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The good and bad of working relationships: Implications for burnout
... In particular, teachers' professional relationships in terms of collegiality as a companionship of co-workers have always been explored in light of their significance for teachers' professional development, their careers, and school reform as a whole [1]. More importantly, collegiality is often influenced by one's level of burnout in the workplace, argued to be triggered by personal [2,3] and work factors [3][4][5][6][7][8][9], some of which were explored in this study. Largely, teachers' collegiality in the workplace is explored in light of schooling as a transmitter of culture [10] and as a space for communality [11]. ...
... The selection of burnout and collegiality dimensions in this study was inspired by the findings of previous literature. Burnout is comprised of three dimensions: workload [3][4][5][6][7][8][9], personal relationships [2,3], and leadership [7]. The workload dimension in this study refers to administrative and teaching responsibilities. ...
... The selection of burnout and collegiality dimensions in this study was inspired by the findings of previous literature. Burnout is comprised of three dimensions: workload [3][4][5][6][7][8][9], personal relationships [2,3], and leadership [7]. The workload dimension in this study refers to administrative and teaching responsibilities. ...
The purpose of this study was to investigate the influence of teacher burnout on collegial relationships among faculty members in two higher education institutions- one in Kuwait and the other in the United Arab Emirates. A quantitative methodology was employed using a self-constructed online questionnaire. The results of the study showed that there was no statistically significant difference between the teachers’ perception of burnout and collegiality by gender, age group, and years of experience in teaching at a 0.05 level of significance. However, there was a statistically significant difference between the teachers in Kuwait and the UAE in their perception of burnout, although the difference was not significant for collegiality at a 0.05 level of significance. The findings also showed that the participants’ gender, age, and work experience were not predictors of collegiality, but the perception of burnout was a significant predictor of collegiality. Conclusions were drawn from the study’s findings, with implications for policy, practice, and future research.
... Social motivational factors are workplace resources that include a sense of belonging, esteem and nurturance and can become depleted when a worker experiences a negative work relationship encounter such as aggression, incivility and bullying (Forbes, 2011). The consequence being individuals and groups evaluating the work environment as unsafe, often resulting in withdrawal from the workplace and, subsequently, burnout (Day & Leiter, 2014). Workplace stress when endured over many years is commonly associated with adverse psychological health outcomes (Ahola & Hakanen, 2014). ...
... Insufficient reward, including lack of recognition in caring for patients in a pressurized work environment, is evident in the literature; a lack of acknowledgement of the human effort required for caring in health care professions can lead to burnout (Day & Leiter, 2014;Maslach, 2003). Investigation of why holding a bachelors' degree or higher was associated with bullying exposure was beyond the scope of this study. ...
... Exposure to workplace bullying threatens three-core social motivational factors that drive engagement in the workplace: belonging, esteem and nurturance (Leiter, 2016). Day and Leiter (2014) Our findings identified that exposure to workplace bullying increased cynicism and emotional exhaustion along the burnout continuum, with an even distribution of scores for professional efficacy between both groups irrelevant of exposure to bullying. This observation is consistent with findings of both Leiter and Maslach (2016) and Maslach et al. (1996) where efficacy z-scores for distressed profiles (overextended, disengaged and burnt out) are spread widely in the measure of professional efficacy. ...
Aim
To investigate workplace bullying, and explore correlations between bullying, burnout, and resilience amongst perioperative nurses in Australia.
Background
Workplace bullying in perioperative nursing involves verbal, physical and psychological violence. However, no prior studies have measured Australian perioperative nurses’ experiences of workplace bullying nor sought to understand if there is a relationship with burnout, and resilience.
Methods
A descriptive correlational study was conducted utilising an online survey incorporating four validated instruments. Descriptive statistics and regression models analysed workplace bullying, burnout, and resilience.
Results
Over half of perioperative nurses (n = 158/257, 61%) were exposed to workplace bullying. Consequences included fatigue and exhaustion (n = 129/192, 67%), anxiety (n = 123/192, 64%) and sleeplessness (n = 121/192, 63%). Organisational processes (r = 0.458, p<0.001), bullying acts (r = 0.289, p<0.001) and avoidance and withdrawal at work (r = 0.440, p=0.001) increased burnout. Psychosocial distress (r = -0.216, p<0.001) was associated with decreased resilience.
Conclusions
Workplace bullying is a persistent issue with negative impacts upon burnout, resilience, and wellbeing.
Implications for Nursing Management
The psychological wellbeing of employees can be prioritised by establishing and maintaining an organisational climate of psychosocial safety. Thereby inhibiting the potential of bullying to manifest and positively influencing employee wellbeing to help promote workplace engagement, productivity, and reduce burnout.
... Por un lado, factores como el sexo, la edad, el estado civil, el nivel de instrucción, etc., han sido asociados para comprender la incidencia del SAP (Aydemir e Icelli, 2013;McCormack y Cotter, 2013;Purmanova y Muros, 2010;Velázquez, Bracco, Hildenbrand et al., 2015). Sumado a ello, estudios recientes (Breevart et al., 2014;Day y Leiter, 2014;Maslach, 2003) consideran aspectos institucionales u organizacionales comolas relaciones laborales, las expectativas y demandas laborales, y la importancia de la coyuntura política y económica para comprender su prevalencia. Day y Leiter (2014) manifiestan que la calidad de las relaciones sociales puede incrementar o disminuir la presencia del SAP dentro del entorno laboral, teniendo impacto tanto en el desarrollo individual como en la productividad organizacional. ...
... Sumado a ello, estudios recientes (Breevart et al., 2014;Day y Leiter, 2014;Maslach, 2003) consideran aspectos institucionales u organizacionales comolas relaciones laborales, las expectativas y demandas laborales, y la importancia de la coyuntura política y económica para comprender su prevalencia. Day y Leiter (2014) manifiestan que la calidad de las relaciones sociales puede incrementar o disminuir la presencia del SAP dentro del entorno laboral, teniendo impacto tanto en el desarrollo individual como en la productividad organizacional. Por tanto, las instituciones deben estar atentas a satisfacer aspectos materiales y a brindar un adecuado clima emocional, fortaleciendo el sentido de pertenencia, estima y acogida de los equipos. ...
... Para lograrlo, la participación entre colaboradores y valores institucionales como el reconocimiento, atención y respeto es fundamental. Esto puede resultar un reto complejo para las instituciones: el trabajo entre colegas fortalece el intercambio, el contacto social y la adquisición de nuevos conocimientos, pero la interdependencia también puede suscitar desencuentros entre los mismos (Day y Leiter, 2014). ...
... 2.4 Civility as mediator between authentic leadership and burnout in health-care settings Civility in the workplace has a greater effect on an organization's culture than it does at the individual level (Ribeiro et al., 2021). Civility has been found to be positively correlated with professional efficacy and leadership (Day and Leiter, 2014) and inversely related to emotional exhaustion (Laschinger and Read, 2016). Among the few attempts to promote civility in the workplace, Armstrong (2017) found that offering training programs to hospital nurses, including education on civility through facilitated discussions and teambuilding exercises, created a safer environment. ...
... Another study involving nurses and managers in a six month training program providing role-play acts of civility and communication efficacy showed that participants improved workplace professional relationships (Pinckney, 2015). Previous research has consistently linked burnout with constrained social relationships at work, weighing mainly supervisory relationships (Duarte et al., 2020;Day and Leiter, 2014). Likewise, Laschinger et al. (2013) found that AL was significantly and negatively correlated with emotional exhaustion among health-care professionals. ...
Purpose
This study aims to propose a model to examine the relationship between authentic leadership (AL), civility and burnout among health-care employees. This model proposes that civility mediates the relationship between AL and burnout.
Design/methodology/approach
Data were collected from 360 (72% response rate) registered health-care employees working in two large public hospital centers in Lisbon, Portugal. The sample was predominantly female (79.4%). The instruments used to measure the variables were the AL inventory, workplace civility scale and Maslach Burnout Inventory-General Survey. Hayes’ PROCESS macro for mediation analysis in SPSS was used to test the hypothesized model.
Findings
The results suggest that AL has a positive direct effect on civility, adding to the negative effect of the aforementioned variables on burnout. Furthermore, civility was found to have a mediating effect on AL and burnout.
Research limitations/implications
This study may be useful for hospital management and the health-care sector as a whole, underlining the importance of AL and civility in preventing detrimental effects of burnout among health-care employees.
Originality/value
Considering that mainstream literature on AL mainly focuses on nurses, there is a scarcity of literature integrating the relationship between AL, civility and burnout among a wide range of occupational groups in the health-care sector. Furthermore, the research model has not been previously introduced when considering the mediating role of civility in the relationship between AL and burnout.
... As noted before, an explanation for this may be that a lack of forgiveness affects crucial work relationships. Because the lack of positive, supportive relationships at work has been related to numerous negative outcomes (Day and Leiter, 2014), forgiveness is likely to be associated with increased work outcomes, precisely because forgiveness helps employees to maintain stable work relationships (McCullough, 2000). Furthermore, employees may for various reasons find it difficult to forgive their coworker, despite the good relationship they have. ...
... Although we had good reasons for focusing on the role of forgiveness in response to conflicts in particularly good work relationships (Cao et al., in press), the question remains whether forgiveness might also be beneficial in lower-quality work relationships. This is important because, especially in a work context, employees cannot always choose themselves who they work and interact with, including their supervisors, coworkers and subordinates (Day and Leiter, 2014). It is, for example, possible that in low-quality relationships interpersonal offenses are considered the rule rather than the exception (as in high-quality relationships), perhaps (in the work context) leading to higher levels of turnover/withdrawal rather than stress and lower well-being. ...
Forgiveness has received increasing attention in the work context. Although recent cross-sectional studies have found a positive link between forgiveness and work outcomes, further research examining the temporal dynamics between these variables is needed to establish causality. This preregistered panel study investigated the time-lagged relations between forgiveness and work outcomes, and specifically addressed the question whether forgiving a coworker benefits work outcomes. Longitudinal survey data were collected at four time points among 139 Chinese employees working at least 20 hours per week. Results from cross-lagged panel models revealed that forgiving an offending coworker with whom one has a relatively good work relationship predicted better work outcomes (i.e., higher job satisfaction, higher work engagement, and lower burnout) over time, while controlling for perceived severity of the offense. Evidence for the reverse effect (with work outcomes predicting forgiveness) was not found. Our findings thus suggest that forgiveness facilitates well-being-related work outcomes. Implications for a better understanding of forgiveness in work relationships are discussed.
... A percepção do apoio social no trabalho é uma manifestação de relações interpessoais positivas e saudáveis que tem implicações importantes para a saúde, bem-estar e desempenho dos indivíduos, grupos e organizações (Day & Leiter, 2014;Park et al., 2013). O conceito de civilidade no trabalho traz como característica essa percepção, além da maneira específica em que a polidez e o ato de cordialidade são expressos nesse contexto, o qual na sua essência se refere ao respeito mútuo, colaboração interprofissional e a consideração pelos outros (Lim & Bernstein, 2014;Mendonça, 2017;Nitzsche, 2015). ...
... Por outro lado, a civilidade no trabalho está positivamente correlacionada com a eficácia profissional, engagement, liderança, segurança psicológica, afetos positivos, compromisso organizacional afetivo, confiança na gestão, confiança nos colegas de trabalho, satisfação e prosperidade no trabalho (Day & Leiter, 2014;Nitzsche, 2015;Stover, 2017). Está também negativamente associada com a intenção de abandonar o emprego e com as dimensões de exaustão emocional e cinismo do burnout (Nitzsche, 2015). ...
Civility in the context of work relationships is associated with politeness and cordiality by employees in the professional environment. In its turn, incivility is related to rude behaviors which violate norms established by the work
group, deviant and antisocial behaviors. The research involved the participation of 502 hospital service employees of
a state in the Southeast region. Among the survey respondents, 407 (81.1%) were women, with a mean age of 33.97
years (SD = 8.24 years). Based on procedures of translation, backtranslation, item construction, and factor analysis,
adequate psychometric properties of the Workplace Civility Scale and the General scale of Work Incivility in Brazil
were clearly shown. Additionally, structural equation models were tested, and presented indications of independent
assessment and a negative relationship between the civility and incivility constructs in the work context.
... Quality social interactions and positive social support are critical factors for a demanding, yet healthy, work environment (Day & Leiter, 2014). A meta-analysis of 68 studies indicates that social support can act in different ways: it can directly reduce stressors (environmental conditions) and strains (individual responses to stressors, including burnout), and also reduce (moderate) the level of stress on strain (Viswesvaran, Sanchez & Fisher, 1999). ...
... Although early burnout studies focused primarily on the importance of interpersonal relationships between professionals and service recipients (e.g., patients) as one precursor of burnout, it is now recognized that the quality of relationships with other people in the work environment (e.g., co-workers) can also promote the onset of burnout (Day & Leiter, 2014). Unsupportive, disrespectful or unfair work environments are other known predictors of burnout (Schaufeli & Buunk, 2004). ...
Workplace incivility is defined as rude behaviour that violates social norms at work. It has been linked to psychological distress (burnout), mainly in healthcare and educational settings. Burnout is a serious public health concern. Studies addressing the impact of workplace incivility on employee well-being in the hospitality industry are scarce. The primary aim of this study was to examine the relationship between workplace incivility and burnout among hotel employees. Cross-sectional data for 385 Portuguese hotel employees (54% male; M age = 33.9, SD = 11.3) were analysed using bootstrap regression models. Results revealed that (1) supervisor incivility was significantly more frequent than co-worker incivility; (2) supervisor and co-worker incivility were significant positive predictors of emotional exhaustion and cynicism, the core components of burnout; (3) supervisor incivility was the stronger predictor of emotional exhaustion, and co-worker incivility the stronger predictor of cynicism; and (4) severe burnout was highly prevalent in our sample. This study provides insight into the phenomena of workplace incivility and burnout among Portuguese hotel employees. Our results have practical value for management strategies aiming to prevent or reduce burnout, which in turn has the potential to enhance individual, group, customer and organizational outcomes within the hospitality industry.
... There is convincing evidence that social relationships at work have a significant impact on individual health, strain, and burnout (Day & Leiter, 2014;Leiter & Patterson, 2014). Not only is greater social support associated with encountering few distressing demands, but social support buffers the stressful impact of demands when they are encountered (Lakey & Orehek, 2011). ...
... A lack of professional efficacy or diminished sense of accomplishment completes the syndrome (Maslach, Schaufeli, & Leiter, 2001). Research on job burnout has consistently linked the syndrome with strained social relationships at work with distinct contributions for supervisory relationships and collegial relationships (Day & Leiter, 2014). Recent research has confirmed that improvements in the quality of collegial relationships are followed by improvements in exhaustion and cynicism , and that these improvements are evident at a one-year follow-up assessment . ...
Although the potential deleterious effects of negative social interactions at work have been well established in the literature, the impact of personal factors in forming work relationships has been relatively neglected. Therefore, using a survey of 1624 Canadian healthcare providers, we examined the extent to which attachment styles at work were associated with the quality of social relationships. We found support for a new measure of attachment styles at work that differentiated between anxiety and avoidance attachment. Avoidance was negatively correlated with positive social constructs (civility, psychological safety, and trust) and with the efficacy dimension of burnout. Overall, compared to attachment avoidance, attachment anxiety was more strongly correlated with experienced and instigated workplace incivility, exhaustion, and cynicism. Attachment avoidance was negatively correlated with positive social constructs (civility, psychological safety, and trust) and with the efficacy dimension of burnout. Adding these two attachment dimensions to a model of burnout as a function of workload, value congruence, and coworker incivility significantly improved its fit. This study suggests that employees with high attachment anxiety tend to be more closely involved in work relationships and processes, but this closeness comes at a cost in that they experience more strain when participating in social encounters.
... Adult attachment styles are effective in measuring the quality of relationships adults have with other people (Collins & Read, 1990). This includes the relationships in work-life (Leiter et al., 2015) and the social relationships that individuals have in the workplace affect their well-being (Day & Leiter, 2014). ...
Organizations providing healthcare services adopt modern technologies to improve
the quality of the services they offer. Deploying the human-robot cooperation
process in organizations is a challenge and organizations need to prepare their
employees for the process. A single individual characteristic may be a variable that
affects an employee’s adoption process. To learn whether individual characteristics
affect this process, this paper examined how nursing students’ attachment styles
have an effect on the human-robot cooperation process and whether beliefs about
human nature have a mediation effect on how nursing students perceive robots. The
study investigated how trust in robots affects attachment styles and the willingness
to cooperate with robots. Nursing students filled out paper-based surveys in
classrooms. Data were analyzed via Pearson product-moment correlations and
PROCESS macro. The mediation hypotheses were supported with significant
results. In human-robot cooperation, the human operator’s character may affect the
entire process. Therefore, studies are needed to focus on the effects of individual
factors on the adoption of these technologies.
... Given the potential benefits of affirming one's self-worth (especially intrinsic affirmations) in the enhancement of interpersonal relationships, it is surprising that this topic has received little attention in research on work relationships. Work relationships differ from romantic relationships in terms of their exchange versus communal orientation (Cao et al., 2021;Day and Leiter, 2014). Unlike romantic relationships where a person's intrinsic (vs extrinsic) attributes are more valued by their partner (Rodriguez et al., 2015), a IJCMA person's extrinsic performance and intrinsic attributes are both valued in work relationships (Ferris et al., 2009). ...
Purpose
Previous research has demonstrated that affirming an individual’s self-worth in intrinsic, stable aspects (e.g. personal attributes) enhances their pro-relationship tendencies, as compared to affirming extrinsic aspects of the individual (e.g. performance). This is especially so among people in certain dissatisfying relationships (e.g. romantic relationships). Extending this finding to organizational contexts, the purpose of this study is to investigate the effects of affirmation type (intrinsic vs extrinsic affirmations) on responses to workplace offenses among employees with high versus low job satisfaction.
Design/methodology/approach
Studies 1 ( N = 224) and 2 ( N = 358) examined the effects of intrinsic versus extrinsic affirmations on responses to hypothetical and real workplace offenses. Furthermore, to compare the effects of intrinsic and extrinsic affirmations to the baseline level, Study 3 ( N = 441) added a control condition and examined the effects of affirmation type (intrinsic vs extrinsic vs control) on responses to workplace offenses.
Findings
For employees with low (but not high) job satisfaction, (1) intrinsic (vs extrinsic) affirmations promoted more prosocial responses (forgiveness and reconciliation) to workplace offenses; (2) although not as effective as intrinsic affirmations, extrinsic affirmations (vs baseline) also triggered prosocial intentions toward workplace offenses.
Originality/value
First, the study enriches the literature on workplace offenses by focusing on an individual-level factor – self-worth – that can be intervened (e.g. affirming one’s self-worth) by organizations and managers so as to promote prosocial responses to workplace offenses. Second, the study expands the scope of the self-affirmation theory in organizational contexts by examining the effectiveness of intrinsic and extrinsic affirmations in coping with workplace offenses. Third, practically speaking, the study provides a brief intervention (the writing task of describing an intrinsic or extrinsic affirmation experience) that can boost pro-relationships in the workplace.
... Relational attachment, on the other hand, is thought to predict outcomes such as organizational attachment, favorable job attitudes and perceptions, and pleasant psychological conditions (Ehrhardt and Ragins, 2019). This is important as there is strong evidence that the social connections at work can have a significant effect on burnout and individual health (Day and Leiter, 2014). ...
Purpose
Drawing upon theories of conservation of resources (COR), broaden-and-build (BnB), self-determination, and the job demands- resources (JD-R) model, this study uniquely tries to understand the mechanisms that contribute to happiness at work by proposing a model of the effects of emotional culture of joy on happiness at work, where psychological safety and relational attachments serve as intervening mechanisms among the aforesaid relationship.
Design/methodology/approach
A three-wave time-lagged study with 340 employees from Pakistani organizations was conducted. Data were analyzed using covariance-based structural equation modelling.
Findings
The results indicate that emotional culture of joy significantly predicts happiness at work. Furthermore, emotional culture of joy significantly and positively influences both psychological safety and relational attachment. Finally, the relationship between emotional culture of joy and happiness at work is found to be mediated by both relational attachment and psychological safety.
Practical implications
The results are of utmost importance as they provide insights to policy makers and organizations administrators on the value of emotional culture of joy and its contribution to employees’ wellbeing, and indeed its role in fostering important psychological and emotional resources such as psychological safety and relational attachment.
Originality/value
This study is unique for the following reasons. First, it addresses and bridges a gap pertaining to the drivers of happiness at work. Second, this is the first study that considers emotional culture of joy as an antecedent to happiness at work. Third, the employment of both psychological safety and relational attachment as intervening mechanisms in the relationship between emotional culture of joy and happiness at work has not been previously addressed in the management and wellbeing literature. Finally, the study shifts direction from studying organizational drivers (i.e. HR, organization support, etc.) of happiness at work to the examination of psychological and emotional resources that may influence happiness at work.
... relationships may differ from work relationships in terms of their communal versus exchange orientation (Day & Leiter, 2014;Sias, 2005), the processes and outcomes of forgiveness are likely to be similar across relationships (Green et al., 2020). That is, and in line with its conceptual definition, when an employee forgives it means that the employee needs to regulate negative feelings, thoughts, and behaviors he or she may have toward an offender, and transform them into more positive feelings, thoughts, and behaviors. ...
Although the topic of forgiveness has received abundant attention in research on close relationships, little is known about the benefits of forgiveness in work relationships. This is unfortunate because research suggests that forgiveness is associated with numerous beneficial outcomes, such as improved social relationships and psychological well-being. The present research addresses the question whether and when forgiveness is associated with enhanced work outcomes. It was expected that forgiveness is associated with better work outcomes, especially when perceived work relationship quality between victim and offender is strong rather than weak. Study 1 (n = 472 MTurk participants) revealed that trait forgiveness was strongly associated with a broad range of work outcomes. Study 2 (n = 216 Dutch working employees) showed that state forgiveness was negatively associated with burnout. Study 3 (n = 370 Prolific participants) replicated the positive association between forgiveness (both trait and state) and work outcomes (especially well-being- related work outcomes, that is, job satisfaction, work engagement, and less burnout). Moreover, the associations between state forgiveness and work outcomes were stronger when the quality of work relationships (i.e., exchange quality) was high rather than low. Furthermore, only in cases of high exchange quality, the positive association between trait forgiveness and work outcomes could be explained by higher levels of state forgiveness. These findings suggest that levels of work relationship quality are of great importance to better understand forgiveness in the work context. Implications of these findings for the role of interpersonal forgiveness in the work context are discussed.
... Hence, it is not surprising to expect negative incivility experience to increase employee psychological risk (Harvey et al., 2017), negative employee career choice (Curtis et al., 2007) which ultimately forces damaging involuntary results for the organization as employee's intention to leave (Cortina et al., 2001). Furthermore, workplace incivility is also associated with job stress (Day & Leiter, 2014), burnout (Welbourne et al., 2015), which both positively raises turnover among employees (Arshadi & Damiri, 2013;Labrague et al., 2018). It is; therefore, the influence of 'workplace incivility' is necessary to investigate for managerial intervention through conceptual factors that tackle turnover intention among nurses. ...
Though workplace incivility is a negative behavioral phenomenon that has infiltrated almost every sector, yet, less investigated in the healthcare sector. The healthcare sector is the backbone for economic and well-being for any nation and mainly composed of nurses. Turnover among nurses is a serious challenge to public healthcare facilities in terms of management, financing, and service quality. Based on the COR theory, this study capitalizes investigation on the effects of incivility on turnover intention through burnout and occupational stress. Simple random sampling was deployed on a sample of 265 nurses from 24 public hospitals of Sindh in Pakistan. Data analysis through partial least square and results revealed that workplace incivility has insignificant relation with turnover intention. Whereas, incivility has a significant indirect relationship with turnover intention through burnout and occupational stress. This study suggests that emotional and occupational depletion in public healthcare is high due to incivility at the workplace. Thus, HR managers must devise policies to practice civil behavior to curtail turnover intention problem among nurses. Besides practical benefits, some limitations with potential future research directions are discussed in the end.
... The focus on mitigating burnout rates has been so dominant in the discourse that less attention has been paid to the desirable state for academic surgeons-one of engagement. Engagement can been conceptualized as the other end of the spectrum from burnout along the features of energy, involvement and efficacy 5 . Therefore, the engaged surgeon would be one that is energetically involved in the care of her patient, organizes the activities of others to accomplish patient related tasks and has the confidence to do whatever is necessary to provide for good patient care. ...
Resilience is defined as the ability to withstand adversity or other challenges. A resilient academic surgeon can navigate through various challenges to stay engaged in patient care, scholarship and teaching. This capacity is currently under considerable threat given the escalating demands that are due to a variety of forces including technical innovations, increasing societal expectations and decreasing funding that are all occurring in the midst of a disruptive reformation of healthcare. The culture of surgery suggests that improvement can occur if we are willing to embrace the idea that there is a need to improve our resilience. There are approaches shown to do this in individuals and the conceptual frameworks that are the basis of these interventions are also what has been shown to be helpful when surgeons face adversity. In order for real change to occur, we must begin the process of teaching resilience to our learners and creating the next generation of academic surgery leaders who are more enlightened about how to create work that is most engaging for academic surgeons.
... Effectively, colleagues and supervisors may be more likely to support workers by helping them in solving problems and implementing new professional strategies and practices. Even though these results require further investigation, by taking into account the role played by all subscales of external support in explaining its role (see the not significant association found in relation to significant others subscale which may partially account for the weaker role of external support compared with the internal one), it is important to highlight the extensive literature supporting the relevant role of the supervisor and colleagues in helping teachers with their school-life challenges (Day and Leiter, 2014). ...
The current study investigates the relations among teachers’ trait emotional intelligence, internal and external social support, and their levels of burnout. We hypothesized that both emotional intelligence and teachers’ perceived social support were associated with low level of teachers’ burnout. We further expected that internal and external support mediated the relationship between trait emotional intelligence and burnout scores. Participants were 318 in-service Italian teachers. The structural equation modeling analysis supports the idea that teachers’ trait emotional intelligence is strongly and directly associated with their burnout. Furthermore, internal social support (from the teachers’ workplace relationships) was more effective on burnout than support forthcoming from their external context. On the contrary, the mediation hypothesis was partially supported by the empirical data. These findings shed light on the relationship between teachers’ emotional competence and their burnout experience at school.
... Increase in cynicism is explained to be a negative change in the workers' attitude and feeling towards work (Xanthopoulou & Meier, 2014), along with losing involvement and dedication at work (Day & Leiter, 2014). The increased cynical attitude is seen as a defense mechanism, where the person is trying to distance oneself and thereby make the demands more manageable in a situation as the exhaustion-level is on the rise (Reichers, Wanous, & Austin, 1997). ...
The purpose of the present cross-sectional study among Norwegian coaches (N = 510, Mage = 28.49
years, SD = 10.99; Mexperience = 14.95 years, SD = 9.85; Women 19.6%, men 80.4%; Fulltime 23%,
part-time 26%, volunteers 51%) was to examine the relationships between harmonious- (HP) and
obsessive passion (OP), negative- (NA) and positive affect (PA), and burnout. Structural equation
modeling (SEM: Kline 2011) indicated an acceptable fit (Brown, 2006) both concerning the
confirmatory factor analyses (CFA) to determine the factor structure of the scales, and when testing
the model involving direct and indirect effects. Overall, the results supported the dualistic model of
passion can contribute to explain the coach burnout syndrome through PA and NA. Of interest, higher
levels of HP and PA seemed particularly to be negatively associated to burnout, while higher levels
of OP and NA were found to be positively associated to burnout. Findings will be discussed in relation
to theory with an emphasis on applied suggestions to prevent coach burnout.
... W licznych badaniach zachowań organizacyjnych potwierdzono związek jakości relacji społecznych z poziomem zdrowia, poziomem stresu, wypaleniem i zaangażowaniem zawodowym (Chirkowska-Smolak, 2012;Day, Leiter, 2014;Leiter, Patterson, 2014). Zauważono, że wsparcie społeczne w sytuacji wysokich wymagań, bezpośrednio obniża przeżywany stres, działa także jako bufor czynników stresu (Lakey, Orehek, 2011). ...
This paper presents the results of the evaluated factor structure of new Occupational Commitment Scale (OCS) by A. Bańka. The results of the confirmatory factor analysis revealed that the highest match of parameters was achieved for the model with four-component structure of occupational commitment including affective, continuance and normative occupational commitment and additional dimension of loyalty commitment. Occupational commitment constitutes an important component of vocational identity although its varied subject consequences are currently discussed. The empirical part of the report provides answers to the following question: ”How does the occupational commitment affect the career decisiveness and the attitude to transition from vocational education to work?”. The study was performed using structured questionnaires and with the part based on responses of 366 students graduating from university. The process of transition from vocational education system to work determines graduates’ professional future. Regression analysis and pair-wise correlations were used for calculations.
... This syndrome is characterized by emotional exhaustion, due to high emotional demands; psychological distancing from work in terms of depersonalization; and lack of professional efficacy (Maslach, Jackson, & Leiter, 1996). Burnout has been linked with the quality of social relationships at work, and a relevant contribution of supervisory and peer relationships has been recognized (Day & Leiter, 2014). In confirmation of this, according to Halbesleben (2006), social support is associated with low levels of burnout, and more in detail, improvements in the quality of work relationships are followed by decrease in exhaustion and depersonalization levels (Leiter, Spence Laschinger, Day, & Gilin-Oore, 2011). ...
Emergency workers are exposed to chronic and acute emotionally demanding stressors. Fortunately, they have some important psychological resources that can buffer the negative effects deriving from the exposure to occupational stressors. In particular, job, organizational, and family support can protect rescuers against negative health effects, such as burnout and vicarious traumatization (VT). The aim of this study was to investigate the role of perceived social support as a protective factor against negative outcomes in a sample of Italian rescuers. Of the present sample (N = 782), 70.3% were ambulance operators, mainly volunteers (65.9%). They filled in a paper-and-pencil questionnaire aimed at investigating VT, burnout, job support from colleagues and superiors, organizational support in terms of affective commitment, and family support. Stepwise multiple linear regression analyses verified the influence exerted by affective commitment and social support on well-being dimensions. Results showed that affective commitment has the most significant influence on all burnout and VT dimensions, whereas family support has the weakest influence. Our findings confirm that affective commitment is an important coping resource that protects individuals against negative effects and that social support at work is associated with some dimensions of burnout and posttraumatic symptoms. The main result of the present study concerns the important role of affective commitment as a protective resource against negative psychological effects. Therefore, work environments organized in a way that employees can feel affectively committed to their organization may function as a buffer against negative outcomes, especially if it is associated with a strong social support from colleagues.
The present study was conducted to investigate burnout condition among Iranian sport journalists and to study the role of workload on job burnout. The method of this study was a descriptive survey which was carried out as a field. The study was conducted in the winter of 2018 among the population of sport journalists including writers, office staff, editors and sport photographers. Questionnaires were used to collect data: the general version of Maslach's Burnout Inventory (MBI-GS) and its two main subscales of emotional burnout and cynicism were used to measure the burnout of sport journalists. Also, Liu and Lu (2018) questionnaire was used to measure the workload of sports journalists. Cronbach's alpha coefficient was used to measure the reliability of the questionnaires: for the burnout questionnaire (0.85) and for the workload questionnaire (0.89). In addition, the validity of the instruments used in the study was confirmed by 5 sports management professors. Finally, data were analyzed using the completed questionnaires (287 questionnaires) with SPSS version 22 and Lisrel 8.50. The results of the study showed that Iranian sports journalists had moderate burnout. Also, editors felt higher levels of burnout among journalists. Finally, workload had a positive and direct effect on emotional burnout, but this effect was not significant on cynicism.
This cross-sectional study investigated the burnout indications and coping strategies of 200 professors at a federal university. The instruments were the Questionnaire for the assessment of Burnout Syndrome at work and the Scale for Coping with Problems. Data analysis was conducted using the Kolmogorov-Smirnov, Mann-Whitney, Kruskal-Wallis tests and Spearman correlation (p <0.05). Women showed more psychological wear and guilt, used more strategies focused on the problem and sought more social support and religious practices to face adversity than men. Graduate Program professors showed a greater “illusion for work”. Teachers in the health field use more strategies related to religious practices than teachers in social / human courses, and seek more social support than teachers in exact and social / human courses. The significant correlations found were: illusion through work focusing on the problem (r = 0.44), search for religious practices (r = 0.22) and search for social support (r = 0.31); psychological wear with a focus on the problem (r = -0.28) and a focus on emotion (r = 0.31); indolence with a focus on the problem (r = -0.24) and a focus on emotion (r = 0.37); guilt with focus on the problem (r = -0.26) and focus on emotion (r = 0.53). It was concluded that teachers have higher indications of Burnout when compared to men, but teachers and professors in the health area have greater coping strategies when compared to their peers. In addition, graduate teachers have higher indications of Burnout.
Teaching has been identified as an environment of extreme physical, mental, and cognitive demand for teachers and is one of the careers where burnout levels are the highest. This qualitative study aims to (i) understand the importance of personal, organizational, and classroom dimensions concerning the Portuguese education system, (ii) and how these dimensions contribute to burnout in Portuguese teachers from different teaching levels. Semi-structured interviews were conducted with twenty-six primary and high school teachers. Results offer insights on the impact that different variables have on teachers’ burnout. The content analysis suggests that organization is the most relevant dimension contributing to teachers’ burnout. On the other hand, the classroom category appears to be the most challenging context for teachers to manage. The results highlight the need to consider the dynamics and interdependency between personal, organizational, and classroom dimensions in the development and prevalence of burnout.
El artículo presenta los resultados de una investigación cualitativa a nivel nacional acerca de los factores institucionales y sociales asociados al Síndrome de Agotamiento Profesional (SAP) y al estrés laboral en trabajadores penitenciarios peruanos. Se realizaron 21 entrevistas a autoridades del Instituto Nacional Penitenciario del Perú (INPE) y 12 grupos focales con 59 trabajadores de las áreas de tratamiento y seguridad, de diez establecimientos penitenciarios (EP) a nivel nacional. Se encuentran como factores institucionales y sociales principales: (a) variables políticas y económicas estructurales de instituciones públicas, (b) relaciones interpersonales laborales, y (c) percepción del interno/a. Finalmente, se enfatiza en la comprensión multidimensional del SAP donde se incorporen en el análisis aspectos políticos, sociales y subjetivos. De manera particular, el artículo aporta en cómo la percepción de los internos, desde los trabajadores penitenciarios, podría estar impactando en la prevalencia del SAP y los objetivos institucionales.
The aim of this study was to provide new detailed information concerning the role of basic psychological needs in the relations between social support and work-related vitality. Drawing on the self-determination theory, it was hypothesized that support from both co-workers and supervisors is associated with work-related vitality via the needs of autonomy, competence, and relatedness. The participants were 109 employees in a preventive vocationally oriented intervention program. Results of the regression and bootstrapping analyses were consistent with the hypotheses, suggesting that each need is essential in the indirect association of social support and vitality at work, regardless of the source of the support. Implications for research and practice are discussed.
This study examines the relationships among workload, news autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Results of a survey of 1,099 reporters indicate that workload and news autonomy were significantly associated with burnout. In addition, burnout was found to be negatively related to job satisfaction, which in turn had a significant effect on turnover intention. The results not only highlight the important role of workload and news autonomy in predicting burnout, but also extend previous research on journalist burnout by showing that job satisfaction acts as a mediator in the relationship between burnout and turnover intention.
It has been almost twenty years since the term "burnout" first appeared in the psychological literature. The phenomenon that was portrayed in those early articles had not been entirely unknown, but had been rarely acknowledged or even openly discussed. In some occupations, it was almost a taboo topic, because it was considered tantamount to admitting that at times professionals can (and do) act "unprofessionally." The reaction of many people was to deny that such a phenomenon existed, or, if it did exist, to attribute it to a very small (but clearly mentally disturbed) minority. This response made it difficult, at first, for any work on burnout to be taken seriously. However, after the initial articles were published, there was a major shift in opinion. Professionals in the human services gave substantial support to both the validity of the phenomenon and its significance as an occupational hazard. Once burnout was acknowledged as a legitimate issue, it began to attract the attention of various researchers. Our knowledge and understanding of burnout have grown dramatically since that shaky beginning. Burnout is now recognized as an important social problem. There has been much discussion and debate about the phenomenon, its causes and consequences. As these ideas about burnout have proliferated, so have the number of empirical research studies to test these ideas. We can now begin to speak of a "body of work" about burnout, much of which is reviewed and cited within the current volume. This work is now viewed as a legitimate and worthy enterprise that has the potential to yield both scholarly gains and practical solutions. What I would like to do in this chapter is give a personal perspective on the concept of burnout. Having been one of the early "pioneers" in this field, I have the advantage of a long-term viewpoint that covers the twenty years from the birth of burnout to its present proliferation. Furthermore, because my research was among the earliest, it has had an impact on the development of the field. In particular, my definition of burnout, and my measure to assess it (Maslach Burnout Inventory; MBI) have been adopted by many researchers and have thus influenced subsequent theorizing and research. My work has also been the point of departure for various critiques. Thus, for better or for worse, my perspective on burnout has played a part in framing the field, and so it seemed appropriate to articulate that viewpoint within this volume. In presenting this perspective, however, I do not intend to simply give a summary statement of ideas that I have discussed elsewhere. Rather, I want to provide a retrospective review and analysis of why those ideas developed in the ways that they did. Looking back on my work, with the hindsight of twenty years, I can see more clearly how my research path was shaped by both choice and chance. The shape of that path has had some impact on what questions have been asked about burnout (and what have not), as well as on the manner in which 2 answers have been sought. A better understanding of the characteristics of that path will, I think, provide some insights into our current state of knowledge and debate about burnout. In some sense, this retrospective review marks a return to my research roots. The reexamination of my initial thinking about burnout, and an analysis of how that has developed and changed over the years, has led me to renew my focus on the core concept of social relationships. I find it appropriately symbolic that this return to my research roots occurred within the context of a return to my ancestral roots. The 1990 burnout conference that inspired this rethinking took place in southern Poland, from which each of my paternal grandparents, Michael Maslach and Anna Pszczolkowska, emigrated to the United States in the early 1900s. Thus, my travel to Krakow had great significance for me, at both personal and professional levels.
An interactive model of social undermining and social support in the workplace was developed and tested among police officers in the Republic of Slovenia. As predicted, social undermining was significantly associated with employee outcomes, in most cases more strongly than was social support. High levels of undermining and support from the same source were associated with negative outcomes. However, support from one source appeared to only modestly attenuate the negative effects of social undermining from another source.
Trust is a valued resource of any organization and is a necessary component of a positive, healthy work environment. In corrections, the work environment is critical to ensure the safety and security of staff, inmates, and the community. The demands of correctional work can lead to job burnout, which has been linked to psychological and physical health problems, decreased work productivity, increased absenteeism, and heightened turnover intent and turnover. Thus, it is paramount for corrections to find methods that can alleviate job burnout effectively. Three types of burnout have been identified in the literature: emotional exhaustion, depersonalization, and a feeling of ineffectiveness. This study explored whether correctional staff trust in supervisors and management reduced burnout. Six hypotheses were proposed examining the three types of burnout and the two levels of trust. Results indicate that levels of burnout were lower when workers trusted their supervisors and management in five of the six hypotheses proposed.
This article advances a theory of incivility as a veiled manifestation of sexism and racism in organizations. To support this argument, I draw from social psychological research on modern discrimination. The result is a multilevel model of selective incivility, with determinants at the level of the person, organization, and society. Selective incivility could be one mechanism by which gender and racial disparities persist in American organizations, despite concerted efforts to eradicate bias. I dis- cuss scientific and practical implications.
• The complexities of the chronic fatigue syndrome and the methodologic problems associated with its study indicate the need for a comprehensive, system atic, and integrated approach to the evaluation, classi fication, and study of persons with this condition and other fatiguing illnesses. We propose a conceptual framework and a set of guidelines that provide such an approach. Our guidelines include recommendations for the clinical evaluation of fatigued persons, a revised case definition of the chronic fatigue syndrome, and a strategy for subgrouping fatigued persons in formal investigations.
Workplace incivility research has focused on within-organizational sources of incivility, and less attention has been paid to outside-organizational sources such as customers. In a cross-sectional field study, the authors found that service employees (N = 307) who reported higher levels of uncivil treatment from customers engaged in higher levels of incivility toward customers. Specifically, the results show that customer incivility toward employees is related to employee incivility toward customers through job demands first and then emotional exhaustion. The authors discuss the implications of these results and highlight directions for future research.
Burnout research over the past 30 years has yielded both knowledge and tools to apply to interventions at unit
and organizational levels. Examples of innovative partnerships between researchers and practitioners point to
the importance of multi-level approaches in generating relevant and effective solutions to the burnout problem.
We examined how work-family conflict (WFC) mediated the relationship between social support (supervisor and family) and burnout, and how sex moderated this relationship (N = 343 Spanish workers). The results sustained hypotheses in accordance with a biosocial model of sex differences. There were full mediation effects of work interference with family (WIF) in the association of work support with burnout for men, and of family support with burnout for women. This suggests that sex moderated these mediation processes. The findings are discussed in terms of a shift in the differential assignment of family roles to men and women, despite the fact that women might be the main contributors to domestic work and related tasks.
The authors examined the relationship between subordinates’ core selfevaluations and supervisors’ abusive supervision. Furthermore, they examined whether subordinates’ perceived coworker support and subordinates’ susceptibility to emotional contagion moderated the relationship between supervisors’ abusive supervision and subordinates’ emotional exhaustion. They analyzed data from 290 subordinates who had immediate supervisors using hierarchal multiple regression. Results show that core self-evaluations were negatively related to abusive supervision, whereas abusive supervision was positively related to emotional exhaustion. Both perceived coworker
support and susceptibility to emotional contagion moderated the relationship
between abusive supervision and emotional exhaustion. It is surprising that
the moderating effect of perceived coworker support showed an unexpected
pattern such that a stronger relationship between abusive supervision and
emotional exhaustion existed when coworker social support was high. The
authors conclude with a discussion of these findings.
This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the Job Demands-Resources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N = 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
This chapter evaluates a model of the organizational context of burnout with direct reference to a new measure, the Areas of Worklife Scale (AWS). The model proposes a structured framework for considering six areas of worklife – workload, control, reward, community, fairness, and values – that have resonated through the literature on burnout over the previous two decades. The chapter presents extensive data on the AWS, testing a model of the six areas’ interrelationships as well as their overall relationship to the three aspects of burnout. The results of these analyses are discussed in reference to the psychometric qualities of the measure and the implications of a structured approach to work environments for future development of research on burnout. Implications for developing workplace interventions are also considered.
The current study aims to investigate how various forms of interpersonal
mistreatment in the workplace (i.e., abusive supervision, ostracism, undermining,
incivility, and unwanted sexual attention) relate to dimensions of burnout (i.e.,
exhaustion, cynicism, and professional inefficacy). More specifically, we argue
within the frame of the Conservation of Resources Theory and Job Demands –
Resources Model (JD-R; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) that
high levels of interpersonal mistreatment, viewed as interpersonal demands at
work, are important antecedents of high levels of burnout, even when personality
factors (i.e., conscientiousness, neuroticism, and agreeableness) are taken into
account. Romanian teachers (N = 193) participated in this study by filling out a set
of questionnaires. Our hypotheses were tested using hierarchical multiple
regression analyses, while controlling for age, gender, and personality factors.
Relative weights analyses were conducted to determine the explained variance of
the multiple predictors. As expected, interpersonal workplace mistreatment
associated positively with burnout dimensions. Moreover, interpersonal workplace
mistreatment was linked to unique variance in burnout dimensions, over and above
personality factors. Interestingly, relative weights analyses indicated ostracism as
the mistreatment type which accounted for the highest amount of variance in all
burnout dimensions. In practice, the current results bring additional value when
investigating ways to reduce burnout in teachers.
This paper addresses the construct and predictive validity of two methods for classifying respondents as victims of workplace bullying. Although bullying is conceived as a complex phenomenon, the dominant method used in bullying surveys, the operational classification method, only distinguishes two groups: victims versus non-victims. Hence, the complex nature of workplace bullying may not be accounted for. Therefore a latent class cluster approach is suggested to model the data, which was obtained by using the Negative Acts Questionnaire (NAQ) administered to employees in Belgium (n=6,175). Latent class modelling is a method of analysis that does not appear to have been used in occupational health psychology before. In this study, six latent classes emerged: “not bullied,” “limited work criticism,” “limited negative encounters,” “sometimes bullied,” “work related bullied,” and “victims.” The results show that compared to the traditional operational classification method, the latent class cluster approach shows higher construct and higher predictive validity with respect to self-assessments and indicators of strain and well-being at work. The consequences of these results for theory, future research, and practice are discussed.
focuses on the process of burnout / places burnout in a time perspective and regards it as a developmental process
starts with the contention that burnout is a three-dimensional construct, including emotional exhaustion, depersonalization, and reduced personal accomplishment / criticizes the "phase model" of Golembiewski and his colleagues for relying too much on the first dimension and for ignoring the temporal development of burnout / in Leiter's own process model of burnout, emotional exhaustion results from a demanding (work) environment, which in turn contributes to increased depersonalization / depersonalization is considered to be a coping response, which occurs after the emotional resources have been depleted to a large extent (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Health care providers (n = 1,957) in Canada participated in a project to assess an intervention to enhance workplace civility. They completed surveys before the intervention, immediately after the intervention, and one year later. Results highlighted three patterns of change over the three assessments. These data were contrasted with data from control groups, which remained constant over the study period. For workplace civility, experienced supervisor incivility, and distress, the pattern followed an Augmentation Model for the intervention groups, in which improvements continued after the end of the intervention. For work attitudes, the pattern followed a Steady State Model for the intervention group, in that they sustained their gains during intervention but did not continue to improve. For absences, the pattern reflected a Lost Momentum Model in that the gains from preintervention to postintervention were lost, as absences returned to the preintervention level at follow-up. The results are discussed in reference to conceptual and applied issues in workplace civility. (PsycINFO Database Record (c) 2012 APA, all rights reserved).
This research examines employees' behavioral reactions to perceived supervisor aggression. The goal is to understand what makes employees react constructively or destructively to aggression. Three types of behavioral reactions are investigated: retaliation, coworker displaced aggression, and problem solving. We suggest employee reactions are influenced by individual and situational characteristics. We test these ideas by examining the moderating effects of 1 individual factor (locus of control) and 2 situational factors (fear of retaliation and behavioral modeling) on the relationships between perceived supervisor aggression and employee behaviors. The results of an experiment and 2 field studies provide support for the predictions and some unexpected findings. Implications for understanding reactions to perceived supervisor aggression are presented. (PsycINFO Database Record (c) 2012 APA, all rights reserved).
The purpose of this study was to examine organizational trust as a mediator of the relationship between workgroup incivility and work outcomes, and whether workgroup regard moderates this mediation. Participants included 90 (61% female, 79% White) employees of a property-management company who completed measures of workgroup incivility, group regard, organizational trust, job satisfaction, turnover intention, and job burnout. The results showed that trust mediated the relationship between incivility and all 3 work outcomes, and that regard for the workgroup moderated this process. Employees with lower group regard reported less organizational trust when they experienced incivility within their workgroup; lower trust, in turn, related to lower job satisfaction, especially for those with low group regard. Implications for organizations are discussed.
Drawing on justice theory, I examined the consequences of abusive supervisor behavior. As expected, subordinates who perceived their supervisors were more abusive were more likely to quit their jobs. For subordinates who remained with their jobs, abusive supervision was associated with lower job and life satisfaction, lower normative and affective commitment, and higher continuance commitment, conflict between work and family, and psychological distress. Organizational justice mediated most of these effects, and job mobility moderated some of the deleterious effects of abusive supervision.
Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.
Burnout has primarily been conceptualized as a result of chronic work stress in an environment with limited opportunities for renewal of resources. Present theoretical models focus on burnout symptoms but rarely on its causes or the developmental process. The Conservation of Resources Theory (COR theory) is being introduced. Following the COR theory, burnout is a continuous process caused by an ongoing, usually low-level, loss of resources. The development of burnout can be described as a spiral of resource losses which obtains its dynamic within the nexus of work stress and unsuccessful coping. Those who are burning out either find their resources threatened with loss, or actually lose resources, or failure to adequately gain fresh resources after significant resource investment. We discuss these basic tenets of the COR theory by reinterpreting recent empirical studies on burnout in educational and organizational settings.
Reports an error in "Sources of social support and burnout: A meta-analytic test of the conservation of resources model" by Jonathon R. B. Halbesleben ( Journal of Applied Psychology , 2006[Sep], Vol 91[5], 1134-1145). There were errors in transcribing the ρ values from Table 2 to the results section. In the second paragraph of page 1138, the second and third sentences should read “In the present study, work-related support was more strongly related to exhaustion (ρ = -.26) than depersonalization (ρ = -.23) and personal accomplishment (ρ = .24; F (2, 111) = 24.13, p > .01). On the other hand, non-work support was more strongly related to depersonalization (ρ = -.16) and personal accomplishment (ρ = .19) than exhaustion (ρ = -.12; F(2, 38) = 3.83, p > .05).” The values in Table 2 are correct and the substantive conclusions have not changed. (The following abstract of the original article appeared in record 2006-11397-012 .) The Conservation of Resources (COR) model of burnout (Hobfoll & Freedy, 1993) suggests that resources are differentially related to burnout dimensions. In this paper, I provide a meta-analysis of the social support and burnout literature, finding that social support, as a resource, did not yield different relationships across the 3 burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), challenging the COR model. However, when considering the source of the social support (work vs. nonwork) as a moderator, I found that work-related sources of social support, because of their more direct relationship to work demands, were more closely associated with exhaustion than depersonalization or personal accomplishment; the opposite pattern was found with nonwork sources of support. I discuss the implications of this finding in relation to the COR model and suggest future research directions to clarify the relationship between resources and burnout dimensions.
Purpose
This study focuses on the management of job burnout among customer service representatives. The purpose of this study is to investigate whether supervisor support, monetary rewards, and career paths moderate the relationship between job burnout and turnover intentions.
Design/methodology/approach
The authors conducted a survey of 287 customer service representatives from seven call centers for the analysis. To validate the research model and test the hypotheses, the authors employed structural equation modeling, and for the moderating effects, the authors conducted a multi‐group analysis after dividing the moderating variables into high and low groups by using each of their means as a split point.
Findings
As expected, the results indicate that emotional exhaustion, depersonalization, and reduced personal accomplishment increased turnover intentions. Emotional exhaustion led to a sharp increase in depersonalization. The results for the three moderating variables indicate that not all interventions were always useful for all three components of job burnout. In particular, the application of supervisor support required considerable attention because it exacerbated the adverse effect of depersonalization on turnover intentions. Monetary rewards reduced turnover intentions under depersonalization, whereas they increased turnover intentions under reduced personal accomplishment. Career paths reduced turnover intentions under both depersonalization and reduced personal accomplishment.
Originality/value
This study contributes to the literature by demonstrating the moderating effects of supervisor support, monetary rewards, and career paths on the relationships between three components of job burnout and turnover intentions for customer service representatives from call centers.
The purpose of this study was to develop and empirically evaluate a model that delineated the processes whereby clinical social
workers experience burnout and job dissatisfaction in their workplaces. First, on the basis of an array of relevant variables
as stress-strain (burnout)-outcome (job dissatisfaction), the proposed model specified interrelationships among work stressors
and burnout, the intervening factors between burnout and job satisfaction, and the final outcome variable, job satisfaction.
Then the theoretical model was translated into an empirically testable model. Finally, the model was tested with a sample
of 165 clinical social workers in Florida by using linear structural relation (LISREL) techniques. The results of analysis
of components fit indicated that role conflict did intensify the amount of burnout and job dissatisfaction. Social support
acted as an intervening and moderating factor between burnout and job dissatisfaction. Implications for social work practice
are provided.
Toxic or harmful working conditions are an important problem for workers and organizations. Fully understanding the consequences of such conditions has been difficult because in-depth information across organizational contexts is scarce. The current article makes use of a new data set based on content coding the full population of organizational ethnographies (N = 212) to secure in-depth evaluations across a wide range of organizational contexts. The analysis confirms the role of lack of autonomy and lack of skills as toxic working conditions but suggests an equally important role for organizational chaos. Importantly, returning to the narrative accounts allows exploration of the buffering and exacerbating roles of coworker relations and employee involvement and the mechanisms through which these work to moderate other conditions.
Recent attention has been given to the supportive relationships that may develop among coworkers, and researchers have produced evidence that coworker support can be beneficial for worker well-being. However, studies that have examined the role of social support at work in protecting workers from the detrimental effects of a poor work environment have reported mixed results. The effects of coworker support appear to depend on the type of stressor experienced. This research focuses on stress from exposure to mistreatment by others. This type of stress may be particularly harmful for interactive service workers as they must negotiate interactions with others of various statuses in the workplace. Drawing on data from a large survey of workers, the ability of perceived coworker support to help protect workers from the negative effects of mistreatment by supervisors, customers, and coworkers is examined. The results offer some support for the stress-buffering hypothesis. Although being treated unfairly by others in the workplace is associated with low levels of job satisfaction and high levels of psychological distress, workers who report supportive coworker relationships appear to be protected from some of the negative effects of mistreatment.
The vast majority of workplace aggression is perpetrated by members of the public, or organizational outsiders. Organizational employees (i.e., insiders) seldom kill or physically assault their colleagues. The most frequent manifestations of insider-initiated aggression involve less dramatic acts, such as shouting at and spreading rumors about colleagues. Both individual (e.g., alcohol consumption, hostile attributional bias) and organizational (e.g., overcontrolling supervision, perceived injustice) factors predict which individuals are most likely to engage in insider aggression. Research has shown that victims of insider-initiated aggression experience negative personal (e.g., emotional well-being and physical health) and organizational (e.g., work attitudes) outcomes. Despite increasing research on workplace aggression, significant gaps in our knowledge remain.
This study among a sample of 207 general practitioners (GPs) uses a five-year longitudinal design to test a process model of burnout. On the basis of social exchange and equity theory, it is hypothesized and found that demanding patient contacts produce a lack of reciprocity in the GP-patient relationship, which, in turn, depletes GPs' emotional resources and initiates the burnout syndrome. More specifically, structural equation analyses confirmed that - both at T1 and T2 - lack of reciprocity mediates the impact of patient demands on emotional exhaustion. Emotional exhaustion, in turn, evokes negative attitudes toward patients (depersonalization), and toward oneself in relation to the job (reduced personal accomplishment). Moreover, this process model of burnout was confirmed at T2, even after controlling for T1-scores on each of the model components. Finally, T1 depersonalization predicted the intensity and frequency of T2 patient demands, after controlling for T1 patient demands. This major finding suggests that GPs who attempt to gain emotional distance from their patients as a way of coping with their exhaustion, evoke demanding and threatening patient behaviors themselves. The theoretical and practical implications of these findings are discussed. (aut.ref.)
The purpose of this study is to examine main effects of workload, role ambiguity, and social support on social workers' burnout in Turkey. Data were obtained from 222 social workers who were members of Association of Social Workers in Turkey. Results revealed that workload may predict emotional exhaustion, depersonalization sub-dimensions of burnout, but not personal accomplishment. Role ambiguity was positively related to emotional exhaustion and depersonalization, and negatively related to personal accomplishment. In other words, when social workers experience greater role ambiguity, they tend to experience higher levels of burnout. Social support from supervisor has decreased emotional exhaustion, and increased personal accomplishment as predicted. But supervisor support had no direct effect on depersonalization of social workers. The study is an addition to the social workers' burnout literature, especially in Turkey where few relevant studies exist on this issue.
This study examined the relationship between social support and burnout among correctional staff at a private midwestern correctional facility for juveniles tried as adults. Research on correctional staff burnout often calls for social support to help combat the problem; however, there has been no published research on whether different types of social support influence the different dimensions of job burnout. As such, the analyses examined the effects of family-and-friends support, coworker support, management support, and supervisor support on emotional exhaustion, depersonalization, and ineffectiveness. The results revealed that different types of social support influenced different dimensions of burnout. Each dimension of job burnout was influenced by at least one type of social support. Furthermore, the effects of some types of social support were unique to specific dimensions of job burnout, and none of the types combined to influence any dimension of job burnout in a uniform manner. The results point to the need to develop different forms of social support to deal with the different dimensions of burnout.
The experiences and effects of harassment were examined in correctional officers (129 male and 60 female) from one state and three county medium-security facilities. Survey results indicate that women reported significantly more harassment (70%) than did men (44%) (p < .001), and women were less likely to depersonalize (p < .05). Separate multiple regressions were performed for each gender on burnout, organizational commitment, and perceived stress. Harassment significantly contributed to each regression for females, whereas harassment was significant only in the male regression for perceived stress. Although men and women did not differ on burnout or organizational commitment, harassment was a pervasive contributor to these measures for women. It appears that in correctional settings, harassment forms a background stressor differentially affecting women.
Purpose
– The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) model
Design/methodology/approach
– The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then introduces the more flexible JD‐R model and discusses its basic premises.
Findings
– The paper provides an overview of the studies that have been conducted with the JD‐R model. It discusses evidence for each of the model's main propositions. The JD‐R model can be used as a tool for human resource management. A two‐stage approach can highlight the strengths and weaknesses of individuals, work groups, departments, and organizations at large.
Originality/value
– This paper challenges existing stress models, and focuses on both negative and positive indicators of employee well being. In addition, it outlines how the JD‐R model can be applied to a wide range of occupations, and be used to improve employee well being and performance.
Four papers on burnout appear in this issue of Work & Stress. This commentary gives an indication of how they add to the pool of knowledge regarding the prevalence of burnout and its chronic nature. A lapse common to most papers on this subject is then discussed: the lack of attention to burnout's relationships with other negative affective states, primarily depression. Finally, some of the major similarities and differences among various measures of burnout represented in this special edition are discussed. The concluding comment addresses future theoretical challenges to burnout researchers.
This study considered the nature of home/work stress and investigated the role of social support from both intra- and extraorganizational sources in reducing that stress and buffering its impact on burnout. Specifically, demographic factors affecting perceptions of home/work stress and the impact of various sources of social support were examined. Data were collected from nursing-home nurses and analyzed using regression techniques. Results suggested that participants with children and those cohabiting with their partners were particularly vulnerable to home/work stress. Results also indicated that different sources of social support worked in unique ways to relieve the strain of home/work stress. Implications of this research for theory on social support are considered, along with the pragmatic suggestions for using study results in dealing with home/work stress.
This exploratory study examined the relationship between upper-level administrative support and the burnout of 83 mental health and substance abuse staff working within a state prison system in the Midwest. After conducting univariate analyses, The author found that the burnout of the treatment staff seemed quite low, whereas their opinions about the supportiveness of high-ranking treatment managers varied considerably. Stepwise regression procedures indicated that danger, administrative support, and inmate contact, in descending order of strength, were the best predictors of exhaustion (burnout). Weaker perceptions of support from the deputy warden of special services were linked to higher exhaustion scores. A basic content analysis also revealed that the exhaustion of treatment staff could emerge from a range of sources. Suggestions on how to improve managerial support to prevent burnout and recommendations for further research are discussed.
Purpose – The central purpose of this study is to develop and test a model which examines the effects of customer verbal aggression on emotional dissonance, emotional exhaustion, and job outcomes such as service recovery performance, job satisfaction, and turnover intentions. The model also investigates the impact of emotional dissonance on emotional exhaustion and the effects of emotional dissonance and exhaustion on the above-mentioned job outcomes. Design/methodology/approach – Data were gathered from a sample of frontline hotel employees in Northern Cyprus via self-administered questionnaires. A total number of 204 questionnaires were obtained. Findings – As hypothesized, emotional dissonance and emotional exhaustion were found to be significant outcomes of customer verbal aggression. The results demonstrated that emotional dissonance amplified exhaustion. The results further revealed that customer verbal aggression and emotional dissonance intensified turnover intentions. As expected, emotional exhaustion reduced service recovery performance and job satisfaction and aggravated turnover intentions. Research limitations/implications – The cross-sectional design of the study constrains the ability to make causal inferences. Therefore, future studies using longitudinal designs would be beneficial in establishing causal relationships. Although the paper controlled for common method bias via Harman's single-factor test, future studies using multiple sources for data collection would minimize such a problem. Practical implications – Hotel managers need to arrange training programmes to enable their employees to cope with the actions of boisterous and boorish customers. Having empowerment in the workplace seems to be an important weapon in managing such customers. In addition, managers should recruit and select the most suitable individuals for frontline service positions so that such employees can cope with difficulties associated with customer verbal aggression, emotional dissonance, and emotional exhaustion. Originality/value – Empirical evidence pertaining to the consequences of customer verbal aggression in the hospitality management and marketing literatures is meagre. Thus the study partially fills this gap in the research stream of customer verbal aggression.
Theoretically grounded in both the cognitive-motivational-relational theory of emotions and affect events theory, the present research used multiple analytic techniques and positioned appraisals and emotions as key variables in understanding the experience of incivility at work. Data consisted of survey responses from a stratified random sample of 522 U.S. working adults. K-means cluster analyses revealed interindividual differences in cognitive/emotional responding to workplace incivility experiences. In addition, multiple mediation analyses revealed that optimism and emotionality may play important roles in showing why the experience of incivility is related to job-related outcomes. The results help to advance workplace mistreatment research and suggest possible strategies for organizations to maintain civil working environments. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
This study was conducted to determine the relationship between burnout and social support received at work among hospice nurses and midwives in Poland to reveal the connection in working conditions differing in terms of exposure to death and dying situation. A total sample of 117 nurses represented nurses working in polish hospice and maternity wards. No significant differences in the burnout scores were found between hospice nurses and midwives with high superiors' support. However, hospice nurses and midwives with low superiors' support differed significantly in almost every dimension of burnout. Further, the results showed that social support significantly predicted burnout only in case of midwives. The current findings emphasize the role of superiors and their ability to provide support. Intervention programmes targeted at preventing or reducing burnout would be especially important for maternity wards, where enhancing support at a workplace could be crucial. Confirming causality in prospective research is necessary.
Research on workplace aggression has mainly investigated aggression on the part of supervisors or colleagues. Within the service context, however, customers constitute an additional major source of aggression. The study examines the associations between customer aggression and service providers' sense of empowerment, coping strategies, and burnout. Questionnaires measuring customer aggression, empowerment, coping strategies used to cope with customer aggression, and burnout (including exhaustion, depersonalization, and accomplishment dimensions) were completed by 228 service providers. The main results, based on path analysis, showed that empowerment was negatively related to exhaustion and depersonalization while customer aggression was positively related to these dimensions of burnout. Depersonalization was also positively related to emotion-focused coping. The accomplishment dimension was positively related to empowerment and problem-focused coping. Customer aggression and empowerment were negatively related. The conclusion is that customer aggression and emotion-focused coping are associated with high burnout, whereas empowerment can attenuate both customer aggression and service provider burnout.
Motivational theory has taken many forms throughout history, reflecting the scientific paradigms and current concerns of the day. The result is a diverse array of theoretical constructs and core motive concepts, with no systematic integration of this work. This paper proposes a unified model that places motivational concepts from past work within a comprehensive descriptive structure, akin to the periodic table of elements in chemistry. Starting from the precept that all human motivation is a search for change, the model identifies two key taxonomic questions: “Change where?” and “What type of change?” The result is a 3 × 3 matrix with rows that represent answers to the “Change where?” question (within the self, within the material world, within the social world), and columns that represent answers to the “What type of change?” question (change in potential/expectations for life, change in process/experience of living, and change in outcomes/evaluation of life activities). The matrix generates nine motivational domains—each reflecting the properties of its respective rows and columns. The model accounts for virtually all of the motives proposed by the major motivational theorists of the last century. By introducing a potentially precise common language in the taxonomy of motives, it is hoped that the model can provide a foundation for the systematic study of individual development, for the analysis of personality and cultural differences, and for investigating situational dynamics in human behavior. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Previous research has shown that salesperson burnout affects sales productivity, employee retention, and job satisfaction. Although burnout has often been conceptualized as a multiple-component construct, research typically has approached the efficacy of burnout reduction techniques by using overall measures of burnout rather than by examining the effects of such techniques on individual burnout components. The present research investigates how social support and choice of coping strategy relate to burnout components, illustrating the need to consider such components when conducting burnout-related research. © 2000 John Wiley & Sons, Inc.
This study examined the processes linking abusive supervision to employee contextual performance by focusing on the mediating influence of emotional exhaustion and the moderating influence of work unit structure. Data were obtained from 285 subordinate supervisor dyads from three manufacturing companies in north-eastern China. The results revealed that: (i) emotional exhaustion mediated the relationships between abusive supervision and the contextual performance dimensions of interpersonal facilitation and job dedication; and (ii) work unit structure moderated these relationships such that the relationships were stronger in mechanistic than in organic work unit structures.
Although an increasing problem, the aggression ( physical assault, threatening behaviour and verbal aggression) directed toward general hospital staff rather than staff in psychiatric institutions has not been widely investigated. The present study first compared anxiety, coping styles and burnout according to the frequency of aggressive experiences. Second, a sub-sample was examined to determine any immediate after-effects from aggressive encounters. Healthcare staff ( n = 375) across professions completed the State-Trait Anxiety Inventory, the Maslach Burnout Inventory and the Coping Responses Inventory, which were analysed according to the type and frequency of aggression experienced within the preceding year. There were no significant differences in levels of anxiety or in coping styles. However, significant differences were determined in levels of burnout. Emotional exhaustion and depersonalization were significantly higher in those staff more frequently victimized suggesting that aggressive encounters might lead to an increase in burnout. Equally, the converse might be true. Therefore, a cyclical model is put forward in which we propose that elevated levels of burnout from all sources might increase vulnerability to victimization. Increases in emotional exhaustion lead directly to an increase in depersonalization as a coping mechanism, which subsequently manifests as a negative behavioural change toward patients, thus rendering staff more vulnerable to further aggression.
