scholarly journals A NOVEL FRAMEWORK BASED ON THE IMPROVED JOB DEMANDS-RESOURCES (JD-R) MODEL TO UNDERSTAND THE IMPACT OF JOB CHARACTERISTICS ON JOB BURNOUT FROM THE VIEW OF EMOTION REGULATION THEORY

2018 ◽  
Vol 30 (1) ◽  
pp. 26-34 ◽  
Author(s):  
Naiding Yang ◽  
◽  
Jintao Lu ◽  
Jinfu Ye ◽  
◽  
...  
Keyword(s):  
Emotion Regulation ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Burnout ◽  
Regulation Theory ◽  
Régulation Theory ◽  
The Impact

scholarly journals Exploring the Impact of Stress on Burnout: A Mathematical Model and Empirical Research

2020 ◽  
Vol 2020 ◽  
pp. 1-8
Author(s):  
Cheng-Lin Jin ◽  
Ting Chen ◽  
Shu-Yang Wu ◽  
Yi-Lin Yang
Keyword(s):  
Social Psychology ◽  
Turnover Intention ◽  
Job Demands ◽  
Role Stress ◽  
Job Burnout ◽  
Educational Management ◽  
Organizational Behaviour ◽  
Member Exchange ◽  
Negative Effect ◽  
The Impact

Educational management and social psychology researchers have frequently suggested that job burnout and even turnover intention of college teachers can be induced by stress, which is an inherent part of fast-changing environments and advanced educational technology. However, studies about the contingency effect remain limited. We articulate the effect of role stress and technostress by integrating organizational behaviour and educational management literature. Particularly, this study tries to investigate the moderating effect of teacher agility and leader-member exchange differentiation on suppressing burnout. According to the job demands-resources model, we proposed that the negative effect of stress on burnout depends on the degree of agility and leader-member change quality (LMXD). A study of 271 samples supports the propositions. Specifically, the adverse effect of role stress on job burnout is strengthened by both employee agility and LMXD. We further elaborate theoretical implications on educational management, social psychology, and job demands-resources model.

scholarly journals A computational model based on Gross’ emotion regulation theory

2010 ◽  
Vol 11 (3) ◽  
pp. 211-230 ◽  
Author(s):  
Tibor Bosse ◽  
Matthijs Pontier ◽  
Jan Treur
Keyword(s):  
Emotion Regulation ◽  
Computational Model ◽  
Regulation Theory ◽  
Model Based ◽  
Régulation Theory

Teachers’ emotions and emotion management: integrating emotion regulation theory with emotional labor research

2016 ◽  
Vol 19 (4) ◽  
pp. 843-863 ◽  
Author(s):  
Mikyoung Lee ◽  
Reinhard Pekrun ◽  
Jamie L. Taxer ◽  
Paul A. Schutz ◽  
Elisabeth Vogl ◽  
...  
Keyword(s):  
Emotion Regulation ◽  
Emotional Labor ◽  
Emotion Management ◽  
Regulation Theory ◽  
Régulation Theory

Exploring the Impact of Job Insecurity on Employees’ Unethical Behavior

2016 ◽  
Vol 27 (1) ◽  
pp. 39-70 ◽  
Author(s):  
Ericka R. Lawrence ◽  
K. Michele Kacmar
Keyword(s):  
Emotional Exhaustion ◽  
Unethical Behavior ◽  
Job Insecurity ◽  
Self Regulation ◽  
Psychological Processes ◽  
Regulation Theory ◽  
Corporate Scandals ◽  
Régulation Theory ◽  
The Impact

ABSTRACT:The multitude of corporate scandals has prompted research that examines factors that influence an individual’s engagement in unethical behavior. This article extends previous research by examining the psychological processes through which unethical behavior may occur. We develop and test a model that uses self-regulation theory to explain and predict how and under what circumstances individuals are likely to engage in unethical behavior. Results from data collected from 107 professionals at two points in time and 205 employees from various industries confirm that job insecurity increases emotional exhaustion, which subsequently impairs an employee’s ability to activate self-regulating processes to avoid engaging in unethical behavior. However, the link between job insecurity and emotional exhaustion as well as the mediated relationship between job insecurity and unethical behavior through emotional exhaustion are weaker for employees who have high adaptability and stronger for employees who are highly embedded in their organization.

scholarly journals The Effects of Emotional Labour, Job Characteristics and Job Demands on Job Burnout with Counterproductive Behaviour in Hermina Hospital Depok, West Java, Indonesia

2021 ◽  
Vol 11 (4) ◽  
pp. 8
Author(s):  
Sera Causalita Utami Putri ◽  
Iwan Kresna Setiadi ◽  
Santoso Iman Mulyono
Keyword(s):  
Quantitative Research ◽  
Job Demands ◽  
Least Square Method ◽  
Simple Random Sampling ◽  
Job Characteristics ◽  
Job Burnout ◽  
Partial Least Square ◽  
Least Square ◽  
Path Coefficient ◽  
Emotional Labour

The quantitative research method is used in this research that aims to determine the effects of emotional labour, job characteristics and job demands on job burnout with counterproductive behaviour. The respondents in this research are nurses with a population of 160. The size of the sample was taken as much as 100 respondents, with a probability sampling method specifically for simple random sampling. The questionnaire was used for data collection. The analysis technique used in this research is the analysis PLS (Partial Least Square) method. The results of this study indicate that (1) emotional labour has an effect on job burnout with a path coefficient of 0.751. (2) job characteristics have an effect on job burnout with a path coefficient of 0.231 (3) job burnout has an effect on counterproductive behaviour with a path coefficient of 0.951 and (4) job demands have an effect on job burnout with a path coefficient of 0.687.

Can configurations of motivation and extraversion attenuate job demands-job burnout bond?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadegh Farivar ◽  
Osveh Esmaeelinezhad
Keyword(s):  
Comparative Analysis ◽  
Fuzzy Set ◽  
Extrinsic Motivation ◽  
Qualitative Comparative Analysis ◽  
Job Demands ◽  
Job Burnout ◽  
Theoretic Approach ◽  
Social Phenomena ◽  
Content Type ◽  
The Impact

Purpose Recent research highlights the necessity to critically examine the factors that can reduce the relationship between job stressors, such as job demand and burnout, to create healthier workplaces. This study aims to explore how five types of motivations (extrinsic motivation-social, extrinsic motivation- material, introjected, identified and intrinsic motivation), in combination with extraversion trait influence the impact of job demands on job burnout. Design/methodology/approach This study adopted a set-theoretic approach named fuzzy-set qualitative comparative analysis to analyze the data collected from 84 employees working in an research and development department of a public organization. Findings Findings revealed two distinct configurations. First, the absence of intrinsic and identified motivations lead to job burnout if extraverted participants suffer from high job demands. Second, non-extraverted participants reported high job burnout in the presence of high job demands, although all five types of motivations drove them. Practical implications This study suggests managers need to consider personalized preventive actions, depending on the level of extraversion trait when they try to motivate their employees who are dealing with high levels of job demands. Originality/value The emerging trend in social science suggests adopting linearity assumptions to study social phenomena is inconsistent with the reality of human behavior. Thus, this study used fuzzy-set qualitative comparative analysis to examine the complex interplay among all five types of motivations, extraversion trait, job demands, which contribute to burnout.

The Impact of Occupational Characteristics and Victimization on Job Burnout Among South Korean Correctional Officers

2020 ◽  
Vol 47 (7) ◽  
pp. 905-923
Author(s):  
Jaeyong Choi ◽  
Nathan E. Kruis ◽  
Yeonsoo Kim
Keyword(s):  
Physical Violence ◽  
Correctional Officers ◽  
Job Characteristics ◽  
Job Burnout ◽  
Personal Accomplishment ◽  
Policy Implications ◽  
Three Dimensions ◽  
Correctional Officer ◽  
South Korean ◽  
The Impact

Prior research on correctional officer burnout has focused almost exclusively on the effects of job characteristics. To date, this line of inquiry has largely failed to consider one important factor associated with the unique nature of prison work—direct exposure to interpersonal victimization (e.g., individuals in custody-on-officers). This article uses data from 269 correctional officers working in four South Korean facilities to examine the differential impact of experienced individuals in custody-on-officers aggression (i.e., verbal violence, minor and serious physical violence) and job characteristics (e.g., role clarity) on three dimensions of job burnout (i.e., emotional exhaustion, depersonalization, and a sense of a lack of personal accomplishment). Results show that verbal victimization is more impactful on correctional officer burnout than physical victimization. However, the results also suggest that job characteristics may be more impactful on predicting certain dimensions of correctional officer burnout than experienced victimization. Potential policy implications are discussed.

scholarly journals Does Paradoxical Leadership Facilitate Leaders’ Task Performance? A Perspective of Self-Regulation Theory

2021 ◽  
Vol 18 (7) ◽  
pp. 3505
Author(s):  
Silu Chen ◽  
Yu Zhang ◽  
Lili Liang ◽  
Tao Shen
Keyword(s):  
Task Performance ◽  
Leadership Style ◽  
Positive Impact ◽  
Self Regulation ◽  
Job Crafting ◽  
Regulation Theory ◽  
Régulation Theory ◽  
Career Resilience ◽  
The Impact ◽  
The Relationship

As an emerging Chinese indigenous leadership style, paradoxical leadership has received considerable attention from researchers. Many studies have demonstrated the positive impact of paradoxical leadership on employees, teams, and organizations; however, there is less information on how paradoxical leaders influence their own work outcomes. On the basis of self-regulation theory, in this study, we examined the impact of paradoxical leadership on leaders’ task performance. In addition, we investigated the mediating effects of job crafting and career resilience on this relationship. Through a survey of 120 leaders and 271 of their immediate followers, our empirical analysis found the following: (1) paradoxical leadership was positively related to leaders’ task performance, (2) job crafting mediated the relationship between paradoxical leadership and leaders’ task performance, and (3) career resilience positively moderated the relationship between paradoxical leadership and job crafting, and had an indirect effect on task performance through job crafting. Our model offers novel insights into the paradoxical leadership literature and implications for improving leaders’ job crafting and task performance.

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