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Showing papers on "Emotional exhaustion published in 2013"


Journal ArticleDOI
TL;DR: The idea that mindfulness reduces emotional exhaustion and improves job satisfaction is investigated and it is suggested that these associations are mediated by the emotion regulation strategy of surface acting.
Abstract: Mindfulness describes a state of consciousness in which individuals attend to ongoing events and experiences in a receptive and non-judgmental way. The present research investigated the idea that mindfulness reduces emotional exhaustion and improves job satisfaction. The authors further suggest that these associations are mediated by the emotion regulation strategy of surface acting. Study 1 was a 5-day diary study with 219 employees and revealed that mindfulness negatively related to emotional exhaustion and positively related to job satisfaction at both the within- and the between-person levels. Both relationships were mediated by surface acting at both levels of analysis. Study 2 was an experimental field study, in which participants (N = 64) were randomly assigned to a self-training mindfulness intervention group or a control group. Results revealed that participants in the mindfulness intervention group experienced significantly less emotional exhaustion and more job satisfaction than participants in the control group. The causal effect of mindfulness self-training on emotional exhaustion was mediated by surface acting. Implications for using mindfulness and mindfulness training interventions in organizational research and practice are discussed in conclusion.

935 citations


Journal ArticleDOI
19 Apr 2013-PLOS ONE
TL;DR: Physicians who have difficulty regulating their negative arousal and describing and identifying emotions seem to be more prone to emotional exhaustion, detachment, and a low sense of accomplishment, while the ability to engage in self-other awareness and regulate one’s emotions, seem to contribute to the sense of compassion that comes from assisting patients in clinical practice.
Abstract: To better understand clinical empathy and what factors can undermine its experience and outcome in care-giving settings, a large-scale study was conducted with 7,584 board certified practicing physicians. Online validated instruments assessing different aspects of empathy, distress, burnout, altruistic behavior, emotional awareness, and well-being were used. Compassion satisfaction was strongly associated with empathic concern, perspective taking and altruism, while compassion fatigue (burnout and secondary traumatic stress) was more closely related to personal distress and alexithymia. Gender had a highly selective effect on empathic concern, with women displaying higher values, which led to a wide array of negative and devalued feelings. Years of experience did not influence dispositional measures per se after controlling for the effect of age and gender. Participants who experienced compassion fatigue with little to no compassion satisfaction showed the highest scores on personal distress and alexithymia as well as the strongest indicators of compassion fatigue. Physicians who have difficulty regulating their negative arousal and describing and identifying emotions seem to be more prone to emotional exhaustion, detachment, and a low sense of accomplishment. On the contrary, the ability to engage in self-other awareness and regulate one’s emotions and the tendency to help others, seem to contribute to the sense of compassion that comes from assisting patients in clinical practice.

389 citations


Journal ArticleDOI
TL;DR: In this article, the authors examined the interrelationships of role conflict, role ambiguity, work-family conflict, emotional exhaustion, job satisfaction and propensity to leave in a sales environment.
Abstract: Recent research demonstrates that attitudes toward the workplace are influenced by both work and non-work domains. This study examines the inter-relationships of role conflict, role ambiguity, work-family conflict, emotional exhaustion, job satisfaction and propensity to leave in a sales environment. Results indicate that: role conflict is significantly related to emotional exhaustion; work-family conflict is significantly related to both emotional exhaustion and job satisfaction; and, that emotional exhaustion and job satisfaction are related to salesperson propensity to leave. These results support other research indicating the conflict between the work and home domains is highly related to important workplace attitudes and perceptions and suggests that work-family conflict should be included in models examining employee response to the effects of stress.

364 citations


Journal ArticleDOI
TL;DR: In this paper, the authors evaluated the use of classroom-level behavior management strategies that align with School-Wide Positive Behavioral Interventions and Supports (SW-PBIS), and found that teachers with higher rates of general praise were found to report being more efficacious with regard to classroom management.
Abstract: This study evaluated the use of classroom-level behavior management strategies that align with School-Wide Positive Behavioral Interventions and Supports (SW-PBIS). Direct observations of universal classroom management strategies were conducted across 33 elementary classrooms in elementary schools implementing SW-PBIS with high fidelity. Findings indicate that classrooms had posted positively stated classroom rules at high rates, whereas teacher use of specific praise and the ratio of positive to negative interactions were less than optimal. Furthermore, classroom teachers with higher rates of general praise were found to report being more efficacious with regard to classroom management. In turn, teachers in classrooms with higher rates of disruptive behavior reported feeling less efficacious. In addition, teachers with lower rates of positive to negative interaction, who used higher rates of harsh reprimands and had higher rates of disruptions, reported higher levels of emotional exhaustion. Implications for developing supports to assist teachers struggling with universal classroom management strategies are described.

311 citations


Journal ArticleDOI
Mei-Lin Chang1
TL;DR: This article examined teacher emotions within the context of teachers' appraisals and the ways they regulate and cope with their emotions and investigated the adaptive coping and emotion regulation strategies that ease teacher burnout.
Abstract: Compared with other professions, teachers in P-12 schools appear to experience a higher level of emotional exhaustion (see review in Maslach et al. in Ann Rev Psychol 52(1):397, 2001; Schaufeli and Enzmann in The burnout companion to study and practice: a critical analysis, Taylor & Francis, Philadelphia, 1998). The purpose of this study is to examine teacher emotions within the context of teachers’ appraisals and the ways they regulate and cope with their emotions. The study explores teachers’ appraisals of disruptive classroom behavior situations and investigates the adaptive coping and emotion regulation strategies that ease teacher burnout. Data were collected from 492 teachers in the US Midwest and subjected to hypothesis testing using structural equation modeling. The model provides evidence supporting a pathway between teachers’ antecedent judgments and their experience of emotion, as well as providing evidence for how the consequent emotions contribute to teachers’ feelings of burnout. This study further validates the relationships between the appraisals teachers make about an incident and the correlative intensity of emotions. Several hypotheses are either supported or partially supported after testing alternate models. Discussion and implications regarding teacher emotion regulation and coping are provided.

275 citations


Book ChapterDOI
01 Jan 2013
TL;DR: The sense of personal control is the cognitive link between social structural conditions and emotional distress as discussed by the authors, i.e., the perception that one's life is shaped by one's own efforts and actions.
Abstract: The sense of personal control is the cognitive link between social structural conditions and emotional distress. The sense of personal control is the perception that one’s life is shaped by one’s own efforts and actions. Perceived control versus powerlessness is the cognitive imprint of structured inequality, disadvantage, and objective powerlessness, including socioeconomic status and its elements (educational attainment, work, and income); gender, age, neighborhoods, and race/ethnicity. A low sense of personal control in turn leads to depression, anxiety, and anger.

263 citations


Journal ArticleDOI
TL;DR: In this article, the authors examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources.
Abstract: This study aimed to better understand the psychological mechanisms, referred to in the job demands–resources model as the energetic and motivational processes, that can explain relationships between job demands (role overload and ambiguity), job resources (job control and social support), and burnout (emotional exhaustion, depersonalization, and personal accomplishment). Drawing on self-determination theory, we examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources and burnout. Participants were 356 school board employees. Results of the structural equation analyses provide support for our hypothesized model, which proposes that certain job demands and resources are involved in both the energetic and motivational processes—given their relationships with psychological resources—and that they distinctively predict burnout components. Implications for burnout research and management practices are discussed.

263 citations


Journal ArticleDOI
TL;DR: In this paper, a structural meta-analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature.
Abstract: The exponential growth of the service economy has increased the attention that organizational researchers have paid to the concept of emotional labor. Although much progress has been made in the field, few studies have provided an integrated picture of how individual dispositions, perceived display rules, and emotional labor behaviors shape employee outcomes. To clarify and compare results across this growing body of literature, a quantitative review was developed, along with a theoretically derived path diagram of key emotional labor constructs. Evidence from our structural meta-analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature. Results were consistent with the perspective that surface acting emotion regulation strategies have a pattern of negative relationships with work outcomes of job satisfaction and stress/exhaustion (but not with job performance), whereas deep acting emotion regulation strategies have a pattern of positive relationships with all of these work outcomes.

243 citations


Journal ArticleDOI
TL;DR: In this article, a two-wave study examined work engagement as a function of personal resources and emotionally demanding conditions at work and found that personal resources buffer the effect of emotional demands and emotion-rule dissonance on work engagement.
Abstract: This two-wave study examined work engagement as a function of personal resources and emotionally demanding conditions at work. We hypothesized that personal resources (self-efficacy and optimism) buffer the effect of emotional demands and emotion-rule dissonance on work engagement. Furthermore, we expected that emotional demands/dissonance boost the effect of personal resources on work engagement. One-hundred sixty-three employees, who provide service to customers, participated at both measurement times. Analyses supported (a) the buffering hypothesis, since emotional demands and dissonance related negatively to work engagement when self-efficacy - but not optimism - was low, and (b) the boosting hypothesis, since self-efficacy - but not optimism - related positively to engagement particularly when emotional demands and dissonance were high.

231 citations


Journal ArticleDOI
TL;DR: The authentic behaviour of nursing leaders was important to nurses' perceptions of structurally empowering conditions in their work environments, regardless of experience level, and ultimately contributed to lower levels of emotional exhaustion and cynicism.
Abstract: Aim To examine the effect of authentic leadership and structural empowerment on the emotional exhaustion and cynicism of new graduates and experienced acute-care nurses. Background Employee empowerment is a fundamental component of healthy work environments that promote nurse health and retention, and nursing leadership is key to creating these environments. Method In a secondary analysis of data from two studies we compared the pattern of relationships among study variables in two Ontario groups: 342 new graduates with <2 years of experience and 273 nurses with more than 2 years of experience. Results A multi-group path analysis using Structural Equation Modelling indicated an acceptable fit of the final model (χ2 = 17.52, df = 2, P < 0.001, CFI = 0.97, IFI = 0.97 and RMSEA = 0.11). Authentic leadership significantly and negatively influenced emotional exhaustion and cynicism through workplace empowerment in both groups. Conclusions The authentic behaviour of nursing leaders was important to nurses’ perceptions of structurally empowering conditions in their work environments, regardless of experience level, and ultimately contributed to lower levels of emotional exhaustion and cynicism. Implications for nursing management Leadership training for nurse managers may help develop the empowering work environments required in today’s health-care organizations in order to attract and retain nurses.

221 citations


Journal ArticleDOI
TL;DR: In this paper, the authors proposed and tested a research model that investigates emotional exhaustion as a mediator of the effects of work overload, work family conflict, and family work conflict on job embeddedness and job performance.
Abstract: Purpose – The present study seeks to propose and test a research model that investigates emotional exhaustion as a mediator of the effects of work overload, work‐family conflict, and family‐work conflict on job embeddedness and job performance.Design/methodology/approach – The study evaluated the aforementioned relationships using LISREL 8.30 through structural equation modeling (SEM) based on data collected from 110 full‐time frontline hotel employees and their managers in Romania.Findings – The results of SEM suggest that emotional exhaustion functions as a full mediator of the effects of work overload, work‐family conflict, and family‐work conflict on job embeddedness and job performance. Specifically, employees who have heavy workloads and are unable to establish a balance between work (family) and family (work) roles are emotionally exhausted. Such employees in turn are less embedded in their jobs and display poor performance in the service delivery process.Research limitations/implications – In futu...

Journal ArticleDOI
TL;DR: In this paper, the authors examined the extent to which the quality of mentoring and its frequency during the first years of teaching influence teachers' professional competence and well-being and found that mentoring that follows constructivist rather than transmissive principles of learning fosters the growth of teacher efficacy, teaching enthusiasm, and job satisfaction and reduces emotional exhaustion.

Journal ArticleDOI
TL;DR: In this paper, the authors examined the linkage between abusive supervision and work withdrawal from a stress perspective, focusing on the moderating role of subordinates' emotion-regulation strategies and the mediating roles of emotional exhaustion.
Abstract: Drawing upon conservation of resources theory, this research examines the linkage between abusive supervision and work withdrawal from a stress perspective, focusing on the moderating role of subordinates' emotion-regulation strategies and the mediating role of emotional exhaustion. Survey data included 254 ranked officers in 55 workgroups of the Taiwan Ministry of National Defense. The HLM results suggest that subordinates' emotional exhaustion mediated the relationship between abusive supervision and work withdrawal only when subordinates engaged in high-frequency expressive suppression or low-frequency cognitive reappraisal. Theoretical and practical implications are discussed.

Journal ArticleDOI
TL;DR: It is suggested that EE represents the core burnout dimension, and that certain individual and organizational-level correlates are associated with reduced physician burnout; the benefits of directing resources where they are most needed to physicians of different regions and specialties; and a call for research to link physician burnouts with performance.
Abstract: Health care organizations globally realize the need to address physician burnout due to its close linkages with quality of care, retention and migration. The many functions of health human resources include identifying and managing burnout risk factors for health professionals, while also promoting effective coping. Our study of physician burnout aims to show: (1) which correlates are most strongly associated with emotional exhaustion (EE) and depersonalization (DP), and (2) whether the associations vary across regions and specialties. Meta-analysis allowed us to examine a diverse range of correlates. Our search yielded 65 samples of physicians from various regions and specialties. EE was negatively associated with autonomy, positive work attitudes, and quality and safety culture. It was positively associated with workload, constraining organizational structure, incivility/conflicts/violence, low quality and safety standards, negative work attitudes, work-life conflict, and contributors to poor mental health. We found a similar but weaker pattern of associations for DP. Physicians in the Americas experienced lower EE levels than physicians in Europe when quality and safety culture and career development opportunities were both strong, and when they used problem-focused coping. The former experienced higher EE levels when work-life conflict was strong and they used ineffective coping. Physicians in Europe experienced lower EE levels than physicians in the Americas with positive work attitudes. We found a similar but weaker pattern of associations for DP. Outpatient specialties experienced higher EE levels than inpatient specialties when organization structures were constraining and contributors to poor mental health were present. The former experienced lower EE levels when autonomy was present. Inpatient specialties experienced lower EE levels than outpatient specialties with positive work attitudes. As above, we found a similar but weaker pattern of associations for DP. Although we could not infer causality, our findings suggest: (1) that EE represents the core burnout dimension; (2) that certain individual and organizational-level correlates are associated with reduced physician burnout; (3) the benefits of directing resources where they are most needed to physicians of different regions and specialties; and (4) a call for research to link physician burnout with performance.

Journal ArticleDOI
TL;DR: It is believed that high burnout in physicians was due to long working hours and several other factors, like mental depression, the evaluation assessment system, hospital culture, patient-physician relationships, and the environment.
Abstract: Objectives: Our objective was to estimate the incidence of recent burnout in a large sample of Taiwanese physicians and analyze associations with job related satisfaction and medical malpractice experience. Methods: We performed a cross-sectional survey. Physicians were asked to fill out a questionnaire that included demographic information, practice characteristics, burnout, medical malpractice experience, job satisfaction, and medical error experience. There are about 2% of total physicians. Physicians who were members of the Taiwan Society of Emergency Medicine, Taiwan Surgical Association, Taiwan Association of Obstetrics and Gynecology, The Taiwan Pediatric Association, and Taiwan Stroke Association, and physicians of two medical centers, three metropolitan hospitals, and two local community hospitals were recruited. Results: There is high incidence of burnout among Taiwan physicians. In our research, Visiting staff (VS) and residents were more likely to have higher level of burnout of the emotional exhaustion (EE) and depersonalization (DP), and personal accomplishment (PA). There was no difference in burnout types in gender. Married had higher-level burnout in EE. Physicians who were 20~30 years old had higher burnout levels in EE, those 31~40 years old had higher burnout levels in DP, and PA. Physicians who worked in medical centers had a higher rate in EE, DP, and who worked in metropolitan had higher burnout in PA. With specialty-in-training, physicians had higher-level burnout in EE and DP, but lower burnout in PA. Physicians who worked 13-17hr continuously had higher-level burnout in EE. Those with ≥41 times/week of being on call had higher-level burnout in EE and DP. Physicians who had medical malpractice experience had higher-level burnout in EE, DP, and PA. Physicians who were not satisfied with physician-patient relationships had higher-level burnout than those who were satisfied. Conclusion: Physicians in Taiwan face both burnout and a high risk in medical malpractice. There is high incidence of burnout among Taiwan physicians. This can cause shortages in medical care human resources and affect patient safety. We believe that high burnout in physicians was due to long working hours and several other factors, like mental depression, the evaluation assessment system, hospital culture, patient-physician relationships, and the environment. This is a very important issue on public health that Taiwanese authorities need to deal with.

Journal ArticleDOI
TL;DR: The impact of years in the profession, shifts worked, how many women with multiple psychosocial issues were included in their workload and the midwife's level of exercise significantly affected how these midwives dealt with burnout and provided care for women.

Journal ArticleDOI
TL;DR: The authors found that teachers' emotional intelligence has a significant impact on teaching satisfaction and their use of two emotional labor strategies, i.e., deep acting and expression of naturally felt emotions, but it is not a significant predictor of surface acting.

Journal ArticleDOI
TL;DR: Investing in transformational leadership development for supervisors could reduce emotional exhaustion and turnover among public sector mental health providers.
Abstract: Public sector mental health care providers are at high risk for burnout and emotional exhaustion which negatively affect job performance and client satisfaction with services. Few studies have examined ways to reduce these associations, but transformational leadership may have a positive effect. We examine the relationships between transformational leadership, emotional exhaustion, and turnover intention in a sample of 388 community mental health providers. Emotional exhaustion was positively related to turnover intention, and transformational leadership was negatively related to both emotional exhaustion and turnover intention. Transformational leadership moderated the relationship between emotional exhaustion and turnover intention, indicating that having a transformational leader may buffer the effects of providers’ emotional exhaustion on turnover intention. Investing in transformational leadership development for supervisors could reduce emotional exhaustion and turnover among public sector mental health providers.

Journal Article
TL;DR: In a recent survey, the authors of as discussed by the authors found that teachers experience high levels of stress, negative perceptions of their school environments, and problems in the social, emotional, and behavioral areas, such as bullying, conflicts with peers, and externalizing and internalizing mental health problems.
Abstract: "I yelled at my students too much today." "I thought I was going to lose it when Nick acted up in class again." "I'm so stressed out that I don't want to teach tomorrow." Statements like these are all too familiar to educators. What teacher or administrator hasn't felt stresses that make it difficult to focus on teaching and learning? Who hasn't needed to call on a deep well of social and emotional resources to overcome those challenges? In the current national focus on teacher quality, the essential role of teachers' social and emotional competencies is often overlooked. But ask educators when they need those competencies and they'll likely respond "every day." And ask students to describe the teachers who most influenced them and why, and their answers will likely include qualities in the social and emotional area -- the ability to listen and empathize, pick up on a subtle social cue, find a student's hidden strength, or model calm under stress. These educators and students know intuitively what research has shown: Social and emotional competencies influence everything from teacher-student relationships to classroom management to effective instruction to teacher burnout. There is good reason to believe that social and emotional competencies like managing emotions and stress are needed more to-day than ever before. The latest MetLife Survey of the American Teacher found unprecedented levels of stress and dissatisfaction among teachers and principals, with just over half of teachers reporting "great stress at least several days a week." Students, too, report high levels of stress, negative perceptions of their school environments, and problems in the social, emotional, and behavioral areas, such as bullying, conflicts with peers, and externalizing and internalizing mental health problems (O'Connell, Boat, & Warner, 2009). And student and teacher stress can fuel each other in many ways. Practices and policies to support and foster educators' social and emotional competencies are fundamental to addressing these challenges. Schools must overcome the false assumption that all educators naturally possess these abilities in equal measure. As with other competencies, they can be built through coaching and other forms of support. At the core of these approaches is a clear understanding of social and emotional learning (SEL), recognition of SEL's effect on teaching and learning, and openness to innovation and shifts in school culture. Getting concrete about SEL Social and emotional learning has often been an umbrella term for a wide range of competencies from emotional intelligence to social competence to self-regulation. SEL competencies encompass three areas: Emotional processes include understanding and labeling feelings accurately; regulating emotions and behaviors for the situation (e.g., calmly sorting through a disagreement rather than storming out of a faculty meeting when angry); taking another's perspective, and displaying empathy. Social/interpersonal skills include understanding social cues (such as body language and tone of voice); correctly attributing the intent of others' behaviors (e.g., understanding a student's defiance as a desire for independence rather than a personal insult); interacting positively with students and other adults, and acting in prosocial ways (e.g., offering help and kind words). Cognitive regulation includes maintaining attention and focus; engaging working memory, inhibiting impulses that are not appropriate to the situation (e.g., not yelling at a student or using sarcasm out of frustration), and flexibly shifting gears when needed (e.g., trying a new approach when an instructional strategy is not working). For all adults, some of these skills come naturally, while others require ongoing effort. SEL competencies develop in a complicated set of interactions and settings from birth into adulthood. …

Journal ArticleDOI
TL;DR: Both men’ and women’s health is negatively affected by the phenomenon of work–family conflict, despite the fact that women experience conflict between work and family life slightly more often than men.
Abstract: Background: Research has suggested that gender is related to perceptions of work–family conflict (WFC) and an underlying assumption is that interference of paid work with family life will burden women more than men. There is, however, mixed evidence as to whether men and women report different levels of WFC. Even less studies investigate gender differences in health outcomes of WFC. Also the number of longitudinal studies in this field is low. Methods: Based on the Swedish Longitudinal Occupational Survey of Health, we prospectively examined the effects of WFC on three different health measures representing a wide spectrum off ill health (i.e. self-rated health, emotional exhaustion and problem drinking). Logistic regression analyses were used to analyse multivariate associations between WFC in 2008 and health 2 years later. Results: The results show that WFC was associated with an increased risk of emotional exhaustion among both men and women. Gender differences are suggested as WFC was related to an increased risk for poor self-rated health among women and problem drinking among men. Interaction analyses revealed that the risk of poor self-rated health was substantially more influenced by WFC among women than among men. Conclusions: We conclude that, despite the fact that women experience conflict between work and family life slightly more often than men, both men’s and women’s health is negatively affected by this phenomenon.

Journal ArticleDOI
TL;DR: The results of this study suggest that, particularly under high time pressure, transformational leadership is an important factor for both employees' work-life balance and exhaustion.
Abstract: The objective of this article is to investigate transformational leadership as a potential moderator of the negative relationship of time pressure to work-life balance and of the positive relationship between time pressure and exhaustion. Recent research regards time pressure as a challenge stressor; while being positively related to motivation and performance, time pressure also increases employee strain and decreases well-being. Building on the Job Demand-Resources model, we hypothesize that transformational leadership moderates the relationships between time pressure and both employees' exhaustion and work-life balance such that both relationships will be weaker when transformational leadership is higher. Of seven information technology organizations in Germany, 262 employees participated in the study. Established scales for time pressure, transformational leadership, work-life balance, and exhaustion were used, all showing good internal consistencies. The results support our assumptions. Specifically, we find that under high transformational leadership the impact of time pressure on exhaustion and work-life balance was less strong. The results of this study suggest that, particularly under high time pressure, transformational leadership is an important factor for both employees' work-life balance and exhaustion.

Journal ArticleDOI
TL;DR: The results of a structural equation analysis indicated that job demands and job resources could affect emotional exhaustion and safety compliance, and thus influence the occurrence of injuries and near-misses.

Journal ArticleDOI
TL;DR: This article investigated the role of career competencies as a mediator in the job Demands -Resources model and found that career competency is positively related to job resources and work engagement, but not to job demands and emotional exhaustion.

Journal ArticleDOI
TL;DR: Burnout mean scores are relatively low, but high burnout scores are correlated with vulnerable personality, low job satisfaction, and high degree of job stress.
Abstract: Introduction. Nurses and physicians working in the intensive care unit (ICU) may be exposed to considerable job stress. The study aim was to assess the level of and the relationship between (1) job satisfaction, (2) job stress, and (3) burnout symptoms. Methods. A cross-sectional study was performed at ICUs at Oslo University Hospital. 145 of 196 (74%) staff members (16 physicians and 129 nurses) answered the questionnaire. The following tools were used: job satisfaction scale (scores 10-70), modified Cooper's job stress questionnaire (scores 1-5), and Maslach burnout inventory (scores 1-5); high score in the dimension emotional exhaustion (EE) indicates burnout. Personality was measured with the basic character inventory. Dimensions were neuroticism (vulnerability), extroversion (intensity), and control/compulsiveness with the range 0-9. Results. Mean job satisfaction among nurses was 43.9 (42.4-45.4) versus 51.1 (45.3-56.9) among physicians, P < 0.05. The mean burnout value (EE) was 2.3 (95% CI 2.2-2.4), and mean job stress was 2.6 (2.5-2.7), not significantly different between nurses and physicians. Females scored higher than males on vulnerability, 3.3 (2.9-3.7) versus 2.0 (1.1-2.9) (P < 0.05), and experienced staff were less vulnerable, 2.7 (2.2-3.2), than inexperienced staff, 3.6 (3.0-4.2) (P < 0.05). Burnout (EE) correlated with job satisfaction (r = -0.4, P < 0.001), job stress (r = 0.6, P < 0.001), and vulnerability (r = 0.3, P = 0.003). Conclusions. The nurses were significantly less satisfied with their jobs compared to the physicians. Burnout mean scores are relatively low, but high burnout scores are correlated with vulnerable personality, low job satisfaction, and high degree of job stress.

Journal ArticleDOI
TL;DR: One hundred employees of a UK government department were randomly assigned to one of two conditions: (1) a worksite, group-based, CBT intervention called Acceptance and Commitment Therapy (ACT; n = 43), which aimed to increase participants’ psychological flexibility; and, (2) a waitlist control group (control, n = 57), the ACT group received three half-day sessions of training spread over two and a half months.
Abstract: One hundred employees of a UK government department were randomly assigned to one of two conditions: (1) a worksite, group-based, CBT intervention called Acceptance and Commitment Therapy (ACT; n = 43), which aimed to increase participants’ psychological flexibility; and, (2) a waitlist control group (control; n = 57). The ACT group received three half-day sessions of training spread over two and a half months. Data were collected at baseline (T1), at the beginning of the second (T2) and third (T3) workshops, and at six months follow-up (T4). Consistent with ACT theory, analyses revealed that, in comparison to the control group, a significant increase in psychological flexibility from T2 to T3 in the ACT group mediated the subsequent T2 to T4 decrease in emotional exhaustion in the ACT group. Consistent with a theory of emotional burnout development, this significant decrease in emotional exhaustion from T2 to T4 in the ACT group prevented the significant T3 to T4 increase in depersonalization seen in the control group. Strain also decreased from T2 to T3 in the ACT group, only, but no mediator of that improvement was identified. Discussion focuses on implications for theory and practice in the fields of ACT and emotional burnout.

Journal ArticleDOI
TL;DR: Wang et al. as mentioned in this paper investigated the effects of HPWS on the major dimensions of work-related well-being, such as emotional exhaustion, work engagement and job satisfaction.
Abstract: This study addresses the recent call to restore employees' well-being to the centre of high-performance work system (HPWS) research through investigating the effects of HPWS on the major dimensions of work-related well-being, such as emotional exhaustion, work engagement and job satisfaction. Based on data collected from a sample of 207 clinicians (medical practitioners and nurses) and administration staff in six Chinese hospitals, we introduced the perceived nature of the employee–employer relationship as a moderator to understand the complex mechanisms through which HPWS may influence employee well-being. Given that China's health care system is one of the most market-orientated systems in the world, the Chinese health care context provides an ideal site to study the implications of HR practices for employees. The findings demonstrated that HPWS may lead to work engagement or emotional exhaustion, depending on employee perceptions about the nature of the employee–employer relationship. The economic exch...

Journal ArticleDOI
TL;DR: Findings indicate that programs for nurses need to be created that will help reduce expectations for surface acting and control job-related stress, thus preventing the development of depressive symptoms.
Abstract: Purpose:The purpose was to examine the relationship between job-related stress, emotional labor, and depressive symptoms among South Korean nurses in order to suggest practical methods for their management, prevention, and reduction.Design:A cross-sectional, descriptive study design was used

Journal ArticleDOI
TL;DR: In this paper, the authors investigate three forms of justice (distributive, procedural, and interactional justice) and two sources of support (from organizations and supervisors) as they influence the development of three dimensions of burnout (emotional exhaustion, depersonalization, and diminished accomplishment) and subsequent forms of attitudinal withdrawal (organizational commitment and turnover intentions) and behavioral withdrawal (turnover).
Abstract: We propose and test a comprehensive model of burnout, as influenced by justice and support, and as it impacts the turnover process. Deriving our conceptual model from conservation of resources theory, augmented by several domain-specific theories, we investigate three forms of justice (distributive, procedural, and interactional justice) and two sources of support (from organizations and supervisors) as they influence the development of three dimensions of burnout (emotional exhaustion, depersonalization, and diminished accomplishment) and subsequent forms of attitudinal withdrawal (organizational commitment and turnover intentions) and behavioral withdrawal (turnover). In a study of 343 social workers, our theoretical path model was well-supported, providing increased understanding of the distinct roles of each form of justice and support in the development of burnout and the subsequent turnover process. Theoretical contributions and implications in the areas of justice, burnout, and turnover are discussed.

Journal ArticleDOI
TL;DR: Preventive and interventive programmes to avoid and reduce burnout syndrome are of paramount importance in the future organization of ICUs and should take the above results into account.
Abstract: Background: The provision of Intensive Care (IC) can lead to a health care provider’s physical, psychological and emotional exhaustion, which may develop into burnout. We notice the absence of specific studies regarding this syndrome in Portuguese Intensive Care Units (ICUs). Our main objective is to study the incidence and risk factors of burnout in Portuguese ICUs. Methods: A self-fulfilment questionnaire containing 3 items: (i) socio-demographic data of the study population; (ii) experiences in the workplace; (iii) Maslach Burnout Inventory (MBI) - was applied to evaluate the influence of distinct factors on the prevalence of burnout among physicians and nurses working in ICUs. Results: Three hundred professionals (82 physicians and 218 nurses) from ten ICUs were included in the study, out of a total of 445 who were eligible. There was a high rate of burnout among professionals working in Portuguese ICUs, with 31% having a high level of burnout. However, when burnout levels among nurses and physicians were compared, no significant difference was found. Using multivariate analysis, we identified gender as being a risk factor, where female status increases the risk of burnout. In addition, higher levels of burnout were associated with conflicts and ethical decision making regarding withdrawing treatments. Having a temporary work contract was also identified as a risk factor. Conversely, working for another service of the same health care institution acts as a protective factor. Conclusions: A high rate of burnout was identified among professionals working in Portuguese ICUs. This study highlights some new risk factors for burnout (ethical decision making, temporary work contracts), and also protective ones (maintaining activity in other settings outside the ICU) that were not previously reported. Preventive and interventive programmes to avoid and reduce burnout syndrome are of paramount importance in the future organization of ICUs and should take the above results into account.

Journal ArticleDOI
TL;DR: In this article, the authors developed a model to describe the role of coping mechanisms and support experienced throughout the transition process and found that as participants continued through their transitions, emotional hardships lessened and they used facilitative coping mechanisms that in turn led to affirmative emotional experiences.
Abstract: Eighteen transgender-identified individuals participated in semi-structured interviews regarding emotional and coping processes throughout their gender transition. The authors used grounded theory to conceptualize and analyze the data. There were three distinct phases through which the participants described emotional and coping experiences: (a) pretransition, (b) during the transition, and (c) posttransition. Five separate themes emerged, including descriptions of coping mechanisms, emotional hardship, lack of support, positive social support, and affirmative emotional experiences. The authors developed a model to describe the role of coping mechanisms and support experienced throughout the transition process. As participants continued through their transitions, emotional hardships lessened and they used facilitative coping mechanisms that in turn led to affirmative emotional experiences. The results of this study are indicative of the importance of guiding transgender individuals through facilitative co...