Emotional job resources and emotional support seeking as moderators of the relation between emotional job demands and emotional exhaustion: A two-wave panel study.

2013 ◽  
Vol 18 (1) ◽  
pp. 1-8 ◽  
Author(s):  
Bart Van de Ven ◽  
Marieke van den Tooren ◽  
Peter Vlerick
Keyword(s):  
Emotional Exhaustion ◽  
Emotional Support ◽  
Panel Study ◽  
Job Demands ◽  
Job Resources ◽  
Support Seeking

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 Retiring early for being emotionally exhausted or staying committed at workplace: a mediation analysis

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Himanshu Singla ◽  
Amandeep Singh ◽  
Pooja Mehta
Keyword(s):  
Organizational Commitment ◽  
Emotional Exhaustion ◽  
Early Retirement ◽  
Banking Sector ◽  
Job Demands ◽  
Mediating Effect ◽  
Job Resources ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Retirement Intentions

Purpose Based on the job demands–resources (JD-R) model, this study aims to answer a key research question, i.e. can the job characteristics (i.e. job demands and resources) affect intention to retire early? Additionally, a mediating effect of emotional exhaustion and organizational commitment on the relationships of job demands and job resources, respectively, with early retirement intentions has been explored in the study. Design/methodology/approach The data has been collected from survey of 450 employees from the banking sector in the state of Punjab (India). A structured questionnaire adapted from past literature has been used as survey instrument for the study. Partial least squares structural equation modelling has been applied in the study using latest version of SmartPLS (version 3.2.8) software. Findings Both job resources and job demands have a direct significant impact on early retirement intentions. Moreover, a significant partial mediation effect of emotional exhaustion and affective organizational commitment has also been found out on the relationship of job demands and job resources with early retirement intentions, respectively. Originality/value The study makes incremental contribution by highlighting the role of both deterrent and motivational factors that either instigate or discourage early retirement intentions among employees. It offers valuable insights for the organizations to use efforts for curtailing the excessive job demands that lead to emotional exhaustion and further result in early retirement intentions. Besides this, adequate job resources should be provided to the employees that lead to the development of affective organizational commitment, which further helps in sustaining the workforce until their actual retirement age.

Professioni ad alto contatto: lo stress e il burnout tra carico e relazione con il cliente in un'applicazione del modello Job demands - job resources

RISORSA UOMO ◽  
2013 ◽  
pp. 509-520
Author(s):  
Stefano Taddei ◽  
Mariella Caria ◽  
Bastianina Contena ◽  
Eva Venturini
Keyword(s):  
Emotional Exhaustion ◽  
Job Demands ◽  
Maslach Burnout Inventory ◽  
Personal Accomplishment ◽  
Job Resources ◽  
Specific Work ◽  
General Survey ◽  
Social Stressors

Attention to the interpersonal components made it possible to extend the study of burnout in professions characterized by constant contact with the customers. Using the Job Demands (JD) - Job Resources (JR) Model, this study aims to investigate a) whether specific work and relational JD can predict exhaustion and depersonalization; b) whether JR relating to employment can predict personal accomplishment. Surveyed 350 high contact workers who were given a questionnaire composed of a) Maslach Burnout Inventory - General Survey; b) Organizational Check-Up System and c) Customer- related Social Stressors scales. The results show substantial predictability of JD than emotional exhaustion and depersonalization and of JR than personal accomplishment, suggesting specific interventions for the prevention of burnout in high contact professions.

How organizational pride and emotional exhaustion explain turnover intentions in call centers

2014 ◽  
Vol 25 (1) ◽  
pp. 125-148 ◽  
Author(s):  
Tobias Kraemer ◽  
Matthias H.J. Gouthier
Keyword(s):  
Emotional Exhaustion ◽  
Call Center ◽  
Turnover Intentions ◽  
Call Centers ◽  
Job Demands ◽  
Job Resources ◽  
Equation Modeling ◽  
Content Type ◽  
Organizational Tenure ◽  
Job Demands And Resources

Purpose – Personnel turnover entails considerable costs and is a major problem for the call center industry. By modifying the job demands-resources model, this study aims to examine how emotional exhaustion and organizational pride affect turnover intentions. In addition, it investigates how emotional exhaustion and organizational pride are formed by job demands and job resources and how gender and organizational tenure moderate the model. Design/methodology/approach – The paper surveyed 252 call center agents and tested the research hypotheses with component-based structural equation modeling. Two multi-group analyses clarify the proposed moderating effects of gender and organizational tenure. Findings – Emotional exhaustion and organizational pride essentially determine turnover intentions. Organizational pride, which has received little attention in related research, plays a central role. Two job demands and three job resources strongly influence emotional exhaustion and organizational pride, respectively. Gender and organizational tenure moderate several effects. Research limitations/implications – This study is based on a sample of call center agents from three different call centers in one country. Therefore, the generalizability of the findings has to be tested. Furthermore, the paper examines turnover intentions, which are good predictors of turnover behavior. Nevertheless, further research should investigate the relationship between the variables and actual turnover. Moreover, the model included six different job determinants. Future research should test the proposed model with other job demands and resources. Practical implications – Emotional exhaustion and organizational pride substantially affect turnover intentions. Call center managers should protect employees from emotional exhaustion and enhance organizational pride, using specific job demands and resources. This study shows how the importance of certain variables differs for various groups of employees. Originality/value – This study is the first to examine how certain job resource foster organizational pride and how organizational pride affects voluntary employee turnover in call centers. Further, the study demonstrates that the socio-demographic variables gender and organizational tenure moderate the creation of emotional exhaustion and organizational pride, which together explain a large amount of the variance in turnover intentions among call center agents.

Burnout among psychosocial oncologists in Israel: The direct and indirect effects of job demands and job resources

2017 ◽  
Vol 16 (6) ◽  
pp. 677-684 ◽  
Author(s):  
Shiri Shinan-Altman ◽  
Miri Cohen ◽  
Victoria Rasmussen ◽  
Adrienne Turnell ◽  
Phyllis Butow
Keyword(s):  
Coping Strategies ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Perceived Value ◽  
Job Demands ◽  
Job Resources ◽  
Work Characteristics ◽  
Preventive Interventions ◽  
The Mean ◽  
Workplace Setting

AbstractObjectivePsychosocial oncologists may be particularly vulnerable to burnout. This study aimed to assess burnout among Israeli psychosocial oncologists in relation to the Job Demands-Resources model and the coping strategies model.MethodParticipants included 85 of 128 listed psychosocial oncologists currently working with cancer patients. They completed a questionnaire assessing emotional exhaustion, depersonalization, job demands, job resources, work engagement, overcommitment, and perceived value of work.ResultsThe mean level of burnout was low, whereas 16.3% experienced high levels of emotional exhaustion and only 2.4% experienced high levels of depersonalization. According to mediation analysis, overcommitment, partially mediated job demands-burnout associations, and work engagement mediated the perceived value-burnout association. Job resources and burnout were not related, either directly or indirectly.Significance of resultsThe study extended the Job Demands-Resources model to include perceived value as an additional resource, and work-engagement and overcommitment as coping strategies. Two distinct patterns of associations were found between work characteristics and burnout: the positive-protective pattern (perceived value and work engagement) and the negative pattern (job demands and overcommitment). These two patterns should be considered for further research and for implementing preventive interventions to reduce burnout in the workplace setting.

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