			Home About us Contact

Emotional Exhaustion (emotional + exhaustion)

Distribution by Scientific Domains

Medical Sciences	42%
Business, Economics, Finance and Accounting	35%
Psychology	17%

Selected Abstracts

Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional Exhaustion

JOURNAL OF MANAGEMENT STUDIES, Issue 3 2010
Michael S. Cole
abstract This study examined the relationships between organizational justice and withdrawal outcomes and whether emotional exhaustion was a mediator of these linkages. Data were obtained from 869 military personnel and civil servants; using structural equation modelling techniques, we examined an integrative model that combines justice and stress research. Our findings suggest that individuals' justice perceptions are related to their psychological health. As predicted, emotional exhaustion mediated the linkages between distributive and interpersonal (but not procedural and informational) justice and individuals' withdrawal reactions. Results showed that distributive and interpersonal justice negatively related to emotional exhaustion and emotional exhaustion negatively related to organizational commitment which, in turn, negatively influenced turnover intentions. These findings were observed even when controlling for the presence of contingent-reward behaviours provided by supervisors and individuals' psychological empowerment. [source]

Work Relationships in Telephone Call Centres: Understanding Emotional Exhaustion and Employee Withdrawal

JOURNAL OF MANAGEMENT STUDIES, Issue 4 2002
Stephen Deery
This paper examines the nature of employment and the conditions of work in five telephone call centres in the telecommunications industry in Australia. Call centre work typically requires high levels of sustained interpersonal interaction with customers which can lead to burnout and employee withdrawal. Customer service staff can also become targets of customer hostility and abuse. In addition, this form of work tends to involve extensive employee monitoring and surveillance with little job discretion or variety of tasks. The paper draws upon survey data from 480 telephone service operators to identify the factors that are associated with emotional exhaustion and the frequency of absence amongst the employees. A modelling of the data using LISREL VIII revealed that a number of job and work-setting variables affected the level of emotional exhaustion of employees. These included interactions with the customer, a high workload and a lack of variety of work tasks. Moreover, higher rates of absence were associated with emotional exhaustion. [source]

Workload and burnout in nurses

JOURNAL OF COMMUNITY & APPLIED SOCIAL PSYCHOLOGY, Issue 3 2001
Esther R. Greenglass
Abstract This paper examines the relationship between workload, burnout and somatization in nurses. The respondents consisted of 1363 nurses employed in hospitals, which were undergoing extensive restructuring. Results of structural equation analyses showed that workload was positively related to emotional exhaustion. Emotional exhaustion led to cynicism and somatization, and cynicism was negatively related to nurses' professional efficacy. Implications of the results for nursing practice are discussed. Copyright © 2001 John Wiley & Sons, Ltd. [source]

The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behaviours

JOURNAL OF NURSING MANAGEMENT, Issue 3 2010
STEPHANIE GILBERT MSc
gilbert s., laschinger h.k.s. &leiter m (2010) Journal of Nursing Management18, 339,348 The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behaviours Aim, We used Kanter's (1977) structural empowerment theory to examine the influence of structural empowerment and emotional exhaustion on healthcare professionals' use of organizational citizenship behaviours directed at the organization (OCBO) and peers (OCBI). Background, Organizational citizenship behaviours (OCB) are discretionary behaviours that are not rewarded directly by the organization but have been linked to positive outcomes, such as increased job satisfaction and lower turnover intentions. Promoting OCB can help employees and organizations flourish despite current challenges in the healthcare system. Structural empowerment may influence the frequency and type of OCB by reducing burnout. Method, We conducted multiple mediated regression analyses to test two hypothesized models about relationships between empowerment, emotional exhaustion and two types of OCB (OCBI and OCBO) in a sample of 897 healthcare professionals in five Canadian hospitals. Results, Emotional exhaustion was found to be a significant mediator of the relationship between empowerment and OCBO. The predicted mediation of the empowerment/OCBI relationship by emotional exhaustion was not supported. Conclusions, Exhaustion was an important mediator of empowering working conditions and OCBO, but was not significantly related to OCBI. Empowerment was significantly related to both OCBO and OCBI. Implications for nursing management, Promoting empowerment among healthcare workers may decrease burnout and promote OCB. Specific managerial strategies are discussed in the present study. [source]

Quality of working life and turnover intention in information technology work

HUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 4 2008
Christian Korunka
High turnover has been a major issue in information technology (IT) organizations. A conceptual model to explain turnover was developed and tested in two national samples of IT and IT manufacturing work. The model postulates that quality of working life mediates the relations between job/organizational characteristics and turnover intention. The American sample consisted of 624 IT employees of five IT organizations. The Austrian sample consisted of 677 employees from an international IT production company (IT manufacturing work). A similar questionnaire was used in both studies. The model was tested with path analysis. A core model with main pathways between job demands and supervisory support to emotional exhaustion, and between emotional exhaustion and job satisfaction to turnover intention was confirmed in the national samples and in subsamples of demographics and job types. © 2008 Wiley Periodicals, Inc. [source]

HR practices perceptions, emotional exhaustion, and work outcomes: A conservation-of-resources theory in the Chinese context

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 1 2008
Li-Yun Sun
The conservation-of-resources theory provided the theoretical underpinning for the relationship among HR practices perceived by employees, emotional exhaustion, and work outcomes ( job satisfaction and job performance). To fully understand the underlying mechanism of the relationship, the study examined (1) the main and interactive effects of HR practices and employee age on emotional exhaustion and (2) the mediating effect of job satisfaction on the relationship between emotional exhaustion and job performance. Data were obtained from manufacturing workers in a privately owned company in the People's Republic of China. Empirical results lent strong support for the main, moderated, and mediated effects mentioned previously. However, contrary to our hypotheses the research result indicated that the relationship between low-commitment HR practices and emotional exhaustion was stronger for older employees than for younger ones. This contrasting finding demonstrated the criticality of an organization's commitment to employees, particularly to older employees, which further supported and enriched the conservation-of-resources theory in the Chinese context. [source]

HR managers as toxin handlers: The buffering effect of formalizing toxin handling responsibilities

HUMAN RESOURCE MANAGEMENT, Issue 5 2009
Carol T. Kulik
Abstract Toxin handlers are organizational members who help colleagues manage negative emotions in the workplace. Although toxin handling activities help distressed employees remain productive, they put the toxin handler at risk of emotional exhaustion. In this research, more than 400 HR managers described their experience managing emotionally charged employee problems. We found that formalizing toxin handling responsibilities provided a buffering effect: HR managers whose organizations had made handling emotionally charged employee problems a formal part of HR responsibilities experienced lower levels of emotional exhaustion and perceived HR as more effective, even when they engaged in high levels of toxin handling. Formalizing toxin handling responsibilities may protect HR managers from harm and ensure that they maintain the toxin handling function in their organizations. © 2009 Wiley Periodicals, Inc. [source]

Burnout and stress amongst old age psychiatrists

INTERNATIONAL JOURNAL OF GERIATRIC PSYCHIATRY, Issue 8 2002
Susan M. Benbow
Abstract Objective To investigate the relationship between work patterns, burnout and stress in consultant old age psychiatrists. Methods We sent a postal survey to all old age psychiatrists on the Faculty of Old Age Psychiatry, Royal College of Psychiatrists, list. Participants completed a workload questionnaire, the Stress Checklist and the Maslach Burnout Inventory during a specified week. Results Burnout scores were unaffected by gender and team working, but old age psychiatrists scoring within the high burnout range were younger, scored highly on stress, spent less time on research, study and audit, and more time travelling. The whole group scored highly on emotional exhaustion. Conclusions Job plans should encourage research/study and audit, and cut down travelling. The finding related to age is not fully understood, but suggests consideration of support groups for new consultants and review of whether current training programmes adequately prepare people for work as a consultant. Copyright © 2002 John Wiley & Sons, Ltd. [source]

Aggressive behaviour and burnout among staff of homes for the elderly

INTERNATIONAL JOURNAL OF MENTAL HEALTH NURSING, Issue 1 2002
Will Evers
ABSTRACT: This study examines relationships between experienced aggressive behaviour and burnout of staff caring for residents living in homes for the elderly (n = 551). Burnout was conceptualized as a three-dimensional syndrome consisting of emotional exhaustion, depersonalization and reduced personal accomplishment. From the results of the hierarchical regression analyses it appeared that physical and psychological aggression and the number of weekly working hours had a significant relationship with emotional exhaustion of staff. Psychological aggression was found to have a significant relationship with depersonalization. Neither sex nor age had a relationship with any of the burnout dimensions. Implications for research and suggestions for work and training of staff caring for the elderly are discussed. [source]

Role stress, burnout and their effects on frontline hotel employees' job performance: evidence from Northern Cyprus

INTERNATIONAL JOURNAL OF TOURISM RESEARCH, Issue 2 2008
Osman M. Karatepe
Abstract Based on data obtained from frontline hotel employees in Northern Cyprus, this study investigated the effects of role stress and burnout on job performance. It was found that role ambiguity decreased job performance while role conflict enhanced job performance. The results indicated that diminished personal accomplishment exerted a significant negative influence on job performance whereas the rest of the burnout dimensions did not. The results further showed that both role conflict and ambiguity exacerbated emotional exhaustion and depersonalisation. Role ambiguity was found to have a significant positive relationship with diminished personal accomplishment whereas role conflict was not. Copyright © 2007 John Wiley & Sons, Ltd. [source]

Managing job stress in nursing: what kind of resources do we need?

JOURNAL OF ADVANCED NURSING, Issue 1 2008
Marieke Van Den Tooren
Abstract Title.,Managing job stress in nursing: what kind of resources do we need? Aim., This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. Background., There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several researchers have proposed that job resources moderate the relationship between job demands and job-related outcomes, particularly when there is a match between the type of demands, resources, and outcomes. Method., Based on the Demand-Induced Strain Compensation Model, cross-sectional survey data were collected between November 2006 and February 2007 by a paper-and-pencil questionnaire. The final sample consisted of 69 nurses from a Dutch nursing home (response rate 59·4%). Data were analyzed by hierarchical regression analyses. Results., High physical demands had adverse effects on both physical complaints and emotional exhaustion (i.e. burnout), unless employees had high physical resources. A similar pattern was found for high physical demands and emotional resources in predicting emotional exhaustion. The likelihood of finding theoretically-valid moderating effects was related to the degree of match between demands, resources, and outcomes. Conclusion., Job resources do not randomly moderate the relationship between job demands and job-related outcomes. Both physical and emotional resources seem to be important stress buffers for human service employees such as nurses, and their moderating effects underline the importance of specific job resources in healthcare work. Job redesign in nursing homes should therefore primarily focus on matching job resources to job demands in order to diminish poor health and ill-being. [source]

Burnout contagion among intensive care nurses

JOURNAL OF ADVANCED NURSING, Issue 3 2005
Arnold B. Bakker PhD
Aim., This paper reports a study investigating whether burnout is contagious. Background., Burnout has been recognized as a problem in intensive care units for a long time. Previous research has focused primarily on its organizational antecedents, such as excessive workload or high patient care demands, time pressure and intensive use of sophisticated technology. The present study took a totally different perspective by hypothesizing that , in intensive care units , burnout is communicated from one nurse to another. Methods., A questionnaire on work and well-being was completed by 1849 intensive care unit nurses working in one of 80 intensive care units in 12 different European countries in 1994. The results are being reported now because they formed part of a larger study that was only finally analysed recently. The questionnaire was translated from English to the language of each of these countries, and then back-translated to English. Respondents indicated the prevalence of burnout among their colleagues, and completed scales to assess working conditions and job burnout. Results., Analysis of variance indicated that the between-unit variance on a measure of perceived burnout complaints among colleagues was statistically significant and substantially larger than the within-unit variance. This implies that there is considerable agreement (consensus) within intensive care units regarding the prevalence of burnout. In addition, the results of multilevel analyses showed that burnout complaints among colleagues in intensive care units made a statistically significant and unique contribution to explaining variance in individual nurses' and whole units' experiences of burnout, i.e. emotional exhaustion, depersonalization and reduced personal accomplishment. Moreover, for both emotional exhaustion and depersonalization, perceived burnout complaints among colleagues was the most important predictor of burnout at the individual and unit levels, even after controlling for the impact of well-known organizational stressors as conceptualized in the demand-control model. Conclusion., Burnout is contagious: it may cross over from one nurse to another. [source]

Staff Morale in Day Care Centres for Adults with Intellectual Disabilities

JOURNAL OF APPLIED RESEARCH IN INTELLECTUAL DISABILITIES, Issue 3 2007
Katerina Mascha
Background, Levels of burnout, job satisfaction and intended turnover of staff working in day care centres for adults with intellectual disabilities are investigated in relation to role clarity, staff support and supervision, and coping strategies used by staff. Materials and methods, Thirty six direct-care staff of four day care centres in the UK were administered the Maslach Burnout Inventory, The Staff Support Questionnaire (SSQ), and The Shortened Ways of Coping (Revised) Questionnaire (SWC-R). Results, Although staff reported high levels of job satisfaction, they experienced moderate degrees of emotional exhaustion and personal accomplishment and reported a high propensity to leave the service. Factors identified as relating to staff morale were staff support and supervision, role clarity, wishful thinking, staff cooperation, and other practical issues regarding the day-to-day running of the service. Conclusions, Staff in day care services for people with intellectual disabilities experience similar stressors to those experienced by staff in residential facilities with the informal culture of the service being of most importance to staff morale. Suggestions for the enhancement of staff morale are provided. [source]

The Importance and Place of Neuroticism in Predicting Burnout in Employment Service Case Managers

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 2 2004
Richard Goddard
This study investigated the ability of neuroticism to explain variance in burnout scores obtained from a sample of Australian case managers who work with individuals experiencing unemployment. Using a longitudinal survey methodology, 70 case managers completed the Maslach Burnout Inventory (MBI; Maslach, Jackson, & Leiter, 1996) on 2 occasions. Case managers also completed the Work Environment Scale (Moos, 1994) and the short form of the revised Eysenck Personality Questionnaire (Eysenck & Eysenck, 1991) on the first occasion. In a series of hierarchical regression analyses, neuroticism added significantly to the explanation of variance in all 3 MBI subscales after summary scores describing work stress and work relationships had been entered at an earlier step. An investigation of whether emotional exhaustion mediated the influence of neuroticism on depersonalization found that emotional exhaustion satisfied the criteria for complete mediation. [source]

Workload and burnout in nurses

Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional Exhaustion

Work Relationships in Telephone Call Centres: Understanding Emotional Exhaustion and Employee Withdrawal

The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behaviours

Towards a multi-foci approach to workplace aggression: A meta-analytic review of outcomes from different perpetrators,

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 1 2010
M. Sandy Hershcovis
Using meta-analysis, we compare three attitudinal outcomes (i.e., job satisfaction, affective commitment, and turnover intent), three behavioral outcomes (i.e., interpersonal deviance, organizational deviance, and work performance), and four health-related outcomes (i.e., general health, depression, emotional exhaustion, and physical well being) of workplace aggression from three different sources: Supervisors, co-workers, and outsiders. Results from 66 samples show that supervisor aggression has the strongest adverse effects across the attitudinal and behavioral outcomes. Co-worker aggression had stronger effects than outsider aggression on the attitudinal and behavioral outcomes, whereas there was no significant difference between supervisor, co-worker, and outsider aggression for the majority of the health-related outcomes. These results have implications for how workplace aggression is conceptualized and measured, and we propose new research questions that emphasize a multi-foci approach. Copyright © 2009 John Wiley & Sons, Ltd. [source]

Jailed resources: conservation of resources theory as applied to burnout among prison guards

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 1 2007
Jean-Pierre Neveu
This study evaluates a salutogenic perspective of the burnout process. Building upon Hobfoll's (1989) Conservation of Resources theory, it proposes a simultaneous test of three hypothesized resources-based models. These competing models test the structure of burnout in relation to depleted resources (e.g., lack of skill utilization, of participation, of co-worker support, and of professional worth) and negative correlates (e.g., absenteeism and depression). SEM results provide equally good support for two resource-based models, although each of them proceeds from two different approaches (Leiter vs. Golembiewski). Of all burnout components, personal accomplishment is found to be least related to resources depletion, while emotional exhaustion is the most related to absenteeism and depression. Results are analyzed in light of existing literature and of the specific nature of the sample, a large population of French correctional officers (n,=,707). Implications for burnout theory and human resource management are discussed. Copyright © 2006 John Wiley & Sons, Ltd. [source]

IS EMOTIONAL LABOR MORE DIFFICULT FOR SOME THAN FOR OTHERS?

PERSONNEL PSYCHOLOGY, Issue 1 2009
A MULTILEVEL, EXPERIENCE-SAMPLING STUDY
In response to 2 areas for development in the emotional labor literature,(a) the contemporaneous associations between emotional labor and affective reactions, and (b) whether emotional labor might be more personally costly for some employees than others,this study tested a conceptual model explaining the differential effects of deep and surface acting on job satisfaction and emotional exhaustion via their asymmetrical influences on mood, and whether extraverts fare better when engaging in emotional labor. As expected, surface acting was positively associated with negative mood, and this explained some of the association of surface acting with increased emotional exhaustion and decreased job satisfaction. Contrary to hypotheses, deep acting was unrelated to job satisfaction and was associated with lower positive affect. Extraversion moderated several emotional labor relationships such that, in general, surface and deep acting had more positive (or less negative) effects for extraverts (compared to introverts). Overall, the results support the importance of considering the roles of mood and disposition in the impact of emotional labor. [source]

Compassion Fatigue and Psychological Distress Among Social Workers: A Validation Study

AMERICAN JOURNAL OF ORTHOPSYCHIATRY, Issue 1 2006
Richard E. Adams PhD
Few studies have focused on caring professionals and their emotional exhaustion from working with traumatized clients, referred to as compassion fatigue (CF). The present study had 2 goals: (a) to assess the psychometric properties of a CF scale, and (b) to examine the scale's predictive validity in a multivariate model. The data came from a survey of social workers living in New York City following the September 11, 2001, terrorist attacks on the World Trade Center. Factor analyses indicated that the CF scale measured multiple dimensions. After overlapping items were eliminated, the scale measured 2 key underlying dimensions,secondary trauma and job burnout. In a multivariate model, these dimensions were related to psychological distress, even after other risk factors were controlled. The authors discuss the results in light of increasing the ability of professional caregivers to meet the emotional needs of their clients within a stressful environment without experiencing CF. [source]

Burnout and psychiatric morbidity among physicians engaged in end-of-life care for cancer patients: a cross-sectional nationwide survey in Japan

PSYCHO-ONCOLOGY, Issue 5 2007
Mariko Asai
Abstract Purpose: To determine the prevalence of burnout and psychiatric morbidity among physicians engaged in end-of-life care for cancer patients in Japan and to explore associated factors related to end-of-life care. Methods: Questionnaires were mailed to 1436 Japanese clinical oncologists and palliative care physicians with a request to complete the Maslach Burnout Inventory (MBI), the General Health Questionnaire (GHQ-12), and to report on individual factors, including confidence in patient care. High levels of burnout and psychiatric morbidity were identified using cut-off scores of the MBI and GHQ-12. Results: A total of 697 physicians returned the questionnaires (response rate, 49.6%). Twenty-two percent of the respondents had a high level of emotional exhaustion, 11% had a high level of depersonalization, 62% had a low level of personal accomplishment, and 20% had psychiatric morbidity. Clinical oncologists showed a significantly higher psychiatric morbidity than palliative care physicians. Confidence in having sufficient time to communicate with patients was significantly associated with all the burnout subscales. Conclusions: A low level of personal accomplishment was relatively high among Japanese physicians compared with previous studies. Insufficient confidence in the psychological care of patients was associated with physician burnout rather than involvement in end-of-life care. Copyright © 2006 John Wiley & Sons, Ltd. [source]

Organizational determinants of work outcomes and quality care ratings among Army Medical Department registered nurses,

RESEARCH IN NURSING & HEALTH, Issue 2 2010
Patricia A. Patrician
Abstract The Practice Environment Scale of the Nursing Work Index, the Maslach Burnout Inventory, and several single-item measures were administered to registered nurses (RNs) working within 23 U.S.-based Army Medical Department (AMEDD) hospitals. Data were analyzed with logistic regression for nested data. Unfavorable nursing practice environments had a substantial association with job dissatisfaction (OR 13.75, p,<,.01), emotional exhaustion (OR 12.70, p,<,.01), intent to leave (OR 3.03, p,<,.01), and fair to poor quality of care (OR 10.66, p,<,.01). This study provides the first system-wide analyses of nursing practice environments in AMEDD hospitals in the U.S. Similar to findings in civilian samples, poor quality work environments are associated with less favorable RN work outcomes and quality of care ratings. © 2010 Wiley Periodicals, Inc. Res Nurs Health 33:99,110, 2010 [source]

Monitoring stress levels in postgraduate medical training

THE LARYNGOSCOPE, Issue 1 2009
Justin D. Hill MD
Abstract Objectives: The Accreditation Council for Graduate Medical Education (ACGME) mandates that residency Program Directors (PD) monitor resident well-being, including stress. Burnout, as a measure of work-related stress, is defined by a high degree of emotional exhaustion and depersonalization, and a low degree of personal accomplishment using the Maslach Burnout Inventory-Human Services Survey (MBI-HSS). The purpose of this study is to describe the use of the MBI-HSS as a method of monitoring stress levels in an academic otolaryngology residency training program and introduce this survey as a tool for wider use in meeting ACGME requirements. Methods: The MBI-HSS was administered to residents in an academic otolaryngology residency training program on three separate occasions: at the beginning, middle, and end of different academic years. In addition, at the time of the third administration, the MBI-HSS was completed by faculty and staff in the same department. Surveys were completed and collected anonymously. Responses were scored against normative data from the MBI-HSS overall sample and the medicine subscale. Low, average, and high levels of burnout were identified for the individual categories of emotional exhaustion (EE), depersonalization (DP), and personal accomplishment (PA); average levels for each category were calculated. Results: Twenty-two residents completed the first survey, taken near the end of an academic year; 19 completed the second administration in the middle of the following academic year; and 24 completed the third survey at the beginning of the subsequent academic year. Thirteen faculty and 23 staff also completed the third survey. We found that three, one, and one residents reported high levels of burnout on the first, second, and third surveys, respectively. These figures compare to one faculty member and no staff members in the same department reporting high levels of burnout. Conclusions: The MBI-HSS is an established and validated tool for identifying burnout in resident physicians. Residency PDs may find the MBI-HSS useful as an aid in monitoring resident well-being and stress. In our own department, we found levels of burnout comparable to those previously reported for residents and faculty in this specialty. Laryngoscope, 119:75,78, 2009 [source]

Burnout and duration of service among Chinese voluntary workers

ASIAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 2 2001
Chun Yiu
A survey study conducted among 226 Chinese voluntary workers in Hong Kong showed that satisfaction with voluntary work, integration into the voluntary institution, and burnout syndromes contributed to volunteers' expected duration of service. Regression analyses also showed that different sets of variables predicted different spans of expected duration of service. Work satisfaction was the most salient predictor for expected duration of service from six months to ten years. Lack of personal accomplishment predicted expected duration of service for six to twelve months, whereas emotional exhaustion and depersonalization influenced volunteers' expectation to continue in the service for five to ten years. [source]