Job burnout among teachers handling English as a foreign language in China: review and prospects

In recent years, job burnout of English as a foreign language (EFL) teachers in China has become prominent in the field of education and psychology, with the related research articles generally on the rise. Using the database of Web of Science (WOS) and the sub-database of Chinese Social Sciences Citation Index (CSSCI) in China National Knowledge Infrastructure (CNKI) database, this paper comprehensively reviews the current situation of research on job burnout of EFL teachers in China between 2020 and 2023, from the aspects of research methods, research focuses and research findings. The literature research results show that on the whole, the research on job burnout of EFL teachers in China is still in its infancy, and that the research level is still relatively low. Based on the systematic reviews of the collected studies, we can conclude that although there is no unanimous conclusion between demographic variables and job burnout severity of EFL teachers in China, we can intervene at both the teacher and school levels to alleviate job burnout of EFL teachers. This review paper analyzes some main problems existing in the current research, for example, lack of theoretical construction and guidance, too much concentration on some research topics, lack of diversified and interdisciplinary research methods, lack of longitudinal research, and potential directions for future research are also discussed in the paper

Professional self-identity in medical students and workplace range: a survey of Guangzhou Medical School

Background: Research finds that medical students in different schools have different professional identity. Therefore, it is necessary to explore professional identity of medical students. Objective: To explore the influencing factors of medical students’ professional identity and the relationship between professional cognition, emotion, commitment, expectation, behavior and values and professional identity. Methods: Literature Review, Questionnaire Survey, Structural Equation Model, Statistical Analysis Results: (1) The overall score of medical students' professional identity is 3.86 points (Full score of 5). (2) The factors that have a significant impact on professional identity of medical students include academic qualifications, school, first choice for college entrance examination, and reasons for studying medicine. (3) Six factors explaining medical students' professional identity are professional behavior, emotion, value, cognition, expectation, and commitment from high to low. Conclusion: The main factors that constitute the professional identity of medical students are professional cognition, professional emotion, professional behavior, professional commitment, professional expectation, and professional value. And the biggest influencing factor is professional behavior. To enhance professional identity of medical students, we propose countermeasures from the three perspectives of the Chinese government, medical schools and hospitals. The Chinese government should increase investment in working conditions of doctors and improve relevant laws and regulations. Medical schools need to pay attention to guidance and reform the medical curricula. Hospitals need to establish better medical environments and attach importance to the psychological state of medical students.Contexto: Força de reserva da equipa clínica, a identidade profissional dos estudantes de medicina afeta a qualidade do corpo clínico e o desenvolvimento médico futuro. Portanto, é necessário explorar a sua identidade profissional. Objetivo: Explorar os fatores de influência da identidade profissional dos estudantes de medicina e a relação entre cognição, emoção, compromisso, expectativa, comportamento, valores e a identidade profissional. Métodos: Revisão de Literatura, Pesquisa de Questionário, Modelo de Equação Estrutural, Análise Estatística. Resultados: (1) A pontuação geral da identidade profissional dos estudantes de medicina é 3,86 (pontuação máxima 5). (2) Os fatores que mais influenciam a identidade profissional dos estudantes de medicina incluem qualificações acadêmicas, escola, primeira escolha no exame nacional e motivação de estudo. (3) Os seis fatores de influência são, por ordem descendente, comportamento, emoção, valor, cognição, expectativa e compromisso profissionais. Conclusão: Os principais fatores que constituem a identidade profissional dos estudantes de medicina são cognição, emoção, comportamento, compromisso, expectativa e valor profissionais. O maior fator de influência é o comportamento profissional. Para reforçar a identidade profissional dos estudantes de medicina, propomos contramedidas a partir de perspetivas do governo chinês, dos institutos de medicina e dos hospitais. O governo chinês deve aumentar o investimento nas condições de trabalho dos médicos e aperfeiçoar os relativos leis e regulamentos. Os institutos de medicina devem aprimorar a orientação e reformar os currículos médicos. Os hospitais devem melhorar o ambiente médico e dar importância ao estado psicológico dos estudantes de medicina

Doctor-patient relationship, leader-member exchange, occupational commitment, turnover intention: a study of public hospital doctors in China

The strained doctor–patient relationship(DPR) negatively affects doctors’occupational commitment (OC) and turnover intention (TI), which affects the achievement of the goals of Healthy China 2030.Therefore,determining ways of improving DPRand doctors’OCand reducing TIis very important for achieving these goals. In the present study, two rounds of surveys were conducted among doctors at the Fourth Affiliated Hospital of Guangxi Medical University. Three hundred and eightyone valid questionnaires were collected over a period of three months, to explore the relationship between leader–member exchange (LMX), DPR, OC, and TI,using correlation analysis, variance analysis, exploratory and confirmatory factor analysis, and structural equation modeling (SEM)methods. The analysis results show that the China-specific doctor-based DPR scale has two dimensions with good validity and reliability. There is a significantly positive relationship among LMX, DPR and OC; they are all negatively correlated with TI. According to SEM, the impact paths of DPR between LMX and OC include: LMX→DPR (β＝0.35),DPR→OC (β＝0.73); the overall impact effect is 0.252;the impact paths of DPR between LMX and TI include: LMX→DPR, DPR→TI (β＝-0.25), LMX→TI (β＝-0.23); the overall impact effect is -0.317 and the mediating effect accounts for 27.76 percent of the overall effect. Research results reveal LMX positively correlates to DPR; DPR plays a partially mediating role between LMX and TI and a full mediating role between LMX and OC. This thesis offers suggestions for improving DPR and OC and reducing TI on management practice.A relação entre médico e paciente (RMP) afeta negativamente a implicação ocupacional dos médicos (IO) bem como a intenção de saída (IS), o que afeta a consecução dos objetivos da China Saudável 2030. Assim, é muito importante identificar formas de melhorar a RMP e a IO bem como reduzir a IS para atingir estes objetivos. No estudo presente, foram realizadas duas ondas de inquéritos entre médicos no 4º Hospital Afiliado da Universidade Médica de Guangxi. Foram recolhidos 381 questionários válidos durante um período de três meses, para explorar a relação entre a troca líder-membro (LMX), a RMP, a IO e a IS, utilizando análises correlacionais, análises de variância, análises fatoriais exploratórias e confirmatórias e técnicas de Equações Estruturais (SEM). Os resultados das análises indicam que a escala de RMP especificamente para a China tem duas dimensões com boa validade e fiabilidade. Há uma relação positiva significativa entre LMX, RMP e IO; todas estas estão negativamente correlacionadas com a IS. De acordo com a SEM, as vias de impacto da RMP entre a LMX e a IO incluem: LMX→DPR (β＝0.35), RMP→IO (β＝0.73); o efeito total de impacto é de 0.252;as vias de impacto da RMP entre LMX e IS incluem: LMX→RMP, RMP→IS (β＝-0.25), LMX→IS (β＝-0.23); o efeito total de impacto é de -0.317 e o efeito de mediação explica 27.76% do efeito total. Os resultados mostram que a LMX está correlacionada positivamente com a RMP; que a RMP é um mediador parcial entre a LMX e a IS mas que é um mediador total entre a LMX e a IO. Com base nestes resultados sugerem-se recomendações para a prática de gestão para melhorar a RMP e a IO e para reduzir a IS

The moderating role of leader-member exchange as a moderating variable on the relationship between perceived stress and burnout in clincians

Under the influence of internal and external environment, Chinese clinician is under great pressure. Guided by Job Demands-Resources (JD-R) model and social exchange theory, this study explores the moderating role of Leader-Member Exchange (LMX) in managing the job burnout caused by perceived stress among clinicians in China. Based on the extensive literature review on perceived stress, burnout and LMX, this study first discussed the impact of perceived stress on burnout and its three dimensions (namely emotional exhaustion, depersonalization and reduced accomplishment) among clinician, then examined the effects of LMX on burnout and its three dimensions, and lastly studied the mediating role of LMX between perceived stress and burnout. A questionnaire survey was conducted among three hospitals in Guangzhou and 434 valid responses were collected. Then data analysis and hypothesis test were carried out using IBM SPSS 19.0 and AMOS 21.0. The regression analyses showed that the perceived stress had a significant positive impact on burnout and its three dimensions. In addition, LMX moderates the relationship between perceived stress and burnout and its three dimensions such that the relationships are weaker for clinicians with higher LMX. The findings of this study provided useful complementary insights for the research on perceived stress of clinician, and for better managing the burnout of clinicians in China.Sob a influência do meio envolvente e interno, os profissionais das saúdes chineses encontram-se sob grande pressão. Tomando por base o modelo das exigências de recursos (JD-R) e a teoria da troca social, este estudo explora o efeito moderador da LMX (Troca Líder-Membro) na gestão do burnout causado pelo stress percebido pelos profissionais das saúdes na China. Com base numa revisão extensa de literatura sobre stress percebido, burnout e LMX, este estudo discute primeiro o impacto do stress percebido e das suas três dimensões entre profissionais das saúdes, e examina os efeitos da LMX no burnout e nas suas três dimensões, e finalmente, estuda o papel mediador da LMX entre o stress percebido e o burnout. Realizou-se um inquérito por questionário junto de três hospitais em Cantão e recolheram-se 434 respostas válidas. Testaram-se as hipóteses por via de análise de dados utilizando o IBM SPSS 19-0 e o AMOS 21.0. As análises de regressão mostraram que o stress percebido exerce um impacto positivo no burnout e nas suas três dimensões; nomeadamente na exaustão emocional, na despersonalização e desempenho reduzido. Em acréscimo, a LMX modera a relação entre o stress percebido e o burnout e as suas três dimensões de tal forma que a relações se tornam mais fracas para os profissionais das saúdes que têm maior LMX. Os resultados deste estudo facultam um entendimento complementar útil para a investigação sobre o stress percebido nas profissionais da saúde e para melhor gerir o burnout profissionais da saúde na China

Emotional dissonance, emotional exhaustion and work-family conflict: A study of college teachers in China

The aim of the present research is to investigate the relationship among emotional dissonance, emotional exhaustion, and work-family conflict of college teachers in China. The data was collected through online questionnaires (N=330) and the responses were mainly component of college teachers from southern China.We have conducted a quantitative analysis of the survey data of 330 college teachers. The results indicate that: (1) Emotional dissonance is positively correlated with emotional exhaustion; (2) Emotional dissonance is positively correlated with work-family conflict; (3) Work-family conflict is positively correlated with emotional exhaustion; (4) Work-family conflict partially mediates the relationship between emotional exhaustion and emotional dissonance.O objetivo do presente estudo é investigar a relação entre esgotamento emocional, dissonância emocional e conflito trabalho-família de professores universitários na China. Os dados deste relatório foram coletados através de questionários on-line (N = 330) e as respostas deste relatório foram principalmente componentes de professores universitários do sul da China. Nós realizámos uma análise quantitativa dos dados da pesquisa destes 330 professores universitários. Os resultados obtidos indicam que: (1) A dissonância emocional o está correlacionada positivamente com o esgotamento emocional; (2) A dissonância emocional está positivamente correlacionada com o conflito entre trabalho e família; (3) Conflito trabalho-família está positivamente correlacionado com o esgotamento emocional; (4) O conflito entre trabalho e família medeia parcialmente a relação entre esgotamento emocional e dissonância emocional

Career management, organizational commitment and turnover intention: an empirical study on clinicians in public hospitals in China

With the deepening of the medical reform in China, the unique long growth period of the medical industry and the rapid social and economic development in China lead to a significant conflict, which, in turn, increases the medical staff mobility. In fact, due to the prominent contradictions between doctors and patients and frequent incidents of malignant injuries to doctors, hospitals at all levels in China face the dilemma of doctors changing jobs or changing careers. The trend of medical staff shortage is increasingly conspicuous. With the rapid aging of the Chinese population and the increasing incidence of chronic diseases, medical and health services have become an important part of social services in China, exerting a direct impact on social stability. Therefore, paying attention to the turnover intention of medical staff has become a major issue deserving academic attention The subjects of this study are doctors from three hospitals in Guangzhou city, one of them a 3A level hospital (the highest level) and two 2A level ones. This study explores the impact of hospital organizational career management on the turnover intention of clinicians and examines the role of career growth and organizational commitment in the impact. Results show that the three variables of organizational career management, career growth and organizational commitment are positively correlated with each other and all of them are negatively correlated with turnover intention. As for the influence path, career growth and organizational commitment play a mediating role in the impact of career management on turnover intention. In addition, career growth plays a mediating role in the impact of career management on organizational commitment. It is also found that organizational career management, career growth, organizational commitment, and turnover intention have significant differences in some of the basic characteristics of clinicians. In terms of organizational career management, career growth, and organizational commitment, clinicians in level 3A hospitals score higher; in terms of turnover intention, clinicians in the level 2A hospitals score higher. In addition, clinicians with different characteristics such as age, marital status, and professional title have significant differences in organizational career management, career growth, organizational commitment, career growth, and turnover intention. Results of this study provide inspiration and suggestions for policy development of public health administrative departments and hospital management especially talent retention and offer guidance for further research. The findings of this study based on public hospitals in China may also contribute to enrich the literature in this field across the world.O aprofundamento da reforma do sistema de saúde na China, o crescimento do setor médico e ainda o rápido desenvolvimento económico e social do país têm gerado alguns conflitos conducentes à enorme rotação do pessoal médico que o setor experimenta. Em resultado dos conflitos entre médicos e doentes e dos incidentes que ocorrem com frequência, muitos deles graves, os hospitais chineses enfrentam o dilema de uma elevada rotação do pessoal médico seja por mudança de entidade patronal ou por abandono da profissão. Por outro lado, o envelhecimento da população e uma maior incidência de doenças crónicas exercem uma maior pressão sobre os serviços de saúde com impacto direto na estabilidade social o que mais contribui para agravar o problema. Por estas razões, estudar a rotação no trabalho destes profissionais é um assunto que deve merecer a atenção dos académicos e é este o propósito desta tese. Este estudo toma como sujeitos os médicos do Hospital Liwan pertencente ao Terceiro Hospital Afiliado à Universidade Médica de Cantão, do Hospital Popular de Liwan em Cantão e do Terceiro Hospital Afiliado à Universidade Médica de Cantão, hospitais de níveis diferentes, e investiga o papel da gestão de carreiras na intenção de rotação bem como a sua relação com progressão na carreira e o envolvimento organizacional. Os resultados mostram que as variáveis gestão de carreiras, progressão na carreira e envolvimento organizacional estão positivamente correlacionadas entre si e negativamente correlacionadas com a intenção de saída da organização. Apurou-se ainda que a progressão na carreira e o envolvimento organizacional desempenham um papel mediador na intenção de saída da organização e que, por sua vez, a progressão na carreira tem também um papel mediador no impacto que a gestão de carreiras tem no envolvimento organizacional. Outros resultados demonstram que estas três variáveis e também a intenção de saída da organização apresentam diferenças significativas relativamente a algumas características dos profissionais objeto do estudo. Nos hospitais de nível 3A a gestão de carreiras, a progressão na carreira e o envolvimento organizacional apresentam valores mais elevados enquanto que no caso da intenção de saída da organização, são os hospitais de nível 2A que apresentam um maior valor. Existem também diferenças significativas entre os médicos se considerarmos características demográficas como a idade, situação conjugal e categoria profissional. Os resultados fornecem inspiração e sugestões para a melhoria das políticas públicas no que respeita à gestão dos hospitais com vista à retenção de talentos e sugerem vias para investigação futura. Contribuem também para enriquecer a literatura nesta área de estudo

The relationship of perceived organizational support to affective commitment, emotional exhaustion and turnover intention: a study of general practitioners in Shanghai community health centers in China

To understand the government incentive policy’s impact on the work attitudes of the general practitioners (GPs) in community health service center and relationship of perceived organizational support (POS) to affective commitment (AC), emotional exhaustion (EE) and general practitioners’ turnover intention (TI), this study used two waves of surveys and collected 1145 valid questionnaires from 45 community health centers in Pudong New Area of Shanghai. The analysis strategies include correlation analysis, variance analysis and structural equation modeling (SEM). The results show that POS, AC are positively correlated with TI (P<0.001); EE is negatively correlated with POS, AC and TI (P<0.001). According to the SEM analysis, the POS has indirect effect on TI, whose impact paths include POS->EE->TI, POS->AC->TI, and POS->EE->AC->TI; the overall impact effect is -0.196. The EE can affect TI directly and indirectly, with overall impact effect being 0.286. AC has direct influence on TI with impact effect being -0.533. The research results suggest that overall the government incentive policy has positive impact on the work attitudes of GPs, and POS has an indirect effect on TI, among which, EE and AC play mediating roles between POS and TI. EE can affect TI directly and indirectly; AC has direct impact on TI. Based on these results, implications and suggestions for managing and retaining the GPs in community health centers are discussed.Para compreender o impacto da política de incentivos nas atitudes de trabalho de médicos de clínica geral (CG) nos centros de saúde comunitários bem como a relação com o apoio organizacional percebido (AOP) com a implicação afetiva (IA), a exaustão emocional (EE) e a intenção de saída (IS) por parte dos clínicos gerais, este estudo usou duas ondas de inquéritos e recolheu 1145 respostas válidas provenientes de 45 centros de saúde comunitários no Novo Distrito de Pudong em Shangai. A estratégia de análise de dados inclui a análise de correlações, a análise de variação e os modelos de equações estruturais (SEM). Os resultados mostram que o AOP a a IA estão associados positivamente com a IS (p<.001); que a EE está correlacionada negativamente com o AOP, a IA e a IS (p<.001). De acordo com a análise SEM o AOP exerce um efeito indireto na IS, cujas vias de impacto incluem AOP->EE->IS, AOP->IA->IS, e AOP->EE->IS. O efeito total é de -0.196. A EE pode afetar a IS direta e indiretamente, com um efeito total de 0.286. A IA exerce um efeito direto na IS com uma magnitude de -0.533. Os resultados deste estudo sugerem que há uma correlação positiva entre a política de incentivos e o AOP por parte dos CG e que o AOP exerce um efeito indireto na IS, no qual a EE e a IA desempenham um papel mediador entre o AOP e a IS. A EE pode afetar a IS direta e indiretamente, a IA tem um efeito direto na IS. Com base nestes resultados, discutem-se as implicações para a gestão e a retenção dos CG nos centros de saúde comunitários

The Problems, Causes and Countermeasures of Secondary School Teachers’ Professional Development at Agriculture & Pastoral Areas of Tibet: Taking A County in Changdu Area as an Example

Due to its special natural and geographical environment in Tibet area, resulting in secondary school teachers’ professional development is faced with different characteristics from teachers at inland provinces, the specifically points are the whole teachers specialization degree is low, quality of in-service teacher training is not high, the workload of teachers larger and the loss of teachers are seriously. The reason is influenced by the natural environment, the economic and social development, the teacher management features and the source of the teacher. From the five aspects to solve the problem: improve the salaries of teachers, improve the teachers’ training mode, increase local training teacher training, transform the teacher’s management style to create a community of teachers professional development and cultivate the teacher’s professional autonomous development ability

Comparative Stress Levels among Residents in Three Chinese Provincial Capitals, 2001 and 2008

Objectives To compare stress levels among residents in large Chinese cities between 2001 and 2008. Methods Survey data were collected in three mainland Chinese capital cities in two waves, in 2001 and 2008, respectively. Participants were recruited through a multi-stage stratified sampling process. Stress was assessed using the Perceived Stress Scale, Chinese version (CPSS). Descriptive methods were used to estimate mean stress levels and associated 95% confidence intervals. Estimates were adjusted by post-stratification weights. Results Indicating stable stress levels, respective adjusted mean stress scores for the combined samples of study participants were 23.90 (95%CI: 23.68–24.12) in 2001 and 23.69 (95%CI: 23.38–24.01) in 2008. A lower stress level in 2008 than in 2001 manifested among residents who were under 25 years of age; female; with a college or higher level education; divorced, widowed, or separated; members of the managerial and clerical group; students or army personnel; or with an annual income of at least 30,000 RMB. Conclusion The overall stress level did not change among the combined sample of residents in the three Chinese study cities between 2001 and 2008. However, levels remained high and varied across social strata, and may have reflected a national trend among urban residents. Findings indicate a need for a new health policy, and call for the design and implementation of evidence-based interventions that target the highest-risk groups