The Moderating Relations of Mindful Self-Care and Role Stressors with Stress and Burnout in School Psychologists

School psychologists take on many tasks and responsibilities in their practice, whether that be in the schools, clinics, or private practices. In this role, they risk experiencing ongoing stress which can result in feelings of burnout. Although previous literature on this topic has mentioned methods of coping with stress and burnout, there has been little research on the impact of mindful self-care methods and types of stress, such as role stressors, on levels of stress and burnout in school psychologists. This research examined the moderating effects of mindful self-care and role stressors on the relation between stress and burnout in school psychologists. Three-hundred and fifty practicing school psychologists completed the School Psychologist Distress Inventory, the Copenhagen Burnout Inventory, emotional exhaustion items from the Maslach Burnout Inventory, the Mindful Self-Care Scale, and the New Role Stressors Scale. Moderation analyses revealed that mindful self-care and role stressors were not statistically significant moderators of the relation between stress and overall burnout. However, mindful self-care and role stressors were statistically significant moderators of the relation between stress and emotional exhaustion. These findings indicate the importance of school psychologists incorporating mindful self-care methods and acknowledging the potentiality for role stressors, which may further influence their stress and feelings of burnout

The Influence of Demands and Resources on Emotional Exhaustion with the Information Systems Profession

Using the Job Demands-Resources Model of Burnout as an organizing framework, this study examines multiple models of the antecedents of emotional exhaustion with the profession among IS workers via a new structural equation modeling software, WarpPLS. Data were analyzed from 293 IS professionals representing various industries across the United States. This study provides empirical evidence regarding the mediating role of the demands of the profession and the considerable influence of affective connections to the profession (i.e., career-family conflict, psychological contract violation and connection to the profession) on emotional exhaustion with the IS profession. These findings highlight the importance of understanding how complex relationships influence emotional exhaustion with the profession. Researchers interested in the causes of burnout in IS professionals may want to focus on further exploring the affective connections to the profession as they were found to be key factors directly and indirectly influencing emotional exhaustion with the profession

The Moderating Role of Agreeableness and Conscientiousness on the Relationships Between Burnout and Withdrawal Behaviors

It has been shown that employees who experience burnout are more likely to engage in withdrawal behaviors, which are behaviors that harm the morale of employees and the bottom line of an organization. There has been some research on the moderating effect of situational variables (e.g., leadership style) on the relationship between burnout and withdrawal behaviors, but there is a lack of research on how personal characteristics may play a role in such relationships. The purpose of this study was to examine the moderating role of agreeableness and conscientiousness on the relationship between burnout and three withdrawal behaviors: lateness, absenteeism, and turnover intentions. A total of 159 individuals participated in an online survey. Results showed that the two personality traits did not play a moderating role in these relationships. However, conscientiousness was negatively related to burnout, lateness, and absenteeism, and burnout was positively related to lateness and turnover intentions. Based on these results, it is suggested that organizations should hire conscientious individuals and/or develop conscientiousness in employees because they may be more resistant to burnout, lateness, and absenteeism. Additionally, organizations may find it beneficial to invest in multi-pronged wellness initiatives that address underlying cultural issues paired with education and incentives to help employees cope with burnout and thus help reduce the rates of withdrawal behaviors due to burnout

Work schedule stress and wellness in female air cabin attendants

Bibliography: pages 140-155.The research investigated Work Schedule Stress experienced by female air cabin attendants (CAs) employed by South African Airways and its relationship to health variables in CAs. Specifically, it was hypothesised that Work Schedule Stress is an important stressor for CAs and is inversely related to health variables. Furthermore, the variables of Potency, Trait Anxiety, Trait Anger, and Social Support were proposed to moderate the relationship between Work Schedule Stress and the health variables. Data were collected from a sample of 108 domestic crew and 43 international crew. The data collection was conducted in two phases, via interviews and self-report inventories. The interview data were used in a qualitative study but were also content-analysed in terms of a number of dimensions; the latter were included with the quantitative data obtained from the questionnaire. The qualitative analysis, based on the grounded theory approach, formed the backbone of the research. The quantitative data were subjected to correlational analysis, supplemented by subgroup analysis to assess moderator effects. Work Schedule Stress was demonstrated to represent a major stress for CAs with consequent adverse effects on health. The results did not provide support for the moderating effects. Conclusions were drawn, recommendations made to the SAA and CAs themselves of means to enhance wellness, and suggestions for future research proposed

The Effects Of Pain Interference On Exhaustion At Work And The Mediating Role Of Negative Affect: A Diary Study Of Workers With Chronic Pain

Chronic pain is prevalent, affecting an estimated 116 million Americans (Jensen & Turk, 2014), and it is one of the leading causes of work-related disability in the U.S. (Sprigg, Stride, Wall, Holman, & Smith, 2007). Therefore, pain interference at work is an important topic for organizational researchers, yet there is currently a lack of research in this area. Drawing on theory related workplace stress and the chronic pain literature, I proposed a model in which fluctuation in pain interference with work is related to negative affective responses, above and beyond daily fluctuations in pain severity, which, in turn, manifests in end-of-day exhaustion for workers. Participants (N = 86 full-time workers with chronic pain) completed two surveys per day for five consecutive workdays, resulting in N = 860 measurement occasions measuring pain interference with work, pain severity, negative affect, and emotional exhaustion. Results from a multi-level path analysis revealed that negative emotional reactions mediated the relationship between pain interference and daily exhaustion, and that the effects of pain interference persist above and beyond those of pain severity, as expected. Additionally, I examined possible moderators (buffers) of this process (i.e. coworker and supervisor support); however, no evidence of moderation was found. Future research may explore other moderators including individual factors, such as coping, and organizational factors (e.g., work conditions, wellness programs, etc.) in order to inform workplace interventions

Linking Diversity and Mental Health: Task Conflict Mediates Between Perceived Subgroups and Emotional Exhaustion.

Diversity and psychological health issues at the workplace are pressing issues in today's organizations. However, research linking two fields is scant. To bridge this gap, drawing from team faultline research, social categorization theory, and the job-demands resources model, we propose that perceiving one's team as fragmented into subgroups increases strain. We further argue that this relationship is mediated by task conflict and relationship conflict and that it is moderated by psychological empowerment and task interdependence. Multilevel structural equation models on a two-wave sample consisting of 536 participants from 107 work teams across various industries and work contexts partially supported the hypotheses: task conflict did indeed mediate the positive relationships between perceived subgroups and emotional exhaustion while relationship conflict did not; effects on stress symptoms were absent. Moreover, contrary to our expectations, neither empowerment, nor task interdependence moderated the mediation. Results indicate that team diversity can constitute a job demand that can affect psychological health. Focusing on the mediating role of task conflict, we offer a preliminary process model to guide future research at the crossroads of diversity and psychological health at work

Technostress: A Concept Analysis

Information and communication technology (ICT) has become an integral part of modern society, transforming the way people work, communicate, and live. However, the pervasive use of technology has also given rise to a new phenomenon known as "technostress", which refers to the negative effects and stressors that arise from the use of technology in various domains of life, including the workplace. Despite the growing recognition of technostress as a significant issue, the literature on this topic remains fragmented and lacks comprehensive evaluations. Therefore, this article aims to provide a thorough and comprehensive literature review of technostress in the workplace. Using keywords such as "techno-stress", "technostress", and "Technology Related Stress", we conducted a systematic review of four major electronic databases, including Google Scholar, Scopus, Web of Science (WOS), and Cairn. The review revealed that technostress is a multidimensional construct that encompasses various cognitive, emotional, behavioral, and physiological responses to technology use in the workplace. The review also discuss theoretical models of technostress, and highlighted the physiological side of technostress, including its impact on physical health.  In addition to the negative effects, the review also discussed inhibitors or coping mechanisms that individuals and organizations may employ to mitigate technostress. The findings of this literature review provide insights for researchers, practitioners, and policymakers to further investigate and address the challenges posed by technostress in the workplace.   Keywords: technostress definition, technostress theoretical models, physiological face of technostress, technostress assessment, technostress inhibitors. JEL Classification: I1 Paper type: Theoretical Research Information and communication technology (ICT) has become an integral part of modern society, transforming the way people work, communicate, and live. However, the pervasive use of technology has also given rise to a new phenomenon known as "technostress", which refers to the negative effects and stressors that arise from the use of technology in various domains of life, including the workplace. Despite the growing recognition of technostress as a significant issue, the literature on this topic remains fragmented and lacks comprehensive evaluations. Therefore, this article aims to provide a thorough and comprehensive literature review of technostress in the workplace. Using keywords such as "techno-stress", "technostress", and "Technology Related Stress", we conducted a systematic review of four major electronic databases, including Google Scholar, Scopus, Web of Science (WOS), and Cairn. The review revealed that technostress is a multidimensional construct that encompasses various cognitive, emotional, behavioral, and physiological responses to technology use in the workplace. The review also discuss theoretical models of technostress, and highlighted the physiological side of technostress, including its impact on physical health.  In addition to the negative effects, the review also discussed inhibitors or coping mechanisms that individuals and organizations may employ to mitigate technostress. The findings of this literature review provide insights for researchers, practitioners, and policymakers to further investigate and address the challenges posed by technostress in the workplace.   Keywords: technostress definition, technostress theoretical models, physiological face of technostress, technostress assessment, technostress inhibitors. JEL Classification: I1 Paper type: Theoretical Research&nbsp

The Impact of Self-Efficacy, Commitment, and Coping on Occupational Strain in Non-Managerial, Non-Professional Employees

The current study explored the effects of moderators, self-efficacy and commitment, and mediators, problem-focused coping (strategies used when changeable conditions exist, thereby resulting in the employee taking action [Folkman & Lazarus, 1980]) and emotion-focused coping (perception that conditions are not changeable and emotions are regulated in a variety of ways versus taking action [Folkman & Lazarus, 1980]), on predicting psychological and physical occupational strain in non-managerial, non-professional employees. Ninety-three shift workers in a 24/7 call center from one division of a transportation company located in the western United States participated in the study. The first research objective was to examine the individual contributions of self-efficacy, organizational commitment, and coping strategies on predicting levels of psychological and physical strain. The next objective was to understand how the combined contribution of moderators and mediators might predict strain outcomes. Hierarchical regression analyses were used to explore five hypotheses. Lastly, using correlation analyses the relationships between commitment and problem-focused and emotion-focused coping strategies were investigated. Important findings were revealed by the results of the study. Self-efficacy significantly predicted both strain outcomes with higher self-efficacy predicting lower psychological and physical strain. Organizational commitment and emotion-focused coping also significantly predicted strain. As organizational commitment increased, psychological and physical strain decreased. Increases in emotion-focused coping strategies predicted increases in both strain variables. Problem-focused coping strategies failed to reach significance in predicting psychological or physical strain. The combination of self-efficacy, commitment, and coping strategies significantly predicted both occupational strain outcomes. Finally, there was a significant, negative relationship between commitment and emotion-focused coping strategies. As commitment increased, emotion-focused coping decreased in this sample. The current study has extended empirical understanding of the individual and combined effects of self-efficacy, commitment, and coping strategies on psychological and physical strain in a population largely overlooked by the literature, non-managerial, non-professional employees. Additionally, the current study investigated organizational commitment using a unique population and in combination with other known moderators and mediators of strain

Leader Emotional Exhaustion: The Moderating Role of Leadership Style

Personality and burnout are highly complex constructs that researchers continue to refine and understand through iterative testing. The present study responds to calls for more research on possible moderators of the personality-to-burnout relationship by investigating the interacting effect of a leader\u27s adopted leadership style, thus, answering the question: Does the adopted leadership style moderate the relationship between a leader\u27s personality and emotional exhaustion? Many leaders adapt their leadership behaviors based on their organization\u27s needs without understanding how this might impact their emotional or physical well-being. Frequently, the leadership style needed for an organization or team extends outside the leader\u27s regular comfort zone (as suggested by their underlying personality), which forces the leader to deplete additional resources to activate it. Founding the theoretical basis for the study, the conservation of resources theory helps posit the effect of an adopted leadership style on the relationship between a leader\u27s personality and leader burnout. Furthermore, it is common for researchers to overlook the impact of the weight of leadership on leaders themselves since researchers tend to prioritize the influence that a leader exerts over their followers. However, since the loss of a leader can have catastrophic impacts on an organization, the present study sheds light on the potential forces that can cause leaders to experience increased levels of emotional exhaustion. In particular, the study hypothesizes the moderating effect of different leadership styles (e.g., the full range leadership model) on the relationship between the personality dimensions of the leader (e.g., openness and neuroticism) and the primary component of burnout (i.e., emotional exhaustion). Using hierarchical multiple regression analysis and structural equation modeling, results from an on-line survey of 412 leaders support the governing hypothesis that leadership style moderates the relationship between personality and emotional exhaustion. Nonetheless, additional research is necessary to substantiate the validity of specific individual path interactions due to the intricate associations between the constructs. The theoretical and practical implications of these findings are also examined