scholarly journals How to Mitigate the Negative Effect of Emotional Exhaustion among Healthcare Workers: The Role of Safety Climate and Compensation

2021 ◽  
Vol 18 (12) ◽  
pp. 6641
Author(s):  
Mavis Agyemang Opoku ◽  
Hyejung Yoon ◽  
Seung-Wan Kang ◽  
Myoungsoon You
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Public Hospital ◽  
Safety Climate ◽  
Negative Effects ◽  
Future Directions ◽  
Moderating Variables ◽  
Negative Effect ◽  
The Relationship

This study examines the relationship between emotional exhaustion and job satisfaction. We further propose a safety climate and compensation as contextual variables that weaken the effect of emotional exhaustion. Survey data collected from 694 employees of a public hospital provided support for the hypothesized research model. The hierarchical multiple regression results reveal that high emotional exhaustion is negatively related to job satisfaction. In addition, the results suggest that compensation and a safety climate are moderating variables that mitigate the negative effects of emotional exhaustion. The theoretical implications and future directions are discussed.

scholarly journals Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company

2020 ◽  
Vol 5 (2) ◽  
pp. 113-121
Author(s):  
Romat Saragih ◽  
Arif Partono Prasetio ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intention ◽  
Sampling Method ◽  
Sampling Technique ◽  
Jel Classification ◽  
Positive Direction ◽  
Negative Effect ◽  
The Relationship

Objective – This study investigates the mediation role of job satisfaction in the relationship between work stress and turnover intention. A study about turnover intention in the textile company is still rarely done in Indonesia. This study can fill the gap regarding the topic. Methodology/Technique – A nonprobability sampling method with an accidental sampling technique was used, and we get 110 usable responses from a textile company in West Java, Indonesia. Macro Process with SPSS was used to measure the regression and the mediation. Findings – The study found that work stress has a negative effect on job satisfaction. Work stress significantly related to turnover intention in a positive direction. Job satisfaction did not have a significant relation with turnover intention. Thus, in this study, we found no mediation role in job satisfaction. Novelty – Evidently, work stress solely took part in shaping the turnover intention. Type of Paper: Empirical. Keywords: Work stress, Job satisfaction, Turnover intention, Textile Company, Mediation Reference to this paper should be made as follows: Saragih, R; Prasetio, A.P; Luturlean, B.S. 2020. Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company, J. Mgt. Mkt. Review 5(2) 113 – 121. https://doi.org/10.35609/jmmr.2020.5.2(4) JEL Classification: J28, J29, M19.

scholarly journals Emotional Exhaustion Among Hotel Employees: The Interactive Effects of Affective Dispositions and Positive Work Reflection

2017 ◽  
Vol 59 (3) ◽  
pp. 285-295 ◽  
Author(s):  
Shi Xu ◽  
Larry R. Martinez ◽  
Hubert Van Hoof ◽  
Mateo Estrella Duran ◽  
Gabriela Maldonado Perez ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Low Cost ◽  
Interactive Effects ◽  
Frontline Employees ◽  
Negative Effects ◽  
Work Lives ◽  
Negative Effect ◽  
Positive Work ◽  
Dispositional Antecedents

Hospitality employees inevitably face emotional exhaustion when performing their jobs. The purpose of this study was to investigate dispositional antecedents of hospitality employees’ emotional exhaustion, including self-instability, pessimism, and affect variability, and how employees’ affect variability mediates the relations between self-instability and pessimism and emotional exhaustion. In addition, we explored the moderating role of positive work reflection on the relation between affect variability and emotional exhaustion. A total of 224 frontline employees in 18 four- and five-star hotels in Ecuador responded to surveys about their emotions and work lives. The findings suggest that (a) emotional exhaustion was influenced by affect variability, (b) affect variability mediated the relations between self-instability and pessimism and emotional exhaustion, and (c) the relation between affect variability and emotional exhaustion was weakened by positive work reflection. The results highlight the importance of potential low-cost and easily trainable interventions that could help in attenuating the negative effects of highly variable emotions and the resulting exhaustion that are prevalent in the hospitality industry. This research is among the first to examine the dispositional antecedents of emotional exhaustion, and the first to highlight the role of positive work reflection as a moderating variable that can buffer the negative effect of affect variability on emotional exhaustion.

Work–family conflict and job satisfaction among construction professionals: the mediating role of emotional exhaustion

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tharindu C. Dodanwala ◽  
Pooja Shrestha
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Structural Equation Models ◽  
Work Family Conflict ◽  
Content Type ◽  
Mediating Role ◽  
Work Family ◽  
The Relationship

Purpose Work–family conflict plays a vital role in employees’ work-related satisfaction and emotional exhaustion measures. Yet, the theoretical interrelationship between work–family conflict, emotional exhaustion and job satisfaction has not been fully explored in the construction literature. Hence, this study aims to assess emotional exhaustion’s mediating role in the relationship between work–family conflict and job satisfaction of the construction professionals. Design/methodology/approach Data were gathered from a cross-sectional survey of 308 project-level construction professionals in Sri Lanka. A confirmatory factor analysis followed by three structural equation models was used in analyzing the research hypotheses. Findings The results support the mediation model of emotional exhaustion, in which the emotional exhaustion fully mediated the relationship between work–family conflict and job satisfaction. Hence, the authors concluded that a higher level of work–family conflict would directly contribute to a greater degree of emotional exhaustion, which in turn lessens the job satisfaction of the project employees. Originality/value In identifying how work–family conflict, emotional exhaustion and job satisfaction are linked together, the present study added the mediating role of emotional exhaustion to the previous empirical research on the relationship between work–family conflict and job satisfaction in the context of the construction industry.

scholarly journals Role of Leaders’ Emotional Labor toward Leader’s Job Satisfaction and Emotional Exhaustion: Moderating Role of Psychological Capital

2021 ◽  
Vol 23 (1) ◽  
pp. 36
Author(s):  
Sania Noreen ◽  
Qasim Ali Nisar ◽  
Shahbaz Haider ◽  
Tan Fee Yean
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Public Hospitals ◽  
Surface Acting ◽  
Private And Public ◽  
The Relationship

Everyone has to manage the emotions during their interaction with others; similar case is with the leaders in organizations. Leaders’ actively and continually regulate their emotional state. The crucial role of emotions in interactional process as well in decision making triggers leaders to be vigilant about their emotional labor strategies. Thus emotional labor has become an emerging construct in leadership domain. This study has collected data from 250 doctors working in private and public hospitals in Gujranwala. Findings demonstrated leaders’ deep acting as well as displaying natural emotions are positively associated with job satisfaction and negatively associated with leaders’ emotional exhaustion. Moreover, surface acting has significant positive relationship with leaders’ emotional exhaustion and negative relationship with leaders’ job satisfaction. Psychological capital significantly moderated the relationship between leaders’ emotional labor strategies, leaders’ job satisfaction and leaders’ emotional exhaustion.

scholarly journals The Moderating Role of Extroversion and Neuroticism in the Relationship between Autonomy at Work, Burnout, and Job Satisfaction

2020 ◽  
Vol 17 (21) ◽  
pp. 8166
Author(s):  
Jesús Farfán ◽  
Marta Peña ◽  
Samuel Fernández-Salinero ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Maslach Burnout Inventory ◽  
Personality Factors ◽  
Job Content Questionnaire ◽  
Personality Item ◽  
University Degree ◽  
Job Content ◽  
The Relationship

The main aim of this research project was to determine the relationship that exists between autonomy at work and both burnout and job satisfaction, taking into account the moderating effect of the personality factors extroversion and neuroticism. The study was carried out with 971 volunteers (553 women and 418 men) with a mean age of 37.58 years. The majority had either a university degree (485 participants) or higher education qualifications (Spanish baccalaureate) (202 participants). The following instruments were administered: the Maslach Burnout Inventory (MBI), to measure burnout among participants; the Mini International Personality Item Pool Scale (Mini-IPIP) by Donnellan, Oswald, Baird, and Lucas (2006) to measure the personality factors extroversion and neuroticism; the Brief Index of Affective Job Satisfaction (BIAJS) by Thompson and Phua (2012); and the Job Content Questionnaire (JCQ) by Karasek (1985) to measure autonomy at work. The results obtained indicate that those who enjoy greater autonomy at work have lower levels of emotional exhaustion. The stronger the effect is, the higher the score for extroversion. The personality factors studied were not found to have a direct influence on the criterion variables. However, the interaction effects were significant, except in the case of neuroticism. The results indicate that there are no differences between those who score highly for extroversion and neuroticism and the rest of the population in terms of predicting emotional exhaustion or job satisfaction. The present study aims to serve as a guideline for recruitment specialists, business owners, and job designers, encouraging them to take into account all these variables in order to foster the development of healthy and competitive organizations. Environmental moderators that could interfere with the result have not been introduced in this research. It has focused on the study of the personality factors of the workers, considering that the professional functions performed by the workers were similar.

scholarly journals The Cross-Level Effect of Authentic Leadership on Teacher Emotional Exhaustion: The Chain Mediating Role of Structural and Psychological Empowerment

2018 ◽  
Vol 12 ◽  
Author(s):  
Zhihua Xu ◽  
Fu Yang
Keyword(s):  
Emotional Exhaustion ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Psychological Empowerment ◽  
Structural Empowerment ◽  
Mediating Role ◽  
Negative Effect ◽  
Multilevel Structural Equation ◽  
The Relationship

Although previous research has found that authentic leadership has a negative effect on employee burnout through structural empowerment, lack of psychological empowerment in the research cannot present a complete picture on how authentic leadership influences burnout because employees must experience being psychologically empowered for empowerment to be effective. Drawing on empowerment-related theories, this study integrates the three different perspectives of empowerment (authentic leadership, structural empowerment, and psychological empowerment) to examine their effects on emotional exhaustion, the core component of burnout, at multiple levels of analysis. Using a sample of 378 teachers from 59 primary and secondary schools in China, multilevel structural equation modelling results revealed that: (1) authentic leadership had an indirect effect on psychological empowerment partially through structural empowerment, (2) psychological empowerment played a full mediating role in the relationship between structural empowerment and emotional exhaustion, and (3) structural empowerment and psychological empowerment sequentially mediated the effect of authentic leadership on emotional exhaustion. Theoretical and practical implications are discussed.

scholarly journals Employees’ Bottom Line Mentality and Safety Behaviors: The Moderating Role of Safety Climate

2021 ◽  
Vol 257 ◽  
pp. 02064
Author(s):  
Shiwei Sun ◽  
Han Ren
Keyword(s):  
Safety Climate ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Safety Behaviors ◽  
Bottom Line ◽  
Future Directions ◽  
The Social ◽  
The Relationship ◽  
Moderating Role

This paper is among the first to explore the relationship between employees’ bottom line mentality (BLM) and safety behaviors, as well as the moderating role of safety climate in this relationship. Drawing on the social cognitive theory, we hypothesize that a) employees’ BLM is positively correlated with safety behaviors; b) safety climate plays a significant moderating role between BLM and safety behaviors. We tested the data using AMOS and SPSS software, and the results from three-wave surveys of 275 employees provide broadly consistent support for our hypotheses. Theoretical and practical implications and future directions are also discussed.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Program Jamsostek dan Kinerja Karyawan Studi Kasus pada Perusahaan Swasta di DIY dan Solo

2013 ◽  
Vol 3 (1) ◽  
pp. 75
Author(s):  
Eny Sulistyowati ◽  
Totok Danangdjojo
Keyword(s):  
Job Satisfaction ◽  
Social Security ◽  
Job Stress ◽  
Work Stress ◽  
Program Performance ◽  
Social Security Program ◽  
Mediating Role ◽  
The Social ◽  
The Relationship

<span><em>This study aims to explain the influence of the Social Security </em><span><em>program on performance and job satisfaction and job stress as a mediating </em><span><em>variable. In addition, this study also describes the effect of job satisfaction on </em><span><em>the performance and the effect of work stress on performance. The relationship of </em><span><em>each variable in this research is to be measured by conducting a survey on 145 </em><span><em>employees of private companies that included in Social Security program on </em><span><em>DIY and Solo. Then the path analisys used to test the effect of social security </em><span><em>program performance in mediation by job satisfaction, performance and job stress</em><span><em>, job satisfaction, and examines the effect on the performance and the effect of </em><span><em>work stress on performance. The results showed that the social security program </em><span><em>significant positively affects job satisfaction and performance. Job satisfaction was </em><span><em>also positively and significantly affect performance. Even though mediating role </em><span><em>of job satisfaction in the relationship between social security program performance </em><span><em>partial. Because merely direct relationship between social security program with </em><span><em>greater performance than the mediating role of job satisfaction. Social Security </em><span><em>program did not significantly affect the stress of work, as well as job stress did </em><span><em>not significantly affect performance. Therefore, the mediating role of work stress </em><span><em>on the relationship between social security program with the performance did not </em><span><em>occur. Individual differences and work experience may be a factor that causes no </em><span><em>significant relationship between the two variables.</em></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span><br /></span>

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