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https://science.sciencemag.org/content/sci/5/110/206.full.pdf

The american psychological association.

Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory.

Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences

Core Self-Evaluations: A Review and Evaluation of the Literature

Practitioners and decision makers in the medical and insurance systems need knowledge on the relationship between work exposures and burnout. Many burnout studies – original as well as reviews - restricted their analyses to emotional exhaustion or did not report results on cynicism, personal accomplishment or global burnout. To meet this need we carried out this review and meta-analyses with the aim to provide systematically graded evidence for associations between working conditions and near-future development of burnout symptoms. A wide range of work exposure factors was screened. Inclusion criteria were: 1) Study performed in Europe, North America, Australia and New Zealand 1990–2013. 2) Prospective or comparable case control design. 3) Assessments of exposure (work) and outcome at baseline and at least once again during follow up 1–5 years later. Twenty-five articles met the predefined relevance and quality criteria. The GRADE-system with its 4-grade evidence scale was used. Most of the 25 studies focused emotional exhaustion, fewer cynicism and still fewer personal accomplishment. Moderately strong evidence (grade 3) was concluded for the association between job control and reduced emotional exhaustion and between low workplace support and increased emotional exhaustion. Limited evidence (grade 2) was found for the associations between workplace justice, demands, high work load, low reward, low supervisor support, low co-worker support, job insecurity and change in emotional exhaustion. Cynicism was associated with most of these work factors. Reduced personal accomplishment was only associated with low reward. There were few prospective studies with sufficient quality on adverse chemical, biological and physical factors and burnout. While high levels of job support and workplace justice were protective for emotional exhaustion, high demands, low job control, high work load, low reward and job insecurity increased the risk for developing exhaustion. Our approach with a wide range of work exposure factors analysed in relation to the separate dimensions of burnout expanded the knowledge of associations, evidence as well as research needs. The potential of organizational interventions is illustrated by the findings that burnout symptoms are strongly influenced by structural factors such as job demands, support and the possibility to exert control.

/pdf/a-systematic-review-including-meta-analysis-of-work-31nndfrjrr.pdf

A systematic review including meta-analysis of work environment and burnout symptoms

The moderating effects of core self-evaluation and person-organization (P-O) fit on the relationship between person-job (P-J) fit and subjective well-being were examined using cross-sectional surveys. Most of the participants of the studies were Asian employees in the United States. In Study 1 (N 90), the interaction between core self-evaluation and needs-supplies (N-S) fit significantly predicted happiness but not depression. Workers with high levels of core self-evaluation were less affected by N-S fit, whereas employees who had low core selfevaluation displayed a reduced level of happiness when there was a lack of N-S fit. In Study 2 (N 90), P-O fit moderated the relationship between P-J fit and happiness. Employees with high P-O fit displayed more dramatic increases in happiness than employees with low P-O fit as P-J fit increased. These studies suggest that core self-evaluation and P-O fit may moderate the relationship between P-J fit and psychological well-being. In addition, facets of P-J fit showed differential relationships with mental health in a pattern consistent with previous research. Implications for research and occupational health interventions were discussed.

Moderators of the relationship between person-job fit and subjective well-being among asian employees.

This meta-analytic study of 71 independent samples from 66 studies (N = 48,528) examined the relationship between job control and burnout. Based on the Conservation of Resources model, job control was hypothesised to have a stronger relationship with depersonalisation and personal accomplishment than with emotional exhaustion. Overall, results supported the main hypothesis. Moderator analyses indicated that the relations tended to be different depending on job types, the national power distance scores of the samples, and the response formats of the Maslach Burnout Inventory. The results imply that interventions in job control can reduce depersonalisation and enhance personal accomplishment.

Job Control and Burnout: A Meta‐Analytic Test of the Conservation of Resources Model

The purpose of this study was to extend the literature on conservation of resources (COR) theory (Hobfoll, 1989) within a school setting. In one such extension, past research examined the effects of surface acting and deep acting, forms of emotional labor, on burnout, and the current study additiona

Extending Conservation of Resources Theory: The Interaction Between Emotional Labor and Interpersonal Influence

The article discusses the Conservation of Resources (COR) theory, job satisfaction, and burn-out psychology. Meta-analysis is used to test COR theory in relation to aspects of job control such as autonomy, work skills, and employee empowerment for decision making. The burnout syndrome is discussed in terms of the employee's perception of depersonalization, personal accomplishment, disengagement, job stress, and self-efficacy. The study also refers to job control and emotional exhaustion in human service and non-human service occupations.

Hyung In Park

Papers

Moderators of the relationship between person-job fit and subjective well-being among asian employees.

Job Control and Burnout: A Meta‐Analytic Test of the Conservation of Resources Model

Extending Conservation of Resources Theory: The Interaction Between Emotional Labor and Interpersonal Influence

Job control and burnout: a meta-analytic test of the conservation of resources model.

Demands-abilities fit and psychological strain: Moderating effects of personality.