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

A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes

Burnout Prevalence and Prevention in a State Child Welfare Agency

This study addressed the prevalence of burnout and coping strategies within a sample of forty child welfare direct service workers. Although social work can be an extremely gratifying profession, the difficulties inherent in the social work field cause added stress to the worker. Surveys were distributed and measured participants’ levels of burnout in three areas to include: emotional exhaustion, depersonalization, and personal accomplishment. Results revealed a group of dedicated workers that are under stress due to the urgency of their work. Workers described a wide array of positive and negative coping methods as means to address work related stress. Practice, policy, and research implications were addressed

Professional wellbeing

The aim of this chapter is to review issues relating to wellbeing and stress that may affect psychologists. It will discuss the causes of stress and wellbeing and the outcomes for psychologists, then set out some realistic ways in which stress can be managed and wellbeing can be supported

Teachers' Burnout Profile- Risk and protective factors

Background: Burnout syndrome represents a factual risk for school teachers during their career. Several factors have been analyzed as stress sources enabled to menace teachers’ general well-being; nevertheless, protective factors mostly related to their personal resources may differently characterize teachers’ profiles. Objectives: The current study aimed to define different teachers’ profiles based on their burnout levels and attitudes towards job (i.e., job satisfaction, self-efficacy, attitudes toward professional growth, collective efficacy, positive and negative emotions, and hedonic balance). attitudes towards job Methods: Participants were 266 school teachers (F=69.1%) ranging from 26 to 65 years old (M=48.95; SD=8.31), with teaching experience ranged from 1 to 41 years (M=21.72; SD=10.36). Data were collected by three self-report questionnaires: Copenhagen Burnout Inventory, Attitudes towards job questionnaires, School Collective efficacy. Results: Cluster analysis approach showed two distinct teacher’s profiles named at-risk and non at-risk teachers. Main differences were due to burnout levels, attitudes toward job and extra-mansions at work. No differences were found related to teachers’ socio-demographic characteristics and their years of experience. Conclusions: The two teachers’ profiles resulting from the cluster analysis show several similarities, including collective efficacy and job satisfaction levels. Results are discussed in relation as to how teachers’ positive emotions towards their job can work as protective factors against the risk of burnou

The Subjective Well-Being Challenge in the Accounting Profession: The Role of Job Resources

The main activity of the accountant is the preparation and audit of the financial information of a company. The subjective well-being of the accountant is important to ensure a balanced professional judgment and to offer a positive image of the profession in the face of the incorporation and retention of talent. However, accountants are subjected to intense pressures that affect their well-being in the performance of their tasks. In this paper, the job demands–resources theoretical framework is adopted to analyze the relationships between job demands, job resources, and the subjective well-being of a large sample of 739 accounting experts at the European level. Applying a structural equations model, the results confirm, on the one hand, the direct effects provided in the theoretical framework and, on the other, a new mediating role of job demands–subjective well-being relationship resources

Burnout in the Workplace: A Review of the Data and Policy Responses in the EU

This report looks at the extent of burnout experienced by workers in the EU, based on national research. As a starting point, the report sets out to consider whether burnout is viewed as a medical or occupational disease. It then examines the work determinants associated with burnout and looks at the effects of burnout, including psychosocial and physical work factors, work intensity and work organisation. It also reviews national strategies and policies regarding this issue, the involvement of the social partners in the current debate, as well as preventive actions currently in place

Intention to leave, depersonalisation and job satisfaction in physicians and nurses: a cross-sectional study in Europe

The European healthcare sector faces a significant shortage of healthcare workers. Assessing the prevalence of this issue and understanding its direct and indirect determinants are essential for formulating effective recruitment programs and enhancing job retention strategies for physicians and nurses. A multicentric cross-sectional study was conducted, involving 381 physicians and 1351 nurses recruited from eight European hospitals in Belgium, the Netherlands, Italy, and Poland. The study focused on assessing turnover intentions among healthcare workers based on the Job Demands-Resources model, using an online questionnaire. Structural equation models were employed to test the data collection questionnaires' construct validity and internal consistency. The turnover intention was assessed by agreement with the intention to leave either the hospital or the profession. Among physicians, 17% expressed an intention to leave the hospital, while 9% intended to leave the profession. For nurses, the figures were 8.9% and 13.6%, respectively. The internal consistency of the questionnaires exceeded 0.90 for both categories of health workers. Depersonalization and job dissatisfaction were identified as direct determinants of turnover intention, with work engagement being particularly relevant for nurses. We found a higher intention to leave the hospital among physicians, while nurses were more prone to leave their profession. To mitigate turnover intentions, it is recommended to focus on improving job satisfaction, work engagement and fostering a positive working climate, thereby addressing depersonalisation and promoting job retention

The Relationship Between Stress, Preventive Coping Resources, and Burnout Among Elementary Teachers

This study explored the relationship between stress outcomes, preventive coping, and burnout in a sample of 68 elementary teachers. Teacher training in behavioral modification was also examined due to its established role in teacher stress. Results showed that teachers who had greater demands relative to coping resources were more likely to experience two aspects of burnout; emotional exhaustion and depersonalization. A significant relationship was not found with the third component of burnout, personal accomplishment. Preventive coping resources were found to be associated in the expected direction with all three components of burnout. Those individuals with fewer preventive coping resources exhibited more symptoms of burnout, with more emotional exhaustion, depersonalization, and lowered personal accomplishment. Contrary to predictions, the relationship between stress predictions and burnout was not moderated by the influence of preventive coping among this sample