Showing papers on "Emotional exhaustion published in 2008"
TL;DR: The authors investigated components of school climate (i.e., parent/community relations, administration, student behavioral values) and assessed their influence on the core burnout dimensions of Emotional Exhaustion, Depersonalization and feelings of low Personal Accomplishment.
602 citations
TL;DR: In this paper, the role of occupational engagement and resilience as two important work-related self-regulatory dimensions that predict occupational well-being and teachers' instructional performance in the classroom was investigated.
Abstract: Teachers' occupational well-being (level of emotional exhaustion and job satisfaction) and quality of instruction are two key aspects of research on teaching that have rarely been studied together. The role of occupational engagement and resilience as two important work-related self-regulatory dimensions that predict occupational well-being and teachers' instructional performance in the classroom was investigated. In Part 1 of the study, self-regulatory data from 1,789 German mathematics teachers were subjected to a latent profile analysis, yielding four self-regulatory types (healthy-ambitious, unambitious, excessively ambitious, and resigned) that differed significantly on emotional exhaustion and job satisfaction. In Part 2, the association between teachers' self-regulatory type and instructional performance was examined in a subsample of 318 teachers. Results showed that teachers' self-regulatory type predicted the quality of instruction in three of the four aspects of instructional performance examined. Moreover, teachers' self-regulatory type was systematically linked to differences in students' motivation. No association was found between teacher self-regulation and student achievement.
360 citations
TL;DR: The authors examined the antecedents and consequences of two emotional labor strategies (surface and deep acting) in the lodging industry and found that surface actors are more exhausted and cynical than deep actors and the mediating role of emotional labor between burnout and job and personality characteristics is found to be rather weak.
353 citations
TL;DR: One of the most well-known stress management programs is mindfulness-based stress reduction (MBSR) as mentioned in this paper, which is typically run as an 8-week course instructing mindfulness through the practice of meditation, body scan (a type of guided awareness), and hatha yoga.
Abstract: Unmanaged chronic stress can have deleterious effects on the physical and psychological health of individuals. Stress may lead to or worsen disorders and diseases such as heart disease, anxiety, depression, hypertension, substance abuse, and gastrointestinal disorders (Astin, 1997; Brennan & Moos, 1990; Levy, Cain, Jarrett, & Heitkemper, 1997; D. Shapiro & Goldstein, 1982; Treiber et al., 1993; Whitehead, 1992). Stress is also a contributing factor for lifestyle behaviors that increase vulnerability to diseases such as lung cancer, cardiovascular disease, and obesity (Brennan & Moos, 1990; Roth & Robbins, 2004; Treiber et al., 1993; D. R. Williams, 1999). Stress has an impact on absenteeism rates and job performance, effectiveness, and satisfaction (Burnard, Edwards, Fothergill, Hannigan, & Coyle, 2000). Given the prevalence of these stress-related health conditions in the United States, their costs to the nation's health care system, and the loss of quality of life for individuals, it is no surprise that public health professionals are increasingly concerned over the effects of stress. For instance, the U.S. Department of Health and Human Services (2000) lists stress reduction as an objective in its publication Healthy People 2010. Health care workers are particularly vulnerable to stress overload because of high demands and unique challenges (Harris, 2001; Sharkey & Sharples, 2003; Wall et al., 1997). Burnout, defined as exhaustion of physical or emotional strength, is the most often-noted consequence of chronic stress in the workplace (Harris, 2001; Sharkey & Sharpies, 2003). Moore and Cooper (1996) found that mental health professionals experience emotional exhaustion alongside the usual organizational sources of stress, and Baker (2003) described the potential for "compassion fatigue" and "vicarious traumatization" (p. xi). These stressors may have harmful effects on counseling students' effectiveness and success by reducing their capacity for attention, concentration, and decision-making skills (S. Shapiro, Shapiro, & Schwartz, 2000). Educators have recognized the importance of providing counselors with tools for self-care early in their careers and even while they are being trained (Baker, 2003; Brems, 2001; Kuyken, Peters, Power, & Lavender, 2003; Weiss, 2004). In an extensive review of research on stress management in the education of health care professionals, S. Shapiro et al. (2000) stated that although many interventions demonstrated promising results, such as lower levels of anxiety and depression, greater capacity for empathy, and improved immunologic functioning, more research is needed. One of the most well-researched stress management programs is mindfulness-based stress reduction (MBSR). MBSR teaches mindfulness, which is the ability to attend to thoughts and emotions as they arise and to be fully conscious of the present-moment experience. Taught to more than 5,000 medical patients since its inception more than 20 years ago (Kabat-Zinn, 1990), MBSR is typically run as an 8-week course instructing mindfulness through the practice of meditation, body scan (a type of guided awareness), and hatha yoga. One of the strengths of MBSR, in contrast to most stress-reduction programs, is that it offers participants different mindfulness practices from which to choose. Research indicates that participants often find one of the three practices more beneficial or preferred for personal reasons; consequently, having options can improve compliance (Kabat-Zinn, Chapman, & Salmon, 1997). This may help to explain why MBSR has been found to have high compliance rates, even after 3 years (Kabat-Zinn & Chapman-Waldrop, 1988; Miller, Fletcher, & Kabat-Zinn, 1995). MBSR studies with varied populations have found significant decreases in anxiety/depression, mood disturbance, somatic symptoms of stress, and present-moment pain (Kabat-Zinn, Lipworth, & Burney, 1985; Kabat-Zinn et al. …
349 citations
TL;DR: In this article, the authors argue that leaders perform emotional labor whenever they display emotions in an attempt to influence their subordinates' moods and motivations, and that emotionally expressive leaders are more charismatic and are better motivators.
Abstract: Purpose – This paper seeks to argue that leaders perform emotional labor whenever they display emotions in an attempt to influence their subordinates' moods and motivations.Design/methodology/approach – This is a conceptual paper that integrates the literature on leadership with the research on emotional labor.Findings – This paper develops 15 propositions that distinguish emotional labor performed by leaders from that performed by front‐line service workers.Research limitations/implications – The paper suggests that leading with emotional labor is a fruitful research topic, and that considerable research could be done in this area.Practical implications – Instead of conducting business in a non‐emotional, “business‐like manner”, leaders would benefit by expressing their emotions in the workplace. Emotionally expressive leaders are more charismatic and are better motivators.Originality/value – This is the first paper to develop a theoretical model that describes how leaders perform emotional labor; thus t...
329 citations
TL;DR: In this paper, the effect of ethical climate on job outcomes was investigated using a structural model that examines the process through which ethical climate (EC) affects turnover intention (TI) and showed that the EC-TI relationship is fully mediated by role stress (RC), interpersonal conflict (IC), emotional exhaustion (EE), trust in supervisor (TS), and job satisfaction (JS).
Abstract: Attitudinal- and stress theory are used to investigate the effect of ethical climate on job outcomes. Responses from 208 service employees who work for a country health department were used to test a structural model that examines the process through which ethical climate (EC) affects turnover intention (TI). This study shows that the EC–TI relationship is fully mediated by role stress (RC), interpersonal conflict (IC), emotional exhaustion (EE), trust in supervisor (TS), and job satisfaction (JS). Results show that EC reduces (RS) and increases TS. Lower stress levels result in lower EE, higher JS, and lower TI. Also, supervisor trust (TS) reduces IC and EE. The structural model predicts 53.9% of the variance of TI.
304 citations
TL;DR: It is suggested that intervention aimed at reducing the risk for burnout may achieve better results if it includes enhancement of workers' hardy personality rather than just decreasing environmental stressors.
289 citations
TL;DR: In this article, the authors examined the processes linking abusive supervision to employee contextual performance by focusing on the mediating influence of emotional exhaustion and the moderating influence on work unit structure, and found that emotional exhaustion mediated the relationships between abusive supervision and the contextual performance dimensions of interpersonal facilitation and job dedication.
Abstract: 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.
269 citations
TL;DR: The findings of this review reinforce the importance of workers' commitment to child welfare, self-efficacy, and low levels of emotional exhaustion as important personal factors for staying, and supervisory and co-worker support and salary and benefits as important organizational factors affecting retention.
234 citations
TL;DR: This paper examined the emotional labor of Chinese college instructors and its effects on teacher burnout and satisfaction, and found that deep acting and authenticity had positive effects, while surface acting had deleterious effects.
Abstract: The current study was designed to examine the emotional labor of Chinese college instructors and its effects on teacher burnout and satisfaction. Four major findings were drawn: (a) of the three dimensions of emotional labor, Chinese college instructors engaged in deep acting the most and surface acting the least; (b) surface acting had deleterious effects on teacher burnout and satisfaction, but deep acting and authenticity had positive effects; (c) the three dimensions of emotional labor differed in magnitude as predictors of teacher burnout and satisfaction; and (d) both the emotional labor scale and the burnout scale conformed to the three-factor model with a Chinese sample.
208 citations
TL;DR: In this paper, the authors investigated the impact of customer interpersonal and informational injustice on service workers' emotional labor (surface acting) and proposed a revised theoretical model based on Cropanzano, Weiss, Suckow, and Grandey's model of justice and emotional regulation.
TL;DR: In this article, the authors examined the association between school-specific demands and resources, on the one hand, and engagement and exhaustion on the other, focusing on the teaching profession, and found that the principal's support in educational matters predicted higher levels of engagement and disciplinary problems in the classroom predicted higher emotional exhaustion.
Abstract: Focusing on the teaching profession, this study examines the association between school-specific demands and resources, on the one hand, and engagement and exhaustion, on the other. Individual-level data obtained from 1,939 secondary teachers as well as school-level data from their principals and students, based on 198 German schools, were subjected to multilevel analysis. School-level characteristics accounted for only a small amount of the variance in teachers’ emotional exhaustion. In contrast, teachers’ engagement differed considerably between schools. For the two outcome variables, engagement and exhaustion, specific patterns of predictive effects were observed at the school level: when controlling for individual teacher characteristics, the principal's support in educational matters predicted higher levels of engagement, whereas disciplinary problems in the classroom predicted higher emotional exhaustion. Although school-level data were associated with engagement and exhaustion, results suggest paying particular attention to individual differences between teachers that might predispose them to develop either more engagement or emotional exhaustion.
Axee sur la profession enseignante, cette etude examine le lien entre les exigences et les ressources propres a l’ecole d’une part, et l’engagement et l’epuisement d’autre part. Des donnees individuelles obtenues aupres de 1939 enseignants du secondaire ainsi que des donnees scolaires provenant des proviseurs et eleves de 198 ecoles allemandes, ont ete soumises a une analyse multi-niveau. Les donnees scolaires expliquent seulement une petite partie de la variance relative a l’epuisement emotionnel des enseignants. En revanche, l’engagement des enseignants differe considerablement selon les ecoles. Pour les variables dependantes, engagement et epuisement, les donnees scolaires permettent de predire des types specifiques d’effets: quand on controle les caracteristiques individuelles des enseignants, le soutien du proviseur sur des questions educatives implique un niveau d’engagement plus important, alors que des problemes de discipline en classe predisent un epuisement emotionnel plus grand. Bien que les donnees scolaires soient liees a l’engagement et a l’epuisement, les resultats suggerent d’accorder une attention particuliere aux differences individuelles entre les enseignants qui peuvent les predisposer a developper soit plus d’engagement, soit plus d’epuisement emotionnel.
TL;DR: Job resources could compensate for resources lost through meeting the requirements of emotional job demands, thereby reducing stress-reactions and increasing well-being and Providing health care workers with more, preferably matching, job resources could make emotionalJob demands less stressful, and even stimulating and challenging.
TL;DR: In this paper, the authors developed and tested a conceptual model to examine the effects of work-family conflict, family-work conflict, and emotional exhaustion on job performance and turnover intentions.
Abstract: Purpose – The purpose of this paper is to develop and test a conceptual model to examine the effects of work‐family conflict, family‐work conflict, and emotional exhaustion on job performance and turnover intentions The paper also aims to investigate the role of gender as a moderator of the posited relationshipsDesign/methodology/approach – A sample of frontline hotel employees in Turkey serves as the study setting Data were collected via self‐administered questionnaires A total of 723 usable responses were obtainedFindings – The results show that employees facing conflicts originating from their work (family) and family (work) roles become emotionally exhausted These two forms of interrole conflicts are also significant predictors of frontline employees' turnover intentions Gender moderates several of the relationships proposed in this paperPractical implications – Turkish hotels will benefit from establishing a family‐supportive work environment to lessen the detrimental impact of conflicts in t
Book•
25 Apr 2008
TL;DR: In this paper, the authors define emotional intelligence as "what is emotional intelligence" and "emotional development" as "the brain's ability to process emotions and mental health" and discuss relationship-based interventions and supports.
Abstract: Once More with Feeling What is Emotional Intelligence? What are Emotions? Emotional Development The Emotional Brain Emotions and Physical Health Emotions and Mental Health Cognitive and Behavioural Therapies Relationship-based Interventions and Supports The Professional Relationship and Emotional Intelligence
TL;DR: It is indicated that high demands, low decision authority, lack of support at work and downsizing could be important predictors of emotional exhaustion symptoms among working men and women.
Abstract: Demand, control and social climate as predictors of emotional exhaustion symptoms in working Swedish men and women.Magnusson Hanson LL, Theorell T, Oxenstierna G, Hyde M, Westerlund H.Stress Research Institute, Stockholm University, SE-106 91 Stockholm, Sweden. linda.hanson@stressforskning.su.seAIMS: Most studies on burnout have been cross-sectional and focused on specific occupations. In the present study we prospectively investigated the association between demands, control, support and conflicts as well as downsizing and emotional exhaustion in men and women derived from a representative sample of the working population in Sweden. METHODS: The study comprised working men (1,511) and women (1,493), who participated in the Swedish Work Environment Survey (SWES) in 2003 and had no physical exhaustion and prior sick leave at baseline. These participants were followed up in 2006 as part of the Swedish Longitudinal Occupational Survey of Health (SLOSH). Demands, decision authority, support from fellow workers and superiors, conflicts with fellow workers and superiors, and downsizing were utilized as predictors and the Maslach Burnout Inventory subscale of emotional exhaustion as the outcome in multiple logistic regression analyses. RESULTS: High demands were a highly significant predictor of symptoms of emotional exhaustion (>/=75th percentile). Downsizing and lack of support from superiors were also independent predictors for men as well as lack of support from fellow workers and low decision authority for women. CONCLUSIONS: This study indicates that high demands, low decision authority, lack of support at work and downsizing could be important predictors of emotional exhaustion symptoms among working men and women.
TL;DR: The results indicate emotional dissonance predicts work exhaustion better than do perceived workload, role conflict, or role ambiguity, constructs which have long been associated with work exhaustion.
Abstract: The information technology professional is regularly expected to work with colleagues in both IT and other areas of the organization. During these interactions, the IT employee is expected to conform to occupational or organizational norms regarding the display of emotion. How do these display norms affect the IT professional? This study examines an IT professional's emotional dissonance, the conflict between norms of emotional display and an employee's felt emotion. Emotional dissonance is studied as a factor of IT professionals' work exhaustion, job satisfaction, and turnover intention, modeled as an extension to the work of Moore (2000a). The results indicate emotional dissonance predicts work exhaustion better than do perceived workload, role conflict, or role ambiguity, constructs which have long been associated with work exhaustion. Job satisfaction is influenced directly by role ambiguity and work exhaustion. In turn, job satisfaction influences employee turnover intention. We discuss implications of these findings for both IT management and future research.
TL;DR: In this paper, two novel mindfulness-based interventions designed to be integrated either in academic or work settings to mitigate the effects of stress and promote well-being among human services professionals are described.
Abstract: Two novel mindfulness-based interventions designed to be integrated either in academic or work settings to mitigate the effects of stress and promote well-being among human services professionals are described. Study 1 explored whether a brief mindfulness intervention was superior to a traditional relaxation intervention for nursing staff. Results demonstrated that both interventions significantly improved relaxation and life satisfaction, with mindfulness participants exhibiting a trend toward particular improvements in emotional exhaustion. In study 2, teacher trainees who participated in a Mindfulness- Based Wellness Education (MBWE) program as part of their academic training experienced significantly greater increases than controls in mindfulness, satisfaction with life, and teaching self-efficacy. We recognize that systemic factors need to be addressed for the long-term resolution of stress-related problems among human services professionals. In the interim, mindfulness-based interventions a...
Journal Article•
TL;DR: Regardless of demographic factors, family physicians are at risk of having high levels of stress and burnout, and scores on the Family Physician Stress Inventory correlated highly with score on the Maslach Burnout Inventory.
Abstract: OBJECTIVE To ascertain Canadian family physicians’ levels of stress and burnout and the strategies they use to reduce these problems DESIGN Census survey SETTING Kitchener-Waterloo, an urban area with a population of approximately 300 000 in southwestern Ontario PARTICIPANTS Family physicians MAIN OUTCOME MEASURES Scores on the Family Physician Stress Inventory, scores on strategies to reduce personal stress, scores on strategies to reduce stress on the job, and scores on the Maslach Burnout Inventory RESULTS Participation rate was 778% (123 of 158 surveys returned) About 425% of participants had high stress levels Burnout was defined by 3 components: emotional exhaustion, depersonalization (going through the day like an “automaton”), and perceived lack of personal accomplishment Many respondents scored high on the burnout inventory, and almost half had high levels of emotional exhaustion and depersonalization (479% and 463%, respectively) No demographic factors were associated with high scores on these components Use of strategies to reduce personal and occupational stress was associated with lower levels of burnout Scores on the Family Physician Stress Inventory correlated highly with scores on the Maslach Burnout Inventory CONCLUSION Regardless of demographic factors, family physicians are at risk of having high levels of stress and burnout Classic burnout is related to stress brought on by factors such as too much paperwork, long waits for specialists and tests, feeling undervalued, feeling unsupported, and having to abide by rules and regulations Common strategies for reducing personal stress included eating nutritiously and spending time with family and friends Common strategies for reducing stress on the job included valuing relationships with patients and participating in continuing medical education Stress and burnout are related to the desire to give up practice and are, therefore, a human resources issue for the entire health care system
Book•
30 Jun 2008
TL;DR: In conclusion: challenging current conceptualisations of emotional labour by synthesising Darwin and Freud with Interactionist Theory and Emotion and Personal and Social Identity.
Abstract: Do nurses still care? In today’s inflexible, fast-paced and more accountable workplace where biomedical and clinical models dominate health care practice, is there room for emotional labour?
Based on original empirical research, this book delves into personal accounts of nurses' emotion expressions and experiences as they emerge from everyday nursing practice, and illustrates how their emotional labour is adapting in response to a constantly changing work environment.
The book begins by re-examining Arlie Hochschild’s sociological notion of emotional labour, and combines it with Margaret Archer’s understanding of emotion and the inner dialogue. In an exploration of the nature of emotional labour, its historical and political context, and providing original, but easily recognisable, typology, Catherine Theodosius emphasises that it is emotion – complex, messy and opaque – that drives emotional labour within health care. She suggests that rather than being marginalised, emotional labour in nursing is frequently found in places that are hidden or unrecognised. By understanding emotion itself, which is fundamentally interactive and communicative, she argues that emotional labour is intrinsically linked to personal and social identity. The suggestion is made that the nursing profession has a responsibility to include emotional labour within personal and professional development strategies to ensure the care needs of the vulnerable are met.
This innovative volume will be of interest to nursing, health care and sociology students, researchers and professionals.
TL;DR: In this article, the effects of role stress and burnout on job performance were investigated based on data obtained from frontline hotel employees in Northern Cyprus, and it was found that role ambiguity decreased job performance while role conflict enhanced job performance.
Abstract: Based on data obtained from frontline hotel employees in Northern Cyprus, this study investigated the effects of role stress and burnout on job performance. It was found that role ambiguity decreased job performance while role conflict enhanced job performance. The results indicated that diminished personal accomplishment exerted a significant negative influence on job performance whereas the rest of the burnout dimensions did not. The results further showed that both role conflict and ambiguity exacerbated emotional exhaustion and depersonalisation. Role ambiguity was found to have a significant positive relationship with diminished personal accomplishment whereas role conflict was not. Copyright © 2007 John Wiley & Sons, Ltd.
TL;DR: It is necessary to consider nurses having the characteristics shown as the correlates of burnout in this study as a target group, to screen periodically the burnout status and improve their working conditions, especially relationships with colleagues.
Abstract: Title. Burnout and its correlates among nursing staff: questionnaire survey
Aim. This paper is a report of a study to determine the burnout level and its correlates in nurses.
Background. Healthcare providers and especially nurses are generally considered a high risk group regarding work stress and burnout and this syndrome has been a major concern in the field of occupational health.
Method. The study was carried out at a university hospital in Turkey during May–June 2005. A total of 418 nurses from the 474 working at the hospital at the time (88·2%) answered a self-administered questionnaire including the Maslach Burnout Inventory.
Findings. All the nurses were female, with a mean age of 30·6 (5·4) and a median age of 29 years. The mean score was 17·99(6·35) for the Emotional Exhaustion subscale, 5·72 (3·87) for the Depersonalization subscale and 19·83 (4·66) for the Personal Accomplishment subscale. Emotional Exhaustion decreased with increasing age (P < 0·05). Total time in the job, weekly working hours, shift-working and the unit where employed influenced burnout scores (P < 0·05). Not being happy with relations with superiors, not finding the job suitable, feeling anxious about the future, perceived poor health, problems with personal life and financial difficulties were also factors influencing burnout scale scores (P < 0·05).
Conclusion. It is necessary to consider nurses having the characteristics shown as the correlates of burnout in this study as a target group, to screen periodically the burnout status and improve their working conditions, especially relationships with colleagues.
TL;DR: The concept of emotional labour should be introduced into preregistration programmes and nurses need to have time and a supportive environment to reflect, understand and discuss their emotional labour in caring for 'difficult' patients to deflate the dominant discourse about 'problem' patients.
Abstract: Title. Emotional labour underlying caring: an evolutionary concept analysis
Aim. This paper is a report of a concept analysis of emotional labour.
Background. Caring is considered as the essence of nursing. Underpinning caring, the internal regulation of emotions or the emotional labour of nurses is invisible. The concept of emotional labour is relatively underdeveloped in nursing.
Data sources. A literature search using keywords ‘emotional labour’, ‘emotional work’ and ‘emotions’ was performed in CINAHL, PsycINFO and REPERE from 1990 to January 2008. We analysed 72 papers whose main focus of inquiry was on emotional labour.
Review methods. We followed Rodgers’ evolutionary method of concept analysis.
Results. Emotional labour is a process whereby nurses adopt a ‘work persona’ to express their autonomous, surface or deep emotions during patient encounters. Antecedents to this adoption of a work persona are events occurring during patient–nurse encounters, and which consist of three elements: organization (i.e. social norms, social support), nurse (i.e. role identification, professional commitment, work experience and interpersonal skills) and job (i.e. autonomy, task routine, degree of emotional demand, interaction frequency and work complexity). The attributes of emotional labour have two dimensions: nurses’ autonomous response and their work persona strategies (i.e. surface or deep acts). The consequences of emotional labour include organizational (i.e. productivity, ‘cheerful environment’) and nurse aspects (i.e. negative or positive).
Conclusion. The concept of emotional labour should be introduced into preregistration programmes. Nurses also need to have time and a supportive environment to reflect, understand and discuss their emotional labour in caring for ‘difficult’ patients to deflate the dominant discourse about ‘problem’ patients.
TL;DR: It is argued that narrative is a particularly effective message format with which to elicit self-referent emotional responses.
Abstract: Eliciting emotional responses to mass media messages can be an effective means of changing public health attitudes, intentions and behaviors. This conceptual paper proposes that emotional responses to such media messages can be message-referent, plot-referent, and/or self-referent. Self-referent emotional responses are expected to have a direct effect in motivating behavior change, particularly as they are likely to be associated with an increase in perceived personal risk. Message-referent and plot-referent emotional responses are proposed to have indirect effects on the individual, primarily by stimulating self-referent emotions, and prompting interpersonal discussion about the message. In this paper, it is argued that narrative is a particularly effective message format with which to elicit self-referent emotional responses.
TL;DR: Estimating the associations between clinical supervision and these variables in a large sample reveals that clinical supervision was negatively associated with emotional exhaustion and turnover intention, and the perceived quality of clinical supervision is strongly associated with counselors' perceptions of job autonomy, procedural justice, and distributive justice.
TL;DR: In the relationship between job demands and psychological and physiological health, concern for equity is an important moderator for individuals with more traditional values, whereas perceived personal control is salutary for health primarily among people with less traditional values.
Abstract: This study examines how traditionality influences the relationships between job stressors and health. A sample of 496 Chinese employees provided longitudinal questionnaire data, and their health was assessed by collecting blood samples and monitoring blood pressure. The results indicated that the positive relationship between job control and health was stronger among the less traditional workers, whereas the positive relationship between distributive justice and health was stronger among the more traditional workers. Furthermore, traditionality moderated the interactive effects of job demands and perceived control/justice on health. Perceiving higher control mitigated the effects of job demands on upper respiratory infections among low traditionalists, but it exacerbated the effects among the high traditionalists. Perceptions of higher justice mitigated the effects of job demands on emotional exhaustion and immunoglobulin A for high traditionalists but not for low traditionalists. These results suggest that, in the relationship between job demands and psychological and physiological health, concern for equity is an important moderator for individuals with more traditional values, whereas perceived personal control is salutary for health primarily among people with less traditional values.
Journal Article•
TL;DR: The need for increased awareness of the emotional demands facing today’s nursing workforce as well as the need for more experienced nurses to serve as emotional mentors to those just entering the profession is suggested.
Abstract: Knowledge of the emotional demands facing today's nurses is critical for explaining how work stressors translate into burnout and turnover. Following a brief discussion of how the experience of burnout relates to the nursing shortage, we examine the scope of nurses' emotional experiences and demonstrate that these experiences may be particularly consequential for understanding the higher levels of burnout reported by younger nurses. Using survey data collected from 843 direct care hospital nurses, we show that, compared to their older counterparts, nurses under 30 years of age were more likely to experience feelings of agitation and less likely to engage in techniques to manage these feelings. Younger nurses also reported significantly higher rates of burnout and this was particularly true among those experiencing higher levels of agitation at work. We conclude by suggesting the need for increased awareness of the emotional demands facing today's nursing workforce as well as the need for more experienced nurses to serve as emotional mentors to those just entering the profession. Citation: Erickson, R., Grove, W., (October 29, 2007). "Why Emotions Matter: Age, Agitation, and Burnout Among Registered Nurses" Online Journal of Issues in Nursing. Vol. #13, No. #1. Available: www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/vol132008/No1Jan08/ArticlePreviousTopic/WhyEmotionsMatterAgeAgitationandBurnoutAmongRegisteredNurses.aspx Key words: anger, age, burnout, care work, emotions, emotional labor, emotion management, nursing shortage, nurse well-being, nursing work environment "You can recruit till the cows come home, and that's what we see nurse recruiters in hospitals doing. Pull out all the stops, do the sign-on bonuses, basically bribe them in some way to get them in the door. But until you can stop the bleeding, they're coming in the front door and leaving out the back door" (Bozell, 2004). In 2002, the Bureau of Labor Statistics (BLS) projected that the United States would be 800,000 registered nurses (RNs) short of the national need by the year 2020. Recently, this number has increased to over one million RNs short of the need by 2012 (BLS, 2004). Although there has been some indication that the entry of older nurses into the profession, along with efforts to recruit foreign-born nurses, have helped to ease the shortage, scholars project that the predicted trends are likely to continue (Auerbach, Buerhaus, & Steiger, 2007; Buerhaus, Donelan, Ulrich, Norman, & Dittus, 2006; Larkin, 2007). As such, the need for understanding the factors contributing to the nationwide shortage has never been greater. The current shortage is a problem of both supply and demand (American Hospital Association, 2006). As the population ages, there is increasing demand for nursing care both in hospitals and nursing homes (Hecker, 2001). At the same time, fewer individuals are choosing nursing as a career, the most experienced nurses are quickly approaching retirement age, and others have been leaving the profession before they reach retirement age citing poor working conditions as their reason for doing so (Buerhaus et al. 2006; Gordon, 2005; Hecker, 2001; Pinkham, 2003; van Betten, 2005). These trends have led many to speculate about the causes and solutions to the current shortage of registered nurses. In what follows, we show how attending to the emotional dimensions of nurses' work environments provides new insight into the experience of burnout and why younger nurses may be particularly at risk for experiencing high levels of burnout and, potentially, lower rates of retention. Burnout and the Nursing Shortage Burnout is a unique type of stress syndrome that is fundamentally characterized by "emotional exhaustion" (Cordes & Dougherty, 1993; Maslach, Schaufeli, & Leiter, 2001). Because of the nature of their work, health care professionals are at especially high risk for experiencing the emotional exhaustion component of burnout. …
TL;DR: The authors examined the effects of a subtype of personal resources (i.e., emotional resources) on emotional labor strategies and found that individuals with high level of emotional resources are more likely than others to deep act, and individuals with comparatively low emotional resources (indicated by high negative affectivity) were more likely to surface act.
Abstract: The study examines the effects of a subtype of personal resources (i.e., emotional resources) on emotional labor strategies. We examined 2 variables, emotional intelligence and negative affectivity, as proxies for emotional resources. Largely consistent with predictions, results indicated that individuals with a high level of emotional resources (indicated by high emotional intelligence) are more likely than others to deep act, and individuals with comparatively low emotional resources (indicated by high negative affectivity) are more likely than others to surface act. The differential effects of surface acting and deep acting on strain and job satisfaction were examined. Depressed mood was found to mediate the relationship between surface acting and job satisfaction.
TL;DR: It is suggested that high levels of burnout in physicians and nurses are associated with poor patient satisfaction in dialysis units and identifying and preventing staff burnout may increase patient satisfaction with health care.
TL;DR: A short term counselling intervention could contribute to reduction in emotional exhaustion in doctors, which was associated with reduced working hours for the whole cohort and, in men, was predicted by satisfaction with the intervention.
Abstract: Objective To investigate levels and predictors of change in dimensions of burnout after an intervention for stressed doctors.
Design Cohort study followed by self reported assessment at one year.
Setting Norwegian resource centre.
Participants 227 doctors participating in counselling intervention, 2003-5.
Interventions Counselling (lasting one day (individual) or one week (group based)) aimed at motivating reflection on and acknowledgement of the doctors’ situation and personal needs.
Main outcome measures Levels of burnout (Maslach burnout inventory) and predictors of reduction in emotional exhaustion investigated by linear regression.
Results 185 doctors (81%, 88 men, 97 women) completed one year follow-up. The mean level of emotional exhaustion (scale 1-5) was significantly reduced from 3.00 (SD 0.94) to 2.53 (SD 0.76) (t=6.76, P<0.001), similar to the level found in a representative sample of 390 Norwegian doctors. Participants had reduced their working hours by 1.6 hours/week (SD 11.4). There was a considerable reduction in the proportion of doctors on full time sick leave, from 35% (63/182) at baseline to 6% (10/182) at follow-up and a parallel increase in the proportion who had undergone psychotherapy, from 20% (36/182) to 53% (97/182). In the whole cohort, reduction in emotional exhaustion was independently associated with reduced number of work hours/week (β=0.17, P=0.03), adjusted for sex, age, and personality dimensions. Among men “satisfaction with the intervention” (β=0.25, P=0.04) independently predicted reduction in emotional exhaustion.
Conclusions A short term counselling intervention could contribute to reduction in emotional exhaustion in doctors. This was associated with reduced working hours for the whole cohort and, in men, was predicted by satisfaction with the intervention.