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Moeller, Julia, Zorana Ivcevic, Arielle E. White, Jochen I. Menges, and Marc A. Brackett. "Highly engaged but burned out: intra-individual profiles in the US workforce." Career Development International 23, no. 1 (February 6, 2018): 86–105. http://dx.doi.org/10.1108/cdi-12-2016-0215.
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Purpose The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles. Design/methodology/approach A representative sample of the US workforce was surveyed online. Latent profile analysis (LPA) and configural frequency analysis examined intra-individual profiles and their inter-relations. Findings A negative inter-individual correlation between engagement and burnout suggested that burnout tends to be lower when engagement is high, but intra-individual analyses identified both aligned engagement-burnout profiles (high, moderate, and low on both variables), and discrepant profiles (high engagement – low burnout; high burnout – low engagement). High engagement and burnout co-occurred in 18.8 percent of workers. These workers reported strong mixed (positive and negative) emotions and intended to leave their organization. Another LPA identified three demands-resources profiles: low demands – low resources, but moderate self-efficacy, low workload and bureaucracy demands but moderate information processing demands – high resources, and high demands – high resources. Workers with high engagement – high burnout profiles often reported high demands – high resources profiles. In contrast, workers with high engagement – low burnout profiles often reported profiles of high resources, moderate information processing demands, and low other demands. Originality/value This study examined the intersection of intra-individual engagement-burnout profiles and demands-resources profiles. Previous studies examined only one of these sides or relied on inter-individual analyses. Interestingly, many employees appear to be optimally engaged while they are burned-out and considering to leave their jobs. Demands and resources facets were distinguished in the LPA, revealing that some demands were associated with resources and engagement.
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Wong, Venus W., Lisa A. Ruble, Yue Yu, and John H. McGrew. "Too Stressed to Teach? Teaching Quality, Student Engagement, and IEP Outcomes." Exceptional Children 83, no. 4 (July 2017): 412–27. http://dx.doi.org/10.1177/0014402917690729.
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Teacher stress and burnout have a detrimental effect on the stability of the teaching workforce. However, the possible consequences of teacher burnout on teaching quality and on student learning outcomes are less clear, especially in special education settings. We applied Maslach and Leiter’s (1999) model to understand the direct effects of burnout on teaching in general and stress arising from interaction with a specific student on the individualized education program (IEP) outcomes of young children with autism spectrum disorder. We also examined indirect effects through teaching quality and student engagement. The results indicated that one of the three components of burnout—teacher personal accomplishment—was directly related to IEP outcomes, a distal effect, whereas stress was directly related to teaching quality and student engagement, which were more proximal effects. In addition, teacher stress, emotional exhaustion, and depersonalization had indirect effects on IEP outcomes through teaching quality and student engagement.
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Boland, Lori L., Pamela J. Mink, Jonathan W. Kamrud, Jessica N. Jeruzal, and Andrew C. Stevens. "Social Support Outside the Workplace, Coping Styles, and Burnout in a Cohort of EMS Providers From Minnesota." Workplace Health & Safety 67, no. 8 (May 7, 2019): 414–22. http://dx.doi.org/10.1177/2165079919829154.
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Occupational burnout has been linked to the delivery of lower quality of care in some health care professions, including with turnover intentions and absenteeism in emergency medical services (EMS) workers. Thus, studies that identify factors associated with burnout may be integral to optimizing quality and workforce engagement among EMS professionals. A survey was conducted to assess social support outside the workplace, coping styles, and occupational burnout in a cohort of EMS providers from Minnesota. Surveys were returned by 217 providers (54% response), of which 167 had provided data on burnout, social support, and coping styles and were included in the analysis. The mean age was 41 years, 62% were male, and the prevalence of burnout was 17%. After adjustment for age and EMS tenure, the odds of burnout was higher among those characterized as socially isolated as compared with providers who were integrated socially or moderately integrated (odds ratio = 3.52; 95% confidence interval = [1.13, 10.98]). Common coping responses included planning, positive reframing, and active coping, while behavioral disengagement and denial were rarely used. Lack of social networks outside the workplace and frequent use of self-blame, food, or substance use as coping strategies were associated with burnout. Conversely, social integration and use of religion and instrumental support to cope with stressors were associated with reduced burnout.
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Schaufeli, Wilmar B. "Engaging leadership in the job demands-resources model." Career Development International 20, no. 5 (September 14, 2015): 446–63. http://dx.doi.org/10.1108/cdi-02-2015-0025.
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Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.
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Aparício, Carlos, and Jeniffer Nicholson. "Do preceptorship and clinical supervision programmes support the retention of nurses?" British Journal of Nursing 29, no. 20 (November 12, 2020): 1192–97. http://dx.doi.org/10.12968/bjon.2020.29.20.1192.
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Background: The reasons for nurse shortages are the ageing healthcare workforce, increasing demand for services, employee dissatisfaction, life–work imbalance and burnout. Aim: To review the literature to find out whether there is evidence to support preceptorship and clinical supervision programmes in retaining nurses, and particularly newly qualified nurses (NQNs), in clinical practice. Methods: A search of databases, as well as other sources, was carried out, with six studies selected for data analysis. Findings: Thematic analysis was used to synthesise the results and produced seven themes: increase satisfaction, gain competence and feel more confident; competencies of preceptors and supervisors; framework or model required; the challenge to the programmes; intention to stay and staff retention; voluntary withdrawal from the nursing profession; and further support for development. Conclusion: Training (preceptorship and clinical supervision programmes) is effective in retaining NQNs, increasing satisfaction, improving skills and competency and staff engagement; however, more support for both preceptors/supervisors and NQNs is needed to maximise the success of these programmes in the future.
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Otokiti, Ahmed Umar, Catherine K. Craven, Avniel Shetreat-Klein, Stacey Cohen, and Bruce Darrow. "Beyond Getting Rid of Stupid Stuff in the Electronic Health Record (Beyond-GROSS): Protocol for a User-Centered, Mixed-Method Intervention to Improve the Electronic Health Record System." JMIR Research Protocols 10, no. 3 (March 16, 2021): e25148. http://dx.doi.org/10.2196/25148.
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Background Up to 60% of health care providers experience one or more symptoms of burnout. Perceived clinician burden resulting in burnout arises from factors such as electronic health record (EHR) usability or lack thereof, perceived loss of autonomy, and documentation burden leading to less clinical time with patients. Burnout can have detrimental effects on health care quality and contributes to increased medical errors, decreased patient satisfaction, substance use, workforce attrition, and suicide. Objective This project aims to improve the user-centered design of the EHR by obtaining direct input from clinicians about deficiencies. Fixing identified deficiencies via user-centered design has the potential to improve usability, thereby increasing satisfaction by reducing EHR-induced burnout. Methods Quantitative and qualitative data will be obtained from clinician EHR users. The input will be received through a form built in a REDCap database via a link embedded in the home page of the EHR. The REDCap data will be analyzed in 2 main dimensions, based on nature of the input, what section of the EHR is affected, and what is required to fix the issue(s). Identified issues will be escalated to relevant stakeholders responsible for rectifying the problems identified. Data analysis, project evaluation, and lessons learned from the evaluation will be incorporated in a Plan-Do-Study-Act (PDSA) manner every 4-6 weeks. Results The pilot phase of the study began in October 2020 in the Gastroenterology Division at Mount Sinai Hospital, New York City, NY, which includes 39 physicians and 15 nurses. The pilot is expected to run over a 4-6–month period. The results of the REDCap data analysis will be reported within 1 month of completing the pilot phase. We will analyze the nature of requests received and the impact of rectified issues on the clinician EHR user. We expect that the results will reveal which sections of the EHR have the highest deficiencies while also highlighting issues about workflow difficulties. Perceived impact of the project on provider engagement, patient safety, and workflow efficiency will also be captured by evaluation survey and other qualitative methods where possible. Conclusions The project aims to improve user-centered design of the EHR by soliciting direct input from clinician EHR users. The ultimate goal is to improve efficiency, reduce EHR inefficiencies with the possibility of improving staff engagement, and lessen EHR-induced clinician burnout. Our project implementation includes using informatics expertise to achieve the desired state of a learning health system as recommended by the National Academy of Medicine as we facilitate feedback loops and rapid cycles of improvement. International Registered Report Identifier (IRRID) PRR1-10.2196/25148
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Hungerbuehler, Ines, Kate Daley, Kate Cavanagh, Heloísa Garcia Claro, and Michael Kapps. "Chatbot-Based Assessment of Employees’ Mental Health: Design Process and Pilot Implementation." JMIR Formative Research 5, no. 4 (April 21, 2021): e21678. http://dx.doi.org/10.2196/21678.
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Background Stress, burnout, and mental health problems such as depression and anxiety are common, and can significantly impact workplaces through absenteeism and reduced productivity. To address this issue, organizations must first understand the extent of the difficulties by mapping the mental health of their workforce. Online surveys are a cost-effective and scalable approach to achieve this but typically have low response rates, in part due to a lack of interactivity. Chatbots offer one potential solution, enhancing engagement through simulated natural human conversation and use of interactive features. Objective The aim of this study was to explore if a text-based chatbot is a feasible approach to engage and motivate employees to complete a workplace mental health assessment. This paper describes the design process and results of a pilot implementation. Methods A fully automated chatbot (“Viki”) was developed to evaluate employee risks of suffering from depression, anxiety, stress, insomnia, burnout, and work-related stress. Viki uses a conversation style and gamification features to enhance engagement. A cross-sectional analysis was performed to gain first insights of a pilot implementation within a small to medium–sized enterprise (120 employees). Results The response rate was 64.2% (77/120). In total, 98 employees started the assessment, 77 of whom (79%) completed it. The majority of participants scored in the mild range for anxiety (20/40, 50%) and depression (16/28, 57%), in the moderate range for stress (10/22, 46%), and at the subthreshold level for insomnia (14/20, 70%) as defined by their questionnaire scores. Conclusions A chatbot-based workplace mental health assessment seems to be a highly engaging and effective way to collect anonymized mental health data among employees with response rates comparable to those of face-to-face interviews.
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Lock, Mark J., Amber L. Stephenson, Jill Branford, Jonathan Roche, Marissa S. Edwards, and Kathleen Ryan. "Voice of the Clinician: the case of an Australian health system." Journal of Health Organization and Management 31, no. 6 (September 18, 2017): 665–78. http://dx.doi.org/10.1108/jhom-05-2017-0113.
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Purpose The Voice of the Clinician project commenced during an era when practitioner burnout, dissatisfaction, and turnover became an increasingly global health workforce concern. One key problem is clinical staff not being empowered to voice their concerns to decision-makers, as was found in this case study of an Australian public health organization. The following research question informed the present study: What is a better committee system for clinician engagement in decision-making processes? The paper aims to discuss this issue. Design/methodology/approach The Mid North Coast Local Health District in New South Wales aspired to improve engagement between frontline clinicians and decision-makers. Social network analysis methods and mathematical modeling were used in the discovery of how committees are connected to each other and subsequently to other committee members. Findings This effort uncovered a hidden organizational architecture of 323 committees of 926 members which overall cost 84,729 person hours and AUD$2.923 million per annum. Furthermore, frontline clinicians were located far from centers of influence, just 37 percent of committees had terms of reference, and clinicians reported that meeting agendas were not being met. Practical implications In response to the findings, a technological platform was created so that the board of directors could visually see all the committees and the connections between them, thus creating ways to further improve communication, transparency of process, and – ultimately – clinician engagement. Originality/value The breakthrough idea is that all organizational meetings can be seen as a system of engagement and should be analyzed to determine and describe the points and pathways where clinician voice is blocked.
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Jedwab, Rebecca M., Alison M. Hutchinson, Elizabeth Manias, Rafael A. Calvo, Naomi Dobroff, Nicholas Glozier, and Bernice Redley. "Nurse Motivation, Engagement and Well-Being before an Electronic Medical Record System Implementation: A Mixed Methods Study." International Journal of Environmental Research and Public Health 18, no. 5 (March 8, 2021): 2726. http://dx.doi.org/10.3390/ijerph18052726.
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Implementation of an electronic medical record (EMR) is a significant workplace event for nurses in hospitals. Understanding nurses’ key concerns can inform EMR implementation and ongoing optimisation strategies to increase the likelihood of nurses remaining in the nursing workforce. This concurrent mixed-methods study included surveys from 540 nurses (response rate 15.5%), and interviews with 63 nurses to examine their perceptions of using a new EMR prior to implementation at a single healthcare organisation. Survey findings revealed 32.2% (n = 174) of nurses reported low well-being scores and 28.7% (n = 155) were experiencing burnout symptoms. In contrast, 40.3% (n = 216) of nurses reported high work satisfaction, 62.3% (n = 334) had high intentions of staying in their role, and 34.3% (n = 185) were engaged in their work. Nearly half (n = 250, 46.3%) reported intrinsic motivation towards EMR use. Thematic analysis of focus group interviews revealed two themes, each with three subthemes: (1) Us and Them, detailed the juxtaposition between nurses’ professional role and anticipated changes imposed on them and their work with the EMR implementation; and (2) Stuck in the middle, revealed nurses’ expectations and anticipations about how the EMR may affect the quality of nurse-patient relationships. In conclusion, anticipation of the EMR implementation emerged as a stressor for nursing staff, with some groups of nurses particularly vulnerable to negative consequences to their well-being.
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Kirby, Emma, Alex Broom, Deme Karikios, Rosemary Harrup, and Zarnie Lwin. "Exploring the impact and experience of fractional work in medicine: a qualitative study of medical oncologists in Australia." BMJ Open 9, no. 12 (December 2019): e032585. http://dx.doi.org/10.1136/bmjopen-2019-032585.
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ObjectivesFractional (part-time) appointments are becoming more commonplace in many professions, including medicine. With respect to the contemporary oncological landscape, this highlights a critical moment in the optimisation of employment conditions to enable high-quality service provision given growing patient numbers and treatment volume intensification. Data are drawn from a broader study which aimed to better understand the workforce experiences of medical oncologists in Australia. This paper specifically aims to examine a group of clinicians’ views on the consequences of fractional work in oncology.DesignQualitative, one-on-one semistructured interviews. Interview transcripts were digitally audio recorded and transcribed verbatim. Data were subject to thematic analysis supported by the framework approach and informed by sociological methods and theory.SettingNew South Wales, Australia.ParticipantsMedical oncologists (n=22), including 9 female and 13 male participants, at a range of career stages.ResultsFour key themes were derived from the analysis: (1) increasing fractional employment relative to opportunities for full-time positions and uncertainty about future opportunities; (2) tightening in role diversity, including reducing time available for research, mentoring, professional development and administration; (3) emerging flexibility of medical oncology as a specialty and (4) impact of fractional-as-norm on workforce sustainability and quality of care.ConclusionFractional appointments are viewed as increasing in oncology and the broader consequences of this major shift in medical labour remain unexamined. Such appointments offer potential for flexible work to better suit the needs of contemporary oncologists; however, fractional work also presents challenges for personal and professional identity and vocational engagement. Fractional appointments are viewed as having a range of consequences related to job satisfaction, burnout and service delivery. Further research is needed to provide a critical examination of the multiple impacts of workforce trends within and beyond oncology.
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Cheshire, Anna, John Hughes, George Lewith, Maria Panagioti, David Peters, Chantal Simon, and Damien Ridge. "GPs’ perceptions of resilience training: a qualitative study." British Journal of General Practice 67, no. 663 (September 11, 2017): e709-e715. http://dx.doi.org/10.3399/bjgp17x692561.
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BackgroundGPs are reporting increasing levels of burnout, stress, and job dissatisfaction, and there is a looming GP shortage. Promoting resilience is a key strategy for enhancing the sustainability of the healthcare workforce and improving patient care.AimTo explore GPs’ perspectives on the content, context, and acceptability of resilience training programmes in general practice, in order to build more effective GP resilience programmes.Design and settingThis was a qualitative study of the perspectives of GPs currently practising in England.MethodGPs were recruited through convenience sampling, and data were collected from two focus groups (n = 15) and one-to-one telephone interviews (n = 7). A semi-structured interview approach was used and data were analysed using thematic analysis.ResultsParticipants perceived resilience training to be potentially of value in ameliorating workplace stresses. Nevertheless, uncertainty was expressed regarding how best to provide training for stressed GPs who have limited time. Participants suspected that GPs most likely to benefit from resilience training were the least likely to engage, as stress and being busy worked against engagement. Conflicting views were expressed about the most suitable training delivery method for promoting better engagement. Participants also emphasised that training should not only place the focus on the individual, but also focus on organisation issues.ConclusionA multimodal, flexible approach based on individual needs and learning aims, including resilience workshops within undergraduate training and in individual practices, is likely to be the optimal way to promote resilience.
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Bruera, Eduardo, Aimee Elizabeth Anderson, Janet L. Williams, and Diane D. Liu. "A survey of palliative care clinicians’ weekly self-care practices." Journal of Clinical Oncology 37, no. 31_suppl (November 1, 2019): 59. http://dx.doi.org/10.1200/jco.2019.37.31_suppl.59.
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59 Background: Recent evidence suggests that clinician burnout exceeds the national average in the Palliative Care workforce. MD Anderson’s Palliative Care service has therefore implemented measures to reduce stress and burnout and support engagement and health, including a 13-item, evidence-based Palliative Clinician Self Care Checklist. To improve the checklist, we conducted a survey to understand clinicians’ perception of the list and its items, and the frequency with which clinicians were able to achieve each item. Methods: The survey was administered electronically to Palliative Care medical professionals, including physicians, advanced practice providers, and counsellors. We collected demographic information in addition to survey items. We asked respondents to rate their perception of the usefulness of each of the 13 items, and how often they achieved each item. We also asked participants to rate their satisfaction with their professional life, and to respond to questions related to burnout. Results: The response rate to the survey was 32/39 providers contacted (82.0%), including 15 physicians, 10 APPs, and 7 counsellors. Items most often rated as useful or very useful were meeting with friends (93.7%), achieving a personal self-care goal (90.7%), and meeting with family (90.3%). Items least often rated as useful or very useful were visual arts (46.9%), reading literature (59.4%), and art, movies, or theater (65.7%). Items most reported as achieved most weeks or every week were meeting with friends (84.4%), achieving a personalized self-care goal (81%), and avoiding a personal item of maladaptive coping (81%). Visual arts (28.1%), art, movies, or theater (37.6%), and literature (43.8%) were least reported to be achieved most weeks or every week. All respondents reported some degree of satisfaction with their professional life. However, 25% of respondents reported feeling burned out once a week or more. Conclusions: While checklist items that respondents achieved least frequently were those that they perceived as least useful, some items perceived as most useful were not achieved as frequently. Future studies will focus on measures to facilitate providers’ ability to practice and access self-care measures.
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Bailey, Catherine, Adrian Madden, Kerstin Alfes, Luke Fletcher, Dilys Robinson, Jenny Holmes, Jonathan Buzzeo, and Graeme Currie. "Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature." Health Services and Delivery Research 3, no. 26 (June 2015): 1–424. http://dx.doi.org/10.3310/hsdr03260.
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BackgroundRecent studies have suggested engagement is linked with beneficial outcomes for individuals and organisations. Despite growing demand for resources and advice on engagement within the NHS, there has been no systematic evaluation of how engagement strategies can be developed and operationalised within the NHS.Objectives and research questionsTo evaluate evidence and theories of employee engagement within the NHS and the general workforce to inform policy and practice. Four research questions focused on definitions and models of engagement; the evidence of links between engagement and staff morale and performance; approaches and interventions that have the greatest potential to create and embed high levels of engagement within the NHS; and the most useful tools and resources for NHS managers in order to improve engagement.Review methodsEvidence was evaluated using a narrative synthesis approach involving a structured search of relevant academic databases and grey literature. The search yielded a final data set of 217 items, comprising 172 empirical papers, 38 theoretical articles, four meta-analyses and three books. From the grey literature, only 14 items were used in the analysis.Main findingsThere is no one agreed definition or measure of engagement. Existing approaches were grouped under three headings: a psychological state; a composite attitudinal and behavioural construct; and employment relations practice. Most fell under the first category, with the Utrecht Work Engagement Scale being the most prevalent. Most theorising around engagement used the job demands–resources framework. Thirty-five studies considered engagement and morale, and the most consistent finding was a positive link between engagement and life satisfaction, and a negative link between engagement and burnout. Some studies suggested that engagement was positively associated with organisational commitment and job satisfaction and negatively linked to turnover intentions. Of 42 studies that looked at performance and engagement, the strongest support was found for a link between engagement and individual in-role performance and a negative link between engagement and counterproductive performance outcomes. A link between engagement and higher-level performance outcomes was also found. Of 155 studies that explored approaches and interventions that promote engagement, the strongest support was found for the following: positive psychological states including resilience; job-related resources and job design features; positive leadership; perceived organisational support; team-level engagement; training and development. Only a small proportion of studies were based in health-care settings, making the application of evidence to wider contexts limited. Studies identified in the grey literature suggested that the focus of practitioner material was more on wider managerial issues than on psychological factors.ConclusionsThe synthesis highlights the complex nature of the engagement evidence base. The quality of evidence was mixed. Most studies were cross-sectional, self-report surveys, although the minority of studies that used more complex methods such as longitudinal study designs or multiple respondents were able to lend more weight to inferences of causality. The evidence from the health-care sector was relatively sparse. Only a few studies used complex methods and just two had taken place in the UK. The evidence synthesis suggests that employers might consider several factors in efforts to raise levels of engagement including development and coaching to raise levels of employee resilience, the provision of adequate job resources, and fostering positive and supportive leadership styles.FundingThis project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research (HSDR) programme.
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Nwagbara, Uzoechi. "Exploring how institutions shape managerialist employment relations and work-life balance (WLB) challenges in Nigeria." Employee Relations: The International Journal 42, no. 6 (June 14, 2020): 1401–21. http://dx.doi.org/10.1108/er-07-2019-0269.
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PurposeThis study explores the nexus between institutions and managerialist employment relations and subsequent work-life balance (WLB) challenges for Nigerian employees. Through an exploratory approach, the paper investigates how institutions shape employment relations, which is characterised by systematic and normalised managerialist practices and lack of employee participation.Design/methodology/approachRelying on a qualitative, interpretive approach, this study explores the relationship between institutional pressures, managerialism and employment relations. 31 semi-structured interviews and nine focus group interviews data was used.FindingsThis paper found that institutions shape organisational practice, specifically employment relations and human resource management (HRM) practice generally through its normative tendency. The study also found that although managerialist employment relations leads to WLB challenges, Nigeria's unique context aggravates this situation constituting serious WLB challenges for workers.Research limitations/implicationsResearches dealing with the relationship between managerialism, employment relations and WLB are largely underdeveloped and under-theorised. HRM phenomena such as unhappy workforce, stress, lack of flexibility, burnout, turnover and turnover intention, associated with management practice, have major implications for engagement procedures and HRM strategies. However, the sample size used potentially limits generalisation including its qualitative approach.Originality/valueThis study contributes to the dearth of researches focusing on employer–employee relationship quality as a precursor to WLB challenges and a mediator between managerialist employment relations and WLB challenges. Additionally, the study contributes to the burgeoning WLB discourse from developing countries perspective, which is understudied. It also sheds light on how Nigeria's unique context can bring new insights into the nascent WLB discourse and its associated HRM practices.
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Fragoso, Zachary L., Kyla J. Holcombe, Courtney L. McCluney, Gwenith G. Fisher, Alyssa K. McGonagle, and Susan J. Friebe. "Burnout and Engagement." Workplace Health & Safety 64, no. 10 (July 9, 2016): 479–87. http://dx.doi.org/10.1177/2165079916653414.
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Winter, George. "Burnout across the healthcare workforce." British Journal of Healthcare Management 26, no. 1 (January 2, 2020): 16–18. http://dx.doi.org/10.12968/bjhc.2019.0113.
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Mental and physical exhaustion—known as burnout—has become a major hindrance to healthcare professionals. George Winter outlines current research into the clinical workplace demands and culture which can lead to burnout and considers what healthcare managers can do to alleviate these problems.
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Worcester, Sharon. "Physician Engagement Beats Burnout." Caring for the Ages 16, no. 6 (June 2015): 1–13. http://dx.doi.org/10.1016/j.carage.2015.05.001.
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Willard-Grace, Rachel, Margae Knox, Beatrice Huang, Hali Hammer, Coleen Kivlahan, and Kevin Grumbach. "Burnout and Health Care Workforce Turnover." Annals of Family Medicine 17, no. 1 (January 2019): 36–41. http://dx.doi.org/10.1370/afm.2338.
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Marsollier, Roxana. "Burnout y engagement Burnout y engagement en el análisis organizacional. Contribuciones y desafíos." PSICOLOGÍA UNEMI 5, no. 8 (January 7, 2021): 62–71. http://dx.doi.org/10.29076/issn.2602-8379vol5iss8.2021pp62-71p.
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Este ensayo tiene como finalidad reflexionar sobre los constructos burnout y engagement, entendidos como experiencias que permiten comprender las dinámicas de las personas con su trabajo y su impacto en las organizaciones. Se realiza un recorrido histórico desde el nacimiento del estrés y el síndrome de burnout destacando sus principales concepciones y líneas de investigación, desde la mirada tradicional de la psicología. Seguidamente, se estudia el surgimiento del engagement, en el marco de la psicología positiva y su influencia a nivel organizacional. Posteriormente, se analiza la relación dialéctica entre burnout y engagement, tanto a nivel teórico –identificando sus principales aportes y desafíos a la investigación–, como en sus implicancias prácticas –en tanto contribuye a la compresión holística de las organizaciones–. Finalmente, se plantea como desafío para la investigación analizar los perfiles psicosociales coexistentes en el ámbito ocupacional, a la luz de factores culturales y contextuales propios de cada organización.
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Cole, Michael S., Frank Walter, Arthur G. Bedeian, and Ernest H. O’Boyle. "Job Burnout and Employee Engagement." Journal of Management 38, no. 5 (August 23, 2011): 1550–81. http://dx.doi.org/10.1177/0149206311415252.
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Martinussen, Monica, Per-Christian Borgen, and Astrid Marie Richardsen. "Burnout and engagement among physiotherapists." International Journal of Therapy and Rehabilitation 18, no. 2 (February 2011): 80–88. http://dx.doi.org/10.12968/ijtr.2011.18.2.80.
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Henson, John W. "Reducing Physician Burnout Through Engagement." Journal of Healthcare Management 61, no. 2 (March 2016): 86–89. http://dx.doi.org/10.1097/00115514-201603000-00004.
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Bodine, Jennifer L. "Preventing Preceptor Burnout Through Engagement." Journal for Nurses in Professional Development 34, no. 5 (2018): 290–92. http://dx.doi.org/10.1097/nnd.0000000000000473.
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Hasan, Tasneem F., Marion T. Turnbull, Kenneth A. Vatz, Maisha T. Robinson, Elizabeth A. Mauricio, and William D. Freeman. "Burnout and attrition." Neurology 93, no. 23 (November 5, 2019): 1002–8. http://dx.doi.org/10.1212/wnl.0000000000008583.
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Neurology faces an increasing shortage of neurologists in the United States due to a growing demand for neurologic services. A 7% increase in the supply of neurologists is predicted from 2012 to 2025, whereas the demand will rise by 16%. An increase in the neurology workforce is critical to meet the demands, and a significant gender gap remains within the workforce that must be addressed to further ease the discrepancy between supply and demand. Individual, institutional, and societal factors contribute to this gender discrepancy and potentially result in the burnout or soft attrition of women from neurology. These factors, including earning disparity between male and female neurologists, one of the largest gaps in pay for any medical specialty, and the lack of representation at higher academic levels with only 12% (14 of 113) of neurology department chairs at academic medical centers being women, could lead to increased attrition of women from neurology. Identifying and mitigating these factors may help narrow the gender gap and increase the supply of neurologists to better meet future demand.
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J. Burke, Ronald, Simon L. Dolan, and Lisa Fiksenbaum. "Part-time versus full-time work: an empirical evidence-based case of nurses in Spain." Evidence-based HRM: a Global Forum for Empirical Scholarship 2, no. 2 (October 14, 2014): 176–91. http://dx.doi.org/10.1108/ebhrm-02-2013-0001.
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Purpose – The purpose of this paper is to examine the reasons given by nurses for working part-time; compare the work experiences, satisfactions, and psychological well-being of nursing staff working full-time vs part-time; and identify possible antecedents and sources of leverage to encourage part-time nurses to work full-time. Design/methodology/approach – An online survey was developed, pre-tested and validated, and sent to the regional associations of nurses in Spain for distribution to their members. Data collection involved a cross-sectional design. A total of 2,094 valid questionnaires were completed online. The majority of responding nurses were located in Catalunya and Gipuzkoa. Respondents were given 15 reasons and asked to indicate the extent to which each played a role in their decision to work part-time. Job context and job content scales bearing multi items reliable measures were also employed. All scales met the criteria of reliability. Findings – Nurses working full-time included more males, were older, had longer nursing experience (both job and unit tenure), reported higher levels of both job resources (autonomy, self-development opportunities), higher levels of positive work attitudes (job involvement, affective commitment, work engagement), more medication use, and a higher intention to quit. Full-time and part-time nursing staff were similar on marital status, levels of social support (supervisor, co-worker, spouse, and family), self-reported absenteeism, levels of burnout, levels of psychological well-being (psychosomatic symptoms, self-reported health), and potential accident propensity. Some of the more concrete results include: first, reasons for working part-time were varied with some being voluntary (going to school) and others involuntary (poor health). Second, different clusters of individuals likely exist (e.g. students, caretakers, transitioning to retirement or other career options). Third, part-time nursing staff tended to report a more negative workplace (less autonomy, fewer opportunities for self-development) and less favorable work attitudes (less engagement, job involvement, and affective commitment) than their full-time counterparts. Research limitations/implications – First, all data were collected using self-report questionnaires, raising the possibility of response set tendencies. Second, all data were collected at one point in time, making it difficult to determine cause-effect relationships. Third, although the sample was very large, it was not possible to determine its representativeness or a response rate given the data collection procedure employed. Fourth, the large sample size resulted in relatively small mean differences reaching levels of statistical significance. Fifth, many of the nurse and work/organizational outcomes were themselves significantly correlated inflating the number of statistically significant relationships reported. Finally, it is not clear to what extent the findings apply to Spain only. Practical implications – Health care organizations interested in encouraging and supporting part-time nursing staff to consider working full-time may have some sources of leverage. Part-time nursing staff indicated generally lower levels of commitment involvement and engagement compared to their full-time colleagues. Part-time nursing staff in this study reported lower levels of job resources, such as autonomy and self-development opportunities. Increasing nursing staff input into decision making, increasing levels of nursing staff empowerment, increasing supervisory development that in supporting and respecting the nursing staff contributions, reducing levels of workplace incivility, and improving nursing work team functioning would make the work experiences of part-time nursing staff more meaningful and satisfying. In addition, offering more flexible work schedules and tackling the stereotype associated with working only part-time would also address factors associated with working part-time. A more long-term strategy would involve enhancing both the psychological and physical health of nursing staff through the introduction of a corporate wellness initiative. Increasing the work ability of nursing staff by improving their psychological and physical well-being addresses a common factor in the part-time work decision. Social implications – There is a call in the paper for Spanish authorities to consider implementing the “Magnet hospital program” which is one model that has been shown to improve nurse and patient outcomes and is one solution to the shortage of hospital nurses in attracting them to work on a full-time basis. The process of Magnet recognition involves implementing 14 evidence-based standards. Originality/value – Experts claim that the part-time phenomenon is a growing trend and is there to stay. The authors still do not know sufficiently about the HR implications for having a large workforce of part-time employees. In this paper, a tentative attempt was made to better understand this phenomenon, especially when there is a shortage of qualified nurses in the health sector. Several promising research directions follow from this investigation. First, nurses working part-time need to be polled to identify factors that would encourage and support them should they desire to change to full-time work. Second, the authors learn more about the relatively low levels of involvement, commitment, and engagement of part-time nurses, a phenomenon that most organizations wish to minimize.
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Narayanamma, Dr P. Lakshmi, and Dr Neelima S. "Engagement Practices for Multi Generation Workforce." Journal of Advanced Research in Dynamical and Control Systems 11, no. 9 (September 30, 2019): 12–16. http://dx.doi.org/10.5373/jardcs/v11i9/20192767.
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Sheikh, Adnan Ahmed, Aneeq Inam, Anila Rubab, Usama Najam, Naeem Ahmad Rana, and Hayat Muhammad Awan. "The Spiritual Role of a Leader in Sustaining Work Engagement: A Teacher-Perceived Paradigm." SAGE Open 9, no. 3 (July 2019): 215824401986356. http://dx.doi.org/10.1177/2158244019863567.
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Work engagement is arguably one of the key challenges confronted by the higher education sector of Pakistan. Therefore, it is important to understand the diverse perspectives of work engagement in this sector. This study examines the effect of job demand and spiritual leadership on work engagement in public universities of Pakistan through the mediating role of burnout and moderating effect of spiritual leadership between job demand and burnout and between burnout and work engagement. The study framework was established from theories, namely, the job demand-resource theory and the spiritual leadership theory. The respondents were 271 faculty members working in different universities of Pakistan. The findings show a significant relationship between job demand and burnout and between burnout and work engagement. Moreover, the results show a positive relationship between spiritual leadership with work engagement and negative relationship with burnout. However, the findings show the insignificant direct relationship between job demand and work engagement, whereas burnout mediates the relationship between job demand, spiritual leadership, and work engagement. Interestingly, spiritual leadership plays an important role in moderating the relationship between burnout and work engagement but does not moderate the relationship between job demand and burnout. Besides, the findings of the study will redound to organizational benefits by enriching research on the area of burnout and work engagement, which is so far in its infancy by referring to its potential antecedent and moderating variable. Finally, the study will be useful for both organizations and employees to achieve desired outcomes.
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Semeijn, Judith, Joris Van Ruysseveldt, Greet Vonk, and Tinka van Vuuren. "In flight again with wings that were once broken; effects of post-traumatic growth and personal resources on burnout recovery." International Journal of Workplace Health Management 12, no. 5 (September 26, 2019): 387–403. http://dx.doi.org/10.1108/ijwhm-01-2019-0006.
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Purpose Adequate recovery from burnout is important to understand. The purpose of this paper is to investigate whether post-traumatic growth (PTG) contributes to higher engagement and reduced symptoms of burnout and whether this process is mediated by personal resources. Design/methodology/approach In a cross-sectional survey, 166 Dutch workers who had fully recovered from burnout were questioned on their level of PTG, their personal resources (optimism, resilience and self-efficacy), and their levels of engagement and burnout. Findings Fully recovered workers scored somewhat higher on current burnout level, but did not differ from norm group workers in their engagement level. Moreover, PTG appeared to positively affect both higher engagement and lower burnout levels, which is fully mediated by personal resources. Research limitations/implications Post-traumatic growth (PTG) impacts on engagement and burnout levels amongst workers who have recovered from burnout by enhancing personal resources. The role of personal resources and the impact of PTG on engagement and burnout complaints following (recovery from) burnout deserve further investigation. Practical implications Management can support workers who have (recovered from a) burnout, by being aware of their (higher) engagement, and facilitate the enhancement of PTG and personal resources. Originality/value This study is one of the first to study the role of PTG after (recovery from) burnout and reveals valuable findings for both research and practice.
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Paris, Manuel, and Michael A. Hoge. "Burnout in the Mental Health Workforce: A Review." Journal of Behavioral Health Services & Research 37, no. 4 (December 15, 2009): 519–28. http://dx.doi.org/10.1007/s11414-009-9202-2.
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Cempaka Putrie Dimala and Nita Rohayati. "KONTRIBUSI ACADEMIC BURNOUT DAN DUKUNGAN SOSIAL TERHADAP ACADEMIC ENGAGEMENT PADA MAHASISWA UNIVERSITAS BUANA PERJUANGAN KARAWANG." Psychopedia Jurnal Psikologi Universitas Buana Perjuangan Karawang 4, no. 2 (December 13, 2019): 1–9. http://dx.doi.org/10.36805/psikologi.v4i2.742.
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This study aims to determine the profile of academic burnout, social support, and academic engagement and find out how much the contribution of academic burnout and social support to academic engagement in UBP Karawang students. The research population of 4,825 people, drawn from three forces, this is because UBP has only three forces. So the sample size is 354 people. The sampling technique used is proportional stratified random sampling. The data analysis method used is the Pearson Product Moment correlation technique. Based on the results of this test the hypothesis is accepted because it shows a significance value of 0,000 less than 0.05. So it can be concluded that there is a contribution of academic burnout and social support to academic engagement in Karawang UBP students have a negative relationship direction, meaning that if academic burnout increases and social support decreases then academic engagement decreases. The contribution of academic burnout and social support variables contributed 24.9% to academic engagement, so it can be seen that 75.1% can be influenced by other variables
Keywords: Academic Engagement, Social Support, Academic Burnout.
Penelitian ini bertujuan untuk mengetahui profil academic burnout, dukungan sosial, dan academic engagement serta mengetahui seberapa besar kontribusi academic burnout dan dukungan sosial terhadap academic engagement pada mahasiswa UBP Karawang. Populasi penelitian sebesar 4.825 orang, yang diambil dari tiga angkatan, hal ini dikarenakan UBP baru memiliki tiga angkatan. Sehingga sample sizenya dalah 354 orang. Teknik pengambilan sampel yang digunakan adalah Proportional stratified random sampling. Metode analisis data yang digunakan adalah teknik korelasi Pearson Product Moment. Berdasarkan hasil pengujian ini hipotesis diterima karena menunjukkan nilai signifikansi 0.000 lebih kecil dari 0.05. Sehinga dapat disimpulkan bahwa ada kontribusi academic burnout dan dukungan sosial terhadap academic engagement pada mahasiswa UBP Karawang memiliki arah hubungan negatif, artinya jika academic burnout meningkat dan dukungan sosial menurun maka academic engagement menurun. Kontribusi variabel academic burnout dan dukungan sosial memiliki kontribusi sebesar 24,9% terhadap academic engagement, sehingga dapat diketahui bahwa 75,1% dapat dipengaruhi oleh variabel lain.
Kata Kunci: Academic Engagement, Dukungan Sosial, Academic Burnout.
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Cempaka Putrie Dimala and Nita Rohayati. "KONTRIBUSI ACADEMIC BURNOUT DAN DUKUNGAN SOSIAL TERHADAP ACADEMIC ENGAGEMENT PADA MAHASISWA UNIVERSITAS BUANA PERJUANGAN KARAWANG." Psychopedia Jurnal Psikologi Universitas Buana Perjuangan Karawang 4, no. 2 (December 2, 2019): 1–9. http://dx.doi.org/10.36805/psikologi.v4i2.833.
Full textAbstract:
This study aims to determine the profile of academic burnout, social support, and academic engagement and find out how much the contribution of academic burnout and social support to academic engagement in UBP Karawang students. The research population of 4,825 people, drawn from three forces, this is because UBP has only three forces. So the sample size is 354 people. The sampling technique used is proportional stratified random sampling. The data analysis method used is the Pearson Product Moment correlation technique. Based on the results of this test the hypothesis is accepted because it shows a significance value of 0,000 less than 0.05. So it can be concluded that there is a contribution of academic burnout and social support to academic engagement in Karawang UBP students have a negative relationship direction, meaning that if academic burnout increases and social support decreases then academic engagement decreases. The contribution of academic burnout and social support variables contributed 24.9% to academic engagement, so it can be seen that 75.1% can be influenced by other variables
Keywords: Academic Engagement, Social Support, Academic Burnout.
Penelitian ini bertujuan untuk mengetahui profil academic burnout, dukungan sosial, dan academic engagement serta mengetahui seberapa besar kontribusi academic burnout dan dukungan sosial terhadap academic engagement pada mahasiswa UBP Karawang. Populasi penelitian sebesar 4.825 orang, yang diambil dari tiga angkatan, hal ini dikarenakan UBP baru memiliki tiga angkatan. Sehingga sample sizenya dalah 354 orang. Teknik pengambilan sampel yang digunakan adalah Proportional stratified random sampling. Metode analisis data yang digunakan adalah teknik korelasi Pearson Product Moment. Berdasarkan hasil pengujian ini hipotesis diterima karena menunjukkan nilai signifikansi 0.000 lebih kecil dari 0.05. Sehinga dapat disimpulkan bahwa ada kontribusi academic burnout dan dukungan sosial terhadap academic engagement pada mahasiswa UBP Karawang memiliki arah hubungan negatif, artinya jika academic burnout meningkat dan dukungan sosial menurun maka academic engagement menurun. Kontribusi variabel academic burnout dan dukungan sosial memiliki kontribusi sebesar 24,9% terhadap academic engagement, sehingga dapat diketahui bahwa 75,1% dapat dipengaruhi oleh variabel lain.
Kata Kunci: Academic Engagement, Dukungan Sosial, Academic Burnout.
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Hakanen, Jari J., Arnold B. Bakker, and Wilmar B. Schaufeli. "Burnout and work engagement among teachers." Journal of School Psychology 43, no. 6 (January 2006): 495–513. http://dx.doi.org/10.1016/j.jsp.2005.11.001.
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Glaría López, Rocío, Lorena Carmona San Martín, Cristhian Pérez Villalobos, and Paula Parra Ponce. "Burnout y engagement académico en fonoaudiología." Investigación en Educación Médica 5, no. 17 (January 2016): 17–23. http://dx.doi.org/10.1016/j.riem.2015.08.006.
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Schaufeli, Wilmar B., Isabel M. Martínez, Alexandra Marques Pinto, Marisa Salanova, and Arnold B. Bakker. "Burnout and Engagement in University Students." Journal of Cross-Cultural Psychology 33, no. 5 (September 2002): 464–81. http://dx.doi.org/10.1177/0022022102033005003.
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Fiorilli, Caterina, Ilaria Buonomo, Luciano Romano, Ylenia Passiatore, Domenica Fioredistella Iezzi, Paolo Emilio Santoro, Paula Benevene, and Alessandro Pepe. "Teacher Confidence in Professional Training: The Predictive Roles of Engagement and Burnout." Sustainability 12, no. 16 (August 6, 2020): 6345. http://dx.doi.org/10.3390/su12166345.
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Teachers’ work engagement positively impacts teachers’ attitudes towards their job. Nevertheless, teachers may experience burnout during their career, which negatively impacts their professional learning opportunities. In this study we investigated the relationship between teachers’ levels of burnout, work engagement, and their confidence in in-service training in a sample of Italian teachers. We expected that burnout mediated the relationship between work engagement and teachers’ confidence in training. A total of 481 teachers completed self-report questionnaires about engagement and burnout, with an ad hoc Confidence in Training Index developed to assess their attitudes towards professional development courses. The mediation analysis confirmed that the teachers’ levels of burnout mediated the relationship between their work engagement and their confidence in in-service training. Findings suggest that teacher confidence in policies about professional training should be evaluated by taking into account their level of engagement and burnout.
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Sawhney, Gargi, Thomas W. Britt, Robert R. Sinclair, Cynthia D. Mohr, and Chloe A. Wilson. "Is Commitment to One’s Profession Always a Good Thing? Exploring the Moderating Role of Occupational Commitment in the Association Between Work Events and Occupational Health." Journal of Career Assessment 28, no. 4 (March 3, 2020): 551–70. http://dx.doi.org/10.1177/1069072720907907.
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Using a 12-week experience sampling design, this study examined the interaction between negative and positive events in predicting work engagement and burnout in a sample of nurses. Additionally, this study explored the moderating effect of affective occupational commitment as a moderator of work events and work engagement/burnout relation. Results indicated that positive and negative events, as well as their interactive effects significantly predicted both work engagement and burnout. In addition, occupational commitment moderated the association between negative events and burnout. Specifically, the association between negative events and burnout was stronger for nurses who reported high occupational commitment. Positive events did not interact with occupational commitment to predict work engagement or burnout. Similarly, occupational commitment did not moderate the link between negative events and work engagement. Implications for research and practice are discussed.
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Hwang, Jung Eun, Na Jin Kim, Nani Kwon, and Su Young Kim. "An Effort-Reward Imbalance Model to Study Engagement and Burnout: A Pilot Study." Journal of Education and Development 3, no. 2 (May 16, 2019): 1. http://dx.doi.org/10.20849/jed.v3i2.542.
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Introduction: Medical students are motivated to engage actively in their studies. Yet at least 50% of medical students suffer from academic burnout. Using a social environmental perspective, this pilot study tested six hypotheses to account for medical student engagement and burnout via an effort-reward imbalance (ERI) model.Methods: This study measured ERI, over-commitment, engagement, burnout, negative affect, demographic variables, and test results during 2017. Seventy-nine medical students at a college of medicine in Seoul, Republic of Korea completed the online questionnaires (response rate: 20.73%). We used hierarchical regression analyses to examine the effects of ERI ratio, over-commitment, and the interaction between ERI ratio and over-commitment on engagement and burnout after adjusting for demographic variables and negative affect.Results: The ERI ratio was negatively related to engagement (p < 0.05), but over-commitment was positively related to engagement (p < 0.05). For burnout, affiliation, age, and negative affect were significant predictors. The ERI ratio was positively associated with burnout (p < 0.05). When we performed regression analyses on three sub-dimensions of engagement and burnout, the factors that affected each sub-dimension were different.Discussion: This pilot study revealed that the ERI ratio in school settings is a common factor for explaining the engagement and burnout of medical students. In addition, over-commitment significantly accounted for engagement, but it did not significantly account for burnout. These results for over-commitment may be explained by the unique characteristics of medical students.
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Chirkowska-Smolak, Teresa. "Does work engagement burn out? The person-job fit and levels of burnout and engagement in work." Polish Psychological Bulletin 43, no. 2 (January 1, 2012): 76–85. http://dx.doi.org/10.2478/v10059-012-0009-2.
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Does work engagement burn out? The person-job fit and levels of burnout and engagement in work This research (N=943) examines the relationship between burnout, work engagement, and organizational factors that play an important role in the strain process (development of burnout), and in the motivational process (work engagement). The aim of the study is to test the relationships of burnout and work engagement, on the one hand, and organizational factors—job demands (workload) and job resources (control, relations with co-workers and superiors, rewards, fairness, and values)—on the other. The results of the analysis call into doubt whether burnout and work engagement are opposite poles of the same dimension, or whether they are independent, though correlated, constructs. Exhaustion and vigour are not the extremes of the same energy dimension, but in the case of cynicism and dedication, the situation is not so clear. It can be said that we are not dealing with the burnout of engagement, but rather with a change in attitude to work (increasing cynicism) on the part of people not suited to their jobs.
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Millar, Helen L. "THE UK NHS EXPERIENCE OF BURNOUT: TIME FOR ACTION." International Journal of Person Centered Medicine 9, no. 3 (July 27, 2021): 7–18. http://dx.doi.org/10.5750/ijpcm.v9i3.994.
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Background: Burnout, as a global phenomenon, has probably always existed and been present in all cultures but more recently has been increasingly identified in the public health sector work place. The UK National Health Service (NHS) is the largest employer in Europe with over 1.3 million workers. It therefore reflects many of the challenges common to global health care systems. The escalation of burnout in the UK NHS (National Health Service) is now recognized given the impact on workforce sustainability and the health care delivery.
Objectives: This article aims to highlight the current epidemic of burnout in the UK NHS, its causes, and impact on the workforce and quality of care provided. Strategies developed to improve the health of the NHS workforce will be reviewed and appraised in terms of their impact and limitations to date.
Methods: The methodology includes a broad overview of selected articles/publications focusing on the concept of burnout and the impact on the workforce and patient care and is not intended to be a systematic review. Publications include peer reviewed articles, governmental strategic documents, recent surveys, and relevant responses by health care professionals and other relevant independent bodies.
Results: The current literature highlights that burnout in the NHS is a major concern. It is clear that recognition of the extent of the problem and its impact are crucial for the sustainability of the NHS. The alarming rate of work force attrition is evident and unless immediate drastic steps are taken to address the root causes, the pressure on remaining staff will escalate to breaking point resulting in an inability to sustain services due to further staff losses. Evidence demonstrates that staff burnout adversely affects patient care and increases errors.
Conclusion: It is vital that burnout is addressed as a matter of urgency in order to ensure a healthy and productive workforce and to ensure patients are treated safely and effectively. The NHS’s very survival depends on direct and urgent action to remedy this situation.
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Suri, Kanika, Shailendra Kumar B. Hegde, Shilpa Sadanand, Sonali Randhawa, Hardeep Singh Bambrah, and Swarnalatha Turlapati. "Psychological distress and burnout among counsellors working in health information helplines." International Journal Of Community Medicine And Public Health 8, no. 1 (December 25, 2020): 304. http://dx.doi.org/10.18203/2394-6040.ijcmph20205712.
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Background: PSMRI has large numbers of health workforce working in health information helpline (HIHL) in India. Aiming to understand stress, burnout among counsellors working in HIHLs, India. The study aimed to understand the level of stress and linkages and how the health workforce can go through distress working in helplines.Methods: Individual study interviews were conducted across six states. Socio-demographic details, medical history and lifestyle information, collected. General health questionnaire (GHQ-28) and Copenhagen burnout inventory (CBI)-tools.Results: 16.9%- work-related burnout, 15.5%- client-related burnout and more than 1/4th (25.3%) had personal burnout. Level of psychological distress and burnout among counsellors working in helplines was high.Conclusions: The study shows on how the counsellors working in the helplines go through psychological distress and burnout. It also leads to mechanisms that leads to the awareness of psychological distress faced by mental health professionals, and training for support was initiated to develop a mental health platform.
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Vincent, Laura, Peter G. Brindley, Julie Highfield, Richard Innes, Paul Greig, and Ganesh Suntharalingam. "Burnout Syndrome in UK Intensive Care Unit staff: Data from all three Burnout Syndrome domains and across professional groups, genders and ages." Journal of the Intensive Care Society 20, no. 4 (July 11, 2019): 363–69. http://dx.doi.org/10.1177/1751143719860391.
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IntroductionThis is the first comprehensive evaluation of Burnout Syndrome across the UK Intensive Care Unit workforce and in all three Burnout Syndrome domains: Emotional Exhaustion, Depersonalisation and lack of Personal Accomplishment.MethodsA questionnaire was emailed to UK Intensive Care Society members, incorporating the 22-item Maslach Burnout Inventory Human Services Survey for medical personnel. Burnout Syndrome domain scores were stratified by ‘risk’. Associations with gender, profession and age-group were explored.ResultsIn total, 996 multi-disciplinary responses were analysed. For Emotional Exhaustion, females scored higher and nurses scored higher than doctors. For Depersonalisation, males and younger respondents scored higher.ConclusionApproximately one-third of Intensive Care Unit team-members are at ‘high-risk’ for Burnout Syndrome, though there are important differences according to domain, gender, age-group and profession. This data may encourage a more nuanced understanding of Burnout Syndrome and more personalised strategies for our heterogeneous workforce.
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Park, SunAe, and JaeChang Lee. "The effect of emotional labor strategy on job burnout and job engagement." Korean Journal of Industrial and Organizational Psychology 27, no. 4 (November 30, 2014): 781–804. http://dx.doi.org/10.24230/kjiop.v27i4.781-804.
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The purpose of this study was to examine the moderating effect of positive psychological capital to analyze that emotional labor strategy(surface acting, deep acting) impacts on the job burnout and job engagement using samples of 314 salesperson in distribution services. The results were as follows. First, the surface acting of emotional labor strategies was increased job burnout, but deep acting decreased job burnout and increased job engagement. Second, positive psychological capital had negative effect on job burnout and positive effect on job engagement. Third, positive psychological capital had moderating effect between deep acting and job engagement. But, in contrast to the job engagement, job burnout had not effect on the moderation of positive psychological capital. That is, positive psychological capital was not a buffering effect between deep acting and job burnout, but worked as facilitator in a relationship between deep acting and job engagement. Finally, the implications and limitations of the present study as well as the future directions of this area were discussed.
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Graña, Mar, Cristina De Francisco, and Constantino Arce. "The Relationship between Motivation and Burnout in Athletes and the Mediating Role of Engagement." International Journal of Environmental Research and Public Health 18, no. 9 (May 4, 2021): 4884. http://dx.doi.org/10.3390/ijerph18094884.
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The purpose of our research was to analyze the relationship among motivation, burnout, and engagement in sports. Five hundred athletes of both sexes from multiple sports modalities took part, with a mean age of 17.39 years (SD = 4.60). The instruments applied were as follows: Spanish versions of the Sport Motivation Scale (SMS), the Athlete Engagement Questionnaire (AEQ) and the Athlete Burnout Questionnaire (ABQ). Pearson correlations showed that motivation is negatively related to burnout and positively to engagement, while burnout and engagement are inversely related to each other. Through structural equation modeling, it was shown that engagement has a mediating role between motivation and burnout. Furthermore, there are no gender differences in this relationship, although there are differences between athletes who practice individual sports and those who practice collective sports. Encouraging high levels of self-determined motivation can help to increase athletes’ degree of engagement and protect them against burnout and sport withdrawal.
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Jiang, Hua, and Rita Linjuan Men. "Creating an Engaged Workforce." Communication Research 44, no. 2 (July 10, 2016): 225–43. http://dx.doi.org/10.1177/0093650215613137.
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Scholars have increasingly recognized the importance of studying factors leading to employee engagement. However, few researchers have created and tested theoretical models that propose mechanisms linking employee engagement to social contextual variables. Based on a random sample of employees ( n = 391) working across different industrial sectors in the United States, we proposed and tested a model (rooted in the Social Exchange Theory and the Job Demands-Resources Model) that examined how authentic leadership, transparent organizational communication, and work-life enrichment are interrelated. A simplified model containing both significant direct and indirect effects fits the data. Theoretical contributions and managerial ramifications of the study were discussed.
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Osatuke, Katerine, Scott C. Moore, Christopher Ward, Sue R. Dyrenforth, and Linda Belton. "Civility, Respect, Engagement in the Workforce (CREW)." Journal of Applied Behavioral Science 45, no. 3 (August 25, 2009): 384–410. http://dx.doi.org/10.1177/0021886309335067.
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Tullar, Jessica M., Benjamin C. Amick, Shelley Brewer, Pamela M. Diamond, Steven H. Kelder, and Osama Mikhail. "Improve employee engagement to retain your workforce." Health Care Management Review 41, no. 4 (2016): 316–24. http://dx.doi.org/10.1097/hmr.0000000000000079.
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Shuck, Michael Bradley, and Karen Kelly Wollard. "Employee Engagement: Motivating and Retaining Tomorrow's Workforce." New Horizons in Adult Education and Human Resource Development 22, no. 1 (January 2008): 48–53. http://dx.doi.org/10.1002/nha3.10299.
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Patel, Amanda S., Timothy R. Moake, and Nahyun Oh. "Employee Engagement for an Increasingly Educated Workforce." Journal of Personnel Psychology 16, no. 4 (October 2017): 186–94. http://dx.doi.org/10.1027/1866-5888/a000188.
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Abstract. As organizations strive to increase employee engagement, they must seek to activate potentially underutilized employee resources. Over the past few decades, employees have become more educated. Through pursuing more education, individuals garner valuable personal resources such as experience managing competitive environments. Simultaneously, organizations also increasingly use team structures, posing new demands for employees. Using the job demands-resources perspective, we investigated how the interaction between education and team competitive climate impacts employee engagement. Using a multilevel dataset including 274 employees working for 64 teams in 44 organizations, we found that people with more years of education are more engaged in their work when working in a competitive team climate. Our findings suggest the importance of work demands for activating personal resources.
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Arlinkasari, Fitri, and Sari Zakiah Akmal. "Hubungan antara School Engagement, Academic Self-Efficacy dan Academic Burnout pada Mahasiswa." Humanitas (Jurnal Psikologi) 1, no. 2 (November 14, 2017): 81. http://dx.doi.org/10.28932/humanitas.v1i2.418.
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Inability to deal efficiently with lectures leads students vulnerable to academic burnout. Burnout contributes to the high dropout rate among students, and this phenomenon has occurred on several universities in Indonesia. To overcome these problems, students should generate the feelings, attitudes and positive attitude towards the academic demands, or known as school engagement. School engagement is a predictor of students’ dropout rate. This study aims to analyze the dropout problem in many private universities in Jakarta by examining the psychological variables: school engagement, academic self-efficacy, and academic burnout. Two hundred and eight students from several private universities in Jakarta participated and fulfilled three questionnaires: school engagement, academic self-efficacy, and academic burnout that have been modified to suit the college setting. The results of this study indicate that the three variables are significantly correlated. Academic burnout is negatively correlated with academic self-efficacy and school engagement. Thus, increased academic self-efficacy and school engagement play a role in reducing student academic burnout. Furthermore, academic self-efficacy and school engagement show a positive correlation, which means, the increase of school-engagement on students can predict an increase in their academic self-efficacy. The findings in this study can be used as a reference in student academic counseling to reduce the dropout rate of students.
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Ahmad, Juliana, Fairos Siti Saffardin, and Kok Ban Teoh. "Do Job Demands-Resources Model Affect Burnout among Penang Preschool Teachers." Asia Proceedings of Social Sciences 7, no. 1 (January 31, 2021): 60–63. http://dx.doi.org/10.31580/apss.v7i1.1767.
Full textAbstract:
The vulnerability to burnout among teachers from Penang preschool has become an intense issue to be addressed. Moreover, preschool teachers struggle with more burnout when there are greater levels of job demands and insufficient levels of job resources. Therefore, this paper aimed to inspect the predictors of burnout among preschool teachers. Besides, this paper examines also work engagement as the promising mediator. There was a total of 102 participations by Penang preschool teachers in the research. The study discovered that work engagement was in a significant negative relationship with burnout. Meanwhile, job demands were in a significant negative relationship with work engagement whereas job resources were in a significant positive relationship with work engagement. Furthermore, it is determined that job demands and job resources possessed a significant indirect relationship with burnout respectively, through work engagement as a mediator. The outcomes of this study are advantageous to both scholars and practitioners who wish to safeguard and minimize the burnout level among preschool teachers.