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Dissertations / Theses on the topic 'Employee burnout'

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Published: 4 June 2021
Last updated: 25 April 2022

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1

Hall, Marvin D. "Relationship between Employee Development, Employee Burnout, and Employee Turnover Intentions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6571.

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Employee turnover is a concern for the highway maintenance leaders in the construction industry because employees with turnover intentions may exhibit decreased commitment and increased cynicism towards the organization, which may affect business profits. The purpose of this correlational study was to examine the relationship between employee development, employee burnout, and employee turnover intentions in highway maintenance organizations in the United States. Hobfoll's conservation of resources theory was the framework for this study. A convenience sampling of participants, which included a target audience who accessed the paper-based surveys from 6 field offices and the central office building within the northwestern region of Pennsylvania, returned 68 useable surveys for a response rate of approximately 33%. The data from the 68 participants were analyzed using multiple linear regression analysis. The population for the study consisted of supervisors, foremen, executive staff, and full-time management personnel. Results of the multiple linear regression analysis indicated a statistically significant relationship between employee development and employee turnover intentions (p < 0.05, β = 0.360) and between employee burnout and employee turnover intentions (p < 0.05, β = 0.512). The results of this study may contribute to positive social change by reducing employee turnover in the construction industry, keeping skilled employees within local communities, and helping employees accomplish career goals while increasing economic value. Highway maintenance leaders could use the money saved from turnover to invest in employee development and employee wellness programs.
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2

O'Day, Jessica Marie. "Predictors of Employee Engagement in Institutions of Higher Education." Thesis, North Dakota State University, 2020. https://hdl.handle.net/10365/31854.

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This study investigated predictors of employee engagement at a large public research university. Generally speaking, the typical employee is disengaged at work (Adkins, 2015), and previous research has identified burnout as a contributor to employee disengagement (Maslach et al., 2001). Full-time staff employees volunteered to participate in a four-part survey regarding their levels of employee engagement, burnout, anxiety, and physical activity. Burnout was found to be the most significant predictor of employee engagement or disengagement, however, the results of all four surveys used in the study further exposed the complicated nature of successful employee engagement strategy.
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3

Fourie, Paul. "The impact of merger-related employee status on engagement, burnout and counterproductive work behaviour of employees of a South African Commercial Bank." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80341.

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Thesis (MComm)--Stellenbosch University, 2013.
ENGLISH ABSTRACT: The banking industry today is seen as a demanding world of work where employees are constantly exposed to high demands and this may have an influence on their work engagement levels and their organisational commitment. It seems that in this industry, employee turnover and absenteeism levels are high, and some employees seem to be de-motivated in their work. The impact of this changing world is most evident in changes in the employment relationship that exist between employer and employee. Employees are expected to give more in terms of time, effort, skills and flexibility, whereas there is a strong perception that employees receive less in terms of career opportunities, lifetime employment and job security. It is in view of the above work complexities that employee engagement has become a focus area, and in particular, to understand the mediating effects of certain psychological conditions in relation to work engagement. Should either employment party not fulfil its contractual terms in any way, the psychological contract will be breached or violated and the employee might attempt to balance the situation by reducing his or her job efforts and making use of various counterproductive work behaviours. Transformation or change of the working circumstances, such as during or after mergers, seem to present a serious challenge to the employment relationship and the prevailing levels of job satisfaction, organisational commitment and productivity. The research question for this study was: “To investigate whether differential exposure of employees of a retail bank to change-related stressors is associated with different configurations of perceived job demands and job resources, affective states, psychological contract, job engagement, burnout and counterproductive work behaviour, and to study the relationships between these variables with the view to understanding the development of the job engagement, burnout and performance-related behaviours of these employees”. This study utilised a quantitative descriptive research design to analyse the data using statistical procedures. All the data was statistical in nature. The sample (n = 300) comprised of employees of three main levels on the organigram such as, team leaders, team managers and employees, from the Regional Head Office in Pretoria. The primary research tool utilised to conduct the study was a self-compiled questionnaire. This was hand delivered and collected from all respondents. The six questionnaires constituting the composite questionnaire were: the Maslach Burnout Inventory (MBI-GS), Counterproductive workbehaviour Inventory (CWB), Utrecht Work Engagement Scale (UWES), the Job Characteristics Inventory (JCI), Psychological Contract Inventory (PCI) and the Warwick-Edinburgh Mental Well-being Scale (WEMWBS). The descriptive statistics reflected a majority of participants had been working for 1 to 4 years (34%) and 5 to 9 years (33%). The largest percentages of participants (74%) were team members while other participants were defined as team leaders (22%) and team managers (4%). The majority of these participants (59%) were also appointed prior to the merger while the median was calculated at 3 years for the amount of years the participants have remained in their current job band (salary structure). A very high percentage of participants (82%) did not manage people directly nor indirectly (83%). It was found that an inter-correlation existed between the demographic variables and the psychological constructs, confirming that the number of years employed was associated with a lower likelihood of psychological withdrawal. While the years of employment in the same position related positively with absorption, and negatively with perceived job resources, the level of abuse experienced, showed a positive association with the degree of psychological contract adherence by the employee and a negative correlation with the extent of perceived contract violation. Evidence was also found for the moderating effect of work engagement in the relationship between well-being and work engagement and between work engagement and some of the counterproductive work behaviour dimensions. Evidence also revealed that mental well-being was experienced some of the time and counterproductive work behaviour almost never. The higher burnout scores, coupled with the simultaneous higher level of work engagement could possibly be viewed as an exploitable factor. The limitations of the current study and recommendations for organisations are discussed. This study highlights the fact that virtually all the comparisons between the pre-merger appointees and the post-merger appointees were insignificant. Burnout was however much more evident with the post-merger group. Employee or employer obligations towards the respondents were also viewed as insignificant, irrespective of the differences in psychological contract each employee experiences.
AFRIKAANSE OPSOMMING: Die banksektor word vandag gesien as 'n veeleisende werksomgewing waar werknemers konstant blootgestel word aan hoë werkseise. Dit kan dalk 'n invloed hê op hul werksbegeestering en hul organisasieverbondenheid. Dit blyk dat hierdie industrie hoë vlakke van werknemeromset en afwesigheid ervaar en dat sommige werknemers gedemotiveerd is in hul werk. Die uitwerking van die veranderende werksplek is veral sigbaar in die verandering van die diensverhouding tussen werkgewer en werknemer. Van werknemers word verwag om al hoe meer opofferinge te maak in terme van hulle tyd, insette, vaardighede en aanpasbaarheid, terwyl daar ‘n persepsie bestaan dat hulle al hoe minder ontvang in terme van loopbaanontwikkeling, lewenslange indiensneming en werksekuriteit. Dit is binne die konteks van die waargenome kompleksiteit binne die werksplek dat werksbegeestering 'n fokusarea geword het,en in die besonder om begrip te ontwikkel vir die mediërende effek van sekere sielkundige kondisies in verhouding tot werksbegeestering. Sou enige van die partye nie hul kontraktuele verpligtinge in enige opsig nakom nie, sal dit ‘n verbreking of skending van die sielkundige kontrak tot gevolg hê en mag die werknemer poog om die situasie te balanseer deur sy of haar insette te verminder en verskeie kontraproduktiewe vorme van werksgedrag tegebruik. Transformasie van, of verandering in werksomstandighede, soos tydens of nasamesmeltings, skyn ‘n ernstige uitdaging te bied vir die heersende vlak van werks tevredenheid, organisasieverbondenheid en produktiwiteit. Die navorsingsvraag virdie studie was: “Om ondersoek in te stel of verskillende tipes blootstelling van werknemers van ‘n kommersiële bank aan veranderingsverwante stressors geassosieer word met verskillende konfigurasies van werkseise en werkshulpbronne,affektiewe toestande, die sielkundige kontrak, werksbegeestering, uitbranding en kontraproduktiewe werksgedrag, metdie oogmerk om die verhouding tussen die veranderlikes te bestudeer met die doel om die ontwikkeling van die werksbegeestering, uitbranding en prestasiegerigte gedrag van daardie werknemers te verstaan”. Die studie het gebruik gemaak van ‘n kwantitatiewe navorsingsontwerp om alle data wat deur statistiese prosedures versamel word te ontleed. Die steekproef (n=300) bestaan uit 3 van die vernaamste vlakke op die organigram naamlik, spanleiers, spanbestuurders en werknemers van die streekshoofkantoor in Pretoria. ‘n Self-saamgesteldevraelys, wat per hand uitgedeel en versamel is, is gebruik in die studie. Die ses individuelevraelyste waaruit die vraelys bestaan het,sluit die volgende in: dieMaslach Burnout Inventory (MBI-GS), Counterproductive workbehaviour Inventory (CWB), Utrecht Work Engagement Scale (UWES), die Job Characteristics Inventory (JCI), Psychological Contract Inventory (PCI) en die Warwick-Edinburgh Mental Well-being Scale (WEMWBS). Die beskrywende statistiek reflekteer ‘n meerderheid van die respondent wat werkend is tussen 1 tot 4 jaar (34%) and 5 tot 9 jaar (33%). Die grootste persentasie van respondente (74%) was spanlede, terwyl die ander gedeelte van respondente verdeel is as spanleiers (22%) and spanbestuurders (4%). Die meerderheid van respondente (59%) was ook voor die samesmelting van die bank groep aangestel terwyl die mediaan bereken was op 3 jaar vir die hoeveelheid diensjare wat elke werknemer in hulle huidige posvlak was. ‘n Baie hoë persentasie van respondente (82%) het glad nie ondergeskiktes direk of indirek (83%) bestuur nie. Daar is bevind dat ‘n inter-korrelasie bestaan tussen demografiese veranderlikes en die sielkundige samestelling, wat weer bevestig dat die aantal jare wat individue in diens was, geassossieer word met die moontlikheid van ‘n lae psigologiese onttrekking. Terwyl die hoeveelheid diensjare in dieselfde pos posisie positief verbind word met absorpsie en negatief verbind word met waarneembare werkshulpbronne, word die vlak van wantoestand wat ervaar word, positief verband met die graad van nakoming van die sielkundige kontrak by werknemers en ‘n negatiewe korrelasie met waarneembare kontrakbreuk. Bewyse was ook gevind vir die modererings effek op werksbegeestering in die verhouding tussen psigologiese welstand en werksbegeestering en tussen werksbegeestering en somige dimensies van teenproduktiewe gedrag. Bewyse het getoon dat psigologiese welstand ook somtyds ervaar was, terwyl teenproduktiewe gedrag amper nooit ervaar was nie. ‘n Hoë uitbranding telling, gelyktydig gekoppel aan hoë vlakke van werksbegeestering kan moontlik beskou word as ‘n ontginbare faktor. Die beperkinge op die huidige studie en aanbevelings vir die organisaie is ook bespreek. Dié studie beklemtoon ook die feit dat al die vergelykings tussen pre-samesmelting aanstellings en post-samesmelting aanstellings totaal onbeduidend was. Uitbranding was baie meerduidelik opsigtelik onder die post-samesmelting groep. Werknemer of werkgewer verpligtinge teenoor die respondente was ook gesien as onbeduidend, ongeag van die verskille in die sielkundige kontrak wat deur elke werknemer ervaar word.
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4

Callery, Patrice Ren'e. "Perceptions of Personal and Job Stressors of Direct Care Staff: Implications for Counseling Services." Cincinnati, Ohio : University of Cincinnati, 2006. http://rave.ohiolink.edu/etdc/view.cgi?acc_num=ucin1138719755.

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Thesis (Dr. of Education)--University of Cincinnati, 2006.
Advisor: Albert Watson. Title from electronic thesis title page (viewed Oct. 15, 2008). Includes abstract. Keywords: Counseling; Ecological Counseling; Direct Care Staff; Nursing Home Employees; Employee Burnout; EAP's. Includes bibliographical references.
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5

Guqaza, Tobana Benedicta. "The role of the Employee Assistance Programme in addressing job performance of educators." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/25516.

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The study was aimed at exploring the role of the Employee Assistance Programme in addressing the job performance of educators in the Eastern Cape Department of Education as it is affected by both personal and work related challenges. Non-probability purposive sampling was used to select schools that had once utilized the EAP and had more than ten educators in their staff establishment. One school was selected from each of the 3 clusters into which the province is divided, with cluster C having two schools chosen because of its size and demographics. A focus group interview method was used to collect the data. According to the findings of this study most educators are frustrated and demoralized due to various challenges they encounter in both their personal and work lives but, what was outstanding was the fact that they were blaming the new political dispensation for the deteriorating culture of teaching and learning. Among the things they mentioned as the source of their frustration were the lack of support by both the government and the parents, lack of learner discipline and commitment, too many curriculum changes, lack of incentives and opportunities for promotion, and lack of resources. It transpired that even though they were faced with so many challenges, they had no coping mechanisms and were not aware of any EAP services available in the department. They all admitted to have been taken to team buildings when they had conflicts in their respective schools and that relationships improved after that, but were not aware that it was a service available from EAP since they were organized by their EDOs. From this study it was clear that EAP was not marketed well enough to the intended beneficiaries hence it was not fully utilized and seemed not to be playing its role in improving job performance of educators in the department. There were no differences in the views shared by participants based on school location but there were more negative emotions on the older participants compared with the younger ones. One challenge that became obvious in the execution of the EAP mandate was the absence of a specific EAP Act.
Dissertation (MSocSci)--University of Pretoria, 2012.
Social Work and Criminology
unrestricted
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6

Woods-Johnson, Kelley J. "Reframing Responses to Workplace Stress: Exploring Entry-Level Residence Life Professionals' Experiences of Workplace Resilience." Diss., Virginia Tech, 2018. http://hdl.handle.net/10919/86212.

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The purpose of this phenomenological study was to understand entry-level, live-in residence life professionals' experiences of resilience in the workplace. Resilience is a multilevel, biopsychosocial construct that broadly refers one's ability to maintain or improve positive function in response to adversity (Cicchetti, 2010; Masten and Wright, 2010). Workplace resilience is specifically concerned with such adaptive processes and outcomes in response to job stress. Resilience research has been conducted primarily from a post-positivist, diagnostic perspective that has failed to give attention to the diverse experiences of resilience in different contexts. This study was conducted using a constructivist perspective to develop an understanding of workplace resilience in the unique context of live-in residence life work in institutions of higher education where job stress, burnout, and attrition occur at high rates. Ten participants were purposefully selected through expert referral for two 90-minute, in-depth interviews to discuss their history, experiences, and reflections regarding adversity and resilience in the workplace. Data were analyzed inductively to discover themes regarding resilience for residence life professionals. Findings illuminated participant experiences of workplace adversity and resilience, as well as participant beliefs about themselves and the nature and role of resilience in the workplace context. Discussion of findings resulted in four primary conclusions: (a) adversity and resilience coexist in balance with each other; (b) resilience can be learned, as well as lost; (c) resilience is personal and experienced uniquely by individuals; and (d) resilience is a systems issue that is promoted through partnership. Implications for future policy, practice, and research were discussed.
Ph. D.
Entry-level residence life professionals living where they work experience high rates of job stress, burnout, and attrition. These individual concerns also create challenges for organizational effectiveness. Many studies have uncovered factors related to these issues, but few have considered what promotes perseverance in the face of such adversity. The purpose of this phenomenological study was to understand entry-level, live-in residence life professionals’ experiences of workplace resilience, a construct that broadly refers one’s ability to maintain or improve positive function in response to adversity in the workplace. This study was conducted with a constructivist approach to understand the individual experiences of diverse participants. Ten participants engaged in two individual 90-minute, indepth interviews to discuss their history, experiences, and reflections regarding adversity and resilience in the workplace. Data were analyzed inductively to discover themes regarding resilience for residence life professionals. Findings illuminated participant experiences of workplace adversity and resilience, as well as participant beliefs about themselves and the nature and role of resilience in the workplace context. Discussion of findings resulted in four primary conclusions: (a) adversity and resilience coexist in balance with each other; (b) resilience can be learned, as well as lost; (c) resilience is personal and experienced uniquely by individuals; and (d) resilience is a systems issue that is promoted through partnership. Implications of these findings suggest that individual and organizational outcomes of adversity and resilience are intertwined, and further understanding and promotion of workplace resilience in this setting could be mutually beneficial by contributing to improved employee wellbeing and performance.
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Russell, Lisa M. "High Risk Occupations: Employee Stress and Behavior Under Crisis." Thesis, University of North Texas, 2011. https://digital.library.unt.edu/ark:/67531/metadc84269/.

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The purpose of this study is to analyze the relationships between stress and outcomes including organizational citizenship behavior (OCB), job satisfaction, and burnout in high-risk occupations. Moreover, how personality, emotions, coping, and leadership influence this relationship is investigated. Data were collected from 379 officers in 9 police organizations located in the Southern and Southwest United States. The primary research question addressed within this dissertation is: What is the relationship between stress and behavioral and affective outcomes in high-risk occupations as governed by coping, leadership, and crisis? The majority of the hypothesized relationships were supported, and inconsistencies center on methodological and theoretical factors. Findings indicate that occupational stressors negatively influence individuals in high-risk occupations. Moreover, crisis events exacerbate these influences. The use of adaptive coping strategies is most effective under conditions of low stress, but less so under highly stressful circumstances. Similarly, transformational leader behaviors most effectively influence how individuals in high-risk occupations are affected by lower, but not higher levels of stress. Profiles of personality characteristics and levels of emotional dissonance also influence the chosen coping strategies of those working in high-risk occupations. Prescriptively, it is important to understand the influences among the variables assessed in this study, because negative outcomes in high-risk occupations are potentially more harmful to workers and more costly to organizations. Thus, this dissertation answers the research question, but much work in this area remains to be done.
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Foster, Garett C. "Measurement Invariance of Burnout Inventories across Sex." Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1428162452.

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9

Sliter, Michael T. "But We're Here to Help! Positive Buffers of the Relationship between Victim Incivility and Employee Outcomes in Firefighters." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1338682142.

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10

Herbert, Marthine. "An exploration of the relationships between psychological capital (hope, optimism, self-efficacy, resilience), occupational stress, burnout and employee engagement." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/17829.

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Thesis (MComm)--Stellenbosch University, 2011.
ENGLISH ABSTRACT: Occupational stress and Burnout are serious problems in current day organisations. To this end organisations should actively promote positive psychological health and occupational wellbeing in order to harness the full potential of their workforce and increase organisational performance. Studies from the emerging field of Positive Psychology hypothesize that personal resources, like the constructs of Psychological Capital (i.e. Hope, Optimism, Self-Efficacy and Resilience), may contribute to decreased Stress (Avey, Luthans & Jensen, 2009), Burnout (Schaufeli & Bakker, 2001) and increased work Engagement (Avey, Wernsing & Luthans, 2008). Moreover, it has been proven that the Psychological Capital (PsyCap) constructs are state-like and can be developed (Luthans, Avey & Patera, 2008). It may, therefore, be vital for organisations to identify and develop these positive PsyCap factors, which might moderate the effect of Occupational stress on Burnout, as well as curb the initial experiences of Occupational stress and the subsequent development of Burnout in their employees. The presence of PsyCap may also lead to increased Engagement, which is also known to be associated with less Burnout. The aims of this study were to explore the relationships between Burnout, Employee Engagement, Occupational stress and PsyCap in the South African context, as well as to determine whether PsyCap plays a moderating role in the Occupational stress, Burnout relationship. A non-experimental research design (i.e. exploratory survey study) was used to explore the relationships between these four constructs. In this study, Burnout was defined as a condition characterised by fatigue and exhaustion, divided into Personal Burnout (“the degree of physical and psychological fatigue and exhaustion experienced by the person”), Work-related Burnout (“the degree of physical and psychological fatigue and exhaustion that is perceived by the person as related to his/her work”) and Client-related Burnout (“the degree of physical and psychological fatigue and exhaustion that is perceived by the person as related to his/her work with clients”) (Kristensen, Borritz, Villadsen & Christensen, 2005, p. 197). Employee Engagement was defined as “a positive, fulfilling, work-related state of mind that is characterized by vigour, dedication, and absorption” (Schaufeli, Salanova, Gonzalez-Roma & Bakker, 2002, p.74). Occupational stress is experienced when an imbalance exists between people’s perceived environmental demands and their perceived ability to cope with these demands (Cooper, Clarke & Rowbottom, 1999). Lastly, PsyCap was described as a second-order construct which included Hope, Optimism, Self-efficacy and Resilience (Luthans, Youssef & Avolio, 2007). A convenience sample of 209 permanent employees and support staff of a medium size construction company within the Western Cape, South Africa, participated in the research. The Copenhagen Burnout Inventory (CBI; Kristensen et al., 2005), the Utrecht Work Engagement Scale (UWES-9; Schaufeli & Bakker, 2003), the Perceived Stress Scale (PSS; Cohen, Kamarck & Mermelstein, 1983) and the Psychological Capital Questionnaire-Self Rater Version (PCQ-24; Luthans, Avolio & Avey, 2007) were administered. Consistent with previous research, significant negative relationships were evident between all three dimensions of Burnout and Occupational stress. This indicates that higher Occupational stress is associated with an increased propensity to develop Personal-, Work- and Client Burnout. This was expected as it is known that Burnout develops in reaction to prolonged Stress. The correlational results further revealed that higher levels of Hope, Optimism, Self-efficacy and Resilience (and the PsyCap total score) were associated with lower levels of Occupational stress and Burnout. This suggests that increased levels of PsyCap may probably lead to decreased levels of Occupational stress and Burnout. As expected, multiple moderate positive correlations were evident between the PsyCap sub-dimensions, empirically confirming the discriminant and convergent validity of the dimensions in the South African context. This implies that by developing one of the constructs, the others are also likely to increase. As hypothesised, both Occupational Stress and Burnout was found to relate negatively to Employee Engagement. The results further revealed that higher PsyCap was related to higher Engagement levels and that Optimism and Self-efficacy, as PsyCap sub-dimensions, emerged as the two strongest predictors of Employee Engagement. These results suggest that the development of PsyCap may hold multiple benefits (e.g. increasing Engagement, lessening Stress and subsequent Burnout). Lastly, PsyCap did indeed emerge as a moderator in the relationship between Occupational stress and Personal- and Work Burnout respectively. This suggests that although Occupational stress is inevitable in any work environment, PsyCap as a personal coping resource, can buffer the development of Burnout over the long term. Limitations of the study as well as suggestions for future research were discussed.
AFRIKAANSE OPSOMMING: Werk stres en Uitbranding is twee ernstige probleme in die huidige werksomgewing. Organisasies moet dus die positiewe sielkundige gesondheid van hul werknemers bevorder en sodoende die volle potensiaal van hul werknemers probeer verseker, wat die organisasie se algehele prestasie sal verbeter. Studies vanaf die opkomende veld van Positiewe Sielkunde beweer dat persoonlike karaktereienskappe, soos die onderskeie konstrukte van Sielkundige Kapitaal (d.i. Hoop, Optimisme, Selfbekwaamheid en Veerkragtigheid), `n vermindering in stres (Avey et al., 2009) en Uitbranding (Schaufeli & Bakker, 2001) tot gevolg kan hê, asook Werknemerbetrokkenheid kan verhoog (Avey et al., 2008). Verder is daar ook bewys dat die konstrukte van Sielkundige Kapitaal ontwikkel kan word (e.g. Luthans et al., 2008). Dit is dus noodsaaklik vir organisasies om hierdie positiewe sielkundige konstrukte te identifiseer en ontwikkel, wat moontlik die effek van Werk stres op Uitbranding kan modereer, sowel as die oorspronklike ondervindings van Werk stres en die gevolglike ontwikkeling van Uitbranding in werknemers, kan inhibeer. Die teenwoordigheid van Sielkundige Kapitaal kan ook aanleiding gee tot `n verhoging in Werknemerbetrokkenheid, wat ook verwant is aan minder Uitbranding. Die doelwitte van hierdie studie was om die verwantskappe tussen Uitbranding, Werknemerbetrokkenheid, Werk Stres en Sielkundige Kapitaal in die Suid-Afrikaanse konteks te ondersoek, asook om te bepaal of Sielkundige Kapitaal ‘n modererende rol speel in die verband tussen Werk Stres en Uitbranding. 'n Nieeksperimentele navorsingsontwerp ('n verkennende studie) is gebruik om die verbande tussen die vier konstrukte te ondersoek. In hierdie studie word Uitbranding beskryf as `n toestand gekenmerk deur vermoeienis en uitputting, en word verdeel in Persoonlike Uitbranding (die graad van fisiese en sielkundige vermoeienis en uitputting wat deur die persoon ervaar word), Werks Uitbranding (die graad van fisiese en sielkundige vermoeienis en uitputting wat deur die persoon ervaar word, verwant aan sy/haar werk) en Kliënte Uitbranding (die graad van fisiese en sielkundige vermoeienis en uitputting wat deur die persoon ervaar word wat verwant is aan sy/haar werk met kliënte) (Kristensen et al., 2005). Werknemerbetrokkenheid is gedefinieer as 'n positiewe, vervullende ingesteldheid wat gekenmerk word deur Vitaliteit, Toegewydheid en Verdieptheid (Schaufeli et al., 2002). Werk stres word beskryf as `n wanbalans tussen `n persoon se persepsie van sy/haar omgewings vereistes en die persepsie van hul eie vermoëns om hierdie vereistes te hanteer (Cooper et al., 1999). Laastens verwys Sielkundige Kapitaal na `n tweede-orde konstruk wat bestaan uit vier afsonderlike subkonstrukte naamlik Hoop, Optimisme, Self-bekwaamheid en Veerkragtigheid. ‘n Geriefsteekproef van 209 permanente werknemers en steundienstepersoneel van 'n medium grootte konstruksie maatskappy in die Wes-Kaap het aan die navorsingsprojek deelgeneem. Die Copenhagen Uitbranding Vraelys (CBI; Kristensen et al., 2005), die Utrecht Werksbetrokkenheid Skaal (UWES-9) (Schaufeli & Bakker, 2003), die Waargenome Stresskaal (PSS; Cohen et al., 1983) en die Sielkundige Kapitaal – Self-beoordeling Weergawe (PCQ-24; Luthans, Avolio et al., 2007) was gebruik in hierdie studie. In ooreenstemming met vorige navorsing is beduidende negatiewe verwantskappe tussen die drie dimensies van Uitbranding en Werk stres gevind. Dit dui daarop dat hoër Werk stres geassosieer word met 'n toename in die geneigdheid om Persoonlike-, Werks- en Kliënte Uitbranding te ontwikkel. Hierdie resultate was verwag, aangesien dit bekend is dat Uitbranding die gevolg is van lang termyn Stres. Die resultate het verder onthul dat hoë vlakke van Hoop, Optimisme, Self- Bekwaamheid en Veerkragtigheid (asook die totaaltelling van Sielkundige Kapitaal) geassosieer word met laer vlakke van Werk stres en Uitbranding. Dus, `n toename in werknemers se Sielkundige Kapitaal kan moontlik lei tot `n afname in hul Werk stres en Uitbranding. Verder, en soos wat verwag was, is bevind dat daar verskeie positiewe korrelasies tussen die vier subkonstrukte van Sielkundige Kapitaal bestaan. Dit is ook 'n empiriese aanduiding van die onderskeidings geldigheid van hierdie dimensies binne die Suid-Afrikaanse konteks. Dit beteken dat deur een van hierdie vier konstrukte te ontwikkel, die ander drie konstrukte ook terselfdertyd sal verhoog. erder het SielkundigeKapitaal verband gehou met 'n toename in Werknemerbetrokkenheid, en Optimisme en Self-Bekwaamheid, as sub-dimensies van Sielkundige Kapitaal, was hier die beste voorspellers van Werknemerbetrokkenheid. Hierdie resultate impliseer dat die ontwikkeling van Sielkundige Kapitaal verskeie voordele vir 'n maatskappy kan inhou (bv. verhoogde Werknemer Betrokkenheid, verlaagde Werk stres, asook Uitbranding). Laastens het hierdie studie bewys dat Sielkundige Kapitaal wel 'n modererende rol speel in die verhouding tussen Werk stres en onderskeidelik Persoonlike- en Werks- Uitbranding. Dit veronderstel dat alhoewel Werk stres onafwendbaar is in die huidige werksomgewing, Sielkundige Kapitaal as 'n persoonlike hanteringsmeganisme of hulpbron, die ontwikkeling van Uitbranding kan buffer. Die beperkings van die studie, asook aanbevelings vir toekomstige navorsing word bespreek.
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11

San, Miguel Carolina Simão Pinto Basto. "Liderança tóxica : impacto na síndrome de Burnout e na intenção de saída." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20737.

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Mestrado em Ciências Empresariais
O presente estudo considera analisar o impacto que a liderança tóxica tem na saúde de uma empresa e de um colaborador. A Síndrome de burnout é uma doença associada ao meio laboral que nos permite analisar o impacto da liderança na saúde de um colaborador, dividindo-se em exaustão emocional, despersonalização e realização pessoal. A intenção de saída é um dos maiores problemas que as empresas enfrentam atualmente, medidora da estabilidade e sustentabilidade de uma empresa. Os resultados obtidos demonstram que a liderança tóxica tem um efeito significativo na intenção de saída e na exaustão emocional. Também é possível verificar que um colaborador alvo de exaustão emocional e de despersonalização vai ter níveis mais elevados de intenção de saída. Contudo, através de um teste de mediação entre as três variáveis foi apurado que a exaustão emocional media parcialmente a relação entre a liderança tóxica e a intenção de saída.
The following study analyzes the impact that a toxic leadership has on a company and on an employee. The burnout syndrome is a disease associated with the working environment that allow us to analyze the impact that leadership has on the employee's health, which can be divided into emotional exhaustion, depersonalization and personal achievements. Employees' motivation for leaving is one of the biggest problems that companies currently face, this indicator is a good measure for the sustainability and stability of a company. The results have shown that a toxic leadership has significant effects on emotional exhaustion and turnover intentions. It is also possible to notice that an employee suffering from mental exhaustion and depersonalization is going to have a higher motivation to quit. However, through a mediation test between the three variables it is concluded that mental exhaustion partially measures the relationship between toxic leadership and turnover intention.
info:eu-repo/semantics/publishedVersion
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12

GONZAGA, Alexandre Lu??s. "A valida????o do Maslach Burnout inventory em l??ngua portuguesa: um estudo explorat??rio." FECAP, 2003. http://tede.fecap.br:8080/jspui/handle/tede/686.

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Burnout, a widely studied phenomenon, has been defined as having a three dimension structure. In this study, the instrument was translated to Portuguese and afterwards the survey was applied in a financial institution. The instrument was submitted to a statistic validation with the use of factorial analysis - Equamax rotation and tests KMO and Barlett - opening the way to the comparison with Barnet works et al. (1999), Gil-Monte (2002), Jimenez (2002) and Maslach & Jackson (1986). It was identified a structure with five factors in the process of validation of Maslach Burnout Inventory opening new perspectives of analysis of this syndrome in the working place. The octagonal rotation did not confirm the factors predicted by Maslach and Jackson. This way the factors were called: 1 - Street in the workplace; 2 - Interpersonal relationship; 3 - Satisfaction in the workplace; 4 - Interest in the customer service; 5 - Apathy in the workplace.
Burnout, um fen??meno amplamente estudado, tem sido definido como tendo uma estrutura fatorial de tr??s dimens??es. Neste estudo efetuou-se a tradu????o do instrumento para a l??ngua portuguesa, e o submetemos a valida????o segundo m??todos quantitativos, abrindo caminho para compara????o com os trabalhos de Barnet et. al. (1999), Gil-Monte (2002), Grajales (2000), Jimenez (2002) Schutte (2000) e Maslach & Jackson (1986). N??s identificamos uma estrutura de cinco fatores no processo de valida????o do instrumento de medida Maslach Burnout Inventory abrindo novas perspectivas de an??lise desta s??ndrome no ambiente de trabalho. A rota????o ortogonal n??o confirmou os fatores previstos por Maslach & Jackson. Assim, os fatores foram denominados: 1- Stress no local de trabalho; 2- Relacionamento interpessoal; 3- Satisfa????o no trabalho; 4- Atendimento ao cliente; 5- Apatia no trabalho.
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13

Thomas, Jeffrey Peter. "An examination of empowering management practices in private industry and human service organizations, and the relationship between such practices and employee burnout." Scholarly Commons, 1991. https://scholarlycommons.pacific.edu/uop_etds/2949.

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Purpose. The purposes of this study were several-fold. Each of these purposes contributes to the development of a more clear and comprehensive definition of the concept of "empowering management." First, the study was designed to determine if there is any difference between professional-level employees in human service and private industry organizations in regard to their perceived level of empowerment. The second purpose was to determine whether there is a relationship between professional-level employees' perceived level of empowerment and the level of employment related burnout they reported. A final objective was to determine whether any relationship exists between professional-level employees' perceived level of empowerment and several demographic variables, including: years of experience; number of years with current employer; gender; and status as a supervisor or non-supervisor. Procedures. Surveys were sent to 345 graduates of the Master of Social Work program and 311 graduates of the Master of Business Administration program at Eastern Washington University. The survey instrument consisted of two parts. Part I was a 24-item questionnaire designed for the purpose of this study to measure employees' perceived level of empowerment within their organization. Part II was an adapted version of the Maslach Burnout Inventory. The number of responses analyzed was 247. Statistical analyses included the Pearson product-moment correlation, t-tests of correlation coefficients, and two- and three-way analysis of variance. Findings. The statistical evidence from this study indicated that there is no significant difference between human service professionals and private industry professionals in relation to their overall perceived level of empowerment. The results further indicated that for professionals in either type of organization, an inverse relationship exists between their perceived level of empowerment and their reported level of burnout. An additional finding was that persons who are supervisors tend to report higher perceived levels of empowerment than those who do not supervise others. Regarding the burnout variable, results from the study revealed higher scores on the Personal Accomplishment subscale by private industry professionals than by human service professionals. And finally, it was found that males tended to report higher levels of burnout than females on the Depersonalization subscale.
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14

Fouche, Erica. "The relationships between engagement, burnout and performance in an e-commerce retail company." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96792.

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Thesis (MComm)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: It is the role of the Industrial Psychologist and the Human Resources function within a company to contribute positively to an organisation’s competitive advantage. Human capital should be viewed and managed as a critical success factor within this context. The probability of attaining success over competitors could be addressed through focussing on the impact of employee performance on competitive advantage. With reference to the organisational life cycle, the e-commerce industry in South Africa seems to be in its infancy. It is in this stage when attaining high levels of performance from employees is of critical importance. In this lies the key for building and growing a competitive advantage that would set one organisation apart from the other – where one organisation would survive the infancy stage and another would drown in the quest to match the demands posed by the relevant industry and its customers. There is minimal Industrial or Organisational Psychology research that has tested hypotheses in the e-commerce industry. This contributed to the decision to implement this research in the e-commerce industry. The e-commerce industry is growing rapidly, and performance therefore is a key factor for success in any e-commerce company in South Africa. The focus of this study was to review the Job Demands Resources model (JD-R model) within the e-commerce retail industry in South Africa in order to add to the knowledge base regarding human behaviour at work, with specific reference to engagement, burnout and performance. The research question of the study was formulated regarding which “state of wellbeing” would increase performance. The JD-R model makes provision for evaluating this question in a structured manner. The JD-R model indicates that performance is influenced by work engagement/burnout (wellbeing). It also indicates that there are certain job demands, job resources and personal resources that will influence wellbeing. The study was facilitated through the use of an ex post facto correlational research design. A sample of 117 workers was chosen from the e-commerce retail industry to participate in the study. Participation was voluntary, the data was collected specifically for the purpose of this study, and all responses were treated confidentially. The measurements that were used included key performance indicators (KPIs), the Utrecht Work Engagement Scale (UWES), the Maslach Burnout Inventory – General Survey (MBI-GS), the Job Characteristics Scale, and the HEXACO model. The literature review formed a logical argument that culminated in a theoretical Stellenbosch University https://scholar.sun.ac.za iii model as well as a set of hypotheses with reference to the various dimensions in the JD-R model. The results showed that: a) Engagement has a significant positive influence on performance. b) Job resources (advancement, personal growth and organisational support) have a significant positive influence on engagement. c) Job resources (advancement, personal growth and organisational support) have a significant negative influence on burnout. d) Personal resources (extraversion) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant positive influence on engagement. f) Personal resources (agreeableness) have a significant negative influence on burnout. The following hypotheses were not supported: a) Burnout has a significant negative influence on performance. b) Personal resources (extraversion) have a significant positive influence on engagement. c) Personal resources (emotionality) have a significant positive influence on engagement. d) Personal resources (emotionality) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant negative influence on burnout. f) Personal resources (agreeableness) have a significant positive influence on engagement. g) Job demands (job overload) have a significant negative influence on engagement. h) Job demands (job overload) have a significant positive influence on burnout. i) Job demands (job insecurity) have a significant negative influence on engagement. j) Job demands (job insecurity) have a significant positive influence on burnout. Attention was also paid to future research considerations, recommendations to the managers of employees and to the limitations of the study.
AFRIKAANSE OPSOMMING: Dit is die rol van die Bedryfsielkundige en die Menslike Hulpbronne funksie in maatskappye om 'n positiewe bydrae tot 'n organisasie se mededingende voordeel te maak. Menslike kapitaal moet beskou en bestuur word as ‘n kritiese sukses faktor in hierdie konteks. Die waarskynlikheid om sukses bo die kompetisie te behaal kan aangespreek word deur om fokus te plaas op die impak wat werknemersprestasie het op mededingings voordeel. Met verwysing na die organisatoriese lewenssiklus blyk die e-handelbedryf in Suid-Afrika om in sy beginstadium te wees. Dit is in hierdie stadium waar die bereiking van hoë vlakke van prestasie van werknemers van kritieke belang is. Hierin lê die sleutel vir die vordering en groei van 'n mededingende voordeel van een maatskappy bo ‘n ander - waar die een organisasie die beginstadium sou oorleef en die ander onder die druk van die versoeke/eise van die betrokke bedryf en sy kliënte sou swyk. Daar is ‘n beperkte hoeveelheid navorsing wat gevind kon word in die veld van Bedryfsielkunde wat hipoteses in die e-handelbedryf toets. Hierdie bevinding het bygedra tot die besluit om hierdie navorsingstudie oor die e-handelbedryf voort te sit. Die e-handelbedryf toon vinnige groei, en prestasie is dus tans 'n belangrike faktor vir sukses in enige e-handelmaatskappy in Suid-Afrika. Die fokus van hierdie navorsingstudie was om die “Job Demands Resources model (JD-R model)” in die e-kleinhandelbedryf in Suid-Afrika toe te pas om sodoende by te dra tot die huidige kennis beskikbaar ten opsigte van menslike gedrag by die werk, met spesifieke verwysing na werksbegeestering, uitbranding en prestasie. Die navorsingsvraag van die navorsingstudie is geformuleer rondom die aanname dat die "toestand van welsyn" prestasievlakke sal verhoog. Die primêre doel van die navorsingstudie was om deur middel van die toepassing van die JD-R model in die e-kleinhandelbedryf, by te dra tot die beskikbare kennis ten opsigte van menslike gedrag by die werk, met spesifieke verwysing na werksbetrokkenheid, uitbranding en prestasie. Die JD-R model maak op 'n gestruktureerde wyse voorsiening vir die evaluering van hierdie verhoudings. Die JD-R model dui aan dat prestasie beïnvloed word deur werksbetrokkenheid/uitbranding (welsyn). Dit dui ook dat daar sekere werksvereistes, werkshulpbronne en persoonlike hulpbronne is wat welstand beïnvloed. Stellenbosch University https://scholar.sun.ac.za v Die navorsingstudie is gefasiliteer deur die gebruik van 'n ex post facto korrelasie-ontwerp. 'n Steekproef van 117 werkers is uit die e-kleinhandelbedryf gekies om aan die studie deel te neem. Deelname was vrywillig, die data is spesifiek ingesamel vir die doel van hierdie navorsingstudie en alle data is as vertroulik hanteer. Die volgende metingsinstrumente is gebruik: kern prestasie aanwysers (KPA’s), die Utrecht Work Engagement Scale (UWES), die Maslach Burnout Inventory – General Survey (MBI-GS), die Job Characteristics Scale, en die HEXACO model. Die literatuuroorsig vorm 'n logiese argument wat lei tot 'n teoretiese model, sowel as 'n stel hipoteses met verwysing na die verskillende dimensies soos gevind in die JD-R model. Die resultate toon: a) Werksbetrokkenheid het ‘n beduidende positiewe invloed op prestasie. b) Werkshulpbronne (bevordering, persoonlike groei en organisatoriese ondersteuning) het ‘n beduidende positiewe invloed op werksbetrokkenheid. c) Werkshulpbronne (bevordering, persoonlike groei en organisatoriese ondersteuning) het ‘n beduidende negatiewe invloed op uitbranding. d) Persoonlike hulpbronne (ekstroversie) het ‘n beduidende negatiewe invloed op uitbranding. e) Persoonlike hulpbronne (pligsgetrouheid) het ‘n beduidende positiewe invloed op werksbetrokkenheid. f) Persoonlike hulpbronne (eenstemmigheid) het ‘n beduidende negatiewe invloed op uitbranding. Die volgende hipoteses was nie aanvaar nie: a) Uitbranding het ‘n beduidende negatiewe invloed op prestasie. b) Persoonlike hulpbronne (ekstroversie) het ‘n beduidende positiewe invloed op werksbetrokkenheid. c) Persoonlike hulpbronne (emosionaliteit) het ‘n beduidende positiewe invloed op werksbetrokkenheid. d) Persoonlike hulpbronne (emosionaliteit) het ‘n beduidende negatiewe invloed op uitbranding. e) Persoonlike hulpbronne (pligsgetrouheid) het ‘n beduidende negatiewe invloed op uitbranding. f) Persoonlike hulpbronne (eenstemmigheid) het ‘n beduidende positiewe invloed op werksbetrokkenheid. Stellenbosch University https://scholar.sun.ac.za vi g) Werksvereistes (oorlading) het ‘n beduidende negatiewe invloed op werksbetrokkenheid. h) Werksvereistes (oorlading) het ‘n beduidende positiewe invloed op uitbranding. i) Werksvereistes (werkonsekerheid) het ‘n beduidende negatiewe invloed op werksbetrokkenheid. j) Werksvereistes (werkonsekerheid) het ‘n beduidende positiewe invloed op uitbranding. Aandag is ook geskenk aan toekomstige navorsings oorwegings, aanbevelings aan die bestuurders van werknemers asook aan die beperkinge van die navorsinstudie.
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15

Lundqvist, Elin, Jiewen Cheng, and Elshani Kreshnik Fatos. "Occupational Burnout - An Organizational Challenge & Managerial Responsibility : A qualitative study on leadership and managerial factors’ impact on burnout. Case study conducted on four compulsory schools in Sweden." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44312.

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Abstract Background Occupational Burnout is one of the greatest challenges affecting the labour markets today. It is mainly caused by prolonged stress exposure due to the psychosocial work environment and is nowadays the fastest growing cause of long-term sick leave in Sweden. It therefor affects both the society, organisation and individual. It is thus a managerial concern to manage and structure the organisations in a sustainable way that maximises the use of human resources, rather than burning them out.    Purpose The aim of the thesis is to investigate the high level of sick-leave or burnout due to organisational and managerial factors in the Swedish educational sector, by focusing on the role leadership, organisational and psychosocial work environment plays in preventing/causing employees’ burnout. The authors attempt to contribute knowledge on why theory may not match reality in this case, as statistics of sickleave due to stressrelated illness remains high. Methods In this qualitative study principals, administrators, and teachers of four public compulsory schools in Jönköping and Öckerö are interviewed. Using semi-structured interviews, data is gathered, coded and analysed in relation to modern research literature on the topic of burnout as well as Swedish Work Environment Authority guidelines, to spot key elements of positive and negative factors which have affected the stress situations of the schools’ employees. Several factors from organizational and leadership perspective are examined to assist organizations to avoid or prevent burnout.   Results Prevalence of high burnout rates in schools in the cases studied, was associated with recent large reorganization of employees and administration; weak and inefficient leadership which did not strive to build relationships and open communication with teachers; low integration between sectors and working groups; lack of support and monitoring of stressed employees; low ability of employees to contribute to their workplace environments; the shortage of budgets issued by municipality.   Conclusions 1.The reason sick leave related to stress and burnout is high in the cases studied, is that implementation of research and policy guidelines is lacking behind in schools which suffer from employee stress related issues. As well as the current management model of the public sector may not benefit to prevent employee burnout.   2. It is possible to avoid employee burnout through adjusting the management and organizational structure, as adaptations toward dealing with employees’ stress are showing a positive sign on preventing the development of burnout.
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16

Field, John Glenn. "Relationship Between Winning Percentage and Perceived Burnout Among Varsity Male Head High School Football Coaches in Texas." Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc501120/.

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The primary purpose of this study was to determine the relationship between the effects of winning percentage and specific demographic data on the perceived burnout of varsity male head high school football coaches within the public secondary schools of Texas. Data were obtained from 226 varsity head high school football coaches during the 1990-1991 school year in Texas. Instruments used were the Maslach Burnout Inventory and a personal demographic data sheet. A one-way analysis of variance (ANOVA) and Pearson's product-moment correlation coefficient were used. Significance was set at .05. A relationship was found between burnout and career winning percentage, age, years as a coach, salary, coaching preparation, and school enrollment.
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17

Jorgensen, Lené Ilyna. "Work-related well-being among police members in the North West Province / Lené Ilyna Jorgensen." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1139.

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Harsh realities exist in the South African Police Service (SAPS) that require concepts such as burnout and work engagement to be studied in the context of work-related well-being. Although these difficulties relate to police officials experiencing work-related trauma, more stressors seem to manifest on an organisational level, which in turn affects the psychological well-being of police officials. This study seeks to focus on the burnout and engagement of members of the Local Criminal and Record Centre (LCRC) in the SAPS. The members of the LCRC are exposed to severe occupational stressors relating to their job content, which necessitates research in occupational stress relating to the health of SAPS members. For the purposes of this study, the model of occupational stress, commitment and ill health of Cartwright and Cooper (2002) will be utilised to explain strain and organisational commitment. Work-related well-being, on the other hand, can best be explained by referring to the model of well-being developed by Schaufeli and Bakker (200 1 ). Since job demands play a central role in burnout, it is necessary to implement preventive organisationally-based strategies to address high job demands. Upon reviewing stress research, it became clear that a serious lack of intervention research exists. Little information is available about the work-related well-being of SAPS members, whilst no documented research could be found regarding the effects of an intervention programme on the work-related well-being of LCRC members. The study aimed at utilising three levels of intervention (primary, secondary and tertiary) on organisational and individual level. An integrated classification scheme of both the positive and negative aspects of work-related well-being on the organisational and individual level was developed and presented to members from the LCRC over a one-year period. The research method for each of the three articles of this study consisted of a brief literature review and an empirical study. An availability non-randomised sample was selected because the entire in-tact group of the LCRC of the SAPS (N=111) in the North West Province was included in the study. A survey design was used to achieve the research objectives of both Articles 1 and 2, whilst a longitudinal survey design was utilised in Article 3, where the same instruments were administered at two different times (over a one-year period) to the same group of participants. The measuring instruments used in this study are the Maslach Burnout Inventory-General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Job Demands-Resources Scale (JDRS), Health subscales, Organisational Commitment subscales, the ASSET questionnaire and a biographical questionnaire. Structural equation modelling was implemented to test a structural model of work-related wellbeing. A good fit was found for the model in which perceived job demands contributed to burnout which, in turn, impacted on ill health. Work wellness was determined by the relationship between two opposite constructs, namely burnout and engagement. The work-related well-being of members of the LCRC was affected by an environment of high job demands and inadequate resources. In Article 2, multiple regression analyses showed that occupational stress explained 19% of the variance in psychological ill health and 17% of the variance in physical ill health. A two-step multiple regression analysis conducted with the variables in their continuous form revealed that control was a statistically significant predictor of both physical and psychological ill health, while job overload statistically significantly predicted psychological ill health. Occupational stress also explained 17% of the variance in individual commitment and 16% of the variance in organisational commitment. It was concluded that individual commitment moderated the effects of stressful work relations on ill health. LCRC members portrayed a high risk to fall ill due to exhaustion; they were less enthusiastic about their job and tended to derive a lower sense of significance from their work. In addition, members showed a major risk for developing low affective commitment due to low work engagement. Exhaustion influenced the way members view their job demands, organisational and social support, as well as growth opportunities available to them. A lack of advancement opportunities and job insecurity contributed to feelings of exhaustion and cynicism. Another objective of this study was to evaluate interventions used to promote work-related wellbeing of LCRC members. Although no significant differences were found between the pre- and post-measurements, some positive aspects did flow from the interventions. For instance an active effort by management to address resource needs. Recommendations for future research were made.
Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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De, Villiers Charl. "The relationships between emotional labour, the HEXACO personality traits, work engagement and burnout in the hospitality industry." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96880.

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Thesis (MCOM)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: The flexible nature of the service delivery environment has had a major impact on the functioning of organisations. Managers realise that they need to be flexible and able to change if they want to survive in the long run. Employees are the tools service organisations utilise to make profit in the hospitality industry. The restaurant industry is a highly competitive environment and managers cannot afford poor service delivery from employees. Employees experiencing high levels of job engagement and low levels of job burnout have indicated superior performance and increased financial returns. The primary objective of this research study was to develop and empirically test a structural model that elucidates the antecedents of variance in job engagement and job burnout among frontline waitrons at franchise x in the Western Cape. In addition, the research study investigated whether employees utilise deep acting or surface acting when faced with emotional labour demands. The study investigated whether certain personality traits are more suitable for the industry by investigating whether certain personality characteristics are related to job engagement or job burnout. In this research study, partial least square (PLS) analyses were utilised to test the formulated hypotheses. Quantitative data was collected from 333 frontline waitrons employed at franchise x in the Western Cape. Data was collected specifically for the purposes of the study and participation was voluntary. The survey was distributed at the branches of franchise x. Managers had a week to facilitate their frontline waitrons in the completion of the surveys. The data was kept confidential and anonymous throughout the study. The survey comprised five sections. The first section asked participants for specific biographical and employment information. Subsequent sections measured specific latent variables applicable to the study utilising reliable and valid measuring instruments. These instruments were the Maslach Burnout Inventory (MBI) (Naude & Rothmann, 2004), Ultrecht Work Engagement Scale (UWES) (Schaufeli & Bakker, 2004), HEXACO-PI-R (Ashton, Lee, Pozzebon, Visser & Worth, 2010) and the Emotional Labour Scale (ELS) (Van Gelderen, Konijn & Bakker, 2011). Data was subjected to a range of statistical analyses. The findings shed light on the importance of job engagement for frontline waitrons at the branches of franchise x in the Western Cape. The results indicate that proactive management of job and personal resources and job demands may result in desirable outcomes such as increased job engagement and financial returns. The study provides South African industrial psychologists with much needed insight into the presenting problem within the hospitality industry. With reference to the managerial implications and the recommended interventions, industrial psychologists can ensure retention of job engagement and decrease of job burnout among frontline waitrons within the hospitality industry.
AFRIKAANSE OPSOMMING: Die buigsame aard van die diensverskaffingsomgewing het ‘n groot impak gehad op die funksionering van organisasies. Bestuurders het tot die besef gekom dat hulle buigsaam moet wees asook bereid wees om te verander indien hulle op die lange duur wil oorleef. Werknemers is die gereedskap wat diensorganisasies gebruik om ‘n wins in die gasvryheidsbedryf te maak. Die restaurantbedryf is ‘n hoogs mededingende omgewing en bestuurders kan nie swak dienslewering deur hul werknemers bekostig nie. Werknemers wat hoë vlakke van werksbetrokkenheid (job engagement) en lae vlakke van werksuitbranding (job burnout) ervaar, toon superieure prestasie en verhoogde finansiële opbrengste. Die hoofdoelwit van hierdie navorsingstudie was om ‘n strukturele model te ontwikkel en empiries te toets om die antesedente van variansie in werksbetrokkenheid en werksuitbranding onder eerstelynkelners by franchise x in die Wes-Kaap te verklaar. Daarbenewens het die navorsingstudie ook ondersoek of werknemers van deep acting of surface acting gebruik maak wanneer hulle deur emosionele arbeidseise gekonfronteer word. Die studie het ondersoek of sekere persoonlikheidseienskappe meer geskik is vir die bedryf deur te kyk of hulle verwant is aan werksbetrokkenheid of werksuitbranding. In hierdie navorsingstudie is gedeeltelike kleinstekwadrate (partial least squares (PLS)) analises gebruik om die geformuleerde hipoteses te toets. Kwantitatiewe data is verkry vanaf 333 eerstelynkelners wat vir franchise x in die Wes-Kaap werk. Die data is spesifiek vir die doelwitte van die studie versamel en deelname was vrywillig. Die opname is in harde kopie onder die bestuurders van franchise x versprei. Bestuurders het ‘n week gehad om die opname onder hulle eerstelynkelners te versprei vir voltooiing. Die data is as vertroulik beskou en anonimiteit is verseker. Die opname is in vyf dele verdeel. Die eerste gedeelte het die deelnemers se biografiese en indiensnemingsinligting gemeet. Die daaropvolgende dele het spesifieke latente veranderlikes gemeet wat van toepassing was op die studie deur van betroubare en geldige meetinstrumente gebruik te maak. Hierdie instrumente was die Maslach Burnout Inventory (MBI) (Naude & Rothmann, 2004), die Ultrecht Work Engagement Scale (UWES) (Schaufeli & Bakker, 2004), HEXACO-PI-R (Ashton, Lee, Pozzebon, Visser & Worth, 2010) en die Emotional Labour Scale (ELS) (Van Gelderen, Konijn & Bakker, 2011). Data is aan ‘n reeks statistiese analises onderwerp. Die bevindinge werp lig op die belangrikheid daarvan dat eerstelynkelners in franchise x se takke in die Wes-Kaap werksbetrokkenheid ervaar. Die resultate toon dat pro-aktiewe bestuur van werk en persoonlike hulpbronne en werk aanvraag kan lei tot gewenste resultate soos hoër werksbetrokkenheid en finansiële groei. Die studie verskaf Suid-Afrikaanse bedryfsielkundiges met belangrike insigte in die presenterende probleem in die gasvryheidsbedryf. Met verwysing na die bestuursimplikasies en die aanbevole ingrypings, kan bedryfsielkundiges die behoud van werksbetrokkenheid en ‘n vermindering van werksuitbranding onder eerstelynkelners in die gasvryheidsbedryf verseker.
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Fagerudd, Rosanna, and Emma Sjögren. "In the hands of a controlling leader? Implications for employee well-being from a gender perspective." Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-159663.

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Leaders engaging in controlling leadership behaviours (CLB) has been connected to followers perceiving their basic needs thwarted. However, little research has been made in the organizational field to understand the implications of controlling leadership behaviours for employee well-being. The present study aimed to clarify this relation through understanding controlling leadership behaviours’ influence on employee health, as well as investigate the impact of both leader and employee gender on employees’ perception of  controlling leadership behaviours. A sample of 818 employees, representing the Swedish labour market, completed a questionnaire including measures of perceived controlling leadership behaviours and well-being in terms of self-rated health, burnout, self-rated job satisfaction and vigour. Results confirmed the notion that leaders’ controlling leadership behaviours, like other negative leadership behaviours, is associated with lowered well-being. Results also indicate that male employees perceive male leaders as more controlling than female employees do, while female leaders are perceived as equally controlling by both male and female employees. The gender of leaders exhibiting controlling leadership behaviours seem to have no association with employee well-being. The implications of gender on controlling leadership behaviours is still a question unanswered. Future studies should therefore continue exploring both leader and employee gender influence on CLB.
Ledare som använder sig av kontrollerande ledarskapsbeteenden har visat sig underminera basala psykologiska behov hos sina följare. Trots detta saknas det forskning på hur chefers kontrollerande ledarskapsbeteenden påverkar anställda. Denna studie syftade till att klargöra hur kontrollerande ledarskapsbeteenden påverkar anställdas hälsa, och undersöka hur såväl anställdas kön och chefens kön påverkar de anställdas uppfattning av chefens kontrollerande ledarskapsbeteenden. Ett randomiserat urval på 818 arbetstagare svarade på frågor om uppfattat kontrollerande ledarskapsbeteenden hos sin chef och självskattad hälsa i termer av självskattad hälsa, utbrändhet, arbetstillfredsställelse och arbetsenergi. Resultaten bekräftade att kontrollerande ledarskapsbeteenden hos chefer är relaterat till sämre hälsa och arbetsprestation hos de anställda, samt ökar viljan att sluta. Manliga anställda uppfattar manliga chefer som mer kontrollerande jämfört med sina kvinnliga kollegor, medan kvinnliga chefer uppfattas lika kontrollerande av både manliga som kvinnliga anställda. Den kontrollerande chefens könstillhörighet var inte associerat med anställdas mående. Hur könsaspekter påverkar kontrollerande ledarskapsbeteenden är fortfarande inte klarlagt. Framtida studier bör därför fortsätta undersöka hur både chefens och den anställdas kön influerar CLB.
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Davidson, Ransford George. "Leadership Strategies to Reduce Employees' Occupational Stress." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5849.

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Job-related aspects of the work environment, such as work pressure, workload, leadership, and management support cause occupational stress and increase costs to organizations. Grounded in the job demands-resources model theory, the purpose of this single case study was to explore strategies some bank managers use to reduce employees' occupational stress. The interview process included 5 managers employed at a bank in the Caribbean who successfully implemented strategies that reduced employees' occupational stress. The data collection and analysis process involved face-to-face, semistructured interviews and analysis of organizational documentation. Using the exploratory approach in data analysis, data were systematically integrated, evaluated, and summarized through a process of coding and generating themes and patterns. During the coding process, 4 major themes emerged: organizational protection and leadership, supportive organization, occupational health and well-being, and prevention. Business managers who develop and execute strategies centered on these themes might reduce job-related stress factors and the negative consequences of occupational stress. The study results might prompt business leaders to develop prevention strategies to address the causes of potential stressors linked to work conditions. The implications for positive social change include the potential for improving employee health and reducing health costs to employees, their families, and communities.
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Leivald, Jennifer, and Sulin Yusuf Rasit. "Vilka yttre faktorer är av betydelse för personalengagemang enligt mellanchefer på medelstora till stora organisationer? : En kvalitativ studie." Thesis, Högskolan i Gävle, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32145.

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Syfte: Syftet med studien är att öka förståelsen för vilka yttre faktorer som är av betydelse för personalengagemang och hur dessa är av betydelse för personalengagemang enligt mellanchefer på medelstora till stora organisationer. Metod: Metodvalet för studien utgår från ett kvalitativt, socialkonstruktionistiska perspektiv med tio semistrukturerade intervjuer med mellanchefer på medelstora till stora organisationer. Det empiriska materialet har analyserats utifrån fyra olika teman för att sedan ställa de empiriska utfallen mot tidigare forskning för att på så vis öka förståelsen för vilka yttre faktorer som påverkar personalens grundläggande mänskliga behov som i sin tur är av betydelse för personalengagemang.  Bidrag: Personalengagemang är resultatet av en kedjereaktion i tre steg. Där yttre faktorer behöver tillfredsställa personalens grundläggande mänskliga behov som i sin tur är av betydelse för olika inre sinnestillstånd hos personalen.Det teoretiska bidraget lyfter fram att personalens grundläggande mänskliga behov samt de tre yttre faktorerna återhämtning, ledarskap och kommunikation är av betydelse för personalengagemang. Studien kom även fram till att ytterligare två yttre faktorer, tillit och frihet under eget ansvar, kan vara av betydelse för personalengagemang. Det praktiska bidraget består i att förse beslutsfattare inom organisationer med praktiska teorier för att bättre förstå och arbeta med personalengagemang.  Förslag till fortsatt forskning: Vi rekommenderar att framtida forskning utför validerande tester om de tre yttre faktorerna återhämtning, ledarskap och kommunikation utgör träffsäkra och pålitliga faktorer som är av betydelse för personalengagemang. Vi anser att det vore av intresse att vidare undersöka om de två yttre faktorerna tillit och frihet under eget ansvar har någon inverkan i att bibehålla fullt personalengagemang och om det kan finnas ett samband mellan dem och behovet av självförverkligande från Maslows (1943) behovstrappa.
Aim: The purpose of this thesis is to increase the understanding of which factors that are of importance for employee engagement and how they are of importance for employee engagement according to middle managers in medium-sized to large organizations.  Method: The choice of method for this thesis is based on a qualitative, social-constructive perspective based on ten semi-structured interviews with middle managers in medium-sized to large organizations. The empirical material has been analyzed on the basis of four different themes, where the empirical outcomes were compared to previous research in order to increase understanding of which external factors affect employee’s Maslow’s Hierarchy of Needs to then affect employee engagement. Contributions: Employee engagement seems to be the result of a three-step chain reaction. Where external factors need to satisfy the basic human needs of the employees, which in turn is of importance for different inner state of mind within the employees. The theoretical contribution emphasizes that employee’s basic human needs as well as the three external factors of recovery, leadership and communication are of importance for employee engagement. The study also concluded that two additional external factors, trust and freedom under one's own responsibility, may be of importance for employee engagement. The practical contribution consists in providing decision-makers within organizations with practical theories to better understand and work with employee engagement. Suggestions for future research: We recommend future researchers to conduct validating tests to affirm if the three external factors recovery, leadership and communication constitute accurate and reliable performance indicators of employee engagement. We believe it to be of interest to further investigate whether the two external factors trust and freedom to act under one’s own supervision have any correlation with maintaining a full level of employee engagement, and whether there exists a causality between them and the need of self-realization from Maslow's Hierarchy of Needs.
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Rattrie, Lucy T. B. "The role of demands and resources in the international work context : conceptual approach and empirical analysis." Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/20229.

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The Job Demands-Resources (JD-R) model (Bakker and colleagues) has received increasing attention in recent years, yet there is a distinct literature gap regarding its utility and value towards the international work context. In line with this, understanding how to design jobs representing enhanced climates of work engagement for internationally operating staff alludes practitioners. This thesis therefore aims to substantiate the claim that previous research applying the JD-R model has neglected the international work context and evaluate whether the model has potential to be used as a framework for managing burnout, work engagement and related outcomes beyond the use in solely national contexts. In order to do so, two review studies (systematic and meta-analytic) and two empirical studies (qualitative and quantitative) are conducted of the JD-R model in the international work context. Findings suggest: that existing JD-R literature does not consider the international work context, highlighting a distinct literature gap requiring attention, in order to achieve a holistic understanding of the model and its applicability; strong meta-analytic support for the JD-R model and the impact of variation in the international work context represented by dimensions of national culture; the JD-R model has potential for responding to the management of burnout and work engagement for international business travelers but may benefit from theoretical amendments that focus the models utility and direct scholarly research and practitioner approaches; that the model may not be as valuable as assumed for the international business traveler context, yet it is worth considering the findings in light of relevant literature and possible limitations. Overall, the findings suggest a distinct need for more research examining the JD-R model in the international work context. A number of potential theoretical amendments are suggested in a conceptual internationalized JD-R model that can be used as a foundation for future empirical work to establish the boundaries of the model and its utility. From a practitioner perspective, until more research is conducted, JD-R principles should be applied with caution. As a whole, this thesis encompasses theoretical, empirical and practical contributions relevant for scholarly and practitioner communities which can be built upon over time with regards to the proposed conceptual model.
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Sciacchitano, Marian. "Occupational stress, personality hardiness and burnout among hospital-employed radiographers /." View abstract, 1999. http://library.ctstateu.edu/ccsu%5Ftheses/1577.html.

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Thesis (M.A.)--Central Connecticut State University, 1999.
Thesis advisor: Marc Goldstein. " ... in partial fulfillment of the requirements for the degree of Master of Arts [in Psychology]." Includes bibliographical references (leaves 34-41).
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24

Steyn, Carly. "The relationship between burnout and role identity among client service employees." Thesis, University of Pretoria, 2010. http://hdl.handle.net/2263/28186.

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Burnout, characterised by feelings of emotional exhaustion, depersonalisation and reduced personal accomplishment can prove detrimental to both the individual employee and the organisation. These negative effects can significantly affect the service culture of client service organisations, since research has shown that burnout amongst front-line service employees can result in these employees displaying negative feelings and behaviour towards their clients and co-workers (Yagil, 2006: 259). Research into antecedents of burnout has primarily focused on organisational and job variables, such as role conflict, role ambiguity, work overload and lack of social support. The present study departed from this tradition by focusing on the relationship between role identities (subjective perceptions) and burnout amongst 100 client service employees in three client service organisations in South Africa. The research was informed by previous studies that suggest that client service employees who feel subordinate to the client and powerless in their interactions with the client may display higher levels of burnout than those who feel in control of the service relationship (Buunk, Peiro, Rodriguez&Bravo, 2007; Vanheule&Verhaeghe, 2004). By applying a sequential mixed-methods approach consisting of a quantitative and a qualitative phase, the research explored the differences in role identities of client service employees who measure higher on burnout with the role identities of client service employees who measure lower on burnout. In the quantitative phase, a survey questionnaire incorporating the Maslach Burnout Inventory – Human Services Survey (Maslach&Jackson, 1996) and a modified version of the Burke-Tully role-identity measurement (Burke&Tully, 1977) was used. The quantitative phase was followed by a qualitative phase consisting of semi-structured interviews with eight higher burnout and nine lower burnout employees. The quantitative data were analysed by means of Maximum Likelihood Factor Analysis (MLFA) with Direct Quartimin rotation, analysis of variance (ANOVA) and Pearson and Spearman correlation analysis. The analysis of qualitative data proceeded through a process of open, axial and selective coding as suggested by Miles and Huberman (1994). Both the quantitative and qualitative data are interpreted within the conceptual framework developed, and a number of findings are presented. Analysis of the quantitative data shows that the Maslach Burnout Inventory (MBI) items load on two, instead of the three factors as conceptualised by Maslach and Jackson (1986). One of the two factors corresponds to the reduced personal accomplishment subscale. The other factor comprises items from both the emotional exhaustion and depersonalisation subscales. The two subscales derived from the factor analysis were then correlated with client service employees‟ descriptions of self in role, counter-role and self in relation to the client descriptions on the bipolar adjective scales. This analysis revealed a number of significant correlations − suggesting a difference in the role identities of client service employees who measure higher on burnout when compared with client service employees who measure lower on burnout. For instance, higher levels of burnout are associated with feeling weak, powerless, unhelpful, inconsiderate, not respected and unimportant. The more rigid, impatient and inconsiderate the client is perceived to be, the higher the levels of experienced burnout. The qualitative data reveal that the role identities of higher burnout employees differ from the role identities of lower burnout employees. While higher burnout employees regard themselves as subordinate to and powerless against the client, lower burnout respondents define themselves as superior to and more knowledgeable than the client. Lower burnout employees are able to exert a level of control and power over the client, while higher burnout employees feel controlled by the client. The qualitative research also illustrates how role identities inform behaviour which may contribute to the development of burnout. The role identities of lower burnout employees also enable self-verification, while the role identities of higher burnout client service employees inhibit self-verification. The study introduces the concept of role identity as an important variable to consider in the development of burnout and links the development of client service role identities to organisational client discourse. In so doing, the study has provided organisational theorists and practitioners with a further point of intervention with which to reduce burnout in client service settings. The study has also developed a conceptual framework, derived from the literature and supported by both qualitative and quantitative findings, that shows how role identity can contribute to role-related attitudes and behaviours that could lead to or inhibit the development of burnout. The study is therefore not merely descriptive in nature, but provides a tentative explanatory framework linking burnout and role identity and exploring the mechanisms by virtue of which this relationship exists. The dissertation concludes with recommendations as to how organisational client discourse may be framed so as to facilitate the creation of role identities which empower the employee in relation to the client. By facilitating the development of empowered client service employees, organisations could greatly reduce levels of experienced burnout. As a result, organisational performance will improve, since lower levels of burnout are associated with reduced absenteeism, increased job satisfaction and commitment to the organisation and improved relationships with clients.
Thesis (PhD)--University of Pretoria, 2010.
Human Resource Management
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Infante, Lucyene Pereira Pinto. "CLIMA ORGANIZACIONAL E BURNOUT: UM ESTUDO COM SERVIDORES PÚBLICOS FEDERAIS." Universidade Metodista de Sao Paulo, 2016. http://tede.metodista.br/jspui/handle/tede/1542.

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The unsuitable conditions lived by corporations is affecting not only workers from private companies, but are also equally found in the state-based corporations, counteracting the expectations that the government apparatus would eliminate the unhealthy conditions and could created better ones, prevailing the health promotion. Facing this scenario, it is still to be known why it is a common sense in our society that workers hired by the government are submitted to better work conditions and health insurance when compared to private companies’ workers. This study aims to identify and describe the possible relations between the organizational environment and the Burnout in government employees from a federal educational institution.It will also describe the present and dominant organizational environment. The current study has a quantitative nature as well as a deep and exploratory study case. The data presented was obtained by the use of the organizational climate scale (ECO), the Burnout Characterization Scale (ECB) and a sociodemographic questionnaire. All the electronic automatically self- applicable instruments were available for the institution. 201 public agents participated in the study, the average age was 37, predominantly graduated and married. The results revealed that one quarter of the participants rarely experimented burnout; however another quarter is frequently experimenting burnout. The workers noticed an average organization climate, highlighting a good cohesion among the fellow workers coworkers and concluded that the reward is low. Another highlight is the big dispersion between the climate perceptions, which leads to the conclusion that there are still unidentified subclimates in the current investigation, possibly occasioned by a weak force of climate and by the participation of employees from different teaching units, administrated by local managers with relative autonomy. The result of the calculations of correlation revealed that, the less support given by the managers and the institution, cohesion between coworkers and more control/pressure received, more exhausted they feel which leads to a worse relation between the people in contact with the workers and the disappointment at work grows. Physical comfort is less associated with this issue, and control/pressure is both positively and negatively associated with the contact between the workers and the people. Therefore, the hypothesis that there is a link between burnout and organizational climate was confirmed. The results also revealed that workers with burnout noticed a worse climate than workers without burnout, confirming the second hypothesis. These workers also revealed themselves neutral when questioned about support from superiors and physical comfort, do not notice control/pressure, neither reward, however they do realize the cohesion between the coworkers. The result suggests that the workers use this relation to tolerate the indifference and lack of stimulation experienced at work. The results obtained by this study concluded that the organizational climate is weak, and probably influenced by an insufficient organizational culture, explaining the heterogeneity of the perception of the climate lived by the workers. Although there is burnout between a few participants, it should be noted that one quarter of them is currently stricken in this syndrome and it potentially could affect the others.
As condições inadequadas vivenciadas nas organizações afligem não só os trabalhadores da iniciativa privada, pois são igualmente encontradas no segmento estatal, contrariando a expectativa de que o aparato governamental eliminaria as condições insalubres e criaria outras melhores nas quais prevalecesse à promoção de saúde. Diante desse panorama questionou-se porque, uma vez que, pelo menos do ponto de vista da sociedade leiga, esses servidores estão submetidos a condições privilegiadas de trabalho. O presente estudo objetivou identificar e descrever possíveis relações entre o clima organizacional e o burnout em servidores públicos de uma instituição federal de ensino. Objetivou-se ainda descrever o clima organizacional predominante. A pesquisa realizada teve cunho quantitativo, tipo estudo de caso e exploratória. A coleta de dados deu-se por meio das escalas ECO (escala de clima organizacional), ECB (escala de caracterização do burnout) e um questionário sociodemográfico, todos os instrumentos autoaplicáveis eletronicamente disponíveis à instituição. Participaram do estudo 201 servidores públicos federais, com idade média de 37 anos, majoritariamente de nível superior e casados. Os resultados revelaram que cerca de um quarto dos participantes raramente experimentaram burnout, no entanto outra quarta parte deles frequentemente experimentaram altos níveis de burnout, resultado bastante expressivo. Os servidores perceberam clima organizacional mediano, destacando-se a boa coesão entre os colegas de trabalho e a percepção de baixa recompensa. Merece destaque a grande dispersão entre as percepções de clima, o que permite inferir haver subclimas não identificados nesta investigação, possivelmente ocasionados por uma força de clima fraca e pela participação dos servidores de unidades de ensino geograficamente distintas, geridas por gestores locais com relativa autonomia. Os resultados dos cálculos de correlação revelaram que, quanto menos os participantes percebem apoio da chefia e da organização, coesão entre colegas, e mais controle/pressão, mais exaustos se sentem, mais desumanizam as pessoas com quem tratam e mais se decepcionam no trabalho e vice-versa. Conforto físico menor está associado a maior desumanização e a mais decepção no trabalho e vice-versa; e que controle/pressão, relaciona-se positiva e fracamente com desumanização e vice-versa. Desta forma, a hipótese de que existe associação entre burnout e clima organizacional foi confirmada. Os resultados também revelaram que os servidores com burnout, perceberam pior clima organizacional que os seus pares sem burnout, confirmando a segunda hipótese. Esses servidores também se mostraram neutros quanto à percepção de apoio da chefia e conforto físico; não percebem controle pressão, nem recompensa; todavia percebem coesão entre os colegas. Esses resultados sugerem que os participantes têm se apoiado nessas relações para suportar a indiferença e ausência de estímulos experimentados no trabalho. Os resultados obtidos nesse estudo permitiram concluir que o clima organizacional é fraco, provavelmente influenciado por uma cultura organizacional fraca, explicando a heterogeneidade da percepção do clima organizacional pelos servidores. Além disso, embora haja burnout entre poucos participantes, há que se atentar que cerca de um quarto deles, encontra-se acometido desta síndrome e isto poderá contagiar os demais.
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Bhaga, Taramati. "The impact of working conditions on the productivity of nursing staff in the Midwife and Obstetrical Unit of Pretoria West Hospital." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27211.

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The purpose of this study was to explore the impact of the working conditions on the productivity of the nursing staff in the Midwife&Obstetrical Unit of Pretoria West Hospital. It was important to establish the working conditions prevailing within the unit and further to determine which factors related to the working conditions that influence productivity of the nursing staff. The findings of the research are intended to provide guidance to the management in dealing with issues regarding working conditions so as to improve the productivity of the nursing staff in the unit. A combination of quantitative and qualitative approaches was used, specifically the dominant-less-dominant model. The research approach was predominantly quantitative with lesser qualitative components incorporated for respondents to give recommendations intended for management so that improvement in their working conditions could be implemented Applied research was relevant in this study as the knowledge gained, can be utilised to address productivity problems emanating from working conditions. The aspects of working conditions that impact on productivity were explored and discussed in the literature study. The literature study also included a discussion on the cost of work stress on individuals and organizations. The section concluded with a discussion on the role of Employee Assistance Programme (EAP) in an organization. A self-developed questionnaire was used as a research tool to collect data from the respondents. No sampling was done because of the small size of the population, hence all members of the population were included in the study. The findings of the study were based on thirty-four questionnaires that were returned by the respondents. The findings were analysed and presented using tables and graphs which were then interpreted in words. The study revealed that the majority of the nursing staff in the Midwife Obstetrical Unit of Pretoria West Hospital perceives their working conditions as being stressful. The working conditions are negatively impacting on their well-being and job performance. The study also revealed that EAP has been implemented at the hospital, but the services of the programme are not being utilised by the majority of the nurses in the unit. Based on the findings of the study conclusions and recommendations were made regarding strategies to improve working conditions and to increase productivity. The important limitation of the study was that through reflections of some of the respondents’ views regarding sensitive issues were not obtained. Participants were given a choice of three responses which included remaining neutral. Unfortunately some respondents chose this option rather than taking a firm stand.
Dissertation (MSW)--University of Pretoria, 2010.
Social Work and Criminology
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Yip, Lai-ping Brenda. "Job burnout among construction professionals in Hong Kong a moderator model with coping strategies /." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38430137.

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28

Brand, Lelani. "Burnout, work engagement and workaholism among employees in the insurance industry / Lelani Brand." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1122.

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Over the last decade, numerous changes have occurred in the insurance industry due to international expansions and stiff competitiveness. As a result of these changes, employees are suffering from stressful work conditions such as pressure to perform and work-life conflict, which lead to feelings of distrust, tension, strain in interpersonal relations, interpersonal conflict and difficulty in coping with pressure to perform. Tracking and addressing the work wellness of these employees are important to improve their work-related performance, as well as the quality of their service. Burnout, work engagement and workaholism are focal points in this regard. In order to measure these constructs it is important to have valid and reliable instruments. However, there is a lack of research which measures burnout, engagement and workaholism in the South African context. The objective of this study was to determine the relationship between burnout, work engagement and workaholism amongst employees in the insurance industry. The research method consisted of a brief literature review and an empirical study. A cross-sectional design was used. An availability sample (N = 153) from employees in the insurance industry was taken. The Oldenburg Burnout Inventory (OLBI), Utrecht Work Engagement Scale (UWES), an adapted version of the Work Addiction Risk Test (AWART), and a biographical questionnaire were administered. The statistical analysis was conducted with the aid of the SPSS program and AMOS program. The statistical method employed in the study consisted of descriptive statistics, Cronbach alpha coefficients, Pearson product-moment correlation coefficients and a structural equation modelling method. Multivariate analysis of variance (MANOVA) was used to determine the significance of differences of workaholism between demographic groups. It was evident in this study that employees in the insurance industry experience workaholism due to their tendency to work long hours overtime, to work weekends and to take work home. Results indicated that work wellness of employees in the insurance industry does comprise well-being (Burnout and Work Engagement) and Workaholism. Recommendations for future research were made.
Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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29

Coetzer, Wilhelmina Johanna. "Burnout and work engagement of employees in an insurance company / Wilhelmina Johanna Coetzer." Thesis, North-West University, 2004. http://hdl.handle.net/10394/239.

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Continuous changes along with the increased pressure to perform may result in feelings of distrust, strain in interpersonal relations, psychological strain, fatigue and tension, all affecting the well-being of employees. Tracking and addressing the effectiveness of employees in the work context in areas that could impact on the standard of their services is important. Burnout and work engagement are specific focus areas in this regard. To measure burnout and work engagement, it is important to use reliable and valid instruments. However, there is a lack of empirical research systematically investigating burnout and work engagement in South Africa, as well as serious limitations, including poorly designed studies, a lack of sophisticated statistical analyses and poorly controlled studies. Furthermore, South Africa is a multicultural society and therefore, when burnout and work engagement measures are applied to different cultural groups, issues of equivalence become important. The objectives of this study were to standardise the MBI-GS and UWES for employees in an insurance company and to determine equivalence for each instrument, to determine the occupational stressors experienced and demographic differences in terms of the experience of occupational stressors and to test a causal model of work wellness consisting of burnout, work engagement, job demands, job resources, health, optimism and intention to leave. The research method for each of the three articles consists of a brief literature review and an empirical study. A cross-sectional survey design was used. An availability sample (N = 613) fiom employees in an insurance company was taken. The Maslach Burnout Inventory - General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Life Orientation Test - Revised (LOT-R), An Organisational Stress Screening Tool (ASSET), Job Characteristics Scale (JCS) and a biographical questionnaire were administered. The statistical analysis was carried out with the help of the SAS program and AMOS. The statistical methods utilised in the three articles consisted of descriptive statistics, Cronbach alpha coefficients, inter-item correlations, Pearson product-moment correlation coefficients and structural equation modelling methods. One-way analysis of variance (ANOVA) was also utilised to determine differences between the subgroups of the sample. Structural equation modelling confirmed a three-factor model of burnout, consisting of exhaustion, cynicism and professional efficacy. The three-factor model of work engagement represented the data quite well after certain items had been replaced due to semantic differences. The MBI-GS and UWES both showed acceptable internal consistencies. Construct equivalence for different language groups were confumed for the MBI-GS and UWES. The continuous exposure to things like change, competitiveness and rivalry may result in feelings of stress. Stress may have a negative impact on the health and well-being of individuals. Physical and psychological ill health was found to be the major outcome of stress for employees. Commitment moderated the effect of occupational stress on ill health. Specific occupational stressors indicated in an insurance company had to do with performance management, job characteristics, redundancy of skills and remuneration. Biographical factors (i.e. department, level, years' experience) had an impact on the experience of occupational stressors. A one-factor, four-factor and three-factor wellness model was tested. The three-factor model, comprising exhaustion and cynicism loading on burnout and a combined work engagement (vigour and dedication) dimension, provided the best fit with the data. The causal model of work wellness provides support for the COBE model, assuming job demands and job resources. A lack of job resources increases the levels of burnout of employees, as well as the intention to leave the organisation. The availability of job resources increases the levels of work engagement. Employees who experience excessive workloads are likely to develop high levels of burnout which, in turn, may lead to health problems. Recommendations for future research were made.
Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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30

Pretorius, Louisa. "Resilience, self-efficacy and burnout of employees in a chemical organisation / Louisa Pretorius." Thesis, North-West University, 2007. http://hdl.handle.net/10394/2293.

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The objectives of this study were to investigate the relationship between positive psychological capacities (state ego-resilience and state self-efficacy) and burnout levels of employees (N = 164) in a chemical organisation and to determine whether state ego-resilience and state self-efficacy can be used to predict burnout levels of employees in a chemical organisation. A cross-sectional survey design was used. The Ego-Resiliency Scale (ER89), the State Self Efficacy Scale (SSES) and the Oldenburg Burnout Inventory (OLBI) were administered to measure the constructs. The research method for this article consists of a brief literature review and an empirical study. Confirmatory factor analyses, Cronbach's alpha coefficients and the inter-item correlation coefficients were used to assess the reliability and validity of the measuring instruments. Descriptive statistics were used to describe data, and Pearson's product moment correlation coefficients, and regression analyses were used to examine the relationships between the constructs employed in this research. Results obtained confirmed the internal consistency and one-dimensional factor structures of the state ego-resilience and state self-efficacy measuring instruments. Although the two - dimensional factor structure of the OLBI was confirmed, the two subscales were not consistent with the expected factor structure. Consequently, only the total burnout scale (which presented with adequate internal consistency) was used. A significant statistical and practical correlation was found between state ego-resilience and burnout. State self-efficacy and burnout demonstrated a significant statistical and practical correlation. Regression analyses indicated that both state ego-resilience and state self-efficacy hold predictive value with regard to burnout. Conclusions were made, limitations of the current research were discussed and recommendations for future research were put forward.
Thesis (M.Com. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.
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31

Yip, Lai-ping Brenda, and 葉麗萍. "Job burnout among construction professionals in Hong Kong: a moderator model with coping strategies." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B38430137.

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32

Meyer, Nadia. "Job resources, job demands, burnout and work engagement of employees in the public sector." Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/4474.

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Magister Artium - MA
The variables in this study are explored from a positive psychology paradigm, which is largely concerned with effecting psychological health and well-being of employees. The aim of this study will be to examine the impact of job resources, job demands on work engagement and burnout of employees within the public sector.Both survey and data analysis will be employed to guide the investigation. Standardised questionnaires will be used for the two different constructs, using the responses of employees on a composite questionnaire. Pearson correlation analysis and analysis of variance will be used to determine the relationship between the constructs of the study.The contribution of this study to the existing theory and literature is the exploration and inclusion of job resources and job demands and its relationship with burnout and work engagement. Various studies have reported that work engagement is important for organisations because it is related to job satisfaction, organisational commitment, low turnover intention and employee performance.The strengths in conducting the research could assist organisations to determine the level of engagement of employees in their current jobs. It may also assist organisations to implement interventions to address and manage burnout of employees in order to deal more effectively with symptoms. Furthermore it may be useful for organisations in order to act timeously to prevent those employees who are already showing signs of burnout from becoming sick as well as to increase work engagement. In addition, support those who are suffering from ill-health or decreased well-being caused by chronic occupational stress.
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33

Clapper, Daniel C. "Determining burnout levels of certified athletic trainers employed in the Big Ten Athletic Conference." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1195597593.

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34

Du, Plessis Theresa. "The prevalence of burnout among therapy staff employed in life health care rehabilitation units." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20415.

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Thesis (MPhil)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: Rehabilitation therapists are at risk for burnout as a result of their emotionally challenging and stressful jobs. No South African studies could be found that focus on burnout in therapists who work in the field of rehabilitation. This study attempted to determine the prevalence of burnout amongst a select group of therapists in South Africa i.e. therapy staff employed by Life Rehabilitation. In addition, contributing factors to burnout in this environment, current management of the problem and suggestions for future management were explored. A descriptive design which used both quantitative and qualitative methods was utilised. Forty-nine therapists and seven managers participated in the study. No sampling was done. Quantitative data was collected through a demographic coding sheet and the Maslach Burnout Inventory (MBI). Data were statistically analysed and a p value of < 0.05 was deemed statistically significant. Interview schedules were used to guide the qualitative interviews on participants’ understanding of burnout, contributing factors, its impact on the therapists and company as well as management strategies. Qualitative data was analysed according to the inductive method. Regarding burnout prevalence in each of the subsections of the MBI, 57.14% of the therapy staff had high levels of Emotional Exhaustion (EE), 20.4% reported depersonalisation (DP) and 38.77% had low levels of Personal Accomplishment (PA). The variables associated with high burnout scores were: male gender (p=0.0238) (PA), absence of children (P=0.02994) (EE), (p=0.03895) (PA), ≤ four years tertiary education (p=0.03640) (PA), ≤ R15 000 income (p=0.02262) (PA), not working weekends (p=0.02882) (DP), none or poor coping skills (p=0.03180) (EE), high overwhelming work load (p=0.03972) (EE), (p=0.01227) (DP), overwhelming/too small patient load (p=0.02365) (EE), high administration load (p=0.00302) (PA), seldom achievable deadlines (p=0.03693) (DP), postponed contact with patients (p=0.02023) (DP), (p=0.01164) (PA) and a poor work environment (p=0.02162) (EE), (p=0.04034) (DP). The qualitative data identified the following factors as causes of burnout: relationship challenges, lack of planning and coping skills, personality type, disempowerment, the nature of rehabilitation work, private health care environment, ethical dilemmas, time pressures, lack of rewards, lack of space and resources, uncertainty/change, lack of support from management and high workload. The following burnout management strategies emerged from the qualitative data: psycho-social intervention, team building, decrease in workload/increase in staff, adjustment of administrative workload, acknowledgement of staff through salaries and other rewards, adjustment to leave package, improved orientation and induction of staff, “time-out” opportunities, development of staff and managers, improved treatment facilities, feedback from discharged patients as well as implementation of burnout monitoring systems and development of a burnout policy and burnout management system. Recommendations to Life Rehabilitation focus on practical strategies regarding the detection, prevention and management of burnout in therapists. The groundwork has been done through this research. Successful strategic implementation will depend on the leadership of the organisation and without these key players and all the other role players involved, commitment in terms of time, money and allocation of resources it will remain an academic exercise.
AFRIKAANSE OPSOMMING: Die gevaar bestaan dat gesondheidswerkers hulle kan “uitbrand” as gevolg van die emosioneel uitmergelende aspekte van hul werk en die kroniese inspanning waaraan hulle blootgestel word. Geen Suid-Afrikaanse studies kon gevind word wat op uitbranding van die terapeut of die terapeut-assistent in die rehabilitasieveld fokus nie. Hierdie studie het die oogmerk om die prevalensie van uitbranding onder ’n selektiewe groep terapeute, die terapeute in diens van Life Rehabilitasie in Suid Afrika, te bepaal. Ter aanvulling van die prevalensie van uitbranding, is die bydraende faktore van uitbranding in hierdie omgewing, die huidige bestuur van die probleem en voorstelle vir toekomstige bestuur ondersoek. ’n Beskrywende studie-ontwerp, wat sowel kwantitatiewe as kwalitatiewe metodes insluit, is vir data-insameling en -ontleding gebruik. ’n Steekproef is nie gebruik nie. Nege-en-veertig terapeute en sewe bestuurders het aan die studie deelgeneem. Die demografiese inligting is met behulp van ’n demografiese kodeblad ingesamel en maak deel uit van die kwantitatiewe data. ’n P waarde van < 0,05 is as statisties beduidend beskou. Daar is van die Maslach Uitbranding-Inventaris (Maslach Burnout Inventory) gebruik gemaak om die prevalensie van uitbranding te bepaal. Onderhoudskedules is gebruik tydens die kwalitatiewe onderhoude waartydens deelnemers se begrip van uitbranding, die bydraende faktore en die impak op die terapeute en maatskappy, asook die bestuurstrategieë te bepaal. Die kwalitatiewe data is volgens die induktiewe metode ontleed. Aangaande die dimensies van uitbranding, het die studie bevind dat 57,14% van die terapeute hoog getoets het vir emosionele uitputting (EU), 20.4% het in die hoë kategorie vir depersonalisasie (DP) geval en 38,77% het lae vlakke van persoonlike vervulling (PV) gehad. Die veranderlikes wat met hoë uitbranding-tellings verband gehou het, was manlike geslag (p=0.0238) (PV), gebrek aan kinders (p=0.02994) (EU), (p=0.03895) (PV), ≤ vier jaar tersiêre opleiding (p=0.03640) (PV), ≤ R15 000 inkomste (p=0.02262) (PV), geen werk oor naweke (p=0.02882) (DP), geen of min bybly-vermoëns (p=0.03180) (EU), hoë, oorweldigende werklas (p=0.03972) (EU), (p=0.01227) (DP), oorweldigende of ontoereikende pasiënt-belading (p=0.02365) (EU), hoë administratiewe werklas (p=0.00302) (PA), selde bereikbare spertye (p=0.03693) (DP), uitgestelde kontak met pasiënte (p=0.02023) (DP), (p=0.01164) (PV), ’n swak werksomgewing (p=0.02162) (EU), (p=0.04034) (DP). Die hoof-oorsake van uitbranding is faktore wat met individue, pasiënt/werk, bestuur en administrasie verband hou. Strategieë is geïdentifiseer wat gebruik kan word om uitbranding konstruktief in hierdie omgewing te bestuur en sluit psigiese-sosiale behandeling, spanverbeteringe, werk/pasiënt aanpassings, erkenning van personeel, verlofaanpassings, vakansietyd-geleenthede, personeelontwikkeling en bestuursverbetering, asook die implementering van moniteringsisteme en beleidsontwikkeling in. Aanbevelings vir Life Rehabilitation is onder meer praktiese strategieë vir die opsporing, voorkoming en bestuur van uitbranding onder terapeute. Die aanvoorwerk is deur hierdie navorsing gedoen. Suksesvolle implementering van die strategieë sal van die leierskap in die organisasie afhang. Sonder hierdie en ander sleutelfigure, hul toegewydheid ten opsigte van tyd, geld en toewysing van middele sal dit slage akademise waarde hê.
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35

Kriakous, Sarah Angela. "Coping, mindfulness, occupational stress and burnout amongst healthcare professionals employed within forensic inpatient settings." Thesis, Bangor University, 2015. https://research.bangor.ac.uk/portal/en/theses/coping-mindfulness-occupational-stress-and-burnout-amongst-healthcare-professionals-employed-within-forensic-inpatient-settings(3451990f-7221-45a7-8765-3d3c9d5b8d9b).html.

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Although working within forensic inpatient settings can be emotionally challenging and stressful, no research has investigated the role of coping and mindfulness upon occupational stress and burnout amongst mental healthcare professionals (MHCPs) employed within secure hospitals (SHs). The literature review explored the effectiveness of Mindfulness Based Stress Reduction (MBSR) programmes on psychological functioning in healthcare professionals. MBSR appeared to be effective in reducing anxiety, depression, trait anger, rumination and stress, and increasing mindfulness and self-compassion. However, MBSR did not prove to be as effective in reducing burnout or improving resilience. Abbreviated MBSR programmes of less than four weeks appeared to be a viable alternative to the standard eight week programmes. Improved quality studies with more robust study designs were recommended. The research study investigated the role of coping and mindfulness upon occupational stress and burnout amongst MHCPs employed within forensic inpatient settings. A total of 151 MHCPs from five SHs in Wales completed four questionnaires, measuring dispositional mindfulness, coping, occupational stress and burnout. MHCPs reported elevated levels of occupational stress. Despite moderate levels of emotional exhaustion and depersonalisation, MHCPs retained a positive sense of personal accomplishment, and felt confident in performing their duties. Higher levels of mindfulness were significantly associated with lower levels of maladaptive coping, stress and burnout levels, therefore, mindfulness based interventions (MBIs) could prove to be a viable intervention to support MHCPs in SHs. Section 1 - 3 - Higher levels of the mindfulness facet, acting with awareness, were found to significantly predict lower levels of emotional exhaustion and depersonalisation. This research also suggested that higher levels of acting with awareness may help prevent emotional exhaustion and depersonalisation in MHCPs employed in SHs. The literature review and research paper findings were discussed in relation to theory development, clinical implications and future research, followed by a reflective commentary detailing process and personal issues that the researcher encountered from conducting the research study.
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36

Schaeffer, Kolby Lee. "Comparison of Burnout and Empowerment Between New Graduate and Experienced Nurses Employed in Acute Care." Thesis, North Dakota State University, 2014. https://hdl.handle.net/10365/27320.

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The nursing profession is expected to experience massive staff shortages due to experienced nurses reaching retirement and new nurses leaving the profession related to feelings of burnout. This study describes quantitative and qualitative perceptions of new graduate and experienced nurses employed in acute care. Two measurement tools, the Maslach Burnout Inventory (MBI) and the Conditions for Work Effectiveness Questionnaire (CWEQ-II), were administered using an online survey. An overall moderate level of burnout and empowerment were identified. Unit clusters differed in both burnout and empowerment subscale responses. New graduates differed in some responses regarding burnout, specifically depersonalization. Additionally, two open-ended questions provided insight about the participants' opinions regarding burnout and empowerment. Four burnout themes were identified: challenging work milieu, need for better compensation, desire for increased managerial support, and toll of professional demands. Four empowerment themes were also identified: feeling valued, positive communication, nurse retention, and wholesome relationships.
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37

Côté, Lucie. "La crise du burnout chez les employées d'une institution financière : élaboration d'un modèle." Thesis, University of Ottawa (Canada), 2001. http://hdl.handle.net/10393/9157.

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Les connaissances scientifiques actuelles sur le burnout portent presqu'exclusivement sur les employés qui n'ont pas atteint un niveau critique ou qui travaillent dans les professions où la relation d'aide occupe une place importante, comme les infirmières, les psychologues, les travailleurs sociaux et les enseignants. L'objectif de l'étude est de décrire et de proposer un modèle théorique concernant la situation vécue par des femmes travaillant au sein d'une institution financière et ayant fait l'expérience de la crise du burnout. La théorie ancrée, une méthodologie qualitative élaborée en 1967 par Glaser et Strauss a été utilisée pour l'étude. Cette méthodologie de recherche permet d'explorer un phénomène complexe de façon rigoureuse et structurée selon les principes d'une épistémologie post moderne fondée sur l'interactionnisme symbolique. Des entrevues en profondeur ont été effectuées auprès de 26 employées d'une institution financière ayant ressenti beaucoup de stress face à leur travail avec des répercussions importantes sur les plans personnel et professionnel, ainsi que 8 de leurs collègues de travail, 11 membres de leur famille et 2 représentants de l'employeur. L'analyse des transcriptions d'entrevues a permis de dégager une perspective différente pour l'employeur et d'identifier deux trajectoires pour les employées; celle des cadres et professionnelles ainsi que celle des commis et préposées aux services de convenance. Les résultats ont permis de développer un modèle théorique incorporant les facteurs personnels, organisationnels, familiaux et sociaux du burnout; les symptômes psychologiques, physiques et de fonctionnement professionnel, social et personnel; ainsi que les stratégies de guérison. L'étude a également jeté une lumière nouvelle sur un élément clé de la crise soit celui d'un déséquilibre chronique entre la satisfaction des besoins de l'organisation et ceux de la personne relativement à cinq dimensions particulières: travail versus famille; valeurs économiques versus valeurs humaines; quantité versus qualité; changement versus stabilité; et contribution versus rétribution. Elle a également souligné le rôle des caractéristiques de la personnalité et des valeurs pour expliquer l'infructueuse rigidité des stratégies utilisées par les employées et qui mènent éventuellement à l'épuisement. Les implications de la recherche touchent au développement théorique ainsi qu'au développement de diverses applications: la définition opérationnelle du burnout et le diagnostic, les interventions organisationnelles et cliniques du burnout. Des pistes de recherche futures sont également présentées.
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38

Sadien, Aaishah. "The effect of stress, burnout and emotional labour on intention to leave amongst call centre employees." Thesis, University of the Western Cape, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2428_1305262126.

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Further findings of the current study are: there are significant differences in stress based on employees&rsquo
gender and tenure, a significant difference in burnout with regards to gender and employment type, and significant differences between emotional labour based on gender and tenure. However, no significant difference was found between burnout and tenure, nor was there a significant difference between emotional labour and employment type. Recommendations are made to alleviate the effects of stress on call centre employees which in turn, will minimise the effects of burnout and emotional labour. Recommendations included the development of wellness programmes, stress management programmes, coping programmes and effective communications as a mean to shape employee perceptions regarding their interpretation of organisational demands, threats or opportunities and to enhance call centre employees&rsquo
performance within their work.

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39

Laba, Karolina. "Job insecurity, burnout and organisational commitment of employees in a financial institution in Gauteng / Karolina Laba." Thesis, North-West University, 2004. http://hdl.handle.net/10394/2401.

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40

Jasson, Frances Lilian. "Understanding the wellness needs of academic employees at a higher education institution in the Western Cape." University of the Western Cape, 2020. http://hdl.handle.net/11394/8018.

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Magister Commercii - MCom
Higher education institutions (HEIs) worldwide are faced with complex changes and challenges. Employees at these institutions are also faced with even greater demands and obstacles. Academics often work under pressure and fail to achieve balance in their work and other life activities as they strive to meet their job demands. As a result, the academic employee’s well-being may suffer. As the job demands of academics escalate, the level of support and other resources that academics receive appears to decline. Other resources include staffing, support from management, and spaces and places for wellness. When such support is limited or missing, the ensuing stress, burnout, and ill health affect the well-being of academics. Therefore, it is important for universities to invest in a holistic wellness programme formulated specifically to meet the needs of their employees.
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41

Obulutsa, Thomas Austin. "Self-esteem and employee burnout as predictors of employee turnover intention among professional counsellors in Nairobi, Kenya." Thesis, 2016. http://hdl.handle.net/10500/22598.

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Text in English
Staff turnover affects employees, employers and their clients. When counsellors leave a particular employment context, relationships have to be modified or terminated, and in some instances, clients have to start counselling afresh. This study focused on testing whether self-esteem and burnout can be predictors of voluntary turnover. Relating the three variables of self-esteem, employee burnout, and employee turnover intentions among counsellors reveals a dearth in literature and research. This study utilised qualitative and quantitative data. A sample of 200 counsellors received questionnaires to collect quantitative data and 162 questionnaires were analysed. The Intentions-To-Stay Questionnaire by Roodt (2004) measured turnover intention, the Maslach Burnout Inventory (Maslach & Jackson, 1981) measured Burnout and the Rosenberg Self-esteem scale (Rosenberg, 1965) measured self-esteem. Qualitative data collection utilised the focus group interview. 23 participants for one group interview were selected using Convenience sampling. Significant relationship was found between self-esteem and age, gender, marital status, duration of work, academic qualification and job status. Results indicated that the emotional exhaustion subscale has statistically significant relationships with age, academic qualification, marital status and employment status. The depersonalization subscale indicated a statistically significant relationship with age, gender, marital status and employment status. The personal accomplishment subscale indicated statistically significant relationship with gender, academic qualification, marital status, duration of employment and employment status. A statistically significant relationship was found between turnover intention and age, marital status, highest academic qualification of participant and employment status. Further, a statistically significant relationship was found between turnover intention and burnout but not between turnover intention and self-esteem. This analysis confirmed burnout as a predictor variable and self-esteem as not. Study findings revealed three categories of reasons influencing turnover among counsellors; namely diversification reasons, growth and development reasons, and remunerative reasons. Counsellor narratives of burnout revealed three major themes namely: exhaustion, work settings, characteristics, and sources of stress. Workplace and institutional interventions were categorized into two namely developmental and normative. An integrated model of clinical supervision for responding to burnout and turnover intention was presented as part of the discussion.
Psychology
D.Phil. (Psychology)
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42

Wang, Lien-ting, and 王璉櫻. "The Job Characteristics and Occupational burnout assessment of Lens Crafter Employee." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/24133166870359594338.

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碩士
中華醫事科技大學
視光產業碩士專班
102
Abstract Background and Purpose: Job Characteristics is refers to the work itself and the work of various factors and attributes. Burnout is considered as physical and mental fatigue and exhaustion. The research aims to realize the job characteristics and occupational burnout of Lens crafter employee and look forward improve competitive advantage improve competitive advantage in order to achieve the goals of sustainable development in Lens crafter. Research method: With Lens crafter employees in Taiwan were proceeded questionnaire survey. Total 298 valid questionnaires were retrieved, with the retrieval rate 96.12%. The scales compiled by domestic researchers with good validity were applied as the research tools, including Occupational Burnout Scales – Chinese version (Personal Burnout, Work-related Burnout, Client-related Burnout, Over-Commitment), Job Characteristics scales (psychological work demands, job control, job insecurity). Research outcomes: 1. The research results on Job Characteristics was positive and could be accepted (average scores 2.67). 2. The research results on Occupational Burnout was feeling a little tired (average scores 3.03). 3. There were significant differences in the Job Characteristics and Occupational Burnout of Lens crafter employees of different ages. 4. There were significant differences in some aspects in the Job Characteristics and Occupational Burnout of Lens crafter employees of different Occupational Quantity. 5. There were significant differences in some aspects in the Job Characteristics and Occupational Burnout of Lens crafter employees of different Working seniority. 6. There were significant differences in the Job Characteristics and Occupational Burnout of Lens crafter employees of different Educational background. 7. There was significant correlation in the Job Characteristics and Occupational Burnout of Lens crafter employees. According to the findings, the study made suggestions to be referred to in the academic researches and the occupational counseling in the future.
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43

Yang, Hsiu-Lien, and 楊繡蓮. "The Association between Employee’s Perception of Employee Assistance Programs and Resign Intention： Work Burnout as a Mediator." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/91799100847454910521.

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碩士
國立臺灣師範大學
科技應用與人力資源發展學系
101
In recent years, the employee’s work burnout in the high-tech industry has become an issue. This issue leads to the increase of employee’s turnover rate. Hence, a variety of employee assistance programs are conducted to reduce personal problems and stress, and lower the turnover rate. The purpose of this study was to examine work burnout effects on the linkage between employee’s perception of employee assistance programs and resign intention. The questionnaire survey method was employed. Data were collected from 305 employees in the high-tech companies in Taiwan. Consequently, the findings are as follows：（1）Employee’s perception of employee assistance programs has negative association with work burnout and resign intention, respectively.（2）Positive association exists between work burnout and resign intention.（3）Work burnout fully mediates the association between employee’s perception of employee assistance programs and resign intention.
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44

Zwane, Ntombifuthi Joy. "The relationship between burnout, employee engagement and self-perceived employability amongst employees in the South African public sector." Diss., 2018. http://hdl.handle.net/10500/26805.

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Orientation: The employee engagement approach has been utilised to combat burnout in both private and public sector institutions. With increasing research, selfperceived employability is gaining popularity as an effective tool to reduce burnout in the contemporary world of work. Knowledge of the relationship between these three constructs is therefore important for public sector institutions and researchers in industrial and organisational psychology in South Africa. Research purpose: The purpose of this study was to determine the relationship between burnout, employee engagement and self-perceived employability amongst employees in the South African public sector. Motivation for study: Numerous studies have highlighted the prevalence of poor service delivery in public sector institutions as linked to employees feeling disconnected from their work as a result of numerous burnout symptoms. A plethora of studies have emphasised the significance of employee engagement in reducing burnout. With increasing research, focus has also been on the employability construct as a tool to manage burnout in the ever-changing working environment and the labour market. Both employee engagement and self-perceived employability have been utilised as approaches to reduce burnout amongst employees. However, the relationship between these three constructs is unknown, and therefore the findings of this study will be crucial for both public sector institutions and researchers in industrial and organisational psychology in South Africa. Research design, approach and method: The researcher conducted a quantitative study. It involved a non-probability sample of 158 South African public sector employees. Correlational and descriptive statistical analyses were utilised to analyse the data. Main findings: Burnout has a significant negative relationship with employee engagement; however, burnout does not significantly correlate with self-perceived employability. There are significant differences between the various biographical groups and burnout, employee engagement and self-perceived employability. Practical/managerial implications: Approaches to reducing burnout amongst employees should consider employee engagement and self-perceived employability as effective tools to enhance employees’ wellness, morale and productivity. Improving the engagement levels of employees and enhancing their employability will greatly improve the well-being of employees in public sector institutions and help alleviate the actual employee burnout.
Industrial and Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
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45

Timms, Carolyn May. "A contextual account for worker engagement and burnout /." 2007. http://eprints.jcu.edu.au/2006.

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46

Huang, Shihwei, and 黃識維. "Abusive Supervision in Workplace, Looking at the Results of Employee Job Stressand Burnout." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/69418175907245721469.

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碩士
大葉大學
人力資源暨公共關係學系
101
In the workplace employee supervision is an inevitable component of every company. Leader’s supervision of employees and employee’s influence on leaders are inter-related. It is important to promote a positive atmosphere by utilizing HR best practices within the working environment. Effective leaders should strive to create positive environments both psychologically and physically in the environment when it comes to important workplace issues. Leader’s supervision and employee’s attitude are closely related as employee’s behavior can affect the company’s core competencies and also affect the company's growth both positively and negatively. Employee workload, professional requirements and the sense of accomplishment in their job with abusive supervision can all be both positive and negative. How can employers increase employee’s perceptions positively and increase their output with different leadership styles, we don’t actually know. We have to complete further research to provide additional analysis. The objective of this thesis is to evaluate employee productivity and employee attitudes when subjected to abusive supervision, job stress and burnout level effects within the workplace.
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47

CHAO, CHIA-YI, and 趙家儀. "The Study of the Relationship among Burnout, Employees' Well-Being and Intention To Stay：The Moderating Effects of Employee Benefit Program." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/v969mx.

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碩士
銘傳大學
企業管理學系
104
The main targets in this study are the corporations chosen from eleven companies which using the Employee Assistance Program. The chosen companies including Taipei power company and Taiwan Semiconductor Manufacturing Company. These two companies were selected by the Ministry of Labor as the most excellent companies held Employee Assistance Program in 2011. Moreover, our study targets also including ASUS, Taipei Rapid Transit Corporation, Tatung company and government employees. The results showed: (1)The relationship between burnout and employees’ well-being are significant negative correlation.(2)The relationship between employees’ well-being and intention to Stay are significant positive correlation. (3)The relationship between burnout and intention to Stay are significant negative correlation.(4) Employees’ well-being has mediating effect on the relation between of burnout and intention to Stay.(5) Employee benefit is a significant moderate variable to affect the relationship between burnout and employees’ well-being. According to above results, This study made the following recommendations to managers for employee benefits planning and personnel management in the future. (1)Conducting exploratary activities for burnout. (2)Moderately comprehend and meet the needs of employees. (3)Developing Flexible policy. (4)Creating ideal working environment. (5)Focus on practices and implementation of the Employee Benefit Program.
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48

TSAI, CHIH-YANG, and 蔡志揚. "The study of relationship between employee workload and job burnout of Taoyuan public librarians." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ppb6zx.

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碩士
國立體育大學
管理學院
107
Library is a city’s important cultural landmark. Library employees are faced with organizational change, operation integration, personnel distribution, and property change, and job workload affecting emotion resulting in burnout. The motive of this study is to provide employees with a comfortable job environment while acclimating and transfer job emotions in order to improve service quality. Library employees believe that job workload transfers into higher job burnout. Therefore, this study aims to explore the effect of job workload on job burnout, and how to solve the problem of job workload of library employees. Our study uses 105 valid questionnaires targeting author’s bank colleagues. Using questionnaires and empirical study, we find that: 1. Job workload and burnout parameters satisfy literature reliability criteria. 2. Job workload has a positive correlation to job burnout. 3. Job workload has a significant effect on job burnout, supporting H1 hypothesis. 4. Gender has no significant difference on job burnout and job workload. 5. Age has significant difference on views regarding job workload and job burnout. 6. Educational background has significant difference on views regarding job workload and job burnout. 7. Years serviced has no significant difference on views regarding job workload and job burnout. 8. Marriage status has significant difference on views regarding job workload and job burnout.
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49

LIN, CHEN, and 林澂. "The Relationship Among Emotional Labor, Burnout and Turnover Intention of Taipei Sport Center Employee." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/89571071711201052078.

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碩士
國立中正大學
運動與休閒教育研究所
104
This study aimed to explore the relationships among emotion labor, burnout, and turnover intention of Taipei Sport Center employees. Furthermore, we investigate whether the different demographics can contribute distinct emotion labor, burnout, and turnover intention. There were purposive sampling 131 employees from seven Taipei Sport Center. The study used descriptive statistics, independent-sample t-test, one-way ANOVA, Pearson's product-moment correlation coefficient, and regression analysis to examine the data. The major findings were as follows: 1. There were no differences between gender, education, seniority, the types of work, and education background on emotion labor. 2. There is a difference between gender on burnout, but not between education, seniority, the types of work, and education background. 3. There were no differences between gender, education, seniority, the types of work, and education background on turnover intention. 4. Emotion labor can’t predict burnout. 5. Emotion labor can’t predict turnover intention. 6. Burnout can predict turnover intention. In the results, we found the burnout can predict turnover intention, if the employees demonstrate turnover behavior, may induce waste the resources of the organization, so it is important to solve the burnout of the employee emotional exhaustion. Moreover, the degree of emotional variety may influence the level of, this study suggest that is valuable to enhance the ability of emotional modulation of the employees. Key words: emotional variety, emotional exhaustion, human resouce
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50

Chang, Pi-Chih, and 張碧枝. "A Study on the Relationship among Workplace Stress，Job Burnout and Employee Assistance Program." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/48439481877066515488.

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