdi-10-2018-0255.
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PurposeThe association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in this relation. Drawing from the Conservation of Resources Theory, we expect that calling may be negatively associated with burnout through increased social worth and that career stage moderates these relationships.Design/methodology/approachBased on a sample of 566 healthcare professionals, we conducted regression analyses with bootstrapping procedures to test the proposed hypotheses.FindingsThe findings show that social worth mediates the negative relation between calling and burnout. Additionally, the positive relation between calling and social worth was more pronounced for late-career employees; yet, the negative relation between social worth and burnout was stronger for early-career employees.Practical implicationsThe findings suggest that searching and pursuing a professional calling is beneficial for individuals. Additionally, social worth is crucial in this relation and could be used to actively prevent burnout.Originality/valueThe study advances our understanding of the consequences of calling for employees by explaining the underlying mechanism between calling and burnout and its importance at different career stages.
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Mai Hong, Nguyen, and Ngo Vu Minh. "Employees’ psychological capital, burnout, and quality of work-life in Vietnamese enterprises: Moderating effects of individual and organisational characteristics." Asian Academy of Management Journal 26, no. 1 (June 4, 2021): 89–112. http://dx.doi.org/10.21315/aamj2021.26.1.4.
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Drawing from Positive Organisational Behaviour theory, this research studies the interrelationships of psychological capital, burnout, and quality of work-life with the highlighted moderation of organisational and personal characteristics. The proposed research model on these interrelationships is verified with a sample of 302 employees in both Vietnamese public and private enterprises and the structural equation modeling (SEM) techniques. The results suggest that psychological capital is positively related to the quality of work-life and is negatively related to employees’ burnout. In contrast, burnout is negatively related to the quality of work-life. These results suggest the mediating effects of burnout in the relationship between psychological capital and quality of work-life. Additionally, findings show that organisational ownership characteristics moderate the impacts of psychological capital on burnout and those of burnout on employees’ quality of work-life as well. However, the moderating effects of demographic characteristics (age and gender) are insignificant. These findings provide several implications for managers to take the advantages of psychological capital in their recruiting, training, and career development programs for employees.
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Devilly, Grant J., Renee Wright, and Tracey Varker. "Vicarious Trauma, Secondary Traumatic Stress or Simply Burnout? Effect of Trauma Therapy on Mental Health Professionals." Australian & New Zealand Journal of Psychiatry 43, no. 4 (January 1, 2009): 373–85. http://dx.doi.org/10.1080/00048670902721079.
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Objectives: The aim of the present study was to perform an assessment for secondary traumatic stress (STS), vicarious trauma (VT) and workplace burnout for Australian mental health professionals involved in clinical practice. Methods: Recruited directly by mail, randomly selected participants were invited to submit a questionnaire by post or online. Of the 480 participants contacted, 152 mental health professionals completed the questionnaire, which contained measures of STS, VT and burnout. Results: Exposure to patients’ traumatic material did not affect STS, VT or burnout, contradicting the theory of the originators of STS and VT. Rather, it was found that work-related stressors best predicted therapist distress. Conclusions: These findings have significant implications for the direction of research and theory development in traumatic stress studies, calling into question the existence of secondary trauma-related phenomena and enterprises aimed at treating the consultants.
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Brown, Lori A., and Michael E. Roloff. "Extra-Role Time, Burnout, and Commitment." Business Communication Quarterly 74, no. 4 (October 17, 2011): 450–74. http://dx.doi.org/10.1177/1080569911424202.
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This study examines the relationships of extra-role time (ERT) behavior with burnout and occupational commitment among teachers through the lens of conservation of resources (COR) theory. Results reveal that teachers who invest in more ERT are also more likely to experience burnout and decreased commitment to teaching than those who invest less. However, results also indicate that the ethical practice of the employer fulfilling the psychological contract (keeping promises) entered into with the teacher offsets this negative spiral with implications for both teacher well-being and workplace outcomes.
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Liu, Cong, Jiming Cao, Peng Zhang, and Guangdong Wu. "Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry." International Journal of Environmental Research and Public Health 17, no. 16 (August 18, 2020): 5995. http://dx.doi.org/10.3390/ijerph17165995.
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This study explored the effects of work-to-family conflict on job burnout and job outcomes in the construction industry, focusing on the moderating effects of affective commitment. Based on the conservation of resources theory, a theoretical model introducing affective commitment as a moderating variable was established. A structured questionnaire survey was then implemented among construction professionals in China. A total of 376 valid responses were obtained. Structural equation modeling was used to analyze the valid data. The results revealed the following: (i) work-to-family conflict has a significant positive impact on job burnout, but a significant negative impact on job satisfaction and job performance; (ii) job burnout negatively affects job satisfaction and job performance; (iii) affective commitment negatively moderates the effects of work-to-family conflict on job burnout. This study provides a reference for construction companies to manage work-to-family conflict and job burnout of employees, while also improving their affective commitment and job outcomes.
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Guan, Lina. "Research on Job Burnout of Chinese College English Teachers in Sichuan Province Based on Field Rules Theory." Theory and Practice in Language Studies 10, no. 3 (March 1, 2020): 313. http://dx.doi.org/10.17507/tpls.1003.07.
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This article researched college English teachers’ job burnout and analyzed the reasons based on Field Rules Theory of Pierre Bourdieu. The research ways include the questionnaires and interviewing. Results show college English teachers indeed have the job burnout and the reason is that college English teachers are the lowest persons in the University Field who can’t have many ways to get the embodied cultural capital, the objective cultural capital and the institutionalized cultural capital to develop themselves and can’t cooperate one another because of colleges’ different policies for them.
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Thompson, Isabel, Ellen Amatea, and Eric Thompson. "Personal and Contextual Predictors of Mental Health Counselors' Compassion Fatigue and Burnout." Journal of Mental Health Counseling 36, no. 1 (January 1, 2014): 58–77. http://dx.doi.org/10.17744/mehc.36.1.p61m73373m4617r3.
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This study applied transactional stress and coping theory to explore the contributions of counselor gender, years of experience, perceived working conditions, personal resources of mindfulness, use of coping strategy, and compassion satisfaction to predict compassion fatigue and burnout in a national sample of 213 mental health counselors. Multiple regression analyses revealed that in this sample while perceived working conditions, mindfulness, use of coping strategy, and compassion satisfaction accounted for only 31.1% of the variance in compassion fatigue, these factors explained 66.9% of the variance in burnout. Counselors who reported less maladaptive coping, higher mindfulness attitudes and compassion satisfaction, and more positive perceptions of their work environment reported less burnout. The utility of these findings in understanding the development of counselor burnout and compassion fatigue are discussed, as are directions for future research.