ORCID Profile
0000-0001-5680-0363
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Deakin University
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Publisher: American Psychological Association (APA)
Date: 08-2015
DOI: 10.1037/CAP0000032
Publisher: SAGE Publications
Date: 10-1994
DOI: 10.1177/001872679404701004
Abstract: A model of mid-career training decisions was examined in a survey of 270 occupational health nurses in the U.K. The model proposed that distinct factors define the facilitation and deterrence of educational involvement, each of which has an impact on employees' interest in pursuing educational programs. Educational interest mediated the impact of facilitators and deterrents on participation in both formal educational programs and autodidaxy. Situational and personal characteristics of employees predicted participation as well. The existence of a training department within the organization and the availability of collegial support also had an impact on actual training involvement, but not on nurses' interest in pursuing training. The article discusses influence of organizational context on the development of professional efficacy through mid-career training. It considers as well suggestions for educational policy for organizations employing occupational health nurses and for the nursing profession.
Publisher: Wiley
Date: 23-05-2017
DOI: 10.1002/SMI.2763
Abstract: Burnout has been disproportionally reported in child protection social work. This paper presents data from 162 child protection staff in Northern Ireland, assessed for burnout using the Maslach Burnout Inventory. Path models were estimated, based on an extension of the two-process demands and values model (Leiter, ) to include additional measures of resilience using the Resilience Scale-14, as well as perceived rewards and sense of community from the Areas of Work Life Scale (Leiter, ). Optimal model fit was achieved by modelling resilience as a mediator of the relationship between organizational factors of control and value congruence and burnout. Resilience also directly predicted emotional exhaustion (β = -.23, p < .005) and personal accomplishment (β = .46, p < .001). Workload was the strongest direct predictor of emotional exhaustion (β = -.54, p < .001). Adding perceived rewards to extend the two-process model resulted in moderate associations with control (β = .44, p < .001), workload (β = .26, p < .005), fairness (β = .40, p < .001), and values (β = .32, p < .001). In the final model, resilience is modelled as both an outcome of some organizational factors whilst also making a unique direct contribution to explaining burnout alongside other organizational factors. Other pathways and mediating relationships are reported and further research directions discussed.
Publisher: Hindawi Limited
Date: 25-10-2013
DOI: 10.1111/J.1365-2834.2012.01451.X
Abstract: Our aim was to investigate direct-care nurses' interests in formal management roles and factors that facilitate their decision-making. Based on a projected shortage of nurses by 2022, the profession could be short of 4200 nurse managers in Canada within the next decade. However, no data are currently available that identify nurses' interests in assuming manager roles. Using focus group methodology, we conducted 18 focus groups with 125 staff nurses and managers in four regions across Canada. Major themes and subthemes influencing nurses' decisions to pursue management roles included personal demographic (education, age, clinical experience and life circumstances), personal disposition (leadership skills, intrinsic rewards and professional commitment) and situation (leadership development opportunities, manager role perceptions and presence of mentors). Although nurses see management roles as positive opportunities, they did not perceive the rewards to be great enough to outweigh their concerns. Findings suggested that organizations need to provide support, leadership development and succession opportunities and to redesign manager roles for optimum success. Leaders need to ensure that they convey positive images of manager roles and actively identify and support staff nurses with leadership potential.
Publisher: FapUNIFESP (SciELO)
Date: 2020
Abstract: Abstract There is growing interest on the relationship between attachment and work- or career-related decisions. However, to this date, there are no scientific reports assessing adult attachment in work environment in Brazilian s les. This study aimed to adapt and collect psychometric evidence from the Short Work Attachment Measure for Brazilian Portuguese. A total of 450 adults (62.2% women mean age = 23.8 years old) from a Southeastern state of Brazil participated in this research. Exploratory and confirmatory factorial procedures replicated the original version of the two-dimensional structure of the measure. The McDonald’s Omega accuracy indicators were higher than 0.78 for the instrument. Evidence of convergent validity was observed with a measure of attachment to romantic relationships and life satisfaction. We concluded that the Brazilian version of SWAM presents adequate psychometric properties
Publisher: Informa UK Limited
Date: 07-09-2017
DOI: 10.1080/10803548.2017.1367558
Abstract: Employees working in the hospitality industry are constantly exposed to occupational stressors that may lead employees into experiencing burnout syndrome. Research addressing the interactive effects of control, community and value congruence to alleviate the impact of workplace demands on experiencing burnout is relatively limited. The present study examined relationships among control, community and value congruence, workplace demands and the three components of burnout. A s le of 418 employees working in a variety of hospitality associations including restaurants and hotels in Spain were recruited. Moderation analyses and linear regressions analyzed the predictive power of control, community and value congruence as moderating variables. Results indicate that control, community and value congruence were successful buffers in the relationships between workplace demands and the burnout dimensions. The present findings offer suggestions for future research on potential moderating variables, as well as implications for reducing burnout among hospitality employees.
Publisher: AOSIS
Date: 22-04-2016
Abstract: Orientation: Workplace incivility holds consequences for both in iduals and organisations. Managers are becoming increasingly aware of this phenomenon. Currently, there is no workplace incivility scale validated for use within the South African context. Research purpose: To investigate the reliability and validity of the adapted workplace incivility scale by Leiter and colleagues for use within South Africa. Motivation for the study: As it is currently difficult to measure workplace incivility within the South African context because of the lack of a valid and reliable scale, it is necessary to validate such a scale.Research design, approach and method: A cross-sectional research approach was used for the study. Convenience s ling (N = 345) was used within the South African banking industry. Specifically, the factor structure, convergent validity, discriminant validity and predictive validity were investigated in order to establish the overall validity of the scale. Main findings: The results confirmed that the scale showed a three-factor structure as bestfitting with acceptable reliability coefficients. Furthermore, discriminant validity could be shown between workplace incivility and workplace bullying, that is, supporting that these two constructs are not the same phenomenon. In terms of relationships, colleague incivility did not significantly predict any of the outcome variables and instigated incivility only being a negative predictor of job satisfaction and a borderline statistically significant negative predictor of work engagement. However, supervisor incivility predicted all the outcomes negatively. Practical/Managerial implications: Based on the results, workplace incivility should be addressed because of the harmful effects it can have, not only on employees but also on organisations. It is therefore necessary for managers to create awareness of workplace incivility in order to ensure that it does not integrate within the organisational culture and affect in idual and organisational performance. Contribution/Value-add: The study contributes to the limited research available in South Africa regarding workplace incivility by providing a scale that is valid and reliable.
Publisher: MDPI AG
Date: 11-07-2018
Publisher: American Psychological Association (APA)
Date: 04-2016
DOI: 10.1037/A0039670
Abstract: Even though work-related factors have been found to play a crucial role in predicting presenteeism, studies investigating established theoretical frameworks of job design features and, in particular, underlying mechanisms are still very scarce. The objective of this study was to investigate the influence of the areas of work life according to the Areas of Worklife Scale (AWS Leiter & Maslach, 2004) on presenteeism. We examined mental and physical health as the underlying process of this relationship and assessed 2 presenteeism outcome measures and their relationship to each other-that is, the frequency of acts of presenteeism and work productivity. Using a cross-sectional design, the study was conducted in a s le of 885 employees from German public service. Results showed that the influence of some, but not all, areas of work life (workload, control, reward, and values) on both acts of presenteeism and health-related lost productivity was mediated by health indicators (well-being and musculoskeletal complaints). Moreover, we found a relationship between health-related lost productivity and acts of presenteeism. The present research clarifies the importance of work-related factors as antecedents of sickness presenteeism. The findings of our study also emphasize the necessity to include both acts of presenteeism and health-related lost productivity in presenteeism research and prevention. Presenteeism should be included as a measure in health prevention interventions because it reflects a crucial part of employee health that is not covered by other measures.
Publisher: Informa UK Limited
Date: 11-1994
Publisher: American Psychiatric Association Publishing
Date: 08-2016
DOI: 10.1176/APPI.PS.201500220
Abstract: Prior research found preliminary effectiveness for Burnout Reduction: Enhanced Awareness, Tools, Handouts, and Education (BREATHE), a daylong workshop for reducing burnout among behavioral health providers. Using a longer follow-up compared with prior research, this study compared the effectiveness of BREATHE and a control condition. Behavioral health providers (N=145) from three U.S. Department of Veterans Affairs facilities and two social service agencies were randomly assigned to BREATHE or person-centered treatment planning. Burnout and other outcomes were compared across groups over time. Analyses yielded no significant differences between groups. However, BREATHE participants showed small but statistically significant improvements in cynicism (six weeks) and in emotional exhaustion and positive expectations for clients (six months). Participants in the control condition showed no significant changes over time. Although it did not demonstrate comparative effectiveness versus a control condition, BREATHE could be strengthened and targeted toward both distressed providers and their organizations.
Publisher: Emerald
Date: 19-06-2009
DOI: 10.1108/13620430910966406
Abstract: The purpose of this paper is to focus on the career of the burnout concept itself, rather than reviewing research findings on burnout. The paper presents an overview of the concept of burnout. The roots of the burnout concept seem to be embedded within broad social, economic, and cultural developments that took place in the last quarter of the past century and signify the rapid and profound transformation from an industrial society into a service economy. This social transformation goes along with psychological pressures that may translate into burnout. After the turn of the century, burnout is increasingly considered as an erosion of a positive psychological state. Although burnout seems to be a global phenomenon, the meaning of the concept differs between countries. For instance, in some countries burnout is used as a medical diagnosis, whereas in other countries it is a non‐medical, socially accepted label that carries a minimum stigma in terms of a psychiatric diagnosis. The paper documents that the exact meaning of the concept of burnout varies with its context and the intentions of those using the term.
Publisher: Wiley
Date: 2010
Publisher: Hindawi Limited
Date: 21-10-2010
DOI: 10.1111/J.1365-2834.2010.01139.X
Abstract: To test whether incivility at work exacerbates the relationship between stressors and strain for hospital workers. A climate of incivility and disrespect among colleagues was expected to heighten the impact of work stressors on the mental and physical health of care providers. Members of 17 care-providing units from five hospital systems in Canada completed surveys, before and after a civility intervention (eight intervention vs. nine comparison units). Analyses tested whether (1) incivility moderated the stressor-strain relationship at baseline (n=478), and (2) the stressor-strain relationship decreased for the intervention units relative to comparison units 6 months later (n=361). (1) Pre-intervention, in iduals reporting more incivility on their unit showed a stronger stressor-strain relationship. (2) The negative relationship between work overload and mental health was mitigated among intervention group staff 6 months after the introduction of a colleague-based civility programme. Besides being a stressor itself, incivility exacerbates the relationship between existing job role stressors and strain among health care workers. Colleague civility and respect have an important ripple effect of buffering inevitable work stressors, helping health care providers respond to stress with greater health and resiliency.
Publisher: Wiley
Date: 06-2016
DOI: 10.1002/WPS.20311
Publisher: Wiley
Date: 17-09-2012
DOI: 10.1111/J.1365-2702.2012.04255.X
Abstract: To examine the prevalence of aggression against healthcare professionals and to determine the possible impact that violent episodes have on healthcare professionals in terms of loss of enthusiasm and involvement towards work. The objective was to analyse the percentage of occupational assault against professionals' aggression in different types of healthcare services, differentiating between physical and verbal aggression as a possible variable in detecting burnout in doctors and nursing professionals. Leiter and Maslach have explored a double process model of burnout not only based on exhaustion by overload, but also based on personal and organisational value conflicts (community, rewards or values). Moreover, Whittington has obtained conclusive results about the possible relationship between violence and burnout in mental health nurses. A retrospective study was performed in three hospitals and 22 primary care centres in Spain (n = 1·826). Through different questionnaires, we have explored the relationship between aggression suffered by healthcare workers and burnout. Eleven percent of respondents had been physically assaulted on at least one occasion, whilst 34·4% had suffered threats and intimidation on at least one occasion and 36·6% had been subjected to insults. Both forms of violence, physical and non-physical aggression, showed significant correlations with symptoms of burnout (emotional exhaustion, depersonalisation and inefficacy). The survey showed evidence of a double process: (1) by which excess workload helps predict burnout, and (2) by which a mismatch in the congruence of values, or interpersonal conflict, contributes in a meaningful way to each of the dimensions of burnout, adding overhead to the process of exhaustion-cynicism-lack of realisation. Relevance to clinical practice. Studies indicate that health professionals are some of the most exposed to disorders steaming from psychosocial risks and a high comorbidity: anxiety, depression, etc. There is a clear need for accurate instruments of evaluation to detect not only the burnout but also the areas that cause it. Professional exhaustion caused by aggression or other factors can reflect a deterioration in the healthcare relationship.
Publisher: SAGE Publications
Date: 03-1994
Abstract: A study of 473 members of the Canadian Forces (232 men and 241 women) found considerable differences between men and women in levels of burnout, organizational commitment, and psychosomatic symptoms. Work environments into which women had been recently introduced were considered by both men and women to be impoverished in terms of support systems. Women found these environments to provide fewer coping resources. The results supported a prediction that supportive collegial relationships were of greater salience to women than to men, and that women were more concerned with issues of powerlessness when confronting organizational problems. The use of a multi-group LISREL analysis permitted a more extensive investigation of similarities and differences in the way men and women experience the military as a workplace. Implications for the development of a comprehensive model of occupational stress are discussed.
Publisher: Informa UK Limited
Date: 07-1992
Publisher: SAGE Publications
Date: 11-1990
DOI: 10.1177/001872679004301102
Abstract: Mental health workers (N= 122) provided information regarding burnout, coping styles, and resources in their work setting and their family. Resources from both work setting and family were found to be related to subsequent levels of burnout at a 6-month interval. A LISREL model testing procedure provided support for the hypothesis that each resource area, family, work setting, and coping style, was independently related to changes in burnout over time. Each of the three aspects of psychological burnout showed a distinct relationship with the resource measures. Emotional exhaustion was related only to family resources, while depersonalization was related to both work-setting and family resources. Diminished personal accomplishment was not related to family resources, but was related to both work-setting resources and coping styles. The implications of the results for including family coping in a model of burnout and occupational stress are discussed.
Publisher: SAGE Publications
Date: 19-02-2014
Abstract: This study meta-analytically examines correlations between dimensions of work–nonwork conflict (work-to-nonwork and nonwork-to-work conflict) and burnout subscales (exhaustion, depersonalization/cynicism), with a special emphasis on the role of moderating variables. The meta-analysis is based on 220 coefficients from 91 s les with a total of 51,700 participants and employs a random-effects model. Primary studies relied on s les of working adults from different cultural backgrounds. Our results revealed that both directions of work–nonwork conflict were strongly related to emotional exhaustion as well as to cynicism (ρ between .34 and .61). The correlations were shown to be moderated differentially by gender, age, marital and parental status as well as by cultural background. Meta-analyses based on primary studies with multi-wave designs indicated that work interfering with nonwork and exhaustion have equal reciprocal effects when considering zero-order correlations. However, within meta-analytical structural equation modeling, cross-lagged relations between work-to-nonwork conflict and exhaustion across time did not improve the prediction of outcomes at Time 2 above the influence of stability coefficients.
Publisher: Ovid Technologies (Wolters Kluwer Health)
Date: 05-2006
DOI: 10.1097/00005110-200605000-00019
Abstract: To test a theoretical model of professional nurse work environments linking conditions for professional nursing practice to burnout and, subsequently, patient safety outcomes. The 2004 Institute of Medicine report raised serious concerns about the impact of hospital restructuring on nursing work environments and patient safety outcomes. Few studies have used a theoretical framework to study the nature of the relationships between nursing work environments and patient safety outcomes. Hospital-based nurses in Canada (N = 8,597) completed measures of worklife (Practice Environment Scale of the Nursing Work Index), burnout (Maslach Burnout Inventory-Human Service Scale), and their report of frequency of adverse patient events. Structural equation modeling analysis supported an extension of Leiter and Laschinger's Nursing Worklife Model. Nursing leadership played a fundamental role in the quality of worklife regarding policy involvement, staffing levels, support for a nursing model of care (vs medical), and nurse hysician relationships. Staffing adequacy directly affected emotional exhaustion, and use of a nursing model of care had a direct effect on nurses' personal accomplishment. Both directly affected patient safety outcomes. The results suggest that patient safety outcomes are related to the quality of the nursing practice work environment and nursing leadership's role in changing the work environment to decrease nurse burnout.
Publisher: Institute of Electrical and Electronics Engineers (IEEE)
Date: 2010
Publisher: Wiley
Date: 20-09-2013
DOI: 10.1002/JOB.1830
Publisher: SAGE Publications
Date: 1986
DOI: 10.1177/002188638602200107
Abstract: This article discusses a study that investigated burnout as a function of aspects of role structure for people working in the field of human services. The subjects, the staff of a residential rehabilitation and mental health center, completed a six-item questionnaire, the Maslach Burnout Inventory, and the Least Preferred Coworker Scale. The relationships of accuracy, concentration of social support network, mutual references, and motivational hierarchy were analyzed in three multiple regressions with emotional exhaustion, personal accomplishment, and depersonalization. Emotional exhaustion wasfound to have occurred less often when a person's social support network within the setting was not concentrated solely within the formal work subgroup, personal accomplishment was enhanced by an ambiguous role structure, and depersonalization was found to be related primarily to a person s values toward personal relationships and work and to be more prevalent among those with concentrated support networks and ambiguously structured roles.
Publisher: Hindawi Limited
Date: 04-2009
DOI: 10.1111/J.1365-2834.2009.01004.X
Abstract: This study tested whether the mediation model of burnout could predict nurses' turnover intentions. A better understanding of what factors support a commitment to a nursing career could inform both policies and workplace practices. The mediation model of burnout provides a way of linking the quality of a nurse's worklife to various outcomes, such as turnover. Data on areas of worklife, burnout, and turnover intentions were collected by surveying 667 Canadian nurses in the Atlantic Provinces. The findings supported the mediation model of burnout, in which areas of worklife predicted burnout, which in turn predicted turnover intentions. Cynicism was the key burnout dimension for turnover, and the most critical areas of worklife were value conflicts and inadequate rewards. The results of this study provide some new insights into how the intention of nurses to leave their job is related to particular aspects of their worklife and to burnout. These results suggest what may be the most appropriate areas to target for interventions to reduce the risk of nurses exiting early from their chosen career.
Publisher: Wiley
Date: 11-12-2009
Publisher: Elsevier BV
Date: 11-1998
DOI: 10.1016/S0277-9536(98)00207-X
Abstract: This study examined the relationships of nurse burnout, intention to quit, and meaningfulness of work as assessed on a staff survey with patient satisfaction with nursing care, physician care, information provided and coordination of care, and outcomes of the hospital stay assessed post-discharge. Sixteen inpatient units from two hospital sites formed the data base and included 605 patients and 711 nurses. Patients' perceptions of the quality of each of the four care dimensions corresponded to the relationships nurses had with their work. Patients on units where nurses found their work meaningful were more satisfied with all aspects of their hospital stay. Patients who stayed on units where nursing staff felt more exhausted or more frequently expressed the intention to quit were less satisfied with the various components of their care. Although nurse cynicism was reflected in lower patient satisfaction with interactions with nursing staff, the correlations between cynicism and other aspects of care fell below statistical significance. No significant correlations were found between nurse professional efficacy and any of the patient satisfaction components measured. The implications of the relationship between patient satisfaction and nurses' perception of their work is discussed.
Publisher: Ovid Technologies (Wolters Kluwer Health)
Date: 11-2012
Publisher: Elsevier BV
Date: 05-2016
DOI: 10.1016/J.IJNURSTU.2016.01.005
Abstract: As the nursing profession ages, new graduate nurses are an invaluable health human resource. The purpose of this study was to investigate factors influencing new graduate nurses' successful transition to their full professional role in Canadian hospital settings and to determine predictors of job and career satisfaction and turnover intentions over a one-year time period in their early employment. A national two-wave survey of new graduate nurses across Canada. A random s le of 3906 Registered Nurses with less than 3 years of experience currently working in direct patient care was obtained from the provincial registry databases across Canada. At Time 1, 1020 of 3743 eligible nurses returned completed questionnaires (usable response rate=27.3%). One year later, Time 1 respondents were mailed a follow-up survey 406 returned a completed questionnaire (response rate=39.8%). Surveys containing standardized questionnaires were mailed to participants' home address. Descriptive statistics, correlations, and hierarchical linear regression analyses were conducted using SPSS software. Overall, new graduate nurses were positive about their experiences and committed to nursing. However, over half of new nurses in the first year of practice reported high levels of emotional exhaustion and many witnessed or experienced incivility (24-42%) at work. Findings from hierarchical linear regression analyses revealed that situational and personal factors explained significant amounts of variance in new graduate nurses' job and career satisfaction and turnover intentions. Cynicism was a significant predictor of all four outcomes one year later, while Psycap predicted job and career satisfaction and career turnover intentions. Results provide a look into the worklife experiences of Canadian new graduate nurses over a one-year time period and identify factors that influence their job-related outcomes. These findings show that working conditions for new graduate nurses are generally positive and stable over time, although workplace mistreatment is an issue to be addressed.
Publisher: MDPI AG
Date: 29-03-2021
Abstract: Employed people (N = 826) completed questionnaires including the Social Encounters Scale that assessed civility, incivility, and intimidation from supervisors, coworkers, and respondents on identical frequency scale. Factor analyses, correlations, and profile analysis addressed the first research question by demonstrating the benefits of assessing various dimensions of workplace social dynamics on a common rating scale. A subs le (N = 275 completed a second survey, confirming consistency over time. To address the second research question a Latent Profile Analysis (LPA) identified five social profiles: Civil, Low Contact, Uncivil Coworkers, Uncivil Supervisor, and Uncivil. These profiles were associated with distinct perceptions of the work environment, addressing the third research question. To address the fourth research question, crosstabulation with a profile structure based on the Maslach Burnout Scale demonstrated close links of workplace social culture with psychological connections with work.
Publisher: Psychology Press
Date: 27-06-2014
Publisher: Informa UK Limited
Date: 1992
Publisher: American Psychological Association (APA)
Date: 2008
DOI: 10.1037/0021-9010.93.3.498
Abstract: A longitudinal study predicted changes in burnout or engagement a year later by identifying 2 types of early indicators at the initial assessment. Organizational employees (N = 466) completed measures of burnout and 6 areas of worklife at 2 times with a 1-year interval. Those people who showed an inconsistent pattern at Time 1 were more likely to change over the year than were those who did not. Among this group, those who also displayed a workplace incongruity in the area of fairness moved to burnout at Time 2, while those without this incongruity moved toward engagement. The implications of these 2 predictive indicators are discussed in terms of the enhanced ability to customize interventions for targeted groups within the workplace.
Publisher: American Psychological Association (APA)
Date: 11-2011
DOI: 10.1037/A0024442
Abstract: Although incivility has been identified as an important issue in workplaces, little research has focused on reducing incivility and improving employee outcomes. Health care workers (N = 1,173, Time 1 N = 907, Time 2) working in 41 units completed a survey of social relationships, burnout, turnover intention, attitudes, and management trust before and after a 6-month intervention, CREW (Civility, Respect, and Engagement at Work). Most measures significantly improved for the 8 intervention units, and these improvements were significantly greater than changes in the 33 contrast units. Specifically, significant interactions indicating greater improvements in the intervention groups than in the contrast groups were found for coworker civility, supervisor incivility, respect, cynicism, job satisfaction, management trust, and absences. Improvements in civility mediated improvements in attitudes. The results suggest that this employee-based civility intervention can improve collegiality and enhance health care provider outcomes.
Publisher: Hindawi Limited
Date: 29-03-2010
DOI: 10.1111/J.1365-2834.2010.01074.X
Abstract: We used Kanter's (1977) structural empowerment theory to examine the influence of structural empowerment and emotional exhaustion on healthcare professionals' use of organizational citizenship behaviours directed at the organization (OCBO) and peers (OCBI). Organizational citizenship behaviours (OCB) are discretionary behaviours that are not rewarded directly by the organization but have been linked to positive outcomes, such as increased job satisfaction and lower turnover intentions. Promoting OCB can help employees and organizations flourish despite current challenges in the healthcare system. Structural empowerment may influence the frequency and type of OCB by reducing burnout. We conducted multiple mediated regression analyses to test two hypothesized models about relationships between empowerment, emotional exhaustion and two types of OCB (OCBI and OCBO) in a s le of 897 healthcare professionals in five Canadian hospitals. Emotional exhaustion was found to be a significant mediator of the relationship between empowerment and OCBO. The predicted mediation of the empowerment/OCBI relationship by emotional exhaustion was not supported. Exhaustion was an important mediator of empowering working conditions and OCBO, but was not significantly related to OCBI. Empowerment was significantly related to both OCBO and OCBI. Promoting empowerment among healthcare workers may decrease burnout and promote OCB. Specific managerial strategies are discussed in the present study.
Publisher: MDPI AG
Date: 06-01-2021
Abstract: Journalists are at particular risk of work-related stress and burnout. The objective of this study is to describe and analyze the principal factors involved in the appearance of burnout in communication professionals, as well as the possible interactions between them and with self-reported health, and to observe whether the variables involved are the same in different types of environments. To achieve this objective, 292 participants answered the following measurement instruments: Demographic and labor datasheet Maslach Burnout Inventory (MBI General survey) Areas of Worklife Scale (AWS) and General Health Questionnaire (GHQ -12). The results were the following: Emotional Exhaustion (EE) shows direct correlation and statistical significance with the other two burnout dimensions, Depersonalization (DP) and Personal Accomplishment (PA), also with health perception variables and inverse and statistical significance with the workload, control, rewards, community, fairness, and values. A multiple linear regression model shows workload and values as inverse EE predictors, which confirms a burnout process in which EE contributes as the main dimension in DP and is shown to be a precursor of PA, itself. When comparing different types of media, journalists who work in institutional press offices presented significantly lower scores in PA and higher in control, rewards, community, justice, and values. Therefore, further research should be carried out in order to analyze the protective role of these variables regarding PA and burnout.
Publisher: Informa UK Limited
Date: 1992
Publisher: Ovid Technologies (Wolters Kluwer Health)
Date: 03-2006
DOI: 10.1097/00006199-200603000-00009
Abstract: Research has established clear links between nurses' experience of professional burnout and many qualities of work environments but more work is needed to clarify interrelationships among aspects of complex organizational settings. To test a nursing worklife model that defined structured relationships among professional practice environment qualities and burnout. Hospital-based nurses in Canada (N = 8,597) completed an assessment of worklife (Nursing Work Index, NWI) and burnout (Maslach Burnout Inventory-Human Service Scale, MBI-HSS). A causal model was used to confirm the factor structure of the Professional Environment Scale (NWI-PES) on a subset of NWI items and the factor structure of the MBI-HSS. The analysis provided support for a structural model (nursing worklife model) linking the five worklife factors used to define a fundamental role for nursing leadership in determining the quality of worklife regarding policy involvement, staffing levels, support for a nursing model of care, and physician-nurse relationships. The analysis supported a direct path (negatively weighted) from staffing to emotional exhaustion and a direct path (positively weighted) from nursing model of care to personal accomplishment. Implications for refining a model of worklife are discussed. Implications for enhancing the quality of worklife and supporting engagement with work are considered.
Publisher: Springer Science and Business Media LLC
Date: 2013
Publisher: SAGE Publications
Date: 06-1996
DOI: 10.1177/002076409604200203
Abstract: The purpose of this paper is to review studies of burnout relating to mental health workers and to propose directions for future research. It will summarize findings with regard to established norms, demographic variables, possible antecedents and consequences of burnout, and burnout models tested with mental health workers. Comparison of group perceptions of burnout is facilitated by the fact that all the papers but one have used the Maslach Burnout Inventory (Maslach & Jackson, 1981, 1986). Strengths and weaknesses of the research will be analyzed and suggestions offered for extending research in this area.
Publisher: SAGE Publications
Date: 03-1988
DOI: 10.1177/105960118801300112
Abstract: This study explores a model predicting burnout among human service workers in terms of their social involvement with coworkers and their job satisfaction. The model is presented as a step toward recognizing the rich ersity of social contact occurring in health service settings. The results were consistent with expectations that burnout would be higher for workers who communicated extensively regarding work, but maintained relatively few informal, supportive relationships with cowork ers. The model included job satisfaction in conjunction with the communication variables as predictors of burnout. The results are discussed as having relevance to the development of peer supervision procedures in mental health settings. Methods of clarifying departures from the model are discussed.
Publisher: SAGE Publications
Date: 03-1996
Abstract: A longitudinal study of hospital-based health care professionals (N = 151) examined psychological states as a function of demands and resources in the workplace and at home. It found over the study interval (3 months) evidence of spillover relationships from the work to home environment, and to a lesser extent, evidence of spillover from home to work A structural equation model focused on change, by including only relationships that enhanced the prediction of each measure beyond its inherent consistency across the study interval. Further, it considered relationships across the work and home domains in the context of relationships within each domain, so that spillover relationships were always in addition to domain-specific relationships. The analysis found health care workers' sense of professional efficacy to have the most wide-ranging relationships, with links within the work domain, the home domain, and the boundary between these two domains. The results suggest that in contrast with the lagged relationships of accomplishment with other constructs, the relationship of emotional exhaustion with dysfunctional coping responses occurs within an immediate timeframe. The results are discussed in terms of an integrative model of work and family stress. The discussion makes suggestions for further research in this area.
Publisher: Oxford University Press
Date: 02-09-2009
DOI: 10.1093/OXFORDHB/9780199211913.003.0005
Abstract: Burnout is recognized as a potential problem within a broad range of occupations, and within many different countries. Much has been written about burnout and there is a continuing drive to identify effective solutions. This article reviews the history of the burnout concept, and the debates about how best to define it and thus measure it. The primary burnout measure, which continues to be the most widely used and is considered to be the “gold standard” for work on burnout, is the Maslach Burnout Inventory, and this article describes that measure in some detail. This article also reviews the more recent history about the concept of engagement, the positive opposite of burnout, and the parallel debates about both its definition and assessment.
Publisher: Wiley
Date: 16-11-2013
DOI: 10.1111/JAN.12039
Abstract: To report a study of the relationship between variables at the group and in idual level with nurses' intention to leave their unit. Workplaces are collective environments where workers constantly interact with each other. The quality of working relationship employees develop at the unit-level influences both employee outcomes and unit performance by shaping employee attitudes. The study was a cross-sectional design with self-administered questionnaires. A questionnaire including measures of leader-member exchange and nurse-physician collaboration analysed at group-level and affective commitment and turnover intention analysed at in idual level, was administered in idually to 1018 nurses in five Italian hospitals. Data were collected in 2009. A total of 832 nurses (81·7% response rate) completed questionnaires. The results showed that affective commitment at in idual level completely mediated the relationship between leader-member exchange at group-level and nursing turnover intention. Furthermore, the cross-level interaction was significant: at in idual level, the nurses with high levels of in idual affective commitment towards their unit showed low levels of turnover intention and this relationship was stronger when the nurse-physician collaboration at group-level was high. This study showed the importance for organizations to implement management practices that promote both high-quality nurse-supervisor and nurse-physician relationships, because they increase nurses' identification with their units. In idual affective commitment is an important quality for retaining a workforce and good nurses' relationship at group-level relationships with both supervisors and physicians are instrumental in developing identification with the work unit. Thus, the quality of relationship among staff members is an important factor in nurses' decision to leave.
Publisher: Informa UK Limited
Date: 07-2008
Publisher: Emerald Group Publishing Limited
Date: 06-2015
Publisher: Wiley
Date: 03-1991
Publisher: Hindawi Limited
Date: 25-10-2013
DOI: 10.1111/J.1365-2834.2012.01452.X
Abstract: To examine the influence of personal and situational factors on direct-care nurses' interests in pursuing nursing management roles. Nursing managers are ageing and nurses do not appear to be interested in nursing management roles, raising concerns about a nursing leadership shortage in the next decade. Little research has focused on factors influencing nurses' career aspirations to nursing management roles. A national survey of nurses from nine Canadian provinces was conducted (n = 1241). Multiple regression was used to test a model of personal and situational predictors of nurses' career aspirations to management roles. Twenty-four per cent of nurses expressed interest in pursuing nursing management roles. Personal and situational factors explained 60.2% of nurses' aspirations to management roles. Age, educational preparation, feasibility of further education, leadership self-efficacy, career motivation, and opportunity to motivate others were the strongest predictors of aspirations for management roles. Personal factors were more strongly associated with career aspirations than situational factors. There is a steady decline in interest in management roles with increasing age. Nursing leadership training to develop leadership self-efficacy (particularly for younger nurses) and organizational support for pursuing advanced education may encourage nurses to pursue nursing management roles.
Publisher: SAGE Publications
Date: 03-1989
DOI: 10.1177/105960118901400103
Abstract: This article focuses on differences between the model of burnout developed by Leiter and the phase model of Golembiewski. The advantages of utilizing the full range of the subscales are contrasted with the phase approach based on dichotomizing the subscales. Directions for future model building are discussed.
Publisher: SAGE Publications
Date: 16-12-0027
Abstract: This study examines the antecedents, consequences, and buffers of job burnout among software developers using job demands resources theory. Data were collected from 372 software developers in India using questionnaires. Results reveal that software developers experiencing more role ambiguity, role conflict, schedule pressure, irregular shifts, group noncooperation, psychological contract violation, and work–family conflict are at a greater risk of job burnout. The most important antecedent of job burnout was found to be work–family conflict. Job burnout increased job performance but decreased organizational commitment and interpersonal relationships. Subjective well-being and practicing yoga and meditation were inversely related to burnout-linked job performance. Subjective well-being, social support, and practicing yoga and meditation were also found to decrease the adverse association of job burnout with organizational commitment and interpersonal relationships. In the context of work-related consequences, job burnout had the biggest adverse association with organizational commitment, and practicing yoga and meditation was found to be the most influential buffer to counter the adverse consequences of job burnout.
Publisher: Informa UK Limited
Date: 06-2005
Publisher: Institute of Electrical and Electronics Engineers (IEEE)
Date: 2010
Publisher: Hindawi Limited
Date: 12-01-2015
DOI: 10.1111/JONM.12205
Abstract: To analyse nursing turnover intention from the unit by using multilevel approach, examining at the in idual level, the relationships between job characteristics, job satisfaction and turnover intention, and at the group level the role of leader-member exchange. Research on nursing turnover has given little attention to the effects of multilevel factors. Aggregated data of 935 nurses nested within 74 teams of four Italian hospitals were collected in 2009 via a self-administered questionnaire. Hierarchical linear modelling showed that job satisfaction mediated the relationship between job characteristics and intention to leave at the in idual level. At the unit level, leader-member exchange was directly linked to intention to leave. Furthermore, cross-level interaction revealed that leader-member exchange moderated the relationship between job characteristics and job satisfaction. This study supported previous research in single-level turnover studies concerning the key role of job satisfaction, providing evidence that job characteristics are important in creating motivating and satisfying jobs. At the unit-level, leader-member exchange offers an approach to understand the role of unit-specific conditions created by leaders on nurses' workplace wellbeing. This study showed that it is important for nursing managers to recognise the relevance of implementing management practices that foster healthy workplaces centred on high-quality nurse-supervisor relationships.
Publisher: Informa UK Limited
Date: 04-1995
Publisher: Informa UK Limited
Date: 04-1992
Publisher: SAGE Publications
Date: 02-2007
Abstract: Although knowledge transfer (KT) in healthcare organizations is increasingly important, models have typically focused on the transfer of clinical knowledge. Despite numerous reports and studies on worklife issues for healthcare professionals, few recommendations have been implemented, and many of these professionals are unfamiliar with the reports. Using measures of knowledge transfer of quality of worklife information developed from a model of transfer of clinical knowledge, we tested the relationship between in idual and organizational knowledge transfer among 769 nurses in hospitals across four provinces in Canada. We also examined a model that integrated these two knowledge transfer measures with burnout/engagement in the workplace. Our data supported a two factor structure for the measure of knowledge transfer involving a) in idual perceptions of personal knowledge transfer activities and b) organizations' support for knowledge transfer. Data from structural equation modeling demonstrated the importance of knowledge transfer pertaining to quality of worklife to nurses' experience of energy, involvement, and efficacy that underlies the burnout/engagement construct.
Publisher: IOS Press
Date: 19-09-2022
DOI: 10.3233/WOR-220072
Publisher: Elsevier BV
Date: 03-2015
Publisher: Elsevier BV
Date: 09-2015
Publisher: Emerald (MCB UP )
Date: 2003
Publisher: Hindawi Limited
Date: 2009
DOI: 10.1111/J.1365-2834.2008.00884.X
Abstract: This paper examines the contrasting role of work values for nurses from two generations: Baby Boomers and Generation X. Differences among nurses regarding core values pertaining to their work has a potential to influence the quality of their work life. These differences may have implications for their vulnerability to job burnout. The analysis is based upon questionnaire surveys of nurses representing Generation X (n = 255) and Baby Boomers (n = 193) that contrasted their responses on job burnout, areas of work life, knowledge transfer and intention to quit. The analysis identified a greater person/organization value mismatch for Generation X nurses than for Baby Boomer nurses. Their greater value mismatch was associated with a greater susceptibility to burnout and a stronger intention to quit for Generation X nurses. The article notes the influence of Baby Boomer nurses in the structure of work and the application of new knowledge in health care work settings. Implications for recruitment and retention are discussed with a focus on knowledge transfer activities associated with distinct learning styles. Understanding value differences between generations will help nursing managers to develop more responsive work settings for nurses of all ages.
Publisher: American Psychological Association (APA)
Date: 10-2012
DOI: 10.1037/A0029540
Abstract: Health care providers (n = 1,957) in Canada participated in a project to assess an intervention to enhance workplace civility. They completed surveys before the intervention, immediately after the intervention, and one year later. Results highlighted three patterns of change over the three assessments. These data were contrasted with data from control groups, which remained constant over the study period. For workplace civility, experienced supervisor incivility, and distress, the pattern followed an Augmentation Model for the intervention groups, in which improvements continued after the end of the intervention. For work attitudes, the pattern followed a Steady State Model for the intervention group, in that they sustained their gains during intervention but did not continue to improve. For absences, the pattern reflected a Lost Momentum Model in that the gains from preintervention to postintervention were lost, as absences returned to the preintervention level at follow-up. The results are discussed in reference to conceptual and applied issues in workplace civility.
Publisher: MDPI AG
Date: 16-12-2020
Abstract: In the Job Demand-Control-Support (JDCS) model, the combination of job demands, job control, and social support was hypothesized to lead to eight different constellations of job types. According to the model, these constellations are linked to wellbeing/health and learning outcomes. In the last three decades, these constellations of job types have been investigated by adopting a variable-centered perspective. However, latent profile analyses (LPA) enable a person-centered approach and empirically capture constellations of job types. In the present study, we used LPA to empirically identify distinct profiles of JDCS among Italian healthcare workers. Furthermore, we investigated the role of social stressors (workplace relationships and coworkers’ incivility) as antecedents of these profiles and the association of these profiles with job burnout and work motivation. Results from LPA (n = 1671) revealed four profiles: Isolated Prisoner, Participatory Leader, Moderate Strain, and Low Strain. Negative relationships at work and coworkers’ incivility increased the chances of being included in both Isolated prisoner and Participatory Leader profiles. Finally, the Isolated Prisoner and Moderate Strain profiles showed the highest levels of emotional exhaustion and cynicism and the lower levels of intrinsic work motivation. This study extends previous JDCS research, highlighting that researchers should consider empirically identified profiles rather than theoretically defined subgroups. Implications for stress theory, future research, and practice are discussed.
Publisher: Informa UK Limited
Date: 02-2011
Publisher: Wiley
Date: 10-1988
Publisher: Wiley
Date: 12-10-2012
DOI: 10.1002/JOB.784
Publisher: Wiley
Date: 20-11-2015
DOI: 10.1111/BJHP.12124
Publisher: Hindawi Limited
Date: 04-2009
DOI: 10.1111/J.1365-2834.2009.00999.X
Abstract: The aim of this study was to examine the influence of empowering work conditions and workplace incivility on nurses' experiences of burnout and important nurse retention factors identified in the literature. A major cause of turnover among nurses is related to unsatisfying workplaces. Recently, there have been numerous anecdotal reports of uncivil behaviour in health care settings. We examined the impact of workplace empowerment, supervisor and coworker incivility, and burnout on three employee retention outcomes: job satisfaction, organizational commitment, and turnover intentions in a s le of 612 Canadian staff nurses. Hierarchical multiple linear regression analyses revealed that empowerment, workplace incivility, and burnout explained significant variance in all three retention factors: job satisfaction (R(2) = 0.46), organizational commitment (R(2) = 0.29) and turnover intentions (R(2) = 0.28). Empowerment, supervisor incivility, and cynicism most strongly predicted job dissatisfaction and low commitment (P < 0.001), whereas emotional exhaustion, cynicism, and supervisor incivility most strongly predicted turnover intentions. In our study, nurses' perceptions of empowerment, supervisor incivility, and cynicism were strongly related to job satisfaction, organizational commitment, and turnover intentions. Managerial strategies that empower nurses for professional practice may be helpful in preventing workplace incivility, and ultimately, burnout.
Publisher: Elsevier BV
Date: 03-2015
Publisher: Informa UK Limited
Date: 14-10-2021
Publisher: Hindawi Limited
Date: 04-10-2010
DOI: 10.1111/J.1365-2834.2010.01168.X
Abstract: The first research objective was to replicate the finding of Leiter et al. [(2008)Journal of Nursing Management, 16, 100-109.] of Generation X nurses (n=338) reporting higher levels of distress than Baby Boomer nurses (n=139). The second objective was to test whether Generation X nurses reported more negative social environments at work than did Baby Boomer nurses. Negative social environments can influence the quality of work and the experience of distress for nurses. Generational differences in the experience of distress and collegiality have implications for the establishment of healthy workplaces, recruitment and retention. A questionnaire survey of nurses was organized by generation. Analyses of variance contrasted the scores on burnout, turnover intention, physical symptoms, supervisor incivility, coworker incivility and team civility. The results confirmed the hypotheses of Generation X nurses reporting more negative experiences than did Baby Boomer nurses on all measures. The negative quality of social encounters at work contributes to nurses' experience of distress and suggest conflicts of values with the dominant culture of their workplaces. Proactive initiatives to enhance the quality of collegiality can contribute to retention strategies. Building collegiality across generations can be especially useful.
Publisher: Informa UK Limited
Date: 1992
Publisher: Psychology Press
Date: 05-04-2010
Publisher: Hindawi Limited
Date: 23-04-2014
DOI: 10.1111/JONM.12073
Abstract: The aim of this study was to examine whether participant views of job resources (i.e. trust and civility) towards their co-workers and supervisors were longitudinally predictive of workplace cynicism, an aspect of burnout. Cynicism is a significant predictor of intention to quit among nurses. Social supports are hypothesized to protect workers from becoming increasingly cynical. Measures of cynicism, and trust and civility in both co-workers and supervisors were part of a survey completed by a s le of 323 Canadian nurses whose responses were matched across two time-points, 1 year apart. Hierarchical multiple linear regression analyses revealed that co-worker civility enhanced the ability of our regression models to predict cynicism by explaining 1.1% of the variance in cynicism. The addition of co-worker trust, supervisor civility and supervisor trust did not enhance the ability of the models to predict cynicism. The results indicated the importance of workgroup civility in diminishing workplace cynicism. Efforts to reduce burnout may be improved by decreasing cynicism through interventions aimed at increasing workgroup civility.
Publisher: American Psychological Association (APA)
Date: 2014
DOI: 10.1037/A0035062
Abstract: The present study aims to explain why research thus far has found only low to moderate associations between burnout and performance. We argue that employees use adaptive strategies that help them to maintain their performance (i.e., task performance, adaptivity to change) at acceptable levels despite experiencing burnout (i.e., exhaustion, disengagement). We focus on the strategies included in the selective optimization with compensation model. Using a s le of 294 employees and their supervisors, we found that compensation is the most successful strategy in buffering the negative associations of disengagement with supervisor-rated task performance and both disengagement and exhaustion with supervisor-rated adaptivity to change. In contrast, selection exacerbates the negative relationship of exhaustion with supervisor-rated adaptivity to change. In total, 42% of the hypothesized interactions proved to be significant. Our study uncovers successful and unsuccessful strategies that people use to deal with their burnout symptoms in order to achieve satisfactory job performance.
Publisher: Annual Reviews
Date: 02-2001
DOI: 10.1146/ANNUREV.PSYCH.52.1.397
Abstract: ▪ Abstract Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the in idual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.
Publisher: Informa UK Limited
Date: 02-2011
Publisher: American Psychological Association (APA)
Date: 2009
Abstract: This study examined occupational risk perception in relation to safety training and injuries. In a printing industry, 350 workers from 6 departments completed a survey. Data analysis showed significant differences in risk perceptions among departments. Differences in risk perception reflected the type of work and the injury incidents in the departments. A structural equation analysis confirmed a model of risk perception on the basis of employees' evaluation of the prevalence and lethalness of hazards as well as the control over hazards they gain from training. The number of injuries sustained was positively related to the perception of risk exposure and negatively related to evaluations about the safety training. The results highlight the importance of training interventions in increasing workers' adoption of safety procedures and prevention of injuries.
No related grants have been discovered for Michael Leiter.