Conservation of resources theory in nurse burnout and patient safety

2017 ◽  
Vol 73 (11) ◽  
pp. 2558-2565 ◽  
Author(s):  
Aoyjai Prapanjaroensin ◽  
Patricia A. Patrician ◽  
David E. Vance
Keyword(s):  
Patient Safety ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Nurse Burnout

How do Chinese employees respond to leader bottom-line mentality? A conservation of resources perspective

2021 ◽  
Vol 49 (3) ◽  
pp. 1-11
Author(s):  
Wenhai Wan ◽  
Danni Zhang ◽  
Xiayi Liu ◽  
Kaijie Jiang
Keyword(s):  
Emotional Exhaustion ◽  
Positive Relationship ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Bottom Line ◽  
Wave Data ◽  
Chinese Companies ◽  
Employee Silence ◽  
Indirect Relationship ◽  
Practical Implications

Using conservation of resources theory as a framework, we proposed that in Chinese organizations, leader bottom-line mentality (BLM) would promote employee silence via emotional exhaustion. We also examined employee conscientiousness as a moderator of this indirect relationship. We collected three-wave data from 325 employees in four Chinese companies. Results show that leader BLM was positively related to employee silence, and employee emotional exhaustion mediated the positive relationship between leader BLM and employee silence. In addition, employee conscientiousness served as a first-stage moderator, such that the indirect relationship between leader BLM and employee silence via employee emotional exhaustion was significant and positive only when employee conscientiousness was low. Theoretical and practical implications are discussed.

scholarly journals Effects of Patient Safety Culture on Nurse Burnout in the Operating Room

2020 ◽  
Vol 28 (3) ◽  
pp. 118-124
Author(s):  
Ye Sol Lee ◽  
Chin Kang Koh
Keyword(s):  
Patient Safety ◽  
Operating Room ◽  
Safety Culture ◽  
Patient Safety Culture ◽  
Nurse Burnout

Cross‐cultural differences in nurse burnout and the relationship with patient safety: An East‐West comparative study

2021 ◽  
Author(s):  
Jennifer A. Fish ◽  
Greg Sharplin ◽  
Lyu Wang ◽  
Yan An ◽  
Xiuzhen Fan ◽  
...  
Keyword(s):  
Patient Safety ◽  
Comparative Study ◽  
Cultural Differences ◽  
Cross Cultural ◽  
Cross Cultural Differences ◽  
Nurse Burnout ◽  
The Relationship ◽  
East West

Servant Leadership, Burnout, and Turnover Intention

2019 ◽  
pp. 197-204
Author(s):  
Muhammad Imran
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Turnover Intention ◽  
Banking Industry ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
High Turnover ◽  
Mediating Role ◽  
Basic Concepts

This chapter is based on the servant leadership theory's effects on the turnover intention through the mediating role of burnout. The basic concepts of the model are derived from conservation of resources theory. The theory predicts that sustained psychological stress can lead to burnout and turnover intention. Servant leadership focuses on reducing the employee stress level and increasing job satisfaction. The study focuses on the banking industry employees and finds the main reasons of high turnover.

scholarly journals Dissatisfied employees, diminished helping: Using psychological capital to buffer the damaging effects of job dissatisfaction on helping behaviours

2019 ◽  
pp. 1-15
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Psychological Capital ◽  
Negative Relationship ◽  
Empirical Support ◽  
Job Dissatisfaction ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Helping Behaviours ◽  
Theoretical Predictions ◽  
Helping Behaviour

AbstractDrawing from conservation of resources theory, this study considers how employees' job dissatisfaction might reduce their engagement in helping behaviour, whereas their psychological capital might enhance this behaviour. The negative relationship between job dissatisfaction and helping behaviour in turn might be buffered by psychological capital. Data from Pakistani organizations provide empirical support for these theoretical predictions. The findings indicate that organizations with employees who feel unhappy about their job situation can still enjoy productive helping behaviours, to the extent they develop adequate personal resources within their ranks.

scholarly journals Jeopardies of Aversive Leadership: A Conservation of Resources Theory Approach

2018 ◽  
Vol 9 ◽  
Author(s):  
Tasneem Fatima ◽  
Mehwish Majeed ◽  
Syed Z. A. Shah
Keyword(s):  
Conservation Of Resources ◽  
Theory Approach ◽  
Conservation Of Resources Theory

Following an Uneven Lead: Trickle-Down Effects of Differentiated Transformational Leadership

2020 ◽  
pp. 014920632093158 ◽  
Author(s):  
Kai C. Bormann ◽  
Mathias Diebig
Keyword(s):  
Transformational Leadership ◽  
Field Study ◽  
Helping Behavior ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Hierarchical Levels ◽  
Using Data ◽  
Unit Stress ◽  
Stage 1 ◽  
Trickle Down

Drawing from conservation-of-resources theory, we examine a trickle-down model of differentiated transformational leadership (leaders treating followers differently) across three hierarchical levels (i.e., managers, supervisors, and supervisors’ followers). Specifically, we develop a model in which manager differentiated transformational leadership increases department unit stress (i.e., the managers’ group of followers), which then translates into increased differentiated supervisor transformational leadership. The latter then again positively predicts team unit stress (i.e., the supervisors’ group of followers) and, eventually, results in decreased team helping behavior of supervisors’ followers. We tested this model using data from a large, multisource field study. The results provide support for our trickle-down model in that department managers’ differentiated transformational leadership decreased team helping behavior two hierarchical levels below the manager via increasing department unit stress (Stage 1 mediator), supervisor differentiated transformational leadership (Stage 2 mediator), and team unit stress (Stage 3 mediator).

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