Job demands and perceived distance in leader-follower relationships: A study on emotional exhaustion among nurses

2021 ◽  
pp. 151455
Author(s):  
Giacomo Garzaro ◽  
Paola Gatti ◽  
Andrea Caputo ◽  
Fabiola Musso ◽  
Marco Clari ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Job Demands

scholarly journals Factors associated with emotional exhaustion in healthcare professionals involved in the COVID-19 pandemic: an application of the job demands-resources model

2021 ◽  
Author(s):  
Serena Barello ◽  
Rosario Caruso ◽  
Lorenzo Palamenghi ◽  
Tiziana Nania ◽  
Federica Dellafiore ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Patient Engagement ◽  
Healthcare Professionals ◽  
Job Demands ◽  
Cross Sectional Study ◽  
Personal Resources ◽  
Sectional Study ◽  
Cross Sectional ◽  
The Impact

Abstract Purpose The purpose of the present cross-sectional study is to investigate the role of perceived COVID-19-related organizational demands and threats in predicting emotional exhaustion, and the role of organizational support in reducing the negative influence of perceived COVID-19 work-related stressors on burnout. Moreover, the present study aims to add to the understanding of the role of personal resources in the Job Demands-Resources model (JD-R) by examining whether personal resources—such as the professionals’ orientation towards patient engagement—may also strengthen the impact of job resources and mitigate the impact of job demands. Methods This cross-sectional study involved 532 healthcare professionals working during the COVID-19 pandemic in Italy. It adopted the Job-Demands-Resource Model to study the determinants of professional’s burnout. An integrative model describing how increasing job demands experienced by this specific population are related to burnout and in particular to emotional exhaustion symptoms was developed. Results The results of the logistic regression models provided strong support for the proposed model, as both Job Demands and Resources are significant predictors (OR = 2.359 and 0.563 respectively, with p < 0.001). Moreover, healthcare professionals’ orientation towards patient engagement appears as a significant moderator of this relationship, as it reduces Demands’ effect (OR = 1.188) and increases Resources’ effect (OR = 0.501). Conclusions These findings integrate previous findings on the JD-R Model and suggest the relevance of personal resources and of relational factors in affecting professionals’ experience of burnout.

scholarly journals Relationship between generic and occupation-specific job demands and resources, negative work−home interference and burnout among GPs

2021 ◽  
pp. 1-29
Author(s):  
N.C. Verhoef ◽  
M. De Ruiter ◽  
R.J. Blomme ◽  
E.C. Curfs
Keyword(s):  
Emotional Exhaustion ◽  
Ecological Validity ◽  
Job Demands ◽  
Job Design ◽  
Specific Work ◽  
Cross Sectional ◽  
Important Extension ◽  
Work Family ◽  
The Relationship ◽  
Job Demands And Resources

Abstract Scholars often examine the effect of generic job demands and resources on burnout, yet to increase ecological validity, it is important to examine the effects of occupation-specific characteristics. An extended version of the job demands-resources model with work−home interference as a mediator is examined among a cross-sectional sample of 178 general practitioners (GPs). Interviews with GPs were used to develop questions on occupation-specific work characteristics. Hypotheses were tested in MEDIATE. Both generic and occupation-specific job demands positively affected emotional exhaustion, while only occupation-specific job demands affected depersonalization. Only strain-based work−family interference mediated the relationship between generic and occupation-specific job demands, emotional exhaustion and depersonalization. This study offers an important extension of the job demands-resources model by including occupation-specific job characteristics. This broader perspective can aid in more targeted job design to reduce burnout among GPs.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

scholarly journals Employee engagement and Emotional Exhaustion of Fly-In-Fly-Out Workers: A Diary Study

2018 ◽  
Author(s):  
Simon Albrecht ◽  
Jeromy Anglim
Keyword(s):  
Employee Engagement ◽  
Emotional Exhaustion ◽  
Hierarchical Modeling ◽  
Job Demands ◽  
Job Resources ◽  
Future Research ◽  
Bayesian Hierarchical ◽  
Emotional Demand ◽  
Work Cycle ◽  
Emotional Demands

Objective: Although Fly-in-Fly-Out (FIFO) work practices are widely used, little is known about their impact on the motivation and wellbeing of FIFO workers across the course of their work cycles. Drawing from the Job Demands-Resources model, we aimed to test for the within-person effects of time of work cycle, job demands, and job resources on emotional exhaustion and employee engagement at three day-intervals. Method: Fifty-two FIFO workers filled out three or more on-line diary surveys after every three days of their on-site work roster. The survey consisted of items drawn from previously validated scales. Bayesian hierarchical modeling of the day-level data was conducted. Results: Workers, on average, showed a decline in engagement and supervisor support, and an increase in emotional demand over the course of the work cycle. The results of the hierarchical modeling showed that day-level autonomy predicted day-level engagement and that day-level workload and emotional demands predicted emotional exhaustion. Conclusions: The findings highlight the importance of managing FIFO employees' day-to-day experiences of job demands and job resources because of their influence on employee engagement and emotional exhaustion. To best protect FIFO worker day-level wellbeing, employing organisations should ensure optimal levels of job autonomy, workload, and emotional demands. Practical implications, study limitations and areas for future research are outlined.

scholarly journals Self-efficacy for instructional leadership: relations with perceived job demands and job resources, emotional exhaustion, job satisfaction, and motivation to quit

2020 ◽  
Vol 23 (5) ◽  
pp. 1343-1366
Author(s):  
Cecilie Skaalvik
Keyword(s):  
Job Satisfaction ◽  
Instructional Leadership ◽  
Emotional Exhaustion ◽  
Self Efficacy ◽  
Job Demands ◽  
Study Data ◽  
Sem Analysis ◽  
Job Resources ◽  
Survey Study ◽  
Motivation To Quit

Abstract The purpose of this study was to explore associations between school principals’ self-efficacy for instructional leadership, their perceptions of work-related demands and resources, emotional exhaustion, job satisfaction, and motivation to leave the principal position (quit). Four hundred and forty-seven principals in elementary school and high school participated in a survey study. Data were analyzed by means of confirmatory factor analyses and SEM analyses. Self-efficacy for instructional leadership was negatively associated with the perception of all job demands and positively associated with the perception of all job resources in the study. In the SEM analysis, the associations between (a) self-efficacy and (b) emotional exhaustion, job satisfaction, and motivation to quit were indirect, mediated through the perception of job demands and job resources.

scholarly journals Job Demands, Burnout, and Teamwork in Healthcare Professionals Working in a General Hospital that Was Analysed At Two Points in Time

2018 ◽  
Vol 6 (4) ◽  
pp. 723-729 ◽  
Author(s):  
Dragan Mijakoski ◽  
Jovanka Karadzinska-Bislimovska ◽  
Sasho Stoleski ◽  
Jordan Minov ◽  
Aneta Atanasovska ◽  
...  
Keyword(s):  
Patient Safety ◽  
General Hospital ◽  
Emotional Exhaustion ◽  
Safety Culture ◽  
Healthcare Professionals ◽  
Time Lag ◽  
Job Demands ◽  
Maslach Burnout Inventory ◽  
Patient Safety Culture ◽  
Mean Values

AIM: The purpose of the paper was to assess job demands, burnout, and teamwork in healthcare professionals (HPs) working in a general hospital that was analysed at two points in time with a time lag of three years.METHODS: Time 1 respondents (N = 325) were HPs who participated during the first wave of data collection (2011). Time 2 respondents (N = 197) were HPs from the same hospital who responded at Time 2 (2014). Job demands, burnout, and teamwork were measured with Hospital Experience Scale, Maslach Burnout Inventory, and Hospital Survey on Patient Safety Culture, respectively.RESULTS: Significantly higher scores of emotional exhaustion (21.03 vs. 15.37, t = 5.1, p < 0.001), depersonalization (4.48 vs. 2.75, t = 3.8, p < 0.001), as well as organizational (2.51 vs. 2.34, t = 2.38, p = 0.017), emotional (2.46 vs. 2.25, t = 3.68, p < 0.001), and cognitive (2.82 vs. 2.64, t = 2.68, p = 0.008) job demands were found at Time 2. Teamwork levels were similar at both points in time (Time 1 = 3.84 vs. Time 2 = 3.84, t = 0.043, p = 0.97).CONCLUSION: Actual longitudinal study revealed significantly higher mean values of emotional exhaustion and depersonalization in 2014 that could be explained by significantly increased job demands between analysed points in time.

The relationship between abusive supervision and employee's reaction: the job demands-resources model perspective

2020 ◽  
Vol 49 (9) ◽  
pp. 2035-2054
Author(s):  
Liang-Chih Huang ◽  
Cheng-Chen Lin ◽  
Szu-Chi Lu
Keyword(s):  
Emotional Exhaustion ◽  
Process Model ◽  
Discriminant Validity ◽  
Job Demands ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Job Crafting ◽  
Content Type ◽  
Withdrawal Behavior ◽  
The Relationship

PurposeBased on the job demands-resources model, the present study proposes viewing abusive supervision as one type of job demand causing employees' emotional exhaustion, which results in psychological withdrawal behavior. In addition, job crafting can be viewed as a means to acquire job resources, and it buffers the influence of abusive supervision on employees' emotional exhaustion. Moreover, the present study also proposes the moderating effect of job crafting on abusive supervision and psychological withdrawal behavior will be mediated by emotional exhaustion.Design/methodology/approachConsidering the issue of common method variance, data were not only collected in a multi-temporal research design but also tested by Harman's one-factor test. In addition, a series of confirmatory factor analyses was conducted to ensure the discriminant validity of measures. The moderated mediation hypotheses were tested on a sample of 267 participants.FindingsThe process model analysis showed that emotional exhaustion partially mediates the relationship between abusive supervision and psychological withdrawal behavior. Moreover, job crafting buffers the detrimental effect of abusive supervision on emotional exhaustion, and the less exhausted employees exhibit less psychological withdrawal behavior than those exhausted.Originality/valueThis study proposed a moderated mediation model to examine how and when abusive supervision leads to more employees' psychological withdrawal behaviors, and found that emotional exhaustion is one potential mechanism and job crafting is one potential moderator. Specifically, it was revealed that employees view abusive supervision as a kind of social and organizational aspect of job demands which will exacerbate emotional exhaustion, and, in turn, lead to more psychological withdrawal behavior. However, when employees view themselves as job crafter, they can adopt various job crafting behaviors to decrease the emotional exhaustion, and thus less psychological withdrawal behavior.

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