Banishing Burnout: Six Strategies for Improving Your Relationship with Work
... Much of the day-to-day work being completed by managers was increasingly being directed by the new standards (Kristiansen et al., 2016). Some found the new managerial tasks empowering, as it enabled them the opportunity to advocate for additional resources, whilst others felt the new efficiency demands were conflicting with their professional values (Kristiansen et al., 2016) leading to disengagement and unhappiness which is known to lead to burnout (Leiter & Maslach, 2005). ...
... Stress experienced by residential aged care managers led to burnout, was identified in the scoping review as the 3R's (responsibility, reaction, and regulation). Leiter and Maslach (2005) identified that when a person is engaged in their job, they tend to be happier, more confident, energetic, and productive. However, stressors, such as the 3Rs affect their work, creating unhappiness, cynicism, and exhaustion leading to burnout (Leiter & Maslach, 2005). ...
... Leiter and Maslach (2005) identified that when a person is engaged in their job, they tend to be happier, more confident, energetic, and productive. However, stressors, such as the 3Rs affect their work, creating unhappiness, cynicism, and exhaustion leading to burnout (Leiter & Maslach, 2005). Maslach and Leiter (1997) found that burnout was not caused by a person's personality or character, but rather the social environment in which people work. ...
Residential aged care managers play an important role which can influence outcomes for their staff, their residents, and the organisations they work for. Burnout in residential aged care employees has been researched however burnout in residential aged care managers has received little attention. This scoping review sought to identify literature examining burnout in residential aged care managers. To investigate the literature currently available on what stressors were experienced by residential aged care managers that led to burnout. This scoping review was conducted in accordance with the preferred reporting items for systematic reviews and meta-analyses extension for scoping reviews (PRISMA-ScR) checklist. Five databases were searched, including CINAHL, MEDLINE, EMCARE, SCOPUS, and INFORMIT using primo search. The first review of title and abstracts was conducted by three authors to determine eligibility, using the program JBI SUMARI. Two authors were involved in the final screening of each full-text article. Where disagreement occurred, a collaborative discussion took place until consensus was reached. The review included peer-reviewed journal articles focusing on burnout, stress, fatigue, moral distress, exhaustion, or resilience in residential aged care managers or leaders published after 2012 in English. An initial search of the databases found 275 articles, of which 5 articles met the inclusion criteria for final review. Articles were categorised into the following groups Responsibilities, Reaction, and Regulation. These groups encapsulated risk factors for burnout in residential aged care managers. As a result of the scoping review, it is suggested that burnout in residential aged care managers can be attributed to environmental stressors, those being situational and organisational (Maslach, 2003), which are outside the control of the individual. Strategies that support residential aged care managers to manage and lessen the phenomenon of burnout require further exploration.
... Exhaustion is the central quality of burnout and the most obvious manifestation of this complex syndrome [1]. Burnout is not similar to depression and mood disturbance and also a consequence of one event; it's a complication of long term exposure to personal and/or work-related stress [1,7,8]. ...
... Occupational Burnout significantly affects the health professionals, accountants, lawyers, and teachers and other social workers [2,6,8], and is associated with adverse events that are directly related to the reduction in quality of care including medical errors, unexplained work absenteeism, job dissatisfaction, intention to exit the profession, low quality of personal and family life like physical exhaustion, insomnia, increased use of alcohol and drugs,marital and family problems [3,11]. ...
... According to the social learning theory, leaders' efforts to motivate their employees may be useless if employees cannot psychologically interpret the leader's signs. When exhausted, employees' psychological function is reduced, limiting their ability to engage fully with their work (Arshad, 2021;Leiter & Maslach, 2005). Emotionally exhausted employees were unable to contribute themselves at a psychological level as their psychological resources got depleted. ...
... Table 6 depicts that employee emotional exhaustion positively and strongly moderates both the relationships. The findings conclude that exhausted employees perform operations with suboptimal psychological functioning (Leiter & Maslach, 2005), which means they are not fully engaged with their work (Schaufeli & Taris, 2005). As a result, they cannot give their best as their psychological resources are depleted. ...
Transformational leadership is essential for employees’ empowerment as it significantly enhances leadership qualities and increases employees’ satisfaction. Accordingly, the lack of comprehensive exploration and understanding has motivated us to examine the relationship between transformational leadership, psychological empowerment, organisational commitment, career satisfaction, and the moderating role of emotional exhaustion. The objectives of this study are (1) to study the relationship between transformational leadership, psychological empowerment, organisational commitment, and career satisfaction of employees, (2) to evaluate the mediating role of psychological empowerment and organisational commitment in relationship between transformational leadership and career satisfaction, and (3) to evaluate moderating role of emotional exhaustion on relationship between transformational leadership, psychological empowerment, and organisational commitment. Data was collected via cross-sectional structured questionnaires by 513 bank employees. Results indicate that transformational leadership significantly relates to empowerment and organisational commitment of employees but is insignificantly associated with career satisfaction. Moreover, transformational leadership significantly influences employees’ career satisfaction through the mediation of empowerment and commitment. Moderation analyses revealed that higher emotional exhaustion weakens employees’ empowerment and transformational leadership, which further weakens the direct relationship between transformational leadership and psychological empowerment and association between transformational leadership and commitment. This research can assist managers in developing retention strategies for employees to enhance psychological empowerment, organisational commitment, and career satisfaction of employees.
... Szerintük a kiégés egy háromdimenziós szindróma, amely azokat a munkavállalókat érinti, akiknek munkaköri feladatai főleg más személyeknek nyújtott segítségnyújtáshoz és ellátáshoz kapcsolódnak. A kiégés három dimenziója: érzelmi kimerültség (fáradtság és erőtlenség, hogy több támogatást nyújtson másoknak), deperszonalizáció vagy elszemélytelenedés (elzárt, cinikus, hideg és nem szimpatikus hozzáállás, különösen azokhoz, akik segítséget keresnek vagy szolgáltatásokat kérnek) és az alacsony szakmai teljesítmény (személyes és szakmai alkalmatlanság érzése, és nagyobb valószínűséggel hibázik a munkafeladatok során, megkérdőjelezi a saját hatékonyságát) (Maslach & Leiter, 1997;Maslach, Schaufeli & Leiter, 2001;Leiter & Maslach, 2005). ...
... Az össze nem illés eredményeként az egyén egyre frusztráltabb és ellenségesebb lesz, mely megnehezíti a másokkal való együttműködést. Ez a folyamat egy idő után fenntartja önmagát és egyre erősebbé válik, kiégést eredményezve (Maslach & Leiter, 1997;Maslach, Schaufeli & Leiter, 2001;Leiter & Maslach, 2005). Az elvégzendő munka mennyiségéhez köthető a kimerültség, a cinizmus viszont a munkahelyi szociális légkörből következik (Maslach & Leiter, 2016). ...
Cél: A kiégés sokat kutatott terület, hiszen a munka hatékonyságát csökkenti, a fluktuációt növeli, az egyén egészségi állapotát veszélyezteti. Jelen cikkünkben a fókuszt a rendvédelemben dolgozókra helyezzük. E területen végzett kiégéssel kapcsolatos kutatási eredményeinket ismertetjük, összevetve a szociodemográfiai adatokkal, a szubjektív egészségi állapottal és a mozgással.Módszertan: Kutatásunk során egy kérdőívet állítottunk össze, mely tartalmazza a szolgálati helyet, a munkaidőt, az állományban eltöltött időt, a kiégés felmérését célzó kérdőívet, valamint szubjektív egészségi állapotra vonatkozó skálát, és felmértük a testmozgást. A Maslach Kiégés Kérdőív segítségével mértük föl a kiégés szintjét. A kérdőívet a Szabolcs-Szatmár-Bereg Megyei Rendőr-főkapitányságon dolgozó hivatásos állomány körében vettük fel, összesen 783 fővel.Megállapítások: Magas érzelmi kimerültség az állomány 4,6%-nál található. A deperszonalizáció magas foka 6%-ban jelentkezik, míg ehhez képest az állomány mintegy 30%-a mutat kimagasló értéket a személyes teljesítmény csökkenésben. A nemek szerinti összehasonlítás esetében a mintában az érzelmi kimerülés területén mutatkozott statisztikailag is jelentős eltérés a férfiak és a nők között – a nők jellemzően magasabb szintű érzelmi kimerültségről számoltak be férfi kollégáikhoz képest Szignifikáns együttjárás tapasztalható a rendszeres mozgás és deperszonalizáció és a személyes teljesítménycsökkenés alacsonyabb szintjével.Érték: E cikk elősegítheti, hogy középpontba helyeződjön a rendvédelemben dolgozók mentális egészsége, hiszen a kiégés az egyik legjelentősebb megbetegítő faktor.
... The research highlights that workers involved in the response and recovery phases are highly susceptible to post-traumatic stress disorder (PTSD) and other trauma related to emotional and/or mental illnesses, although the empirical findings have not been consistent. Chronic stress has the potential of deplete energy, undermine beliefs, reduce abilities and efficacy in the person, and can lead to burnout (5) which is the greatest occupational risk of the 21st Century (6,7). ...
... Despite the fact that BurnSyn had been a major concern in disaster research, studies had focused only on humanitarian workers, public health workers, local health care workers, rehabilitation workers, and disaster reconstruction workers (2). This information is consistent with that found in the literature, which information demonstrates that consequences of BurnSyn affect individual's health, which also affects organizations in the form absenteeism, turnover, decreased productivity, and decreases in the quality of work (7,43). The physical and emotional responses associated with BurnSyn occur when the demands of the job are not in balance with the worker's capabilities, resources and/or needs (44)(45)(46). ...
Objective:
To examine the levels of burnout and self-perceived stress in workers at the Puerto Rico Electric Power Authority, who experienced major disasters: Hurricanes Irma and Maria.
Methods:
A quantitative descriptive cross-sectional study with a non-probabilistic convenience sample was conducted in workers at the Puerto Rico Electric Power Authority. A structured questionnaire was administered to a sample of 163 eligible participants, aged 21 years and older, who participated voluntarily. Using employees of the electric company, the study examined the relationships between burnout and several characteristics (years of employment, existing health conditions, and coping strategies) both before and after Hurricanes Irma and Maria. Burnout was assessed with Gil-Monte's Spanish Burnout Inventory, and self-perceived stress was assessed with the 14-item Perceived Stress Scale.
Results:
Before the hurricanes, 16.6% of the workers reported high levels of burnout syndrome, while, after the hurricanes, the proportion increased to one-fifth (20.9%). Prior to the 2 hurricanes, more than one-fourth (23.4%) of the sample reported being extremely stressed; after the hurricanes, that proportion increased to 55%. Factors such as years of employment, counseling, and self-perceived stress showed significant statistical associations (P < .05) with burnout.
Conclusion:
From a public health standpoint, priority should be given to this population, thereby preventing burnout and any other negative effects of the aftermath (i.e., the lengthy response, recovery, and reconstruction) of these kinds of major disaster.
... It can be argued that much exposure to difficult student and their disruptive behavior as well as class management challenges might exert negative effects on teachers' evaluation of their self-efficacy, thereby increasing their level of teaching stress and harmful emotions (Friedman, 1995;Brouwers and Tomic, 2000;Montgomery and Rupp, 2005;Skaalvik and Skaalvik, 2007;Chang, 2009). One highly accredited model of burnout was introduced by Maslach who took worker's social setting into account and investigated employees' interactions (Leiter and Maslach, 2005). According to Leiter and Maslach (2005), burnout constitutes three interconnected elements including emotional exhaustion, depersonalization, and reduced personal accomplishment. ...
... One highly accredited model of burnout was introduced by Maslach who took worker's social setting into account and investigated employees' interactions (Leiter and Maslach, 2005). According to Leiter and Maslach (2005), burnout constitutes three interconnected elements including emotional exhaustion, depersonalization, and reduced personal accomplishment. From this perspective, teachers might get emotionally exhausted once they get emotionally depleted while encountering others specially their pupils; depersonalization occurs in case teachers hold unpleasant perceptions toward others, and reduced personal accomplishment happens when teachers' professional competencies are exhausted (Bibou-Nakou et al., 1999;Chang, 2009). ...
Since teachers and their psychological factors have a significant share of variance in accounting for success in educational contexts, significant number of empirical studies have investigated the associations among intrapsychic variables of teachers. To further examine the inter-connections between individual teacher constructs in English as a Foreign Language (EFL) contexts, this study explored the role of emotion regulation and teacher self-efficacy in predicting teacher burnout in the Chinese EFL context. In so doing, a sample of 174 EFL teachers completed a survey containing the three valid scales measuring these constructs. Structural Equation Modeling was employed to examine the structural model of the variables under investigation. The findings revealed that teacher self-efficacy accounted for 20% of the variance in burnout, whereas emotion regulation represented 11.2% of the teacher burnout variance. Overall, it was revealed that although both variables exerted a significant unique contribution to teacher burnout, teacher self-efficacy seemed to be a stronger predictor of burnout than emotion regulation of teachers. The results might have remarkable implications for EFL teacher development programs.
... They should actively listen to employee concerns, validate their experiences, and take swift and decisive action to address issues of manipulation and coercion . This proactive approach not only prevents the escalation of toxic behaviors but also fosters trust and confidence in leadership (Leiter & Maslach, 2011). ...
Psychological warfare in the workplace involves subtle forms of manipulation and coercion that can have profound effects on individuals, teams, and the overall work environment. This paper investigates various tactics used in organizational settings to undermine confidence, distort reality, and create a toxic atmosphere. Through an exploration of gaslighting techniques, scapegoating, microaggressions, and passive-aggressive behavior, we examine how these tactics impact employee well-being, team dynamics, and organizational culture. The study underscores the importance of recognizing signs of psychological warfare and implementing strategies to mitigate its detrimental effects. Drawing on research and practical insights, we propose education and awareness programs, leadership accountability, and promotion of psychological safety as key approaches for creating a safe and respectful work environment. By fostering a culture where manipulation tactics are recognized, addressed, and prevented, organizations can promote employee well-being, enhance team cohesion, and foster a positive organizational culture.
... 2. Effectiveness of Interventions The significant reduction in emotional exhaustion following mindfulness training (30% decrease, p < 0.05) supports the growing body of evidence on the benefits of mindfulness-based interventions for stress reduction (Kabat-Zinn, 2003). Similarly, the 25% increase in personal accomplishment associated with peer support programs underscores the importance of social connectedness in fostering resilience (Leiter & Maslach, 2005). These findings show that personal wellbeing interventions are effective at reducing burnout when implemented alongside system changes. ...
Burnout has become a major concern for educators in light of evolving workloads, systemic challenges, and pedagogical demands. The present study seeks to identify pragmatic strategies to mitigate burnout and improve teachers' well-being. A mixed-methods design was employed, which blended a quantitative assessment of the degree of burnout through validated tools with qualitative interviews that aimed to establish main stressors and coping mechanisms. The findings point to the necessity of better peer cooperation, mindfulness-based interventions, and, most importantly, institutional support in mitigating burnout. The findings suggest that fostering sustainable well-being in the current contexts of study demands an interventional solution involving systemic and individual solutions.
... Emotional exhaustion, which is a key aspect of the burnout phenomenon, entails feelings of being emotionally drained because of excessive contact with people (Maslach et al., 2001). Employees or individuals suffering from emotional exhaustion feel that they cannot contribute psychologically because their emotional resources have been depleted (Leiter & Maslach, 2005). According to Maslach et al. (2001), depersonalisation, which is also called dehumanisation, occurs when employees or individuals develop negative feelings and callous attitudes towards customers that they must serve. ...
Orientation: Transforming public service delivery is crucial for the South African government. Emotional labour (EL), managing emotions during client interactions, is essential in service centres.Research purpose: This study examined the relationship between EL, burnout and work engagement (WE) amongst service centre employees in a South African government organisation.Motivation for the study: South African government organisations, as sole service providers, require employees to deliver ‘service with a smile’. This increases mental workload and job stressors, leading to negative responses among service centre employees.Research approach/design and method: Cross-sectional, correlational and nonexperimental quantitative research design was used. The sample consisted of service centre employees in a government organisation.Main findings: The main findings indicated a positive correlation between EL and burnout, a negative correlation between burnout and work engagement and a negative correlation between EL and work engagement. These findings imply that higher EL leads to increased burnout, and reduces work engagement levels.Practical/managerial implications: Training on emotional regulation techniques could assist employees with effective emotional management, thereby reducing the negative impact of surface acting on mental well-being. Additionally, it is recommended that the organisation should focus on person–environment fit and personality traits during recruitment to minimise emotional dissonance and burnout amongst employees.Contribution/value-add: This study is the first of its kind in the South African government organisation and provides insight into the relationship between EL, burnout and work engagement of client service employees.
... Pasalnya pada sebuah proses pendidikan, guru yang memiliki kondisi mental prima penting adanya, sebab kualitas pengajaran yang diberikan kepada siswa bergantung pada tinggi rendahnya burnout para guru (Palupi & Pandjaitan, 2022). Selain hal tersebut menurut Leiter & Maslach (2005) burnout yang dialami pekerja menyebabkan tekanan tidak berujung, kelelahan, dan overhelmed atau kondisi dimana individu selalu merasa tuntutan yang ditanggungjawabkan kepadanya selalu melebihi kapasitias mereka untuk mengatasinya. Selain itu pola tidur pekerja akan bermasalah serta akan muncul perilaku penarikan diri dari lingkungan yang mengakibatkan penurunan hasil kerja, berkurangnya minat kerja, dan tidak produktif lagi. ...
Guru sebagai fasilitator utama pembelajaran di sekolah rentan mendapati kondisi burnout dalam menghadapi setiap keterbaruan dalam sistem pendidikan sehingga penting bagi para guru memiliki efikasi diri yang baik dalam menghadapi persoalan dalam kegiatan belajar mengajar. Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan efikasi diri untuk menurunkan burnout pada guru. Subjek penelitian ini adalah 20 orang guru pada SMA X di Kabupaten Padang Pariaman yang memeliki tingkat burnout pada kategori sedang sampai tinggi dan tingkat efikasi diri pada kategori sedang sampai rendah. Desain penelitian ini adalah quasi experimental design dengan alternative pretest-posttest and follow-up control grup design, sedangkan alat ukur yang digunakan dalam penelitian ini adalah skala burnout dan skala efikasi diri. Hasil penelitian ini menunjukkan tingkat burnout guru setelah diberikan pelatihan efikasi diri lebih rendah dibandikan sebelum diberikan pelatihan efikasi diri sehingga disimpulkan bahwa terdapat perbedaan tingkat burnout pada guru sebelum dan setelah mendapatkan pelatihan efikasi diri. Hasil lain pada penelitian ini juga menunjukan tingkat burnout lebih rendah pada kelompok yang diberikan pelatihan efikasi diri dibandingkan kelompok yang tidak diberikan pelatihan efikasi diri sehingga disimpulkan bahwa terdapat perbedaan tingkat burnout antara kelompok guru yang diberikan pelatihan efikasi diri dengan kelompok guru yang tidak diberikan pelatihan efikasi diri. Pelatihan dalam penelitian ini dapat dijadikan rekomendasi kegiatan rutin bagi sekolah guna mereduksi burnout guru-guru yang mengajar di SMA.
... Individuals can experience emotional exhaustion in a variety of situations, places, and work environments (Yang 2023). Multiple studies have demonstrated that one of the major causes of employee exhaustion is work overload and activities that are extensive, urgent, and complex (Leiter and Maslach 2005;Casserley and Megginson 2009;Edú-Valsania, Laguía, and Moriano 2022). Furthermore, the pressure to produce the best possible results, without errors, and within the specified dates can contribute to emotional exhaustion. ...
This paper examines and analyzes the relationship between workplace robots, employee emotional exhaustion , and turnover intentions within the context of Industry 5.0. Empirical research was conducted from Janu-ary to May 2024. During this period, a total of 582 respondents from four Southeastern European countries (Serbia, Croatia, Montenegro, Bosnia and Herzegovina) participated in the research. The proposed relationships between variables were tested by using the partial least squares method for structural equation mod-eling (PLS-SEM, SmartPLS software). The research results confirmed that the emotional exhaustion of employees had a positive relationship with turnover intentions, while workplace robots' effects were negatively related to employee emotional exhaustion and turnover intentions. Leaders, managers, and human resource professionals may benefit from the findings presented in this paper, especially during the decision-making process on how to reduce the emotional exhaustion of employees by using workplace robots, which, in the end, will result in employee retention.
... The fact that career barriers and the sense of burnout are interrelated and predictive concepts for the teaching profession (İnandı et al., 2013), a profession that is associated with the concept of career, also showed parallelism with the research results. In other words, it can be said that it is related to training a person in line with the expectations, goals and needs of the job assigned to him; It is very closely related to burnout, which is defined as the progress of a person's career (Aytaç et al., 2001), which is defined as the whole structure of work experiences throughout his / her life, and the loss of energy and confidence towards work (Leiter & Maslach, 2005). It can be said that the result of the research in question has been an expected situation especially for the academicians who have to deal with the important factors in the feeling of burnout by affecting their careers, such as the intense pressures related to publishing and having to advance their academic careers, and the fact that effective communication is established with the students (Budak & Sürgevil, 2005;Yoleri & Bostancı, 2012). ...
Occupational burnout, which is a situation frequently experienced by individuals working in the service sector, can occur as a state of exhaustion with symptoms such as failure, constant fatigue, lack of energy and loss of strength, decrease in work efficiency, loss of motivation, and wear and tear. The aim of this study is to reveal the relationship between the professional burnout levels of the instructors working in education faculties and career barriers with some variables. The sample of the research in the relational survey model consists of 306 faculty members. While determining the sample, criterion sampling technique was used. The participants of the research are faculty members working in the education faculties of various state universities in Turkey. The data of the research were collected with Maslach Burnout Scale and Career Barriers Scale through the google form sent online. As a result of the research, a moderately significant relationship was found between the occupational burnout levels of faculty members and career barriers. The findings show female faculty members’ burnout levels and career barriers were higher than males and there was a significant difference between gender groups. It was concluded that the academic titles of the faculty members also caused a significant difference between the groups.
... Вигорання пов"язують з появою в людини відчуття емоційного, фізичного виснаження, безпорадності, безнадійності, депресії, розчарування [6, с. 103]. Професор К. Маслач дає наступні характеристики вигорання: 1) втрата енергії: відчуття перевтоми, перебування у стресі, відчуття виснаження; 2) втрата ентузіазму: початкова пристрасть у роботі згасає, а на зміну приходить негативний цинізм; якості працівника, які раніше привносилися у стосунки, втрачаються, працівник вкладає мінімум зусиль; 3) втрата впевненості: без енергії та активної участі у роботі працівнику важко знайти причину продовжувати робити свою роботу; частіше з"являються сумніви у нього щодо власної гідності [3]. Коли людина постійно знаходиться у такому стані, їй важко уявити собі спосіб вийти з нього. ...
... Az előzetes elképzelés alapján tehát a kiégés és az elköteleződés egyazon spektrum két ellentétes végletét jelentik (Bakker, Schaufeli, Leiter, & Taris, 2008), és ez alapján a témában döntően használt Utrecht Work Engagement Scale (Schaufeli, Bakker, & Salanova, 2006) skálái közül az életerő (vigor) a kimerültség, míg az elkötelezettség (dedication) a cinizmus ellentéte. A későbbi kutatási eredmények azonban megkérdőjelezték ezt az egydimenziós feltevést (Cole, Walter, Bedeian, & O'Boyle, 2012;Leon, Halbesleben, & Paustian-Underdahl, 2015). Az előző adatok újabb metaelemzése összetettebb összefüggésekre utal a két fogalom között. ...
A kiégés az egyik legsúlyosabb munkahelyi veszélyforrás, amely a pedagógusszakmát is erősen érinti. Narratív irodalmi összefoglalónkban a kiégés kutatásának kezdeteit is feltüntetve tekintjük át az aktuális kérdéseket a definíció, méréstan, a háttérokok és a prevenciós megközelítések terén – fókuszálva a tanárokkal kapcsolatos relevanciákra. A diverzifikált módszertan nehezíti az előfordulás pontos mérését és a kezelési protokollok kialakítását is. A kiégés kutatásának kezdetén a Maslach és munkacsoportja által létrehozott modell vált dominánssá, amely a mai napig a legelterjedtebb, de mivel sok kritika éri, számos új mérőeszköz alakult ki. Napjainkban a konszenzusra való törekvés a jellemző szintetizáló definíciókkal és mérőeszközzel. A munka- és szociálpszichológiai megközelítés mellett – amely ennek a cikknek is alapját képezi – a kiégés klinikai megközelítését is érintjük. A kiégés mint folyamat pontosabb feltérképezése pedig hozzájárul a személyre szabottabb prevenció kialakításához. A legújabb kutatási eredmények fényében összegezzük, hogy milyen egyéni és szervezeti szintű tényezők milyen differenciált hatással bírnak a kiégés mértékének alakulására. Végül kitérünk arra, hogy mindezeket az egyéni és szervezeti szintű tényezőket, illetve ezek interakcióit figyelembe véve melyek a leghatékonyabb prevenciós megközelítések – különösen az általános és középiskola világában.
... All due to continuous interpersonal stresses at work. 2,3 According to Maslach et al. 4 , burnout is most common among healthcare workers and is characterized by emotional fatigue, depersonalization and low personal accomplishment impacting behaviors also the work environment. 5 In a study of service personnel, including dentists, burnout was associated with depression, anxiety, alcohol consumption, sleep and cognitive problems and musculoskeletal problems. ...
Introduction: Burnout is most common among healthcare workers and is characterized by emotional fatigue, depersonalization and low personal accomplishment impacting behaviors also the work environment. This study aimed to analyze areas of work-life and burnout among dentists in dental hospitals. Methods: A cross-sectional survey study was conducted on 72 dentists in a dental hospital in Denpasar. An online questionnaire containing the Maslach Burnout Inventory and the Areas of Work Life Survey by Michael Leiter and Christina Maslach to estimate burnout and work life was used for data collection from April-May 2022. Multiple linear regression was used to evaluate the association. Results: The work-life area category had a score of 3.45, while the dentist’s average score for burnout had a mean value of 4.15. Workload, control, rewards, community, fairness, and values were associated with burnout. The control dimension showed the strongest correlation to burnout. The reward dimension had the most significant role in burnout. All dimensions of the work-life area are predictors of dentist burnout. Conclusion: Based on the finding of this study, all of the dimensions of work life can potentially cause burnout in dentists. A reward is the most dominant variable in the emergence of burnout. Management needs to set policies to reduce burnout for dentists at work.
... Zato je važan timski rad i liderstvo na svim profesionalnim pozicijama (direktor, stručni saradnik, nastavnik, učitelj, vaspitač) i poštovanje individualnosti drugih sve dok ona ide u susret ostvarivanju profesionalnih zadataka. Onda kada dođe do neadekvatne raspodele i vrednovanja rada, različitih finansijskih primanja, dolazi i do konflikata u kolektivu i ciničnih stavova (Leiter & Maslach, 2005), što uslovljava nezadovoljstvo i dovodi do umora i iscrpljenosti. ...
Burnout syndrome is a widely researched phenomenon and is the focus of numerous scientific studies. Research results show a prevalence of contextual factors in relation to individual factors for its emergence and development, as well as certain differences in approaches to the problem in different countries. Given the specificity of helping professions, which recognize and work within educational institutions, "helpers" are exposed to the greatest professional stress and the risk of burnout syndrome. The aim of this paper is to examine the contextual factors within the educational system that can influence the occurrence and development of burnout syndrome, with a focus on emphasizing the importance and possibilities of prevention through organizational changes. Therefore, the paper starts from the specificity of burnout syndrome related to helping professions, educated to provide help and support to others. After that, insights into visible or experienced consequences for employees in educational institutions are interpreted, drawing attention to their reflection on the development and education of individuals and society, as well as resources that can inhibit burnout syndrome. The conclusions of the analysis of this problem point to priority systemic tasks aimed at providing support and assistance to employees in educational institutions, viewed through three levels of a preventive approach. In this regard, the pedagogical implications of work can also be considered, as they can shed light on the specifics of burnout syndrome, recognition in practice, and adequate action to prevent consequences, most commonly through a model of self-help.
... It is this duality of concern, both for individuals and those in their care, that warrants further investigation and fatigue reviews among applied psychologists. According to Maslach and Leiter (2005) sources of burnout include one or more of the following: workload (too much work, not enough resources); control (micromanagement, lack of influence, accountability without power); rewards (insufficient salary, recognition, or satisfaction); community (isolation, conflict, disrespect); fairness (discrimination, favoritism); and values (ethical conflicts, meaningless assignments). Burnout can occur due to a mismatch between the individual and the work environment. ...
This study aims to analyze the ideal efforts to overcome burnout among health workers and recommendations after the Covid-19 pandemic. The research was conducted using a qualitative approach with data collection techniques in the form of documentation studies. Results The documentation study found that health workers faced various pressures during their service during the COVID-19 pandemic. Burnout occurs because of an imbalance between abilities, skills and available resources with the needs and demands of the job. Burnout is recognized as a problem in all healthcare systems. So that in addition to its adverse effects on the physical and mental health of personnel, fatigue reduces efficiency, organizational commitment, self-esteem, civic behavior, creativity, innovation, and quality of nursing services. On the other hand, it can increase the hospital's financial burden, frustration, disappointment, dissatisfaction and result in deviant, destructive behavior and turnover.
... En contraste, existe un desfase en cuanto al conocimiento relacionado con el desgaste emocional observado en profesionales que prestan servicios de atención a personas víctimas de trauma; es decir, se conoce menos acerca del trauma por exposición vicaria. Maslach (1976) fue de las primeras autoras en proponer el concepto de burnout para referirse al síndrome de desgaste laboral, el cual es resultado, principalmente, de la sobrecarga de trabajo que enfrentan los profesionales, cuya actividad involucra el contacto continuo con personas (Leiter & Malach, 2005). Las formulaciones más recientes, tales como el constructo fatiga por compasión (Stamm, 2010), son específicas para un perfil de cuidador, sin embargo, es evidente que disponemos de pocas tecnologías terapéuticas con sustento empírico, hecho que evidencia la necesidad de contar con intervenciones eficaces para atender el desgaste del personal de salud, en general, y especializado en salud mental, en particular (Álvarez-Icaza y Medina-Mora, 2018). ...
Contar con protocolos de atención en casos de catástrofes es indispensable para conocer los procesos y reglas de funcionamiento de los regímenes administrativos nacionales y regionales para este tipo de ayuda, lo cual impacta directamente en las dotaciones presupuestarias de la nación. La ética, en este sentido, adquiere un papel preponderante, tanto en la conducta de las y los profesionales involucrados, como por parte de las aseguradoras financieras públicas y privadas que sostienen las circunstancias propias del desastre natural. Por ello, se requieren sistemas reguladores jurídicos y económicos de carácter gubernamental, para agilizar la entrega y buen uso de los recursos, de forma transparente y socialmente extendidas.
... Previous research has highlighted the importance of good organizational communication for employees' mental health; Leiter and Maslach [82] described strategies to reduce the risk of burnout in an organization by providing clear and accessible information, immediate feedback, the possibility to receive explanations when necessary, and mutual trust. Similarly, Kim and Lee [83] and Atouba and Lammers [84] found that clear and supportive communication inhibit the development of burnout. ...
Little is known about foreign service spouses’ resilience and experience with stress, or which organizational supports are most effective for them in a crisis. The aims of this study were therefore to (1) measure resilience and personal burnout among foreign service spouses during the COVID-19 pandemic; (2) test whether resilience was associated with personal burnout; and (3) investigate which organizational supports from Ministries of Foreign Affairs (MFAs), if any, were associated with resilience or personal burnout. A total of 421 foreign service spouses (316 women and 105 men, 89% from European MFAs) completed an online survey; data were analyzed using multiple regression analyses. Nearly a third of respondents (31%) had moderate personal burnout and 4.5% had high or severe personal burnout. Higher resilience was significantly correlated with lower personal burnout scores. While knowledge that they would be evacuated if necessary was significantly correlated with greater resilience, only 27.3% of respondents knew of this support. A designated contact person at the MFA, and knowledge of a policy abroad to reduce Covid-related risks were associated with lower personal burnout scores. This study provides a baseline for resilience and personal burnout in this population, and suggests which organizational supports may be most effective during a crisis.
... It can define that work overload is the main source of exhaustion. In other words, is the main root of burnout [36]. Over workload unable to maintain energy, hence contribute to the risk of burnout workers. ...
Employee experiences burnout has plenty of negative consequences: reduced quality care, poor outcomes, early retirement, and raised rates of depression and suicide. It will affect employees’ physical and mental health. This research aims to determine the main factor contributing to the burnout of employees. It covers the factor of burnout on work-life balance, workload, and sickness presenteeism. Burnout also may lead to Karoshi (death due to overwork) and Karo-jisatsu (suicide due to overwork). The theory mostly referred to is work-related stress theory which is the relationship between a person and their occupational environment. The research design of this study is quantitative research collecting data through questionnaires. The population would be employees in the food and beverage industries who attend the 8th Halal festival Malaysia at Serdang, Kuala Lumpur. There is a 119 sample size based on G power software. Purposive sampling was used in distributing the questionnaire, and it was manually distributed to the respondent. Statistic package for social science (SPSS) and Smart PLS is the tool to analyse the data of reliability, validity, correlation, descriptive analysis, regression and hypothesis testing. The total respondent doing this survey was 129, of which the majority of them were 100 female (77.5%) and 29 Male (22.5%). Half of the respondents were the age 21 until 30 years. This study result supports the variable work-life balance due to the most substantial effect of lower job control. Also, support between the workload and burnout because they often blur between work and nonwork boundaries. They could redesign the job to enable employees to have more control over their work.
... The new version of the classification has come into force in January 2022. It is not only the biggest occupational hazard in the 21st century, but also a hot issue of global concern (Leiter and Maslach, 2005) and one of the common mental health problems among teachers. The teaching profession involves long-term participation in teaching activities and interaction between faculty and staff. ...
... Similarly, emo-educational divorce can lead to job burnout and quitting if it is not addressed. Such job burnout may result from other factors, such as a heavy workload, a limited or inefficient level of control, inappropriate incentives to reward, community problems, injustice in the workplace, and value-related issues (Leiter & Maslach , 2005). Also, job burnout is associated with workload and colleague support (Parrello et al., 2019). ...
Emo-educational divorce is a newly developed concept referring to the loss of emotional investment in teaching or a particular course. It plays a vital role in guiding teachers and school administrators to minimize the detrimental effects of this phenomenon and enhance teaching quality. The present study aimed to develop a scale to measure teachers' emo-educational divorce. It also examined the relationship between emo-educational divorce, teacher success, teaching motivation, and burnout. A total of 552 teachers (males: 171; females: 381) representing both social sciences and non-social sciences with different educational backgrounds completed the four questionnaires: emo-educational divorce, teaching burnout, teaching motivation, and teaching success scales. The results were analyzed using SPSS and AMOS to determine descriptive and inferential statistics. The study revealed that the emo-educational divorce scale enjoyed psychometric properties. This study also demonstrated that emo-educational divorce negatively correlated with teacher success and teaching motivation but positively correlated with teacher burnout. Mediated by emo-educational divorce, teacher success was negatively predicted by teaching burnout yet positively predicted by teaching motivation in the path analysis models. However, the indirect relationships between teacher success and teaching burnout did not obtain a significant value. The study concludes with a discussion of the emo-educational divorce concept, its potential sources, and implications for research.
... Poklicno izgorelost poviroca nenehen, cetu7 di zmeren pritisk na delovnem mestu , pa naj izhaja iz odnosov ali poslovnih okoli sCin. Vzrok za izgorelost je lahko tudi prevelik oblz besedil o poklicni izgorelosti pa tudi iz pripovedi poklicno izgorelih delavcev o tem, kaj jih je pri ~edlo v to stanje, je mogoce izlusCiti, da gre za psiholoske delovne okoliscine, povezane s sestimi podrocji dela v podjetju: 1. delovno obremenitvijo, 2. nadzorom nad delom, 3. nagrado za opravljeno delo, 4. delovno skupnostjo, 5. pravicnostjo in 6. vrednotami (Leiter, Maslach, 2005). Je pa ta podrocja mogoce tudi vzeti pod drobnogled, poiskati izboljsave in ustvariti sistem posegov ter strategij za izboljsanje z njimi povezanih psiholoskih delovnih ok?liscin. ...
Raziskavo sta avtorici posvetili preucevanju potreb po varovanju zaposlenih pred poklicno izgorelostjo, hkrati pa tudi spodbujanju njihove zavzetosti za delo. Podjetje, ki se zaveda pomena svojih virov, lahko v enem in drugem primeru s podobnimi izobrazevalnimi vsebinami in postopki oplemeniti svoj najpomembnejsi vir ljudi. Avtorici ugotavljata, da v zvezi s poklicno izgorelostjo danes ni vec poudarek na preucevanju osebnostnih lastnosti za delo »preveč« vnetih ljudi, marvec predvsem na proucevanju delovnega okolja in psiholoških delovnih okolisCin v podjetju. Poklicno izgorelost lahko prepreCimo tudi z znanstveno utemeljeno organiziranostjo podjetja ali ustanove; taksno, ki spodbuja formalne in neformalne komunikacijske okoliscine, pozitivne medsebojne in kolektivne odnose ter druge ugodne psihološke delovne okoliscine. Izobrazevanje za prepoznavanje in preprečevanje poklicne izgorelosti na eni strani ter izobrazevanje za spodbujanje zavzetosti za delo na drugi strani je posvečeno posameznikom, podjetjem, strokovni in široki javnosti.
... Therefore, it usually sets in when a person experiences persistent emotional as well as physical stress. It also limits a person's capability to take the initiative and fulfill the demands of work (Leiter & Maslach, 2005). Chen et al. (2019) suggest that emotional exhaustion is a fundamental characteristic of burnout. ...
The purpose of this study is to understand negative outcomes of boundary violation events or interruptions at home in which the work life crosses the home boundaries. In the line of boundary theory and affective events theory, the aim of this study is to analyze the effect of daily events of boundary violations at home on work interference with family (WIF). Moreover, incorporating the ego depletion theory, we study the impact of WIF on an individual’s emotional state (i.e., emotional exhaustion), and the impact of emotional exhaustion on job satisfaction. The data were collected through questionnaires (daily diary method for boundary violations and at one point in time for other variables) from the manufacturing (textile) sector of Pakistan. The results indicate a direct negative effect of average boundary violations at home on job satisfaction and an indirect negative impact through the sequential mediation of WIF and emotional exhaustion. Theoretical and managerial implications are also discussed.
... The new version of the classification has come into force in January 2022. It is not only the biggest occupational hazard in the 21st century, but also a hot issue of global concern (Leiter and Maslach, 2005) and one of the common mental health problems among teachers. The teaching profession involves long-term participation in teaching activities and interaction between faculty and staff. ...
Introduction
To explore the relationship between teachers’ job burnout and big five personality traits through meta-analysis.
Methods
Chinese and foreign databases, such as China Knowledge Network Infrastructure (CNKI), VIP Database, Wanfang database, Chinese excellent master’s degree full text, Science Direct, Web of science, Wiley online library, Springer link, Taylor & Francis, and APA PsycNET, were searched, and the relevant literature was collected and screened for meta-analysis.
Results
A total of 28 literatures were included, and the total sample size was 12,103. Meta-analysis showed that the dimensions of emotional exhaustion and depersonalization were moderately negatively correlated with conscientiousness, openness, extroversion, and agreeableness, and the effect values were −0.20 (−0.26 ∼−0.13), −0.11 (−0.17 ∼−0.05), −0.18 (−0.24 ∼−0.12), −0.14 (−0.22 ∼−0.06), −0.27 (−0.33 ∼−0.22), −0.12 (−0.16 ∼−0.08), −0.19 (−0.24 ∼−0.14), and −0.28 (−0.36 ∼−0.19), respectively. The effect values were 0.30 (0.21 ∼ 0.40) and 0.26 (0.17 ∼ 0.34). The dimension of low sense of achievement was negatively correlated with the five dimensions of conscientiousness, openness, neuroticism, extroversion and agreeableness of the big five personality traits, and the influence values were −0.02 (−0.18 ∼ 0.13), −0.02 (−0.14 ∼ 0.10), −0.03 (−0.16 ∼ 0.10), −0.04 (−0.18 ∼ 0.19), −0.05 (−0.16 ∼ 0.06) respectively. The correlation between each dimension of big five personality traits and each dimension of teachers’ job burnout is adjusted by teaching segment, region, big five personality traits scale, and publication age.
Conclusion
The dimensions of emotional exhaustion and depersonalization are negatively correlated with conscientiousness, openness, extroversion, and agreeableness, and positively correlated with neuroticism. The dimension of low personal achievement is negatively correlated with the dimensions of big five personality traits. According to the results of this study, teachers generally have the problem of job burnout, and their personality characteristics have a significant impact on job burnout. School managers should pay attention to this problem and implement necessary interventions. At the same time, the conclusions of this study also provide some guiding significance for teachers’ career development.
This short article highlights the challenges to conceptualising mindfulness within Coaching Psychology, the ethical concerns raised over the introduction of mindfulness into the workplace to support wellbeing, and the opportunity for a renewed focus on ethical frameworks and the impact of mindfulness training for Coaching Psychologists. The article explores how Coaching Psychology might draw on ‘Second Generation’ approaches to mindfulness focusing on values such as non-egotism and non-striving to inform our approach to workplace wellbeing.
This study aims to evaluate stress levels and burnout experiences among business school staff while identifying the primary workplace stressors contributing to burnout. It addresses the need for an updated assessment in the post-Covid-19 work environment, with the ultimate goal of informing the development of targeted interventions to mitigate burnout and improve overall staff wellbeing. This study employed a cross-sectional survey design targeting the complete business school staff population. Data were collected using a self-designed survey measuring workplace stressors alongside the Maslach Burnout Inventory – Educators Survey (MBI-ES). Analyses involved reliability tests (Cronbach’s alpha), Confirmatory Factor Analysis, one-sample t-tests, and correlation analyses using standard statistical software. The study achieved a 34% response rate with demographics representative of the business school staff. Results indicated moderate emotional exhaustion, low depersonalisation, and high personal accomplishment. Workplace stressors were observed at average levels and correlated most strongly with emotional exhaustion, with task overload and restricted autonomy emerging as the primary contributors to burnout. The findings can be applied in academic administration, human resource management, and organisational behaviour within higher education settings. The insights support the development of targeted interventions, policies, and wellbeing programmes to reduce burnout. Additionally, the study indicates that while theory links certain factors with others, these connections vary in strength when applied in practice. The study offers a contemporary perspective on stress and burnout in the context of the post-Covid-19 work environment. By integrating a self-designed survey with the established Maslach Burnout Inventory – Educators Survey, it advances current knowledge on burnout antecedents. The somewhat surprising results provide insights to inform targeted managerial interventions and enhance staff wellbeing strategies.
Artikel ini akan membahas tentang masalah kejenuhan yang dihadapi oleh hamba-hamba Tuhan yang melayani di gereja. Kejenuhan tidak boleh dianggap enteng oleh hamba-hamba Tuhan karena kejenuhan dapat membawa akibat yang fatal bagi hamba Tuhan dan pelayanannya dalam gereja. Kejenuhan akan mengurangi produktifitas pelayanan hamba-hamba Tuhan. Dalam artikel ini akan diuraikan tentang dampak-dampak negatif dari kejenuhan yang muncul dalam diri seseorang yang perlu diwaspadai oleh hamba-hamba Tuhan. Selain dari pada itu, dalam artikel ini juga dipaparkan kiat-kiat yang dimiliki oleh Yesus sehingga Ia dapat mencegah kejenuhan dalam pelayanan. Tatkala hamba-hamba Tuhan menjalankan kiat-kiat yang dilakukan oleh Yesus maka mereka akan dapat terhindar dari masalah kejenuhan. Dengan demikian maka pelayanan hamba-hamba Tuhan tidak terganggu oleh kejenuhan.
Contemporary research appears to be less concerned with the traditional premise that teaching is limited to imparting content knowledge of a certain subject area through effective teaching methodologies. Scholars now are inclined to lean more towards “emotion” than towards “cognition.” Being cognizant of the momentousness of emotional intelligence, the purpose of this research is to clarify the concept of “emotional intelligence,” investigate the degree to which teachers of English at Hassiba Benbouali University of Chlef, Algeria, are emotionally intelligent, and, lastly, make suggestions that could aid in advancing the emotional intelligence of educators. To achieve this goal, 103 EFL students participated in the study. The researchers, grounded in a mixed-methods approach, employed strategies and techniques suitable for both qualitative and quantitative methods. To provide a good interpretation of the open-ended question addressed to the participants, the authors of this research paper resorted to the quantitative content analysis approach. We collected data using a web-based questionnaire that we sent as Google Forms to the students' Facebook accounts. To address the issue of missing data during data analysis, the authors of this research employed the listwise deletion approach. Despite the sink-or-swim scenario and the stressful conditions that consist of the pressure exerted by the administration, absence of professional and emotional development/training, overcrowded classes, lack of coordination among teachers, the nature of the LMD system that is unsuitable for our university’s realities, etc., this research outcome reveals that teachers possess emotional intelligence to some extent.
The impact of the COVID-19 pandemic on private enterprises has been particularly noticeable in the IT and non-ITES sectors. Work came to a complete halt due to the ensuing lockdown, severely affecting businesses and further harming industries like aviation and hospitality. Widespread job losses, shortened workweeks, minimum wage reductions, short-term leave policies, and even company closures have been the results. To understand the extent of these impacts, a descriptive study was conducted online in April–May 2021, involving 2439 white-collar workers from various private companies. Convenient sampling methods were used to gather data on the experiences of employees in these sectors during the pandemic. The survey's findings demonstrate a positive but weak association between Work-Life Balance and Health Stress (r = 0.24, p < 0.01) and a positive low correlation between Work-Life Balance and Job Satisfaction (r = 0.23, p < 0.01). Therefore, work-life balance and job satisfaction among employees were significantly correlated throughout the epidemic. Additionally, there was a negative moderate correlation between Health Stress and Job Satisfaction (r = −0.48, p < 0.01), indicating that as Health Stress decreases, Job Satisfaction increases at moderate levels. The implications of the study were discussed further.
Örgütsel Davranışın Gelişimi ve Önemi(Development and Importance of Organizational Behavior) Hande DEMİRTAŞ Ülkü BAYKAL Örgütsel Davranışı Etkileyen Faktörler(Factors Affecting Organizational Behavior) Serap ALTUNTAŞ Hande DEMİRTAŞ Örgütsel Adalet (Organizational Justice) Filiz KANTEK Hande YEŞİLBAŞ Tangül AYTUR ÖZEN Değerlere Göre Yönetim (Management According to Values) Hava GÖKDERE ÇİNAR Mentorluk (Mentoring) Fahriye VATAN Hatice ÇAMVEREN Güçlendirme (Empowerment) Ayşegül YILMAZ Sergül DUYGULU Örgütsel Güven (Organizational Trust) Tuğba YEŞİLYURT İş Yeri Arkadaşlığı (Workplace Friendship) Oya ÇELEBİ ÇAKIROĞLU Örgütsel Sosyalleşme (Organizational Socialization) Seyhan ÇERÇİ Meslektaş Dayanışması (Colleague Solidarity) Gülcan TAŞKIRAN ESKİCİ Duygu Yönetimi (Emotion Management) Işık ATASOY Psikolojik Dayanıklılık (Psychological Resilience) Şeyda SEREN İNTEPELER Çalışmaya Tutkunluk (Work Engagement) Havva ÖZTÜRK Örgütsel Vatandaşlık Davranışı (Organizational Citizenship Behavior) Handan ALAN Örgütsel Öğrenme ve Yaratıcılık (Organisational Learning and Creativity) Hilal KUŞCU KARATEPE Emine TÜRKMEN Yenilikçilik (Innovation) Ayşegül SARIOĞLU KEMER İş Becerikliliği (Job Crafting) Rujnan TUNA Mesleki Bağlılık (Professional Commitment) Gamze TUNÇER ÜNVER Örgütsel Mutluluk (Organizational Happiness) Gülnur AKKAYA Duygusal Emek Davranışı (Emotional Labor Behavior) Seda DEĞİRMENCİ ÖZ Politik Davranış (Political Bahavior) Seher BAŞARAN AÇIL İşte Var Olamama (Presenteeism) Ayşe KARADAŞ İşe Yabancılaşma (Work Alienation) Hanife TİRYAKİ ŞEN Sanal Kaytarma (Cyberloafing) Tuğba ÖZTÜRK YILDIRIM İşyeri Nezaketsizliği (Workplace Incivility) Havva ARSLAN YÜRÜMEZOĞLU İş-Aile Çatışması (Work–Family Conflict) Yasemin AKBAL ERGÜN Dedikodu ve Söylenti (Gossip and Rumors) Bilgen ÖZLÜK Bilgi Uçurma (Whistleblowing) Arzu Kader HARMANCI SEREN Örgütsel Kayırmacılık (Organizational Favoritism) Ebru ÖZEN BEKAR Örgütsel Sinizm (Organizational Cynism) Esra ÇAYLAK ALTUN Örgütsel Sessizlik (Organizational Silence) Begüm YALÇIN Sessiz İstifa (Quiet Quitting) Fatma ER Örgütsel Yalnızlık (Organizational Loneliness) Nihal ÜNALDI BAYDIN Mobbing (Mobbing) Betül SÖNMEZ Kariyer Şiddeti (Career Violence) Ayşe ÇİÇEK KORKMAZ Fatoş TOZAK Örgütsel İntikam (Organizational Revenge) Serpil ÇELİK DURMUŞ Üretkenlik Dışı İş Davranışları (Counterproductive Work Behaviors) Manar ASLAN İşten Ayrılma (Turnover) Havva ARSLAN YÜRÜMEZOĞLU Gülseren KOCAMAN
Emotional exhaustion has become a ubiquitous phenomenon in the banking sector. In this paper, empirical research was conducted using a specially designed questionnaire with the aim of assessing the emotional exhaustion of employees in the banking sector in Serbia in relation to their gender, length of work in the bank and contact with clients. During 2022, responses were collected from 136 respondents. In the data processing, non-parametric tests (Mann-Whitney U-test and Kruskal-Wallis H-test) were applied. The research results showed that the feeling of emotional exhaustion is more prevalent and frequent among men, compared to women, but that these differences are not statistically significant. Also, the research results indicated statistically significant differences in respondents' answers to the statements related to the feeling of tiredness and the feeling that they work too much, depending on the length of work in banks. Statistically significant differences exist in the answers of respondents who have contact with clients at their job and those who do not.
Dalam abad ke-21 ini, dinamika manajemen sumber daya manusia
(MSDM) menjadi lebih rumit dan menantang daripada sebelumnya.
Sejalan dengan kemajuan teknologi dan perubahan sosial-ekonomi yang
berlangsung cepat, peran MSDM dalam organisasi juga terus berkembang
dan beradaptasi.
Saat kita menapak zaman yang semakin maju, tantangan dalam MSDM
tidak bisa dihadapi dengan pendekatan yang sama seperti sebelumnya.
Organisasi bergerak cepat, lingkungan bisnis terus berubah, dan pekerjaan
menjadi semakin kompleks. MSDM dalam era ini harus mampu beradaptasi
dan berinovasi, tanpa mengorbankan efektivitas dan efisiensi kerja.
Dengan memperhatikan dinamika tersebut, kami menyusun buku Riset
Manajemen Sumber Daya Manusia (Teori dan Variabel-Varibelnya) Jilid 3
ini. Buku ini mengupas berbagai isu yang menjadi titik berat dalam MSDM
saat ini. Melalui buku ini, kami berusaha memberikan pengetahuan dan
pemahaman yang mendalam; sekaligus membantu pembaca membangun
keterampilan praktis dalam mengelola SDM di tempat kerja. Tujuannya, tentu saja untuk mencapai performa yang optimal dari setiap individu dan
organisasi secara keseluruhan.
Tidak ada jawaban yang definitif untuk setiap tantangan dalam MSDM,
karena setiap organisasi memiliki keunikan dan situasi yang berbeda.
Dengan panduan ini, kami harapkan pembaca dapat membuat keputusan
yang lebih baik, melakukan perubahan yang positif, dan berkontribusi pada
masa depan organisasi yang lebih baik.
Terima kasih kepada semua yang telah berkontribusi dalam penulisan
buku ini. Kami berharap karya ini memberikan nilai dan manfaat yang
berarti bagi pembaca.
Home care rehabilitation professionals (hcRPs) provide health services for clients with a broad range of medical conditions. During the COVID-19 pandemic, home care rehabilitation professionals experienced exacerbations of pre-existing work-related stressors, increased risk of transmission of the COVID-19 virus, reduced resource availability, greater workloads, and staffing shortages. The primary aim of this study was to examine the experience and impact of occupational and mental stress on hcRPs working during the COVID-19 pandemic. Semi-structured interviews were conducted with 24 hcRPs working in Ontario, Canada during the COVID-19 pandemic. Inductive thematic analysis was used to interpret and organize the data into conceptualized themes. Interview data was organized into three themes: (a) unique challenges of a home care rehabilitation professional, (b) COVID-19 exacerbations of home care occupational and mental stress, and (c) personal and workplace coping strategies. Many participants reported reducing their hours or taking on adjunctive roles in different clinical settings outside of home care due to work-related stress exacerbated by the COVID-19 pandemic. With a focus on the effects of COVID-19 on the practice of home care, this study provides a unique perspective on the challenges experienced by hcRPs during an emergent and evolving global public health concern. The exploratory nature of this research works towards providing a framework of factors to be addressed when creating sustainable healthcare interventions, as well as recommendations to support hcRPs to benefit both the community and health-care providers.
This study aims to check the effect of job demands on employees’ burnout and job resources on employees work engagement with the moderating role of psychological ownership. Moreover, the direct and mediating role of burnout and work engagement with adaptive job performance. Data were collected through a survey questionnaire from a total of 311 four- and five-star hotel employees and structural equational modeling was employed to test the hypotheses. The findings demonstrate the positive relation of job demands with burnout and job resources with work engagement. Furthermore, burnout has a direct negative as well as mediating relation with adaptive job performance whereas, work engagement has a direct positive as well as mediating relation with adaptive job performance. Lastly, the study has also found that psychological ownership weakens the relationship of job demands and employees’ burnout whereas, it stronger the relationship among job resources and employees’ work engagement. Theoretical and practical implications are also discussed.
This paper formally introduces an abridgement of solid waste conditions and their management issues in Karachi. Approach that can be used to reduce the municipal waste and the management of solid waste produce by the residents of Karachi city is Zero Waste Strategy. Zero Waste Strategy is a focused approach of conserving all resources. This approach is beneficial by means of responsible production, valuable consumption, reuse and recovery of product, packaging and materials without burning and with the least discharge to air,water or land that cause an adverse effect on our environment and human health. The budget allocated by governmental bodies for solid waste management is adequate and is not allocated properly to the local bodies. Bin services are provided throughout the city is enough but the locations selected for this purpose are not appropriate. Zero Waste Strategy (ZWS) helps to reduce the solid waste by providing proper route,with appropriate recycling plan,adequate management of resources and public behavior related to solid waste. The research concludes by proposing Zero Waste Strategy(ZWS) asan effective solution of highlighted issuesfor management of solid waste in Karachi city. The current research is entirely unique and could affect the society in value added manner.
Based on a thorough review of the research on work-life balance, Sirgy and Lee identify a set of personal interventions that selected employees commonly use to increase their work-life balance and life satisfaction. Personal interventions of work-life balance involve five behavior-based strategies and four cognition-based strategies. The behavior-based strategies are engaging in multiple roles and domains, increasing role enrichment, engaging in behavior-based compensation, managing role conflict, and creating role balance. The cognition-based strategies are segmenting roles and domains, integrating roles and domains, engaging in value-based compensation, and applying whole-life perspective in decision-making. This volume provides HR managers and HR consultants with pedagogical material designed to help them develop in-house workshops, seminars, and curricula for their employees to improve their work-life balance by using the personal interventions described in the book.
Based on a thorough review of the research on work-life balance, Sirgy and Lee identify a set of personal interventions that selected employees commonly use to increase their work-life balance and life satisfaction. Personal interventions of work-life balance involve five behavior-based strategies and four cognition-based strategies. The behavior-based strategies are engaging in multiple roles and domains, increasing role enrichment, engaging in behavior-based compensation, managing role conflict, and creating role balance. The cognition-based strategies are segmenting roles and domains, integrating roles and domains, engaging in value-based compensation, and applying whole-life perspective in decision-making. This volume provides HR managers and HR consultants with pedagogical material designed to help them develop in-house workshops, seminars, and curricula for their employees to improve their work-life balance by using the personal interventions described in the book.
Burnout adalah kelelahan emosi yang seringkali dialami oleh individu yang bekerja di bidang pelayanan seperti kesehatan, pendidikan, dan pelayanan sosial. Penelitian ini bertujuan untuk mengetahui apakah ada pengaruh kecerdasan emosional dan dukungan sosial terhadap burnout pada guru sekolah dasar yang menerapkan fullday school. Rancangan penelitian kuantitatif korelasional ini melibatkan 87 guru sekolah dasar fullday yang diambil melalui teknik quota sampling. Ada tiga instrumen yang digunakan yaitu maslach burnout intentory (MBI), emotional intelligence questionnarire (EI), dan multidimensional scale of perceived social support (MSPSS). Hasil penelitian menunjukan bahwa ada pengaruh kecerdasan emosional dan dukungan sosial terhadap burnout. Selanjutnya, kajian kualitatif akan dapat menggali lebih dalam apa saja bentuk dukungan sosial yang dimiliki para guru dan upaya yang dilakukan dalam mengasah kecerdasan emosi mereka.
This study aimed at examining the mediating role of job burnout in the effect of organizational politics perception on turnover intention among employees of city center hotels in Egypt. The mixed-mode survey administration, combining paper and web-based self-administrated questionnaires, was used to collect the required data. The total number of collected questionnaires was 153, however only 140 of them were valid for the statistical analysis, after excluding a number of 13 incomplete questionnaire forms. The results revealed that the organizational politics perception has a significant positive effect on both turnover intention and job burnout. Moreover, job burnout was found to have a significant positive effect on turnover intention. Furthermore, the results pointed out that job burnout partially mediates the effect of organizational politics perception on turnover intention. Some managerial implications were presented regarding organizational politics, turnover and job burnout that could help hospitality practitioners minimizing such issues in their organizations.
The article is devoted to a theoretical analysis of the understanding of the phenomenon of burnout in psychology and an empirical study of the relationship between self-esteem and perfectionism of preschool teachers and the level of their professional burnout. It is noted that, despite the fact that today burnout is one of the most popular and researched topics in science, its integral psychological concept is still missing, as well as a general understanding of the concept of burnout, its structure, symptoms, stages of development and causes. It is noted that in psychology, numerous scientists - researchers of burnout are inclined to offer their own definitions of it, to highlight its structure, symptoms and causes, unwittingly or consciously focusing on the ideas about the process of burnout expressed by H. Freudenberger and K. Maslach and colleagues. The conducted research revealed the presence of both correlational and causal relationships between professional burnout and perfect motivation. It was concluded that professional burnout can be interpreted as a process of gradual devastation of the meaningfulness of a person's professional activity. The results of the empirical study show that there are statistically significant correlational and causal relationships between the professional burnout of educators and the features of their self-esteem and perfect motivation: the components of self-attitude to a greater extent determine professional burnout, which is also influenced by the individual's constant striving for perfection, putting forward excessively unrealistic demands for herself when she does not accept her own shortcomings. It was found that burnout determines the confidence of the subjects that the requirements for them are excessive, but they must be followed due to the desire to be accepted and get the approval of colleagues and management of the institution, etc.
The COVID-19 pandemic brought with it the generalisation of working methods that existed beforehand, such as teleworking. Remote work has shown significant advantages, both for companies and for employees. However, teleworking has shown itself prone to certain psychosocial risks, even being viewed as an “accelerator” of the burnout process. Although research supports that teleworking promotes autonomy and flexibility, there is also evidence that teleworking performed at high-intensity may create conflict in the personal life. Intense workload, reduced and scant social support perceived in remote working were predictors, not solely of emotional weariness, but moreover of other dimensions of burnout: cynicism and lack of personal realisation. The experiences described by those who have worked remotely during the pandemic were: the ease with which schedules or rest days disappear, meeting too many demands through different channels (phone, WhatsApp, email) and with limited time. Also, taking into account that the employees lacked training and that on many occasions they were overwhelmed by techno-stress. Thorough studies are needed on the health consequences of teleworking, which clearly define their aims and take into account the complexity of mediating and modulating variables. Future research should seek to identify what behaviours and resources of teleworking can be beneficial in meeting demands and what aspects contribute to exhaustion.
The balanced life is a state of equally moderate-to-high levels of satisfaction in important and multiple life domains that contribute to overall life satisfaction. This book strives to improve the reader's understanding of what the balanced life is, and how it can be both achieved and maintained. Its primary goal is therefore to identify the major principles of life balance, and to introduce a comprehensive construct of the balanced life reflective of these principles. It discusses how life balance substantially contributes to subjective well-being – defined as life satisfaction, a preponderance of positive over negative feelings, and absence of ill-being – and explores strategies to attain life balance. It argues that achieving life balance, through manipulating one's thoughts and taking concrete action, will lead to increased personal happiness. Aimed at professional, academic, and lay audiences, this book is grounded in scientific studies related to work-life balance and the balanced life.
Understanding burnout and its effects on employees’ performance and wellbeing has been studied since the 1980s. Monitoring burnout syndrome among health care professionals, such as physicians and nurses, is a critical task. On the one hand, medical staff has to be good at controlling their own emotions in confronting the health care challenges; on the other hand, they share similar emotional exhaustion, frustration, and feelings with their own patients. This can lead to medical diagnosis errors, weak performance, and lower quality of treatments. The main purpose of this study is to provide a concise literature review of research works on burnout syndrome among medical staff, including research methods, assessments, solutions, and best practices. No matter their field of expertise and responsibilities, burnout is a considerable common psychological syndrome among medical staff, ranging from 40 to 66%. The Maslach Burnout Inventory (MBI) has been the most widely used questionnaire for data collection in the literature. Factors such as age, gender, marital status, and working conditions are identified as the most contributive parameters in the severity of burnout. Furthermore, studies have found that the degree of burnout can be reduced by under-taking self-improvement techniques such as meditation, development of communication skills, peer coaching, and doing art therapy. A considerable number of medical personnel are vulnerable to burnout syndrome in various degrees and forms. This common phenomenon threatens patients’ health and lives due to a reduction in medical care quality. This review covers the best practices for protecting and overcoming the hardnesses and challenges ahead of many health care professionals in their careers.KeywordsBurnoutDepersonalizationEmotional exhaustionPersonal accomplishmentMaslach
The objective of the current study is to investigate users’ continuance intention of using the most dominant player in the market of online social networking sites (SNS), Instagram, usage in Turkey. The Structural Equation Modeling (SEM) methodology is applied to detect the elements influencing the continuance intention to use Instagram. The proposed model is assessed with the help of data collected from 201 Instagram users by using SmartPLS software. It is found that people’s intention to use Instagram is determined by habit, attitude, and perceived usefulness. Moreover, satisfaction, entertainment, self-expression, and information seeking are indirect factors of intention to use. On the other hand, perceived usefulness is found to have an insignificant direct effect on continuance intention to use Instagram. The paper concludes with a discussion of the findings, theoretical and practical implications of the research, and recommendations for future research.KeywordsSocial networksInstagramPLS-SEMContinuance intentionHabitEntertainment
This study used the descriptive method of research to identify personality types and assess the level of organizational stress among 120 women managers in the Big Four international accounting and consulting firms in Hanoi, Vietnam. Input variables for the participant profile included age, civil status, education level, length of employment, position level, number of subordinates, years in management, number of hours worked per week, and degree of participation in sports and recreation. Input variables for organizational stress included work environment, inner self, and interpersonal relationships. Validated questionnaires were used to collect the data for analysis and interpretation. The statistical treatment used included frequency, percentage, weighted mean, and one-way analysis of variance. The findings revealed that study participants had a mean age of 28 years, were married, held a bachelor’s degree, had 1 to 5 years of service, supervised more than 15 employees, had from 1 to 3 years of experience in management, worked an average of 8 hours or less each day, had no flex-time, and were not involved in sports or recreation activities. Most had a Type B personality, with an average level of stress in their work environment, inner self, and interpersonal relationships.
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