scholarly journals An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout

2021 ◽  
Vol 18 (17) ◽  
pp. 9416
Author(s):  
Neda Bebiroglu ◽  
Marie Bayot ◽  
Benjamin Brion ◽  
Léopold Denis ◽  
Thomas Pirsoul ◽  
...  
Keyword(s):  
Turnover Intention ◽  
Job Demands ◽  
Subjective Health ◽  
Preliminary Evidence ◽  
Cross Sectional Study ◽  
Job Burnout ◽  
Job Turnover ◽  
Cross Sectional ◽  
Overall Job Satisfaction ◽  
Job Demands And Resources

The goal of the present paper was to develop a valid and reliable instrument to operationalize the balance between job demands and resources in order to predict job burnout. After generating the items, we first conducted a cross-sectional study (Study 1) based on 656 participants, which provided preliminary evidence for the validity of the balance. We then conducted a longitudinal study (Study 2) based on 882 participants to improve and validate the final version of the balance. In study 1, the (im)balance between risks and resources explained a high percentage of variance in job burnout (44%) and a significant percentage in job turnover intention (27%) as well as subjective health (12%). In study 2, results indicated that a change in the balance produced significant change in job burnout scores over time. In addition, balance scores positively predicted positive outcomes (i.e., overall job satisfaction and subjective health) and negatively predicted negative outcomes (i.e., job turnover intention, counterproductive behaviors at work, depression, alcohol use, sleep disorders and somatic complaints). Findings support the usefulness of the Balance for clinicians, companies and researchers interested in assessing job demands and resources.

scholarly journals Correlation between Job Satisfaction, Job Burnout and Turnover Intention of Surgical Nurses: A Cross-sectional Study in China

2021 ◽  
Author(s):  
Yueping Zhong ◽  
Xiaomei Zhang ◽  
Ya Wang ◽  
Rong Wei ◽  
Ling Cao ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Cross Sectional Study ◽  
Job Burnout ◽  
Satisfaction Level ◽  
Hospital Organization ◽  
Cross Sectional ◽  
Main Research ◽  
Nursing Managers ◽  
Surgical Nurses

Abstract Aim: To determine the correlation between job satisfaction, job burnout and turnover intention of surgical nurses.Background: Quite a number of studies have shown that there is a certain correlation between job satisfaction and job burnout of nurses, but researches on job satisfaction, job burnout and turnover intention of surgical nurses are relatively rare.Design: A descriptive correlational design was used in this study. Study participants were recruited from surgical nurses from Affiliated Hospital of Nantong University in Nantong, China. The main research method is questionnaire survey. The relationship between job satisfaction and job burnout and turnover intention of surgical nurses was analyzed by single factor analysis and correlation analysis.Results: A total of 506 participants was recruited from April to August 2020. The results show that there were significant differences in age and annual income of surgical nurses (P < 0.05). The job satisfaction level of surgical nurses was negatively correlated with emotional exhaustion of job burnout scale (r = -0.292, P < 0.05), negatively correlated with depersonalization (r = -0.424, P < 0.05), and negatively correlated with turnover intention (r = -0.375, P < 0.05).Conclusion: The findings indicate that the job satisfaction level of surgical nurses needs to be improved. Nursing managers should pay attention to the construction of hospital organization and culture, actively create supportive nursing work environment, strengthen the vocational training of junior nurses, further optimize the distribution of nursing human resources and welfare, reduce the job burnout and turnover rate of surgical nurses, and improve the job satisfaction of external nurses, so as to ultimately improve the quality of nursing.

scholarly journals Job burnout and turnover intention among Chinese primary healthcare staff: the mediating effect of satisfaction

BMJ Open ◽  
2020 ◽  
Vol 10 (10) ◽  
pp. e036702
Author(s):  
Li Ran ◽  
Xuyu Chen ◽  
Shuzhen Peng ◽  
Feng Zheng ◽  
Xiaodong Tan ◽  
...  
Keyword(s):  
Primary Healthcare ◽  
Turnover Intention ◽  
Goodness Of Fit ◽  
Night Shift ◽  
Cross Sectional Study ◽  
Job Burnout ◽  
Mediating Effect ◽  
Monthly Income ◽  
Cross Sectional ◽  
Fit Index

ObjectivesAlthough China has done a lot in strengthening the primary healthcare system, the high turnover intention is still a social problem to be reckoned with. The objective of this study is to explore the mediating effect of satisfaction between job burnout and turnover intention.DesignCross-sectional study.MethodsA cross-sectional study was conducted to make sense of the job burnout, satisfaction and turnover intention among primary healthcare workers in central China. Structural equation modelling (SEM) was performed to study the mediating effect of satisfaction between job burnout and turnover intention with maximum likelihood estimation. The mediation effect test was carried out by using the bootstrap method.ResultsSEM showed that job burnout was positively related to the turnover intention with the standard path coefficient of 0.845 (C.R.=34.055, p<0.001). The partial mediating effect of satisfaction was 0.047, making up 5.32% of the total effect. The goodness-of-fit was acceptable (Goodness of Fit Index=0.947, Comparative Fit Index=0.975, root mean square error of approximation=0.067, Non-Normed Fit Index=0.971, Incremental Fit Index=0.975). Age, education level, monthly income, hire form and night shift were also found significantly correlated with turnover intention, and no difference was found between physicians and nurses.ConclusionsThe turnover intention is significantly affected by job burnout, satisfaction and demographical characteristics including age, education level, monthly income, hire form and night shift. Satisfaction can be regarded as a mediator between job burnout and turnover intention. Relative measures can be taken to promote enthusiasm and satisfaction thus decreasing the turnover rate.

Hubungan Budaya Organisasi dengan Intensi Turnover di Rumah Sakit Awal Bros Batam

2019 ◽  
Vol 4 (3) ◽  
pp. 464
Author(s):  
Endang Sulastri ◽  
Yulastri Arif ◽  
Utari Christhya Wardhani
Keyword(s):  
Organizational Culture ◽  
Interpersonal Relationships ◽  
Turnover Intention ◽  
Random Sampling ◽  
Binary Logistic Regression ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Chi Square ◽  
Cross Sectional ◽  
Good Communication

<p>Intensi turnover pada institusi pelayanan kesehatan merupakan masalah serius dan harus segera ditindaklanjuti, karena akan berdampak terhadap kualitas sumber daya manusia yang dapat mempengaruhi dalam pemberian pelayanan kesehatan kepada pasien. Intensi turnover di Rumah Sakit  Awal Bros Batam sejak lima tahun terakhir diatas standar rata-rata turnover dan Rumah Sakit belum mempunyai stategi yang efektif untuk mencegahnya. Tujuan penelitian ini untuk menganalisis hubungan budaya organisasi dengan risiko intensi turnover di Rumah Sakit Awal Bros Batam. Metode penelitian menggunakan desain kuantitatif dengan cross sectional study. Pengambilan sampel kuantitatif menggunakan kuesioner berdasarkan proposional random sampling, Chi Square dan Uji Regresi Logistic Berganda (Binary Logistic). Hasil penelitian menunjukkan bahwa budaya organisasi di Rumah Sakit Awal Bros Batam  mempunyai hubungan yang bermakna dengan intensi turnover dengan nilai pValue 0.005. Saran yang dapat diberikan peneliti adalah  menciptakan suasana kerja yang kondusif dengan menjaga hubungan interpersonal dan komunikasi yang baik antar karyawan maupun atasan.</p><p> </p><p>The intention of turnover in health care institutions is a serious problem and must be followed up immediately, because it will have an impact on the quality of human resources that can affect the delivery of health services to patients. The intention of the turnover in Batam Awal Bros Hospital since the last five years is above the average turnover standard and the Hospital does not yet have an effective strategy to prevent it. The purpose of this study was to analyze the relationship between organizational culture and risk of turnover intention at Awal Bros Batam Hospital. The research method uses quantitative design with cross sectional study. Quantitative sampling using a questionnaire based on proportional random sampling, data processing using the mean, Chi Square and Binary Logistic Regression Test. The results showed that the organizational culture in Batam Awal Bros Hospital had a significant relationship with turnover intention with a pValue 0.005. Suggestions that can be given by researchers is establish a conducive work atmosphere by maintaining interpersonal relationships and good communication between employees and superiors</p>

scholarly journals Factors associated with emotional exhaustion in healthcare professionals involved in the COVID-19 pandemic: an application of the job demands-resources model

2021 ◽  
Author(s):  
Serena Barello ◽  
Rosario Caruso ◽  
Lorenzo Palamenghi ◽  
Tiziana Nania ◽  
Federica Dellafiore ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Patient Engagement ◽  
Healthcare Professionals ◽  
Job Demands ◽  
Cross Sectional Study ◽  
Personal Resources ◽  
Sectional Study ◽  
Cross Sectional ◽  
The Impact

Abstract Purpose The purpose of the present cross-sectional study is to investigate the role of perceived COVID-19-related organizational demands and threats in predicting emotional exhaustion, and the role of organizational support in reducing the negative influence of perceived COVID-19 work-related stressors on burnout. Moreover, the present study aims to add to the understanding of the role of personal resources in the Job Demands-Resources model (JD-R) by examining whether personal resources—such as the professionals’ orientation towards patient engagement—may also strengthen the impact of job resources and mitigate the impact of job demands. Methods This cross-sectional study involved 532 healthcare professionals working during the COVID-19 pandemic in Italy. It adopted the Job-Demands-Resource Model to study the determinants of professional’s burnout. An integrative model describing how increasing job demands experienced by this specific population are related to burnout and in particular to emotional exhaustion symptoms was developed. Results The results of the logistic regression models provided strong support for the proposed model, as both Job Demands and Resources are significant predictors (OR = 2.359 and 0.563 respectively, with p < 0.001). Moreover, healthcare professionals’ orientation towards patient engagement appears as a significant moderator of this relationship, as it reduces Demands’ effect (OR = 1.188) and increases Resources’ effect (OR = 0.501). Conclusions These findings integrate previous findings on the JD-R Model and suggest the relevance of personal resources and of relational factors in affecting professionals’ experience of burnout.

scholarly journals Job satisfaction and its associated factors among optometrists in Ghana: a cross-sectional study

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Kwadwo Owusu Akuffo ◽  
Eldad Agyei-Manu ◽  
David Ben Kumah ◽  
Anthony Danso-Appiah ◽  
Abubakar Sadik Mohammed ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Associated Factors ◽  
Critical Role ◽  
Final Analysis ◽  
Cross Sectional Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Eye Health ◽  
Overall Job Satisfaction

Abstract Background Job satisfaction describes an employee’s motivation and/or feeling of satisfaction towards his/her work. Globally, healthcare professionals’ turnover and retention play a critical role in the delivery of essential health services. In Ghana, however, little has been done to ascertain job satisfaction levels among human resources for eye-health. The objective of this study therefore was to assess job satisfaction and its associated factors among optometrists in Ghana. Methods A cross-sectional survey was conducted among 304 registered and licensed optometrists of the Ghana Optometric Association between September 2018 and June 2019. A validated, well-structured questionnaire was used to elicit information on socio-demographic characteristics of participants and measures on job satisfaction. Scores from a five-point Likert scale was employed to examine job satisfaction and its associated factors. Linear regression analyses were used to evaluate the association between overall job satisfaction and its associated factors using Rasch logit scores. Results A total of 214 optometrists gave valid responses to the questionnaires used for the final analysis. The mean (± SD) score of the overall perception of job satisfaction among optometrists was 3.36 (± 1.00), with 74.3% of them being satisfied with their jobs. After statistical adjustment, Good work-life balance (Unstandardized co-efficient (β) = 0.288, p = 0.001), Salary (β = 0.222, p < 0.0005), Supervision (β = 0.117, p = 0.044), and Continuing Education Opportunities (β = 0.138, p = 0.017) were all significantly associated with higher levels of overall job satisfaction. Conclusions Most optometrists were satisfied with their jobs. Effective strategic planning and management of human resources for eye-health in Ghana are essential in the development of quality eye-health systems and the provision of high-quality eyecare services.

scholarly journals Relationship between generic and occupation-specific job demands and resources, negative work−home interference and burnout among GPs

2021 ◽  
pp. 1-29
Author(s):  
N.C. Verhoef ◽  
M. De Ruiter ◽  
R.J. Blomme ◽  
E.C. Curfs
Keyword(s):  
Emotional Exhaustion ◽  
Ecological Validity ◽  
Job Demands ◽  
Job Design ◽  
Specific Work ◽  
Cross Sectional ◽  
Important Extension ◽  
Work Family ◽  
The Relationship ◽  
Job Demands And Resources

Abstract Scholars often examine the effect of generic job demands and resources on burnout, yet to increase ecological validity, it is important to examine the effects of occupation-specific characteristics. An extended version of the job demands-resources model with work−home interference as a mediator is examined among a cross-sectional sample of 178 general practitioners (GPs). Interviews with GPs were used to develop questions on occupation-specific work characteristics. Hypotheses were tested in MEDIATE. Both generic and occupation-specific job demands positively affected emotional exhaustion, while only occupation-specific job demands affected depersonalization. Only strain-based work−family interference mediated the relationship between generic and occupation-specific job demands, emotional exhaustion and depersonalization. This study offers an important extension of the job demands-resources model by including occupation-specific job characteristics. This broader perspective can aid in more targeted job design to reduce burnout among GPs.

scholarly journals Perceptions and Impact of the 2017 Canadian Guideline for Opioid Therapy and Chronic Noncancer Pain: A Cross-Sectional Study of Canadian Physicians

2020 ◽  
Vol 2020 ◽  
pp. 1-6
Author(s):  
Jason W. Busse ◽  
Joyce Douglas ◽  
Tara S. Chauhan ◽  
Bilal Kobeissi ◽  
Jeff Blackmer
Keyword(s):  
Online Survey ◽  
Preliminary Evidence ◽  
Opioid Therapy ◽  
Cross Sectional Study ◽  
High Dose ◽  
Cross Sectional ◽  
Chronic Noncancer Pain ◽  
Canadian Guideline ◽  
Opioid Tapering ◽  
Noncancer Pain

Background. Physician adherence to guideline recommendations for the use of opioids to manage chronic pain is often limited. Objective. In February 2018, we administered a 28-item online survey to explore perceptions of the 2017 Canadian guideline for opioid therapy and chronic noncancer pain and if physicians had altered practices in response to recommendations. Results. We invited 34,322 Canadian physicians to complete our survey, and 1,128 responded for a response rate of 3%; 687 respondents indicated they prescribed opioids for noncancer pain and answered survey questions about the guideline and their practice. Almost all were aware of the guideline, 94% had read the document, and 89% endorsed the clarity as good or excellent. The majority (86%) felt the guideline was feasible to implement, but 66% highlighted resistance by patients, and 63% the lack of access to effective nonopioid treatment as barriers. Thirty-six percent of respondents mistakenly believed the guideline recommended mandatory tapering for patients using high-dose opioid therapy (≥90 mg morphine equivalent per day), and 58% felt they would benefit from support for opioid tapering. Seventy percent of respondents had changed practices to align with guideline recommendations, with 51% engaging some high-dose patients in opioid tapering and 43% reducing the number of new opioid starts. Conclusion. There was high awareness of the 2017 Canadian opioid guideline among respondents, and preliminary evidence that recommendations have changed practice to better align with the evidence. Ongoing education is required to avoid the misunderstanding that opioid tapering is mandatory, and research to identify effective strategies to manage chronic noncancer pain is urgently needed.

scholarly journals Could Emotional Intelligence Ability Predict Salary? A Cross-Sectional Study in a Multioccupational Sample

2021 ◽  
Vol 18 (3) ◽  
pp. 1322
Author(s):  
Martin Sanchez-Gomez ◽  
Edgar Breso ◽  
Gabriele Giorgi
Keyword(s):  
Emotional Intelligence ◽  
Interpersonal Relationships ◽  
Work Experience ◽  
Ad Hoc ◽  
Preliminary Evidence ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Repair Capacity ◽  
Relevant Variable ◽  
Correlation And Regression Analysis

The study of emotional intelligence (EI) in work environments is a trending topic. However, few studies have examined the relationship between EI and salary. Therefore, the presented research aims to analyze the influence of EI on salary using a multioccupational sample. The participants were 785 subjects aged between 18 and 58 years (M = 39.41; SD = 10.95). EI ability was measured using the Mobile Emotional Intelligence Test (MEIT), while the salary was collected together with other sociodemographic variables in a questionnaire created ad hoc. After controlling for the age, gender, social class, educational level, and work experience variables, the results of correlation and regression analysis showed that participants with higher EI and emotional-repair capacity generally have higher salary. These findings provide preliminary evidence that EI is a relevant variable in achieving career success. The ability to channel and manage emotions could help employees develop stronger interpersonal relationships, leading to higher positions and greater financial compensation.

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