scholarly journals Predicting of job burnout of female nurses based on effort – reward imbalance and characteristics of positive psychology

2021 ◽  
Author(s):  
S Rastjoo ◽  
A Zandvanian
Keyword(s):  
Positive Psychology ◽  
Job Burnout ◽  
Personal Accomplishment ◽  
Psychological Characteristics ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The One ◽  
Female Nurses ◽  
Cutting Point ◽  
Different Parts

Introduction: The present study aimed to predict job burnout based on effort-reward imbalance and characteristics of positive psychology among female nurses of Shahid Rahnemoon Hospital of Yazd.  Materials and Methods: The research method was descriptive; correlation type. 132 female nurses working in the different parts of Shahid Rahnemoon Hospital in Yazd were selected by random sampling. Three questionnaires (Muslesh & Jackson`s job burnout, Seligman`s positive psychological characteristics scale, and effort-reward imbalance of Seigersit) were completed by nurses. Results: The findings of the one-sample t-test showed that the job burnout level of nurses in the components of emotional exhaustion and depersonalization was moderate, but personal accomplishment is severe and statistically significant. Also, the score of effort-reward imbalance in female nurses is 1.09, which is higher than the cutting point and showed the imbalance of effort-reward in nurses. The situation of the meaning life component and the engagement life component (in the characteristics of positive psychology) among nurses was higher than the average and statistically significant, but the situation of the pleasant life was lower than the average and insignificant. The findings also showed that a positive and significant correlation between effort-reward imbalance with job burnout(r=0.458, p<0.01), as well as a negative and significant correlation between the positive psychological characteristics with job burnout (r=-0.65, p<0.01). In addition, the results of multiple regression analysis showed that 40% of variances of job burnout were predicted by the meaning of life, the effort-reward imbalance, and the engagement life. Conclusion: According to the results of this study, job burnout of nurses is moderate. Serious action should be taken by health policymakers and managers to increase the effort-reward balance improve the characteristics of positive psychology and reduce the burnout of nurses.

scholarly journals Effort-Reward Imbalance and Quality of Life Among Female Nurses at a General Hospital in Japan

10.5772/37456 ◽  
2012 ◽  
Author(s):  
Yoko Kikuchi ◽  
Makoto Nakaya ◽  
Miki Ikeda ◽  
Kyoko Narita ◽  
Mihoko Takeda ◽  
...  
Keyword(s):  
Quality Of Life ◽  
General Hospital ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Female Nurses

scholarly journals CONCEPTUALIZATION OF TEACHER BURNOUT AND ONLINE BURNOUT PREVENTION AMONG HUNGARIAN TEACHERS

2021 ◽  
Author(s):  
Szilvia Horváth ◽  
◽  
Katalin N. Kollár ◽  
Keyword(s):  
Stress Management ◽  
Perceived Stress ◽  
Effect Size ◽  
Teacher Burnout ◽  
Personal Accomplishment ◽  
Work Stressors ◽  
Intervention Effect ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
General Self Efficacy

"In our study, we were testing an online burnout prevention programme among Hungarian teachers between 2016-2019, focusing on the background factors of the intervention effect size. Firstly, we conceptualized teacher burnout factors, and after exploratory and confirmatory factor analysis on the incoming sample (N=224), structure equation model has been built up which relate to work-stressors like effort-reward imbalance and over-commitment, burnout factors, perceived stress, general self-efficacy and depression. Secondly, by testing the stress-management intervention on a cumulated sample (N=37) which based on a mini randomized control trial and a quasi-experiment sample data, the intervention effect size has been evaluated, linear regression and structure equation modelling was used to explore the intervention’ predictor and moderator variables. Results of the conceptualization (N=224) show work stressors alone do not lead to burnout factors. Perceived stress is mediator from effort–reward imbalance to burnout factors. General self-efficacy modifies negative impact of perceived stress on personal accomplishment and directly depersonalization. Coping mechanism of depersonalization and personal accomplishment strengthens one-dimensional approach of burnout. Results of the intervention evaluation show that significant high improvement can be achieved related to the emotional exhaustion (N=37 d=0.89, p?.01). For prevention, all kind of stress-management techniques, improving teachers’ perceptions of work success are presumable. In order to reach higher involvement of the participants for further research cultural adaptation is needed."

scholarly journals The Factors Influencing Job Burnout Among Coal Miners in Xinjiang Uygur Autonomous Region,China: a Cross-Sectional Study

2021 ◽  
Author(s):  
Huijun Deng ◽  
Xinnan Li ◽  
Xieerwaniguli Abulimiti ◽  
Zulipinu Mutailifu ◽  
Shuaiyin Zheng ◽  
...  
Keyword(s):  
Family Conflict ◽  
Cross Sectional Study ◽  
Job Burnout ◽  
Work Family Conflict ◽  
Coal Miners ◽  
Cross Sectional ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Years Of Service ◽  
Work Family

Abstract Background: Coal miners are prone to burnout symptoms due to their special working environment. There are no studies on the correlation between job burnout and occupational stress, effort-reward imbalance, and work-family-conflict.Methods: In this cross-sectional study, 1,346 coal miners were selected from 5 coal mining companies using stratified cluster sampling method. The Chinese version of the Job Burnout Scale, Job Content Questionnaire (JCQ), Effort-Reward Inventory (ERI), and Working-Family-Conflict Scale were used to collect data from the coal miners. Correlation analysis and logistic regression methods were used to explore the factors affecting job burnout. Results: coal miners with different genders, ages, years of service, shift system, marital status, and type of work have different total scores and levels of job burnout (P<0.05). The effort-reward imbalance is associated with age, years of service, shift system and marital status (P<0.05). The occupational stress scores of coal miners of different genders, years of service, education, shift system and monthly income were different. Different shift systems, types of work, and work-family conflict scores were also different. The various dimensions of job burnout have varying degrees of correlation with the JCQ, ERI, and Working-Family-Conflict dimensions.Age, work demands, effort, work-family conflict and work-family conflict are risk factors for job burnout, and work autonomy is the protective factor. Conclusions:The detection rate of job burnout in coal miners in Xinjiang Uygur Autonomous Region is relatively high. Age, work demands, effort, and work-family conflict increase the incidence of job burnout, while work autonomy reduces job burnout.

Psychosoziale Merkmale der Arbeit, Überforderungserleben und Depressivität

2008 ◽  
Vol 52 (4) ◽  
pp. 191-203 ◽  
Author(s):  
Ulrike Rösler ◽  
Ute Stephan ◽  
Katja Hoffmann ◽  
Katja Morling ◽  
Anett Müller ◽  
...  
Keyword(s):  
Job Demand ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Demand Control

Die vorliegende Studie untersuchte die im Job-Demand-Control-Support-Modell und Effort-Reward-Imbalance-Modell beschriebenen Tätigkeitsmerkmale in Bezug auf Depressivität in einer Stichprobe von 265 Erwerbstätigen. Anhand konfirmatorischer Faktorenanalysen wurden Gemeinsamkeiten und Unterschiede beider Modelle geprüft. Anschließend wurde die Bedeutung der nachweisbaren Tätigkeitsmerkmale für die Vorhersage von Depressivität getestet und untersucht, inwieweit die Effekte durch Überforderungserleben mediiert werden. Die Analysen zeigten, dass die Modelle sowohl gemeinsame (Arbeitsintensität bzw. berufliche Anforderungen) als auch distinkte Arbeitsmerkmale (Tätigkeitsspielraum, Arbeitsplatzsicherheit, beruflicher Status, soziale Anerkennung) erfassen. Hohe Arbeitsintensität, geringe Arbeitsplatzsicherheit und fehlende soziale Anerkennung standen in signifikantem Zusammenhang mit Depressivität. Anders als erwartet war der berufliche Status positiv mit Depressivität assoziiert, während für den Tätigkeitsspielraum keine signifikanten Effekte nachweisbar waren. Das Pfadmodell bestätigte sowohl direkte als auch durch Überforderungserleben vermittelte Zusammenhänge zwischen den Tätigkeitsmerkmalen und Depressivität (39 % Varianzaufklärung). Die Ergebnisse bieten eine Grundlage für die Identifizierung potenzieller Risikofaktoren für das Auftreten depressiver Symptome am Arbeitsplatz.

Job strain, effort-reward imbalance and neck, shoulder and wrist symptoms among Chinese workers

2013 ◽  
Author(s):  
Shanfa Yu ◽  
Akinori Nakata ◽  
GuiZhen Gu ◽  
Naomi G. Swanson ◽  
Lihua He ◽  
...  
Keyword(s):  
Job Strain ◽  
Effort Reward Imbalance ◽  
Chinese Workers ◽  
Reward Imbalance
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