Showing papers on "Emotional exhaustion published in 2005"

The Science of Emotional Intelligence

Abstract: This article provides an overview of current research on emotional intelligence. Although it has been defined in many ways, we focus on the four-branch model by Mayer and Salovey (1997), which characterizes emotional intelligence as a set of four related abilities: perceiving, using, understanding, and managing emotions. The theory provides a useful framework for studying individual differences in abilities related to processing emotional information. Despite measurement obstacles, the evidence in favor of emotional intelligence is accumulating. Emotional intelligence predicts success in important domains, among them personal and work relationships.

Rumors of the death of emotional intelligence in organizational behavior are vastly exaggerated

Abstract: In the first of two articles presenting the case for emotional intelligence in a point/counterpoint exchange, we present a brief summary of research in the field, and rebut arguments against the construct presented in this issue.We identify three streams of research: (1) a four-branch abilities test based on the model of emotional intelligence defined in Mayer and Salovey (1997); (2) self-report instruments based on the Mayer–Salovey model; and (3) commercially available tests that go beyond the Mayer–Salovey definition. In response to the criticisms of the construct, we argue that the protagonists have not distinguished adequately between the streams, and have inappropriately characterized emotional intelligence as a variant of social intelligence. More significantly, two of the critical authors assert incorrectly that emotional intelligence research is driven by a utopian political agenda, rather than scientific interest. We argue, on the contrary, that emotional intelligence research is grounded in recent scientific advances in the study of emotion; specifically regarding the role emotion plays in organizational behavior. We conclude that emotional intelligence is attracting deserved continuing research interest as an individual difference variable in organizational behavior related to the way members perceive, understand, and manage their emotions.

Must "service with a smile" be stressful? The moderating role of personal control for American and French employees.

Abstract: Suppressing and faking emotional expressions depletes personal resources and predicts job strain for customer-contact employees. The authors argue that personal control over behavior, in the job and within the national culture, provides compensatory resources that reduce this strain. With a survey study of 196 employees from the United States and France, the authors supported that high job autonomy buffered the relationship of emotion regulation with emotional exhaustion and, to a lesser extent, job dissatisfaction. The relationship of emotion regulation with job dissatisfaction also depended on the emotional culture; the relationship was weaker for French customer-contact employees who were proposed to have more personal control over expressions than U.S. employees. Theoretical and research implications for the emotion regulation literature and practical suggestions for minimizing job strain are proposed.

Burnout contagion among intensive care nurses.

Abstract: Aim. This paper reports a study investigating whether burnout is contagious. Background. Burnout has been recognized as a problem in intensive care units for a long time. Previous research has focused primarily on its organizational antecedents, such as excessive workload or high patient care demands, time pressure and intensive use of sophisticated technology. The present study took a totally different perspective by hypothesizing that – in intensive care units – burnout is communicated from one nurse to another. Methods. A questionnaire on work and well-being was completed by 1849 intensive care unit nurses working in one of 80 intensive care units in 12 different European countries in 1994. The results are being reported now because they formed part of a larger study that was only finally analysed recently. The questionnaire was translated from English to the language of each of these countries, and then back-translated to English. Respondents indicated the prevalence of burnout among their colleagues, and completed scales to assess working conditions and job burnout. Results. Analysis of variance indicated that the between-unit variance on a measure of perceived burnout complaints among colleagues was statistically significant and substantially larger than the within-unit variance. This implies that there is considerable agreement (consensus) within intensive care units regarding the prevalence of burnout. In addition, the results of multilevel analyses showed that burnout complaints among colleagues in intensive care units made a statistically significant and unique contribution to explaining variance in individual nurses’ and whole units’ experiences of burnout, i.e. emotional exhaustion, depersonalization and reduced personal accomplishment. Moreover, for both emotional exhaustion and depersonalization, perceived burnout complaints among colleagues was the most important predictor of burnout at the individual and unit levels, even after controlling for the impact of well-known organizational stressors as conceptualized in the demand-control model. Conclusion. Burnout is contagious: it may cross over from one nurse to another.

Adult Attachment, Affect Regulation, Negative Mood, and Interpersonal Problems: The Mediating Roles of Emotional Reactivity and Emotional Cutoff.

Abstract: This study examined the mediating role of affect regulation among attachment, negative mood, and interpersonal problems. Participants were 229 college students at a large midwest university. Structural equation modeling indicated attachment anxiety and avoidance contributed to negative mood and interpersonal problems through different and distinct affect regulation strategies (i.e., emotional reactivity or emotional cutoff). The association between attachment anxiety, negative mood, and interpersonal problems was mediated only by emotional reactivity (not emotional cutoff). Conversely, the association between attachment avoidance, negative mood, and interpersonal problems was mediated only by emotional cutoff (not emotional reactivity). Furthermore, emotional reactivity and emotional cutoff explained 36% of the variance in negative mood; attachment, emotional reactivity, and emotional cutoff explained 75% of the variance in interpersonal problems. Attachment theory (Bowlby, 1969, 1973, 1980, 1988) represents an important theoretical perspective for understanding an individual’s experience of negative mood and interpersonal problems. The basic premise of attachment theory is that individuals’ emotional experiences with primary caregivers lead to the development of attachment security or insecurity. Attachment security or insecurity is then associated with the individuals’ ability to connect with others and cope with affective or stressful problems (e.g., Kobak & Sceery, 1988). If individuals have caregivers who are consistent in their emotional availability, they are likely to develop attachment security and can effectively cope with negative events that arise in their life (e.g., seek support from a friend). If individuals do not have caregivers who are emotionally available, individuals are likely to develop attachment insecurity and subsequently be less able to cope with stressful events in their lives (e.g., withdraw from others).

The Burnout Measure, Short Version.

Abstract: The Burnout Measure (BM; Pines & Aronson, 1988) is a widely used self-report measure of burnout. It includes 21 items, evaluated on 7-point frequency scales, assessing the level of an individual's physical, emotional, and mental exhaustion. In this article, a shorter, 10-item version of the BM (BMS)

Are there causal relationships between the dimensions of the Maslach Burnout Inventory? A review and two longitudinal tests

Abstract: Arising from interest concerning the possibility of causal relationships among the three components of the Maslach Burnout Inventory, several process models have been proposed for the development of burnout. The present paper first reviews the evidence in favour of the three most influential of these (Leiter and Maslach's model (1988); Golembiewski, Boudreau, Munzenrider, & Luo's (1996) phase model; and Lee and Ashforth's model (1993)). These three models, and our own model (which integrates of two of them, and includes feedback effects of depersonalization on emotional exhaustion) are then compared with each other using structural equation modelling, drawing on longitudinal data from two Dutch samples (total N=1185). The review revealed that none of the seven previous studies on this issue provided any convincing support for any particular causal order proposed so far. In contrast, our own study showed that high levels of exhaustion were associated with high levels of depersonalization over time...

Toward understanding emotional management at work: A quantitative review of emotional labor research.

Abstract: A customer service representative who loses his or her temper with a customer would be considered “unprofessional;” as would a funeral director who is perky and bubbly with grieving clients. Behavior in organizations is profoundly influenced by organizational norms and rules. Emotional behavior is no exception. Organizational rules and norms for emotional behavior are communicated to employees through both formal means, such as selection, training, evaluation, and incentive systems, and informal means, such as social influence and pressures. Many organizations encourage employees to exhibit only a narrow range of emotions while at work, such as expressing only cheerfulness when interacting with customers, or suppressing their irritation with a diffi-cult coworker in the name of professionalism. However, as human beings, we can experience a wide range of emotionsin a given workday. In order to comply with organizational requirements, many employees must suppress their true emotions or manipulate their emotional expressions. Employees experiencing discordance between felt and required emotions can suppress their genuine emotion, pretend to feel the required emotion (surface acting), or change their emotions to match their organization’s display rules (deep acting; Ashforth & Humphrey, 1993; Brotheridge & Lee, 2002; Grandey, 2000). This emotional regulation at work was termed emotional labor by Hochschild (1983). In the 20 years since Hochschild’s (1983) study, emotional labor researchers have focused their energy and attention on further defining the emotional labor construct, exploring possible operationalizations of emotional labor, and identifying possible antecedents and outcomes of emotional labor.

Emotional display rules and emotional labor: the moderating role of commitment.

Abstract: The authors examined whether commitment to emotional display rules is a necessary condition for emotional display rules to affect behavior at work. Results using structural equation modeling revealed that display rule commitment moderated the relationships of emotional display rule perceptions with surface acting, deep acting, and positive affective delivery at work, such that the relationships were strong and positive when commitment to display rules was high and weak when commitment to display rules was low. These findings suggest that motivation plays a role in the emotional labor process in that individuals must be committed to display rules for these rules to affect behavior.

Work Setting and Burnout Among Professional Psychologists.

Abstract: How does work setting relate to burnout among professional psychologists? Five hundred and seventy-one doctoral psychologists responded to a survey about professional activities, work environment, and burnout. Solo and group independent practitioners reported a greater sense of personal accomplishment than agency respondents. However, women experienced higher levels of emotional exhaustion in agency settings than in either solo or group independent practice, whereas men experienced higher exhaustion in group independent practice. Overall, greater emotional exhaustion was associated with less control over work activities, working more hours, spending more time on administrative tasks and paperwork, seeing more managed care clients and fewer direct pay clients, and having to deal with more negative client behaviors.

Display rule "regulators": the relationship between supervisors and worker emotional exhaustion.

Abstract: This field study examined the effect of supervisory regulation of display rules--the rules about what kind of emotion to express on the job (R. Ekman, 1992; A. Rafaeli & R. I. Sutton, 1987)--on the emotional exhaustion of subordinates. On the basis of a sample of 940 call center employees, the authors found that worker emotional exhaustion varied across supervisors within jobs, suggesting that emotion work is influenced at the supervisory, rather than job, level. Moreover, the authors found that the importance supervisors place on interpersonal job demands of their workers was positively related to worker emotional exhaustion. Worker career identity moderated the interpersonal-job-demands--emotional-exhaustion relationship, but self-efficacy did not. Study conclusions and suggestions for future research are provided.

Work role stressors and turnover intentions: a study of professional clergy in Hong Kong

Abstract: Work and occupational stress have long been concerns for employees and human resource managers as they cause many negative outcomes. Most of the previous studies on work stress were conducted in Western countries, while limited research has addressed this important topic in the Asian context. In this study, we examine the effects of several work role stressors (i.e. role ambiguity, role conflict, role overload and work-family conflict) on emotional exhaustion, job satisfaction and intentions to leave. Additionally, we test the mediating effects of emotional exhaustion and job satisfaction between the relationship of role stressors and intentions to leave. Data were collected from a sample of 887 professional clergy in Hong Kong. The results of regression analysis show that role stressors have a significant impact on both emotional exhaustion and job satisfaction, which in turn affect respondents' intentions to leave their organization.

Emotions and Social Movements

Abstract: 1. Emotions Map 2. How Social Movements Move 3. Breaching Events and the Emotional Reactions of the By-standing Public 4. Emotional Events and the Transformation of Collective Action 5. The Problem of Emotion in Care 6. Mobilization & Moral Shock 7. Practices of Emotional Reflexivity 8. The Emotional Significance of Solidarity 9. The Entanglement of Shame 10. Conclusion

Psychosocial and professional characteristics of burnout in Swiss primary care practitioners: a cross-sectional survey.

Abstract: Objective To measure the prevalence of burnout and explore its professional and psychosocial predictors among Swiss primary care practitioners. Methods A cross-sectional postal survey was conducted to measure burnout, work-related stressors, professional and psychosocial characteristics among a representative sample of primary care practitioners. Answers to the Maslach burnout inventory were used to categorize respondents into moderate and high degree of burnout. Results 1784 physicians responded to the survey (65% response rate) and 1755 questionnaires could be analysed. 19% of respondents had a high score for emotional exhaustion, 22% had a high score for depersonalisation/cynicism and 16% had a low score for professional accomplishment; 32% had a high score on either the emotional exhaustion or the depersonalisation/cynicism scale (moderate degree of burnout) and 4% had scores in the range of burnout in all three scales (high degree of burnout). Predictors of moderate burnout were male sex, age 45-55 years and excessive perceived stress due to global workload, health-insurance-related work, difficulties to balance professional and private life, changes in the health care system and medical care uncertainty. A high degree of burnout was associated with male sex, practicing in a rural area, and excessive perceived stress due to global workload, patient's expectations, difficulties to balance professional and private life, economic constraints in relation to the practice, medical care uncertainty and difficult relations with non-medical staff at the practice. Conclusion About one third of Swiss primary care practitioners presented a moderate or a high degree of burnout, which was mainly associated with extrinsic work-related stressors. Medical doctors and politicians in charge of redesigning the health care system should address this phenomenon to maintain an efficient Swiss primary care physician workforce in the future.

Mitigating the impact of hospital restructuring on nurses: the responsibility of emotionally intelligent leadership

Abstract: Background A decade of North American hospital restructuring in the 1990s resulted in the layoff of thousands of nurses, leading to documented negative consequences for both nurses and patients. Nurses who remained employed experienced significant negative physical and emotional health, decreased job satisfaction, and decreased opportunity to provide quality care. Objective To develop a theoretical model of the impact of hospital restructuring on nurses and determine the extent to which emotionally intelligent nursing leadership mitigated any of these impacts. Methods The sample was drawn from all registered nurses in acute care hospitals in Alberta, Canada, accessed through their professional licensing body (N = 6,526 nurses; 53% response rate). Thirteen leadership competencies (founded on emotional intelligence) were used to create 7 data sets reflecting different leadership styles: 4 resonant, 2 dissonant, and 1 mixed. The theoretical model was then estimated 7 times using structural equation modeling and the seven data sets. Results Nurses working for resonant leaders reported significantly less emotional exhaustion and psychosomatic symptoms, better emotional health, greater workgroup collaboration and teamwork with physicians, more satisfaction with supervision and their jobs, and fewer unmet patient care needs than did nurses working for dissonant leaders. Discussion Resonant leadership styles mitigated the impact of hospital restructuring on nurses, while dissonant leadership intensified this impact. These findings have implications for future hospital restructuring, accountabilities of hospital leaders, the achievement of positive patient outcomes, the development of practice environments, the emotional health and well-being of nurses, and ultimately patient care outcomes.

Stress, burnout and health in the clinical period of dental education

Abstract: The study examined the extent of stress, burnout and health problems experienced by fourth and fifth year dental students from the three universities of Dresden, Freiburg and Bern. The objectives of the study were to: (i) identify frequent sources of stress and to report the prevalence rates of burnout and health problems in dental students, (ii) determine the rate of students suffering from severe burnout symptoms and (iii) identify stress factors related to the burnout symptoms of emotional exhaustion and depersonalization. A total of 161 dental students from Dresden, Freiburg and Bern participated in the study. They completed the Psychosocial Stress Inventory, the Maslach Burnout Inventory and the Health Survey Questionnaire. Frequent sources of stress were limitation of leisure time, examination anxiety and the transition stress that was related to the adaptation to the demands of the clinical phase of dental education. Few differences existed between the students of the fourth and the fifth study year. Study-related stress was lowest in Bern and considerably higher in Dresden. Differences of mean levels of burnout symptoms were found only for the burnout dimension of emotional exhaustion. Students from Dresden and Freiburg were more emotionally exhausted than students from Bern, students from Dresden also reported more health problems than students from Bern or Freiburg. Ten per cent of the dental students suffered from severe emotional exhaustion, 17% complained about a severe lack of accomplishment and 28% reported severe depersonalization symptoms. Forty-four per cent of the variance of emotional exhaustion was explained by study-related factors such as lack of leisure time, examination anxiety and transition stress. The only predictor of depersonalization was a lack of social integration, accounting for 3% of the variance. A lack of social integration may be an indicator of low social competence which may cause difficulties in dealing with patients adequately and therefore result in depersonalization. The results indicate a need to identify the group of students who may have insufficient social skills for dealing adequately with the patients, and to train them accordingly.

Time management behavior as a moderator for the job demand-control interaction.

Abstract: The interaction effects of time management, work demands, and autonomy on burnout were investigated in a survey study of 123 elementary teachers. A 3-way interaction between time management, work demands, and autonomy was hypothesized: The combination of high work demands and low autonomy was predicted to lead to burnout for teachers low in time management and not, or to a lesser extent, for those high in time management. This hypothesis is confirmed for emotional exhaustion, the most predictive dimension of teacher burnout, and partly confirmed for the personal accomplishment dimension. Generalizability to other contactual occupations is discussed.

Do Demographic Characteristics Make a Difference to Burnout among Hong Kong Secondary School Teachers

Abstract: This study aims to investigate the relationship between teachers' demographic variables and burnout in Hong Kong using the Maslach Burnout Inventory. It is found that when compared with the North American normative data, Hong Kong teachers scored in the average range of burnout in emotional exhaustion and personal accomplishment while they scored in the low range of burnout in depersonalization. Gender differences were found in all three burnout syndromes, and teachers who were younger, unmarried, without religious beliefs, less experienced, without finishing professional training and of junior rank were more consistently burned out. Whereas age was the strongest predictor for emotional exhaustion and depersonalization, teachers' rank is the best predictor for personal accomplishment. However, the effect of demographic characteristics of teachers on burnout is not that salient.

Conflict stress and reduced well-being at work: The buffering effect of third-party help

Abstract: This study among 108 Dutch social services workers examined whether particularly the intrapsychic tension directly associated with interpersonal conflict at work, i.e., conflict stress, is responsible for reduced well-being in terms of emotional exhaustion, absenteeism, and turnover intentions. Furthermore, we explored whether these detrimental effects were buffered by third-party help. Factor analyses showed that third-party help could be considered an additional conflict management style, next to more traditional behavioural styles such as problem solving and forcing. As expected, conflict stress was positively related to emotional exhaustion, absenteeism, and turnover intentions even when controlled for task and relationship conflict. Furthermore, this relationship was strong for respondents who report low third-party help and nonexistent for respondents who report high third-party help. These findings suggest that third-party help is a successful conflict management strategy to prevent negative outcomes of interpersonal conflict in organizations.

Work based support, emotional exhaustion, and spillover of work stress to the family environment: A study of policewomen

Abstract: This study aimed to test a path model in which work stress affects policewomen's functioning in their family environment through a component of burnout, emotional exhaustion. Work role stressors assessed were role ambiguity and role overload. Work based support from supervisors, but not colleagues, was predicted to reduce role stressors and emotional exhaustion, and improve perceptions of family functioning (cohesion and conflict). Data was collected via a mail out survey to all (1081) policewomen in an Australian state police service. Useable surveys were returned by 421 policewomen. Path analysis using LISREL 8.5 indicated a good fit to the model. Supervisor, but not coworker support reduced role stressors, which had a significant path to family cohesion and conflict, through emotional exhaustion. The findings suggest that a fruitful avenue of exploration of stress transmission to the family would be an examination of behaviours linked to emotional exhaustion. Additionally, interventions designed to reduce stress in policewomen should include supervisor training in social support. Copyright © 2005 John Wiley & Sons, Ltd.

Childcare involvement, job characteristics, gender and work attitudes as predictors of emotional exhaustion and sickness absence

Abstract: Reports in the literature vary regarding the existence of gender differences in relation to burnout and sickness absence. To investigate this, the present study was aimed at investigating the role of several gender-relevant variables, particularly childcare obligations, job characteristics, and work attitudes in emotional exhaustion and sickness absence in 404 male and female nurses in an institution for people with learning difficulties. Questionnaires were administered reflecting demographic and job characteristics, work and non-work attitudes, and emotional exhaustion (as measured by the Emotional Exhaustion Scale of the Maslach Burnout Inventory). Female nurses were expected to report higher levels of emotional exhaustion and to be absent through sickness more often than men. Also, childcare investment, job characteristics, and (non) work attitudes were expected—via emotional exhaustion—to predict gender differences in sickness absence. It was found that women did not have higher sickness abs...

The relationship between UK hospital nurse staffing and emotional exhaustion and job dissatisfaction.

Abstract: Aim: To explore the relationship between nurse outcomes (dissatisfaction and emotional exhaustion) and nurse workload, nurse characteristics and hospital variables. Background: Concern about the impact of restructuring of nurse staffing, and reports of nurse shortages, on nurse and patient outcomes led to the research being reported on in this article. Methods: A questionnaire survey of registered nurses in Scotland and England. A questionnaire survey of the hospitals in which these nurses worked. Results: Respondents in the two countries were similar in terms of demographic, work and employment characteristics. Significant relationships were found using the combined English and Scottish data between nurse patient ratios and (1) emotional exhaustion and (2) dissatisfaction with current job reported by nurses. Conclusions: Increasing numbers of patients to nurses was associated with increasing risk of emotional exhaustion and dissatisfaction with current job.

The relationship between burnout and job satisfaction among physical education teachers: a multivariate approach

Abstract: The present study examined the multivariate relationship between job satisfaction and burnout, experienced by Greek physical education school-based teachers. The sample consisted of 175 physical education teachers, from primary and secondary education. The Maslach Burnout Inventory (Maslach and Jackson, 1986) and the Employee Satis faction Inventory (Koustelios and Bagiatis, 1997) used to assess burnout and job satis faction respectively. Canonical correlation analysis revealed a negative multivariate relationship between the two constructs (rc =.61). Canonical loadings indicate that job satisfaction is primarily affected by ‘job itself’ followed by ‘supervision’ and ‘working conditions’, whereas burnout is affected by ‘personal accomplishment’ and ‘emotional exhaustion’. Intrinsic aspects of job satisfaction seemed to correlate stronger to burnout than the extrinsic.

Burnout in physicians: a case for peer-support.

Abstract: Background : It is well documented that doctors experience a high level of stress in their profession, and that this can lead to physical, psychological, and emotional harm, in particular, burnout. Overseas (especially in the UK and USA), research investigating the levels of stress, burnout, and associated psychiatric morbidity in health professionals, across many specialities, has been carried out with a view to prevention of these adverse outcomes. Aims : To assess the level of burnout in a sample of New Zealand physicians, the associated work and personal characteristics, and the need for development of a support peer supervision or support system. Methods : Questionnaires that measured a number of work and personal characteristics, including the Maslach Burnout Inventory, the General Health Questionnaire, and additional questions regarding mistakes, and need for support, were sent to 83 physicians in the Waikato and Bay of Plenty areas. Analysis involved descriptive statistics, with t-tests for comparison with other studies, Pearson Product-Moment correlations between variables and analysis of variance where appropriate. Results : Of the 50 respondents, 28% experienced high levels of two or three aspects of burnout (emotional exhaustion, depersonalization, low personal accomplishment). Emotional exhaustion correlated with a greater need for support. Most respondents favoured a one-to-one support system. Conclusion : This study highlights the presence of significant workplace difficulties for physicians and the need to develop a preventative support system for the protection of physicians and the patients in their care.

Job uncertainty and personal control during downsizing: A comparison of survivors and victims

Abstract: This study developed and tested a model of job uncertainty for survivors and victims of downsizing. Data were collected from three samples of employees in a public hospital, each representing three phases of the downsizing process: immediately before the announcement of the redeployment of staff, during the implementation of the downsizing, and towards the end of the official change programme. As predicted, levels of job uncertainty and personal control had a direct relationship with emotional exhaustion and job satisfaction. In addition, there was evidence to suggest that personal control mediated the relationship between job uncertainty and employee adjustment, a pattern of results that varied across each of the three phases of the change event. From the perspective of the organization’s overall climate, it was found that levels of job uncertainty, personal control and job satisfaction improved and/or stabilized over the downsizing process. During the implementation phase, survivors experienced higher levels of personal control than victims, but both groups of employees reported similar levels of job uncertainty. We discuss the implications of our results for strategically managing uncertainty during and after organizational change.

Changes in athlete burnout and motivation over a 12-week league tournament.

Abstract: Introduction: To date, empirical reports of an association between motivation and athlete burnout have been exclusively based on cross-sectional research. Conclusions regarding the nature of the relationship between motivation and burnout are limited because they do not provide longitudinal information. Purpose: To examine the relationship between burnout and motivation across a 12-wk league tournament (pretournament, midtournament, and end of tournament). Method: Data were collected on using the Athlete Burnout Questionnaire and Sport Motivation Scale from 102 adult professional male rugby players at three different times during a 12-wk league tournament. Results: Linear mixed modeling was used to explore hypothesized relationships between individual key characteristics of burnout and factors/covariates across time. Within the models, amotivation, the least self-determined type of motivation, had a large positive association with key characteristics of burnout. Self-determined forms of motivation (i.e., intrinsic motivation) exhibited significant negative associations with burnout. Extrinsic motivation, proposed to exist between intrinsic and amotivation on the self-determination continuum, was negatively associated with sport devaluation and reduced accomplishment as well as positively associated with physical and emotional exhaustion. Other factors related to burnout within the analysis included time (pretournament, in tournament, and end of tournament), team membership, number of injuries, years of national domestic league experience, and win/loss history. Conclusions: Overall, the results reflect the burnout experience may vary over time and support the potential utility of a self-determination theory explanation of burnout

Job uncertainty and personal control during downsizing: A comparison of survivors and victims:

Abstract: This study developed and tested a model of job uncertainty for survivors and victims of downsizing. Data were collected from three samples of employees in a public hospital, each representing three phases of the downsizing process: immediately before the announcement of the redeployment of staff, during the implementation of the downsizing, and towards the end of the official change programme. As predicted, levels of job uncertainty and personal control had a direct relationship with emotional exhaustion and job satisfaction. In addition, there was evidence to suggest that personal control mediated the relationship between job uncertainty and employee adjustment, a pattern of results that varied across each of the three phases of the change event. From the perspective of the organization’s overall climate, it was found that levels of job uncertainty, personal control and job satisfaction improved and/or stabilized over the downsizing process. During the implementation phase, survivors experienced higher l...

Does work–family conflict mediate the relationship between job schedule demands and burnout in male construction professionals and managers?

Abstract: It is unclear where work–family conflict should be theoretically positioned in the relationship between job stress and strain. Data collected from 231 male construction professionals, managers and administrators were analysed to determine whether work–family conflict mediates the relationship between job stressors and burnout. Two different aspects of work–schedule demands, i.e. job schedule irregularity and hours worked per week, were found to be related to the emotional exhaustion dimension of burnout. In all cases, the relationship between job schedule demands and emotional exhaustion was mediated by work–family conflict. The authors conclude that job schedule demands impact upon emotional exhaustion via work–family conflict. Further, work–family conflict is demonstrated to be a key mediating mechanism between schedule demands and emotional exhaustion for male employees. It is recommended that construction organizations examine ways to reduce work–family conflict as a means to reduce burnout and improv...