scholarly journals Empathy and Burnout in Medical Staff: Mediating Role of Job Satisfaction and Job Commitment

2021 ◽  
Author(s):  
Zongpu YUE ◽  
Yang Qin ◽  
Ying Li ◽  
Jian Wang ◽  
Stephen Nicholas ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Medical Staff ◽  
Equation Modeling ◽  
Job Commitment ◽  
Mediating Role ◽  
Bivariate Correlation ◽  
Negative Effect ◽  
Tianjin City ◽  
High Level

Abstract Background: Burnout is a growing problem among medical staff worldwide and empathy has been described as an essential competence to attenuate burnout. Previous studies found job satisfaction and job commitment were affected by the empathy and associated with burnout. This study explores the effect and mechanism of empathy on burnout on medical staff and investigates the mediating role of job satisfaction and job commitment in the relationship between empathy and burnout among medical staff.Methods: Based on a self-administered questionnaire, 335 responses from medical staff in Tianjin City, China, yielded data on socio-demographic characteristics, empathy, burnout, job satisfaction and job commitment. Bivariate correlation and structured equation modeling (SEM) analyzed the relationships between empathy, job satisfaction, job commitment and burnout multi-group invariant analysis was used to evaluate whether the model was consistent across different type and level of hospitals and different job and employment type subgroups. Results: A total of 202 (60.3%) medical staff had low level burnout, 115 (34.3%) staff had the moderate level and 18 (5.4%) staff had the high level burnout. The results of the SEM showed that empathy not only have a direct negative effect on burnout (\(\beta =-0.401, Pcript>\), but also had an indirect impact through job satisfaction (\(\beta =-0.373, Pcript>\) and job commitment (\(\beta =0.489, Pcript>\). Job commitment was negatively associated burnout (\(\beta =-0.513, Pcript>\) but, unexpectantly, job satisfaction was positively associated with burnout (\(\beta =0.177, Pcript>\). The results also indicated the model was consistent across employment type (\(\varDelta {\chi }^{2}\) = 5.904, p > 0.05) and hospital type (\(\varDelta {\chi }^{2}\) = 7.748, p > 0.05), but was inconsistent across hospital level (\(\varDelta {\chi }^{2}\) = 42.930, p < 0.05) and job type (\(\varDelta {\chi }^{2}\) = 52.912, p < 0.05).Conclusions: Our results confirm the important role that empathy plays in the prevention of burnout and by managing job satisfaction and increasing the job commitment burnout can be attenuated. We recommend that government should increase pay for medical staff and continue to reform the resourcing of different hospital levels and that hospital managers implement additional training and strengthening psychological testing and counseling, to reduce medical staff burnout.

scholarly journals Empathy And Burnout In Medical Staff: Mediating Role of Job Satisfaction And Job Commitment

2021 ◽  
Author(s):  
Zongpu YUE ◽  
Yang Qin ◽  
Ying Li ◽  
Jian Wang ◽  
Stephen Nicholas ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Medical Staff ◽  
Equation Modeling ◽  
Job Commitment ◽  
Mediating Role ◽  
Bivariate Correlation ◽  
Negative Effect ◽  
Tianjin City ◽  
High Level

Abstract Background: Burnout is a growing problem among medical staff worldwide and empathy has been described as an essential competence to attenuate burnout. Previous studies found job satisfaction and job commitment were affected by the empathy and associated with burnout. This study explores the effect and mechanism of empathy on burnout on medical staff and investigates the mediating role of job satisfaction and job commitment in the relationship between empathy and burnout among medical staff.Methods: Based on a self-administered questionnaire, 335 responses from medical staff in Tianjin City, China, yielded data on socio-demographic characteristics, empathy, burnout, job satisfaction and job commitment. Bivariate correlation and structured equation modeling (SEM) analyzed the relationships between empathy, job satisfaction, job commitment and burnout multi-group invariant analysis was used to evaluate whether the model was consistent across different type and level of hospitals and different job and employment type subgroups. Results: A total of 202 (60.3%) medical staff had low level burnout, 115 (34.3%) staff had the moderate level and 18 (5.4%) staff had the high level burnout. The results of the SEM showed that empathy not only had a direct negative effect on burnout (β = -0.401, p < 0.001), but also had an indirect impact through job satisfaction ( β = -0.373, p < 0.001) and job commitment (β = 0.489, p < 0.001). Job commitment was negatively associated burnout ( β = -0.513, p < 0.001) but, unexpectedly, job satisfaction was positively associated with burnout (β = 0.177, p < 0.001). The results also indicated the model was consistent across employment type ( Δχ2 = 5.904, p > 0.05) and hospital type ( Δχ2= 7.748, p > 0.05), but was inconsistent across hospital level (Δχ2 = 42.930, p < 0.05) and job type ( Δχ2= 52.912, p < 0.05).Conclusions: Our results confirm the important role that empathy plays in the prevention of burnout and by managing job satisfaction and increasing the job commitment burnout can be attenuated. We recommend that government should increase pay for medical staff; continue to reform the resourcing of different hospital levels; and that hospital managers implement additional training and strengthen psychological testing and counseling, to reduce medical staff burnout.

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110305
Author(s):  
Majid Ghasemy ◽  
Farhah Muhammad ◽  
Jamshid Jamali ◽  
José Luis Roldán
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Structural Equation ◽  
Interpersonal Conflict ◽  
Emotional Reactions ◽  
Equation Modeling ◽  
Affective States ◽  
International Faculty ◽  
Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

School principals’ systems thinking: antecedents and consequences

2019 ◽  
Vol 57 (2) ◽  
pp. 167-184 ◽  
Author(s):  
Pascale Benoliel ◽  
Haim Shaked ◽  
Nechama Nadav ◽  
Chen Schechter
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Systems Thinking ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Leadership Framework ◽  
Antecedents And Consequences

PurposeToday’s educational complexities require principals to adopt a more systemic perspective toward school management. Although research has emphasized the benefits associated with the holistic perspective of systems thinking, research in the educational field has been limited. The purpose of this paper is to investigate the mediating role of principals’ systems thinking (PST) in the relationships between instructional leadership (IL) and subject coordinators’ organizational commitment and job satisfaction.Design/methodology/approachData were collected by surveying a sample of 226 subject coordinators from different elementary schools randomly chosen in Israel. Subject coordinators completed questionnaires on their PST competencies, their principals’ IL, job satisfaction and organizational commitment. Structural equation modeling was used to test the research hypotheses.FindingsThe results confirmed the main hypotheses: PST did facilitate subject coordinators’ organizational commitment and job satisfaction. Findings also showed that PST mediated the relationship between IL and subject coordinators’ organizational commitment and job satisfaction.Originality/valueBy integrating research from both educational and non-educational literature, this study contributes to deepen our understanding regarding the antecedents and consequences of the PST as perceived by their subject coordinators, providing a broader leadership framework on their functions in today’s complex school systems.

Specific HR practices and employee commitment: the mediating role of job satisfaction

2019 ◽  
Vol 41 (3) ◽  
pp. 420-435 ◽  
Author(s):  
Arshad Mahmood ◽  
Muhammad Naseer Akhtar ◽  
Usman Talat ◽  
Chuanmin Shuai ◽  
James C. Hyatt
Keyword(s):  
Job Satisfaction ◽  
Developing Country ◽  
Structural Equation ◽  
Employee Commitment ◽  
Developed Countries ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Hr Practices

PurposeThe purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment.Design/methodology/approachThe study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted.FindingsThe findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment.Research limitations/implicationsA key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries.Practical implicationsFrom an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment.Originality/valueThe research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.

scholarly journals The Impact of Emotional Intelligence on Job Performance via the Mediating Role of Job Satisfaction

2016 ◽  
Vol 11 (2) ◽  
pp. 69 ◽  
Author(s):  
Ivan Vratskikh ◽  
Ra'ed (Moh’dTaisir) Masa'deh ◽  
Musa Al-Lozi ◽  
Mahmoud Maqableh
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Public Sector ◽  
Job Performance ◽  
Equation Modeling ◽  
Mediating Role ◽  
University Of Jordan ◽  
The University ◽  
The Impact

<p class="NoSpacing1">Recent research findings are accumulating evidence that Emotional Intelligence (EI) is associated positively with important work manners. However, the research on Emotional Intelligence is mainly conducted in business field and in western countries; therefore there is a shortage of research on Emotional Intelligence in the context of public sector in Jordan. The aim of this study is to explore the influence of Emotional Intelligence on job performance and job satisfaction as well as the mediating role of job satisfaction on job performance among the administrative employees of the University of Jordan. The present study is based on Mayer and Salovey’s (2000) ability model of Emotional Intelligence. A sample consisted of 354 employees from the University of Jordan who completed self-report questionnaire. Structural equation modeling (SEM) was used in order to test the proposed hypotheses. The research found that Emotional Intelligence is positively correlated with job performance and job satisfaction. The findings of this study also confirm the mediatory role of job satisfaction in relationship between Emotional Intelligence and job performance. It is suggested that Emotional Intelligence can be used to predict job performance and job satisfaction, therefore the understanding of Emotional Intelligence theory and its applications can be promoted for managerial and human resource practices throughout public sector organizations.</p>

scholarly journals Mediating role of intrinsic work motivation in relationship between job commitment and professional ethics with firefighters' extra-role performance

2022 ◽  
Author(s):  
A Moghtaderi Isfahani ◽  
A Mehdad
Keyword(s):  
Direct Effect ◽  
Professional Ethics ◽  
Equation Modeling ◽  
Role Performance ◽  
Statistical Population ◽  
Job Commitment ◽  
Mediating Role ◽  
Job Motivation ◽  
Role Behaviors

Introduction: A firefighting job is a demanding job that has a high degree of stress due to constant exposure to life-threatening conditions. Therefore, the present study investigates the mediating role of intrinsic job motivation in the relationship between job commitment and professional ethics with extra-role performance among firefighters in Isfahan. Materials and Methods: The type of study was descriptive and correlational. The statistical population included all firefighters in Isfahan, from which 228 people were selected as a sample through random sampling. The instruments used include internal job motivation questionnaires (Gagne et al., 2015), job commitment (Blau, 2009), professional ethics (Hackerina, 2011), and extra-role performance (Lee and Allen, 2002). Data were analyzed by the Pearson correlation coefficient and structural equation modeling (SEM). SPSS23 and Smart PLS3 software were used for data analysis. Results: The results showed that professional ethics has a direct effect on intrinsic job motivation, extra-role performance toward organization and individual; Intrinsic job motivation affects directly on the extra-role performance toward an individual; Job commitment has a direct effect on intrinsic job motivation and extra-role performance toward the organization (P <0.05). Also, the proposed model has a good fit and by examining the indirect and mediating effects through the bootstrapping method in PLS software, was shown that intrinsic job motivation mediates the effect of job commitment and professional ethics on the extra- role performance toward the individual. Conclusion: The findings of the present study showed that professional ethics and job commitment could increase extra-role behaviors through intrinsic job motivation. Therefore, due to the role and importance of extra-role behaviors in the firefighting profession, attention to this should be considered by managers and policymakers of this organization.

scholarly journals Job Satisfaction and Marital Adjustment among Paramedical: Mediating Role of Work Family Conflict

2017 ◽  
Vol 3 (1) ◽  
pp. 61-74
Author(s):  
Iram Batool ◽  
Shaukat Hussain ◽  
Ruqia Safdar Bajwa
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Marital Adjustment ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Mediating Role ◽  
Work Conflict ◽  
Work Family ◽  
The Relationship

Purpose: An extensive pressure arose by work environment or by family environment resulted as work-family conflict. Occurrences of such conflicts are observed when employees experienced interference of work to family and family to work. Keeping the literature available on effects of work-family conflict in relationship to job satisfaction and marital adjustment, this study was designed to investigate the mediating role played by work family conflict between the relationship of job satisfaction and marital adjustment among paramedical staff. Another aim of this study was to explore the relationship among three variables. Furthermore, it was aimed to find out if there are any differences on gender or other demographical variables.  A sample of 100 employees was taken from Jhang and Faisalabad city. Instruments for measuring Work family developed by Netemeyer et al. (1996), job satisfaction developed by Paul E. Spector, (1994), and adapted and translated by Shazad, (2011) were used. Dyadic adjustment scale developed by Spanier, (1976) and adapted and translated into Urdu by Naseer (2000) were also used. Results revealed positive correlation between work to family and family to work conflict, while negative with marital adjustment and job satisfaction. The regression analysis showed Job satisfaction contributed 29% and family to work contributed 27% in predicting marital adjustment. Significant gender differences were found. The results of partial least square structural equation modeling (PLS-SEM) found significant mediating role of work to family conflict and family to work conflict.

scholarly journals Job Characteristics' Causal Effects on Individual Job Performance Perceptions and Mediating Role of Job Satisfaction

2021 ◽  
pp. 57-86
Author(s):  
Metin KAYA ◽  
◽  
Halil DEMIRER ◽  
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Causal Effect ◽  
Job Characteristics ◽  
Causal Effects ◽  
Equation Modeling ◽  
Mediating Role ◽  
And Task

This study aims to reveal the dimensions of job characteristics' causal effects on the dimensions of job performance perception and the mediating role of extrinsic and intrinsic job satisfaction in this relationship. All the variables are examined for individual-organization interaction at the individual level. Primary research data were gathered by using a structured questionnaire that included valid and reliable scales, namely Job Characteristics Inventory, Minnesota Job Satisfaction Questionnaire, and The Job performance quality scale. The sample of the study consists of 472 employees randomly chosen from five private and public hospitals in Turkey. Exploratory and confirmatory factor analyses are used for factor validation. Path analysis and bootstrap analyses are used to detect direct and mediating effects on a path model using the structural equation modeling technique. Findings revealed that skill variety and friendship have a positive causal effect on compliance and task performance. Friendship, skill variety, and autonomy have a positive causal effect on job satisfaction. Internal job satisfaction has a positive causal influence on compliance, contextual, and task performance. Friendship, skill variety, and autonomy's causal effects on compliance, contextual, and task performance are mediated by intrinsic and extrinsic job satisfaction.

The mediating role of work atmosphere in the relationship between supervisor cooperation, career growth and job satisfaction

2019 ◽  
Vol 31 (2) ◽  
pp. 78-94 ◽  
Author(s):  
Mohammad Ali Ashraf
Keyword(s):  
Job Satisfaction ◽  
Sample Size ◽  
Equation Modeling ◽  
Measurement Scales ◽  
Convenience Sample ◽  
Content Type ◽  
Mediating Role ◽  
Career Growth ◽  
Work Atmosphere

Purpose The purpose of this paper is to examine the mediating role of work atmosphere which have a positive influence on job satisfaction. Specifically, it focuses on how supervisor’s cooperation and career growth affect job satisfaction mediating through work atmosphere in a private corporate entity. Design/methodology/approach To attain this objective, a research framework with a mediating variable of work atmosphere was formulated. Using measurement scales created to assess different aspects of job satisfaction, career growth, supervisor’s cooperation and work atmosphere, a survey instrument was developed to test the various relationships implied by the framework. Data (n = 325) were collected from the employees of a local chemical company in Bangladesh following convenience sampling procedure. The analysis has been done by bootstrapping procedure following structural equation modeling (SEM). Findings The result shows that work atmosphere has a significant mediating role in linking supervisor cooperation and job satisfaction of the employees in the organization. Research limitations/implications As with any study, there are limitations to the study described here. One possible drawback is the use of a single company’s employees as respondents. Second, the sample size is not very large, because respondents were observed to be negligent in filling the questionnaire provided to them. If the sample size could be increased a bit more, then the authors might have better outcomes as postulated in the paper. Nevertheless, the usual cautions about over-generalizing findings from this sample, to populations for which it is not strictly representative, apply. The sample was not randomly drawn to represent a population to which findings could be generalized. Instead, it was a convenience sample, and as such, the ability to generalize the findings very far beyond the sample is limited. Practical implications From a practical perspective, as a cumulative body of work on job satisfaction with mediating variable of work atmosphere emerges, the authors will be better able to advise employers on the elements they need to address to increase their employee retention rate. In this study, the one area of findings that may help business and commercial organizations the most concerns work environment in the workplace. The authors found that supervisor cooperation and work atmosphere were associated with positive path value toward job satisfaction. Similarly, career growth and work atmosphere also exhibit positive path value towards job satisfaction. The implication is that employers can focus on supervisor cooperation in rightly and duly promoting the deserving employees, and in doing so, they can generate positive attitudes toward these activities. Originality/value This paper will add immense importance of work atmosphere to the organizational learning and behavior.

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