Burnout in Organizational Life

Burnout is a psychological response to work stress that is characterized by emotional exhaustion, depersonalization, and reduced feelings of personal accomplishment. In this paper, we review the burnout literature from 1993 to present, identifying important trends that have characterized the literature. We focus our attention on theoretical models that explain the process of burnout, the measurement of burnout, means of reducing burnout, and directions for the future of burnout research.Yeshttps://us.sagepub.com/en-us/nam/manuscript-submission-guideline

When the going gets tough: Employee reactions to large‐scale organizational change and the role of employee Machiavellianism

Large-scale, long-term change initiatives take time to unfold, which can be a source ofuncertainty and strain. Investigating the initial 19 months of a large-scale change, weargue that during these stages, employees' change-related beliefs become more negativeover time, which negatively affects their work engagement and, ultimately, increasestheir turnover intentions. Furthermore, we investigate the impact of a trait, Machiavel-lianism, on change reactions and propose that employees high in Machiavellianism reactmore negatively during change processes as they are especially susceptible to uncer-tainty and stress. We test our (cross-level) moderated mediation model in a three-wavelongitudinal study among employees undergoing a large-scale change (T1: n = 1,602; T2:n =1,113;T3:n = 759). We find that employees' beliefs about the impact and value ofthe change are indeed negatively related to change duration and that decreases in theseperceptions come with a decline in engagement and increases in turnover intentions.Moreover, employees high in Machiavellianism react more strongly to a deterioration inchange-related beliefs, showing stronger reductions in engagement and strongerincreases in turnover intentions than employees low in Machiavellianism. Our studyoffers explanations for the negative effects of large-scale changes including an explana-tory factor for disparate employee reactions to change over time

Action Research as a Burnout Intervention: Reducing Burnout in the Federal Fire Service

Despite a rapidly growing body of work on the nature of stress and burnout in organizations, relatively little research has been conducted to develop strategies for reducing burnout. In this article, we discuss collaborative action research as a mechanism for the reduction of burnout. The authors demonstrate the efficacy of this approach in the context of a federal fire department. Findings suggest that action research has potential as a mechanism for the reduction of burnout, particularly because it is a more holistic approach that can be tailored to fit the needs of an organization.Yeshttps://us.sagepub.com/en-us/nam/manuscript-submission-guideline

Healthcare Staff Wellbeing, Burnout, and Patient Safety: A Systematic Review

Objective To determine whether there is an association between healthcare professionals’ wellbeing and burnout, with patient safety. Design Systematic research review. Data Sources PsychInfo (1806 to July 2015), Medline (1946 to July 2015), Embase (1947 to July 2015) and Scopus (1823 to July 2015) were searched, along with reference lists of eligible articles. Eligibility Criteria for Selecting Studies Quantitative, empirical studies that included i) either a measure of wellbeing or burnout, and ii) patient safety, in healthcare staff populations. Results Forty-six studies were identified. Sixteen out of the 27 studies that measured wellbeing found a significant correlation between poor wellbeing and worse patient safety, with six additional studies finding an association with some but not all scales used, and one study finding a significant association but in the opposite direction to the majority of studies. Twenty-one out of the 30 studies that measured burnout found a significant association between burnout and patient safety, whilst a further four studies found an association between one or more (but not all) subscales of the burnout measures employed, and patient safety. Conclusions Poor wellbeing and moderate to high levels of burnout are associated, in the majority of studies reviewed, with poor patient safety outcomes such as medical errors, however the lack of prospective studies reduces the ability to determine causality. Further prospective studies, research in primary care, conducted within the UK, and a clearer definition of healthcare staff wellbeing are needed. Implications This review illustrates the need for healthcare organisations to consider improving employees’ mental health as well as creating safer work environments when planning interventions to improve patient safety

Recommendations for Enhancing Psychosocial Support of NICU Parents through Staff Education and Support

Providing psychosocial support to parents whose infants are hospitalized in the neonatal intensive care unit (NICU) can improve parents’ functioning as well as their relationships with their babies. Yet, few NICUs offer staff education that teaches optimal methods of communication with parents in distress. Limited staff education in how to best provide psychosocial support to families is one factor that may render those who work in the NICU at risk for burnout, compassion fatigue and secondary traumatic stress syndrome. Staff who develop burnout may have further reduced ability to provide effective support to parents and babies. Recommendations for providing NICU staff with education and support are discussed. The goal is to deliver care that exemplifies the belief that providing psychosocial care and support to the family is equal in importance to providing medical care and developmental support to the baby

Mindfulness at Work: Positive Affect, Hope, and Optimism Mediate the Relationship Between Dispositional Mindfulness, Work Engagement, and Well-Being

Mindfulness has been described as a state of awareness characterized by refined attentional skills and a non-evaluative attitude toward internal and external events. Recently it has been suggested that higher levels of mindfulness may be beneficial in the workplace and first programs aiming to increase mindful awareness in occupational settings have been introduced. The current study underpins these developments with empirical evidence regarding the involved psychological processes, by investigating the relationship between dispositional mindfulness, work engagement and well-being in 299 adults in fulltime employment. As hypothesized, the results confirm that self-reported mindfulness predicts work engagement and general well-being. Furthermore, these relationships are mediated by positive job-related affect and psychological capital (hope, optimism, resiliency, and self-efficacy). Investigating mindfulness and psychological capital as multi-faceted concepts by means of structural equation modeling yielded a more precise picture. The ability to step back from automatic, habitual reactions to distress turned out to be the mindfulness facet most central for predicting work engagement and well-being. Furthermore, mindfulness exerts its positive effect on work engagement by increasing positive affect, hope, and optimism, which on their own and in combination enhance work engagement (full mediation). Well-being, on the other hand, is directly influenced by mindfulness, which exerts additional indirect influence via positive affect, hope and optimism (partial mediation). Although exploratory in nature, the results identify non-reactivity and non-judging as important mindfulness skills in the workplace

Thriving at work: A meta‐analysis

Thriving at work refers to a positive psychological state characterized by a joint senseof vitality and learning. On the basis of Spreitzer and colleagues' model, we present acomprehensive meta‐analysis of antecedents and outcomes of thriving at work(K= 73 independent samples,N= 21,739 employees). Results showed that thrivingat work is associated with individual characteristics, such as psychological capital(rc= .47), proactive personality (rc= .58), positive affect (rc= .52), and work engage-ment (rc= .64). Positive associations were also found between thriving at work andrelational characteristics, including supportive coworker behavior (rc= .42), support-ive leadership behavior (rc= .44), and perceived organizational support (rc= .63).Moreover, thriving at work is related to important employee outcomes, includinghealth‐related outcomes such as burnout (rc=−.53), attitudinal outcomes such ascommitment (rc= .65), and performance‐related outcomes such as task performance(rc= .35). The results of relative weights analyses suggest that thriving exhibits small,albeit incremental predictive validity above and beyond positive affect and workengagement, for task performance, job satisfaction, subjective health, and burnout.Overall, the findings of this meta‐analysis support Spreitzer and colleagues' modeland underscore the importance of thriving in the work conte