scholarly journals Predictors of Burnout in Healthcare Workers during the COVID-19 Pandemic

Healthcare ◽  
2021 ◽  
Vol 9 (3) ◽  
pp. 304
Author(s):  
Adriana Cotel ◽  
Florinda Golu ◽  
Anca Pantea Stoian ◽  
Mihai Dimitriu ◽  
Bogdan Socea ◽  
...  
Keyword(s):  
Healthcare Workers ◽  
Job Demands ◽  
Job Resources ◽  
Central Component ◽  
Work Family Conflict ◽  
Personal Resource ◽  
Emotional Demands ◽  
Work Family ◽  
Training Professional ◽  
And Control

The purpose of this study was to identify the predictors of burnout in healthcare workers during the COVID-19 pandemic. Data were collected from March to June in 2020, during the COVID-19 pandemic, from employees of two Romanian hospitals. Five hundred and twenty-three healthcare workers completed a series of questionnaires that measured burnout, job demands, job resources, and personal resources. Among the respondents, 14.5% had a clinical level of exhaustion (the central component of burnout). Three job demands (work–family conflict, lack of preparedness/scope of practice, emotional demands), three job resources (training, professional development, and continuing education; supervision, recognition, and feedback; autonomy and control), and one personal resource (self-efficacy) were significant predictors of burnout, explaining together 37% of the variance in healthcare workers’ burnout. Based on our results, psychological interventions during the COVID-19 pandemic for healthcare employees should focus primarily on these demands and resources.

A job demands-resources approach to presenteeism

2016 ◽  
Vol 21 (4) ◽  
pp. 402-418 ◽  
Author(s):  
Alisha McGregor ◽  
Christopher A. Magee ◽  
Peter Caputi ◽  
Donald Iverson
Keyword(s):  
Social Support ◽  
Work Engagement ◽  
Family Conflict ◽  
Workplace Bullying ◽  
Time Pressure ◽  
Job Demands ◽  
Job Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

Purpose Utilising the job demands-resources (JD-R) model, the purpose of this paper is to examine how aspects of the psychosocial work environment (namely, job demands and resources) are associated with presenteeism, and in particular, whether they are indirectly related via burnout and work engagement. Design/methodology/approach A cross-sectional survey of 980 working Australians measured the relationships between job demands (i.e. workplace bullying, time pressure and work-family conflict), resources (i.e. leadership and social support), burnout, work engagement and presenteeism. Path analysis was used to test the proposed hypotheses whilst controlling for participant demographics (i.e. sex, age, work level, duration and education). Findings Higher job demands (workplace bullying, time pressure, and work-family conflict) and lower job resources (leadership only) were found to be indirectly related to presenteeism via increased burnout. While increased job resources (leadership and social support) were indirectly related to presenteeism via improved work engagement. Practical implications The findings are consistent with the JD-R model, and suggest that presenteeism may arise from the strain and burnout associated with overcoming excessive job demands as well as the reduced work engagement and higher burnout provoked by a lack of resources in the workplace. Intervention programmes could therefore focus on teaching employees how to better manage job demands as well as promoting the resources available at work as an innovative way to address the issue of rising presenteeism. Originality/value This study is important as it is one of the first to examine the theoretical underpinnings of the relationship between presenteeism and its antecedents.

Examining the moderating roles of job demands and resources on the relation between work engagement and work–family conflict

2018 ◽  
Vol 49 (4) ◽  
pp. 479-490
Author(s):  
Anthony G Balogun ◽  
Olukayode A Afolabi
Keyword(s):  
Work Engagement ◽  
Family Conflict ◽  
Working Mothers ◽  
Job Demands ◽  
Job Resources ◽  
Work Family Conflict ◽  
Negative Effect ◽  
Work Family ◽  
High Level ◽  
Job Demands And Resources

Recently, studies have shown that work engagement is associated with high level of work–family conflict. However, little is known about the factors that can moderate this relationship. Using job demands–resources model as a theoretical framework, this study examined the moderating roles of job demands and resources in the relation between work engagement and work–family conflict among a sample of 156 working mothers in Nigeria. Their ages ranged between 24 and 39 years ( M = 34.09; SD = 7.49). Data were analyzed using moderated hierarchal regression analysis. Results showed that work engagement was positively related to work–family conflict. Job demands and resources significantly moderated the relationship between work engagement and work–family conflict, such that highly work engaged working mothers who experience high job demands with high job resources reported low work–family conflict. The findings suggest that organizations can reduce the negative effect of work engagement on work–family conflict among their employees by reducing or optimizing job demands and providing adequate job resources.

scholarly journals The Unbearable Lightness of the Academic Work: The Positive and Negative Sides of Heavy Work Investment in a Sample of Italian University Professors and Researchers

2019 ◽  
Vol 11 (8) ◽  
pp. 2439 ◽  
Author(s):  
Converso ◽  
Sottimano ◽  
Molinengo ◽  
Loera
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Family Conflict ◽  
Job Demands ◽  
Intention To Leave ◽  
Job Resources ◽  
Work Family Conflict ◽  
Work Overload ◽  
Heavy Work ◽  
Work Family

Universities perform very demanding tasks within a workplace characterized by a critical psychosocial environment. Against this backdrop, the aim of this study is to extend the current literature on the job sustainability of faculty professors, examine the associations of certain job resources (meaningfulness of work, reward) and job demands (work overload, conflict among colleagues) with workaholism, burnout, engagement. A self-report questionnaire was administered within a public higher education institution in Italy to a sample constituted by 291 professors. The results of path analysis show that meaningfulness of work and reward positively correlate with work engagement, work satisfaction, and psychological wellbeing and ward off emotional exhaustion and intention to leave. Work overload correlates positively with workaholism, work-family conflict and intention to leave and negatively with job satisfaction. Finally, workaholism correlates with work engagement and mediates the relationship between work overload and work-family conflict, emotional exhaustion, and psychological discomfort. The study highlights that to support the work of academic workers and build healthy and sustainable universities, it is necessary to promote job resources and control job demands. Moreover, the study highlights that work engagement and workaholism can be respectively considered as the positive and negative sides of heavy work investment.

scholarly journals Towards Better Understanding of the Harmful Impact of Hindrance and Challenge Stressors on Job Burnout of Nurses. A One-Year Cross-Lagged Study on Mediation Role of Work-Family Conflict

2021 ◽  
Vol 12 ◽  
Author(s):  
Łukasz Baka ◽  
Monika Prusik
Keyword(s):  
Family Conflict ◽  
Harmful Effect ◽  
Job Demands ◽  
Job Burnout ◽  
Work Family Conflict ◽  
Cognitive Demands ◽  
Emotional Demands ◽  
Work Family ◽  
One Year

The mediation role of work–family conflict (WFC) in job demands – job burnout link is well documented, also in group of nurses. It is still unclear, however, which job demands are particularly conducive to WFC and job burnout. Moreover the mediational effect of WFC was tested mainly in cross-sectional studies that were conducted in countries of North America and Western Europe. Drawing on the Job Demands-Resources and the Effort-Recovery models, this one-year cross-lagged study investigates the effects of five types of job demands related to challenge and hindrance stressors on job burnout (measured with exhaustion and disengagement from work) as well as the mediational role of WFC in Polish nurses. Job demands included emotional, cognitive demands, and demands for hiding emotions (as challenge stressors) as well as quantitative demands and work pace (as hindrance stressors). Data were collected among 516 nurses. Structural equation modelling (SEM) showed that hindrance stressors (T1) are predictor of higher job burnout (T2). The positive role of challenge stressors (T1) were not supported. Only emotional demands were associated with exhaustion but the direction of the relation was opposite than expected. WFC (T1) mediated the harmful effect of the two hindrance stressors and emotional demands on disengagement from work (but not on exhaustion). Cognitive demands and demands for hiding emotions were not related to negative outcomes. The obtained results shed light on the role of the challenge-hindrance stressors and WFI in development of job burnout. The implications for theory and research on the mental health of nurses are discussed.

scholarly journals Employee engagement and Emotional Exhaustion of Fly-In-Fly-Out Workers: A Diary Study

2018 ◽  
Author(s):  
Simon Albrecht ◽  
Jeromy Anglim
Keyword(s):  
Employee Engagement ◽  
Emotional Exhaustion ◽  
Hierarchical Modeling ◽  
Job Demands ◽  
Job Resources ◽  
Future Research ◽  
Bayesian Hierarchical ◽  
Emotional Demand ◽  
Work Cycle ◽  
Emotional Demands

Objective: Although Fly-in-Fly-Out (FIFO) work practices are widely used, little is known about their impact on the motivation and wellbeing of FIFO workers across the course of their work cycles. Drawing from the Job Demands-Resources model, we aimed to test for the within-person effects of time of work cycle, job demands, and job resources on emotional exhaustion and employee engagement at three day-intervals. Method: Fifty-two FIFO workers filled out three or more on-line diary surveys after every three days of their on-site work roster. The survey consisted of items drawn from previously validated scales. Bayesian hierarchical modeling of the day-level data was conducted. Results: Workers, on average, showed a decline in engagement and supervisor support, and an increase in emotional demand over the course of the work cycle. The results of the hierarchical modeling showed that day-level autonomy predicted day-level engagement and that day-level workload and emotional demands predicted emotional exhaustion. Conclusions: The findings highlight the importance of managing FIFO employees' day-to-day experiences of job demands and job resources because of their influence on employee engagement and emotional exhaustion. To best protect FIFO worker day-level wellbeing, employing organisations should ensure optimal levels of job autonomy, workload, and emotional demands. Practical implications, study limitations and areas for future research are outlined.

Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk

2006 ◽  
Vol 19 (4) ◽  
Author(s):  
Jan de Jonge ◽  
Maria C.W. Peeters ◽  
Pascale M. Le Blanc
Keyword(s):  
Health Care ◽  
Health Care Workers ◽  
Job Demands ◽  
Emotion Work ◽  
Job Resources ◽  
Work Outcomes ◽  
Care Workers ◽  
Emotional Demands ◽  
Positive Work

Emotion work and positive work outcomes: The role of specific job resources Emotion work and positive work outcomes: The role of specific job resources J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367 This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.

Burnout Among Primary Government School Teachers: The Mediating Role of Work– Family Conflict

2020 ◽  
pp. 097168582095398
Author(s):  
Arjun Chakravorty ◽  
Pankaj Singh
Keyword(s):  
Family Conflict ◽  
Primary Schools ◽  
Job Demands ◽  
Self Report ◽  
Work Family Conflict ◽  
Government School ◽  
Mediating Role ◽  
Work Family ◽  
The Impact

Although the impact of job demands and work–family conflict (WFC) on burnout has been extensively discussed and analysed in the past literature, the role of WFC as a generative mechanism has been neglected. Therefore, the purpose of this study is to examine the mediating effects of WFC between job demands and burnout. The studied sample consisted of 713 Indian primary school government teachers who completed a self-report questionnaire assessing job demands, WFC and burnout. The results confirmed that WFC partially mediates the adverse association of job demands with burnout. Primary schools should, therefore, be encouraged to provide effective practices to manage work–family interfaces.

Job resources and satisfaction across gender: the role of work–family conflict

2018 ◽  
Vol 33 (4/5) ◽  
pp. 372-385
Author(s):  
Marijana Matijaš ◽  
Marina Merkaš ◽  
Barbara Brdovčak
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Job Resources ◽  
Job Autonomy ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this paper is to examine the direct effects of job autonomy and co-worker support on job satisfaction, and the mediational role of work–family conflict (WFC) in the relationship between these job resources and job satisfaction in men and women. Design/methodology/approach A cross-sectional design was used. Participants (n=653) completed the WFC scale (Netemeyer et al., 1996), the job autonomy scale (Costigan et al., 2003), a scale of co-worker support (Sloan, 2012) and a new short multidimensional scale of job satisfaction. Findings Higher job autonomy and co-worker support contribute positively to job satisfaction in women and men. Co-worker support has an indirect effect on job satisfaction via WFC in women, but not in men. The WFC did not mediate the relationship between job autonomy and satisfaction in men and women. Originality/value This paper contributes to the research on the effects of job resources on WFC and job satisfaction, and on gender differences in the relationship between work and family.

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