scholarly journals Model of burnout, depression, and work performance among nurses in China: a questionnaire survey.

2020 ◽  
Author(s):  
Li Li ◽  
Yongcheng Yao ◽  
Xiaoping Lou ◽  
Nan Qin ◽  
Wu Yao
Keyword(s):  
Job Performance ◽  
Work Performance ◽  
Educational Status ◽  
Job Characteristics ◽  
Personality Types ◽  
Job Burnout ◽  
Direct Effects ◽  
Job Title ◽  
Relationship Of ◽  
The Relationship

Abstract Background: To investigate the relationship of job burnout, depression, with job performance among nurses and to construct a job performance model.Methods: Questionnaires were administered to 792 nurses working in 5 hospitals in Zhengzhou, Henan province, China from July to August in 2015.Results: Of the 792 nurses, statistically significant differences were found in the age, educational status, years working, department, job title, and personality types with respect to burnout, depression, and job performance ( P <0.05). The job burnout scores were positively correlated with the depression scores and negatively correlated with the job performance ( P <0.001). Nurses in the 25-29 years age group had the highest burnout scores ( P <0.01). The burnout scores were higher among those who worked 6-15 years than those who worked more than 15 years ( P <0.01). The job performance scores were higher in the ≥16-year than <6-year working group ( P <0.05). The burnout scores were lower among intermediate-level than junior-level nurses ( P <0.05), but the job performance scores were higher than those of junior-level nurses ( P <0.01). Path analysis results showed that among the examined job characteristics, the direct effects of age, years working, and job title were greatest.Conclusion: This study suggests that the main risk factors among job characteristics were age, years working, and job title. Burnout may lead to depression and a decline in job performance.

scholarly journals Model of burnout, depression, and work performance among nurses in China: a questionnaire survey.

2020 ◽  
Author(s):  
Li Li ◽  
Yongcheng Yao ◽  
Xiaoping Lou ◽  
Nan Qin ◽  
Wu Yao
Keyword(s):  
Job Performance ◽  
Work Performance ◽  
Educational Status ◽  
Job Characteristics ◽  
Personality Types ◽  
Performance Model ◽  
Job Burnout ◽  
Job Title ◽  
Relationship Of ◽  
The Relationship

Abstract Background: To investigate the relationship of job burnout, depression, with job performance among nurses and to construct a job performance model. Methods: Questionnaires were administered to 792 nurses working in 5 hospitals in Zhengzhou, Henan province, China from July to August in 2015. Results: Of the 792 nurses, statistically significant differences were found in the age, educational status, years working, department, job title, and personality types with respect to burnout, depression, and job performance ( P <0.05). The job burnout scores were positively correlated with the depression scores and negatively correlated with the job performance ( P <0.001). Nurses in the 25-29 years age group had the highest burnout scores ( P <0.01). The burnout scores were higher among those who worked 6-15 years than those who worked more than 15 years ( P <0.01). The job performance scores were higher in the ≥16-year than <6-year working group ( P <0.05). The burnout scores were lower among intermediate-level than junior-level nurses ( P <0.05), but the job performance scores were higher than those of junior-level nurses ( P <0.01). Path analysis results showed that among the examined job characteristics, the direct effects of age, years working, and job title were greatest. Conclusion: This study suggests that the main risk factors among job characteristics were age, years working, and job title. Increased burnout leads to increased depression, which in turn leads to a decline in job performance.

scholarly journals APPLYING THE THEORY OF STIFIn PERSONALITY: INVESTIGATING THE EFFECT OF HR MANAGEMENT PRACTICES ON JOB PERFORMANCE

2020 ◽  
Vol 6 (1) ◽  
pp. 103-122
Author(s):  
Yayan Hadiyat ◽  
Nina Sri Indrawati ◽  
Iswahyudi Iswahyudi
Keyword(s):  
Job Performance ◽  
Sampling Method ◽  
Management Practices ◽  
Employee Performance ◽  
Personality Types ◽  
Performance Model ◽  
Hr Management ◽  
Relationship Of ◽  
The Relationship ◽  
Retention Practices

This article examined the effect of STIFIn-based HR Management Practices on Job Performance. This research is a quantitative study with hypothesis testings using the PLS-SEM approach and analyzed using WarpPLS software. Hypothesis testings are carried out with two models; Model-1 investigates the relationship of the variables in STIFIn HR Management, namely selection and retention of performance. Model-2 investigates the relationship between the overall STIFIn HR management practices and overall job performance. This research was conducted at companies that have implemented STIFIn-based HR Management. The sample was determined by purposive sampling method. This study found a significant effect of STIFIn-based HR Management namely selection and retention practices on employee performance both in task performance and contextual performance. While the results of the model-2 analysis show that STIFIn's overall HR practice is also significant on performance with higher impact than if those HR STIFIn are implemented individually both of selection or retention. The results of this study will provide new insights into the previous research on the effect of HR management practices on performance, and specifically on HR management practices based on employee’s personality types.

An integrated process model of communication satisfaction and organizational outcomes

2009 ◽  
Vol 37 (6) ◽  
pp. 825-834 ◽  
Author(s):  
Ming-Ten Tsai ◽  
Shuang-Shii Chuang ◽  
Wei-Ping Hsieh
Keyword(s):  
Job Performance ◽  
Turnover Intention ◽  
Process Model ◽  
Response Rate ◽  
Organizational Outcomes ◽  
Service Industries ◽  
Communication Satisfaction ◽  
Integrated Process ◽  
Relationship Of ◽  
The Relationship

The relationship of communication satisfaction to job performance and turnover intention among employees was examined. Most communication satisfaction research has been conducted in relation to job satisfaction. However, there is a growing interest in the relationships between communication satisfaction, job performance, and turnover intention. The population examined in this study were employed in the top 500 service industries in Taiwan. The sample consisted of 1,260 individuals. A total of 467 valid responses were collected for a usable response rate of 37.1%. The results suggest that employees' perceptions of a high communication satisfaction are positively associated with their job performance, and negatively related to turnover intention.

Effects of Pollution on Swallowing: How Little We Know

1992 ◽  
Vol 106 (6) ◽  
pp. 706-712 ◽  
Author(s):  
Jeffrey B. Palmer ◽  
Kenneth H. C. Silver
Keyword(s):  
Defense Mechanisms ◽  
Alimentary Tract ◽  
Direct Effects ◽  
Future Directions ◽  
Environmental Agents ◽  
Food Particles ◽  
Essential Function ◽  
Airway Defense ◽  
Relationship Of ◽  
The Relationship

Swallowing is an essential function of the upper alimentary tract. It is highly complex, requiring precise coordination of numerous nerves and muscles of the oral cavity, pharynx, larynx, and esophagus. Swallowing is integrated with other physiologic functions, Including mastication and respiration. Impairments of swallowing may result from many different structural or physiologic disorders. Little is currently known about the direct effects of pollution on swallowing. Structures critical to swallowing, however, are vulnerable to damage by environmental hazards such as exposure to ionizing radiation or intake of toxins by ingestion or inhalation. The relationship of swallowing to environmental lung disease is an area of particular Interest because Impaired swallowing may result in aspiration of food particles into the lung, and because pollutants may hamper airway defense mechanisms. In this article, we discuss the possible impact of selected environmental agents on swallowing and suggest future directions for research.

scholarly journals Who can enjoy the unavoidable emotional labor

2014 ◽  
Vol 27 (4) ◽  
pp. 719-742
Author(s):  
SeungGeun Baeck ◽  
KangHyun Shin ◽  
JongHyun Lee ◽  
ChangGoo Heo
Keyword(s):  
Work Engagement ◽  
Emotional Labor ◽  
Negative Emotion ◽  
Job Burnout ◽  
Self Monitoring ◽  
Main Effect ◽  
Relationship Of ◽  
Main Effects ◽  
The Relationship ◽  
Positive Effect

The purpose of this study was to examine the positive effect of self-monitoring among emotional display rules (fostering positive emotion(FPE) & suppressing negative emotion(SNE)) and consequential work attitude (job burnout & work engagement). A sample of 191 hotel employees were participated in this study and data were analyzed by SPSS. The results are as follows. First, the main effect of FPE on work engagement was supported, but the main effect of SNE on job burnout was not. Second, the main effects of self-monitoring on engagement and burnout were supported. Third, the moderation effects of self-monitoring which buffer the relationship of SNE on burnout and which facilitate the relationship FPE on engagement were significant. Finally, the implications and limitations were discussed.

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