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The negative effects of job stress and burnout on construction professionals (CPs) at the construction site have been widely concern in the construction industry. The purpose of this study is committed to explore the impact of job stress on CPs on the construction site, especially in the context of the widespread use of social media to express their emotions.

This study developed a job-related stress-burnout-health conditions-turnover intention (S-B-HT) framework to explore the direct and lagged effects of job stress, we also examined the moderating effects of online emotions, operationalized in terms of emotional intensity and expression pattern, on the relationship between job stress with job burnout under two evolution paths (i.e. health conditions or turnover intention). This study collected 271 samples through a survey questionnaire for empirical testing, and introduced structural equation models to validate the proposed conceptual model.

The results show that job stress has a significant positive effect on job burnout, and job burnout maintains a positive relationship with health conditions (or turnover intention) under the interference mechanism. Simultaneously, the online emotions expressed in social media have a positive moderating effect in two stages of the evolution path.

The findings of this study remind the project manager need to timely find and solve the job burnout characteristics of CPs due to excessive job stress, especially to prevent the accidental consequences caused by job burnout.

On this basis, this study provides an important value of using social media to express emotions for the project team to alleviate the adverse of professionals under job stress.

This study focuses on the management of job burnout among customer service representatives. The purpose of this study is to investigate whether supervisor support, monetary rewards, and career paths moderate the relationship between job burnout and turnover intentions.

The authors conducted a survey of 287 customer service representatives from seven call centers for the analysis. To validate the research model and test the hypotheses, the authors employed structural equation modeling, and for the moderating effects, the authors conducted a multi‐group analysis after dividing the moderating variables into high and low groups by using each of their means as a split point.

As expected, the results indicate that emotional exhaustion, depersonalization, and reduced personal accomplishment increased turnover intentions. Emotional exhaustion led to a sharp increase in depersonalization. The results for the three moderating variables indicate that not all interventions were always useful for all three components of job burnout. In particular, the application of supervisor support required considerable attention because it exacerbated the adverse effect of depersonalization on turnover intentions. Monetary rewards reduced turnover intentions under depersonalization, whereas they increased turnover intentions under reduced personal accomplishment. Career paths reduced turnover intentions under both depersonalization and reduced personal accomplishment.

This study contributes to the literature by demonstrating the moderating effects of supervisor support, monetary rewards, and career paths on the relationships between three components of job burnout and turnover intentions for customer service representatives from call centers.

The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance.

The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data.

The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance.

This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

Working remotely in a COVID-19-induced lockdown has been challenging for both organisations and their employees; studies report that job demands changed, and teleworkers experienced increased burnout. This paper explores the negative employee outcomes that this work arrangement brings along and offers possible solutions to counter such negative outcomes since they could be detrimental to the much-touted future of work.

The study adopted a time-lagged longitudinal design and collected two-waved data from 403 quaternary sector employees. The data were analysed using structural equation modelling and model-21 in PROCESS macro for SPSS.

Findings affirm that employees experienced increased job demands during this crisis. Employees reported an increase in turnover intention because of burnout caused by increased job demands. However, increased task interdependence alone did not have any effect on turnover intention. The perceived organisational task support (POTS) was found to forestall the negative effect of job demands on burnout, and employee resilience (ER) buffered the burnout and turnover intention relationship.

Providing remote work task support and boosting resilience among employees will help in doing away with the negative effects of teleworking. However, managers shall prioritise reducing job demands for teleworkers.

The linkage between work factors and turnover intention is well established. Drawing on the event system theory and using the COVID-19 context, the present study added to the existing knowledge by studying the role of job demands (workload pressure and task interdependence) on turnover intention through the mediation of burnout. The study goes beyond the existing literature by accounting for POTS as a first-level moderator between job demands and burnout relationship, and ER as a second-level moderator between burnout and turnover intention relationship.

This study aims to investigate affective commitment (ACS) and leader–member exchange (LMX) as resources mitigating against burnout and counterproductive work behaviours (CWBs) in the hospitality sector, and examines the effect of zero-hour contracts on these relationships.

Through conservation of resources theory, this study tests a framework exploring ACS and LMX as resources against burnout and CWBs, using a data set of 260 frontline hospitality employees working in Ireland, considering zero-hour contracts as a moderator.

Findings indicate that burnout is associated with CWB, and ACS and LMX are resources against burnout and CWB. Furthermore, zero-hour contract perceptions moderate the resource effect of ACS and LMX. Yet, zero-hour contract perceptions do not moderate the relationship between burnout and CWB, indicating these employees may be caught in a resource-loss spiral.

This study proposes mechanisms to enhance resources against burnout, with specific strategies to support young employees who are more likely to experience burnout. As findings suggest unique negative impacts of burnout for employees on zero-hour contracts, this paper also provides guidance to support these vulnerable employees.

This study provides unique insights into hospitality employees’ ability to harness resources against burnout and CWB consequences of burnout. The results indicate that perceived precarity does not moderate these relationships, suggesting that burnout affects this cohort differently.

This paper aims to examine the effect of the auditors’ burnout determinates on audit quality and performance. It also analyses whether the demographic characteristics of gender, age group, education and job positions affect auditors’ decisions for burnout, audit quality and performance.

A questionnaire was distributed on a sample of auditors in the top ten auditing firms in an emerging market including the Big 4. Factor analysis, correlation matrix and structural equation modeling were used for the analysis of the collected data and testing the developed hypotheses.

The results show that burnout has negative consequences for both the auditor and the auditing firm. While good organizational climate has a negative significant association with audit quality, nonethical decisions and audit performance, role clarity has positive significant association with the audit quality and performance and has an insignificant association with nonethical decisions. Also, turnover intention has significant positive association with nonethical decision, audit quality and performance.

This research is among the first to focus on auditor’s burnout determinates on audit quality and performance in an emerging market characterized by different socioeconomic, political and cultural factors compared with those of developed markets. Auditors, regulators and professional policymakers can benefit from the results of this research.

This paper aims to explore the interplay between burnout, national identity and career satisfaction among diplomats. In particular, the authors focus on the roles of home and host country identification as an emotional resource for overcoming the negative effects of job-related burnout.

Survey responses from 123 diplomats were used to assess the moderating role of home and host country identification on the relationship between burnout and career satisfaction.

Various combinations of high or low home or host country identification were tested, and the findings suggest that the negative effect of burnout on career satisfaction is reduced for those individuals that have high identification with both the home and the host country, while this is not the case for other combinations. This points to the beneficial effects of dual national identifications even for diplomats – a group that would normally be expected to identify strongly with the home country alone.

No existing study that the authors know of has explored the relationship between burnout, national identity and career satisfaction among diplomats or other types of expatriates. This is unfortunate because a better understanding of national identity could guide practitioners in finding ways to reduce the negative consequences of burnout in international organizations.

The purpose of this paper is to investigate the relationship between bullying and burnout and its effect on professional football players. Although the effects of both bullying and burnout have been studied in different contexts, the effects of these constructs have not been fully examined among professional football players in culturally different environments.

To measure bullying, the authors used a modified version of the Negative Acts Questionnaire-Revised (NAQ-R) adapted to the professional football environment. To measure burnout, we used Raedeke and Smith’s (2001) “Athlete Burnout Questionnaire”. Data for the study (n=102) were collected from the professional football players in the Turkish Secondary Football League. Explatory and confirmatory analysis were performed for validity and reliability of the questionnaires. Correlations and hierarchical regression analysis were performed for data.

Our findings showed that bullying influenced all three dimensions of burnout (reduced sense of accomplishment, emotional/physical exhaustion, and devaluation), particularly the emotional/physical exhaustion. High levels of burnout that the victims might experience because of bullying may reduce individual performance as well as team performance. Furthermore, higher levels of burnout contribute to attrition (losing a well-performing player prematurely), which could have a significant effect on team’s overall performance and competitiveness.

This study utilized the “Negative Acts Questionnaire-Football (NAQ-F)” adapted from the “Negative Acts Questionnaire-Revised (NAQ-R)”. Using NAQ-F, this study tested the relationship between bullying and burnout and its effect on professional football players. The study results showed that to reduce the negative consequences of potential bullying behaviour on players and teams, high-performing professional football clubs should develop social networks and mechanisms to minimize the effects of such behaviours and/or provide the needed support to the victims, as needed.

Building on the work-home resources model and the conservation of resources (COR) theory, this study proposes and explores a moderated mediation model on the effect of doctor's family incivility and burnout on doctor's job satisfaction as a function of psychological capital (PsyCap) at dual stages.

This study obtained data in two phases, using a time-lagged methodological design. The final sample comprised 324 emergency medicine doctors working in hospitals across India, and statistical analysis of the above-said relationships was carried out using PROCESS macro in SPSS 23.0.

Findings indicate strong evidence supporting the mediation effect of burnout, which means doctors facing family incivility at home experienced burnout at work, which influences doctors' job satisfaction. Also, the indirect effect of family incivility on job satisfaction through burnout gets attenuated at both stages when emergency physicians possess high PsyCap.

This study adds to the work-family literature by delving into the underlying mechanisms that link family incivility to various job outcomes. Despite procedural remedies, there remains a possibility of common method bias. Longitudinal research and validating the model across different samples are suggested.

This study expands the limited domain of knowledge on the work consequences of uncivil family behavior. This study is among the primary to empirically substantiate the long-term adverse consequences of family incivility as burnout. The implications of these findings for applications and applications' extension of the work-home resources model to the family domain are elaborated in detail.

Digital labor platforms (DLPs) are transforming the nature of the work for an increasing number of workers, especially through extensively employing automated algorithms for performing managerial functions. In this novel working setting – characterized by algorithmic governance, and automatic matching, rewarding and punishing mechanisms – gig-workers play an essential role in providing on-demand services for final customers. Since gig-workers’ continued participation is crucial for sustainable service delivery in platform contexts, this study aims to identify and examine the antecedents of their working outcomes, including burnout and engagement.

We suggested a theoretical framework, grounded in the job demands-resources heuristic model to investigate how the interplay of job demands and resources, resulting from working in DLPs, explains gig-workers’ engagement and burnout. We further empirically tested the proposed model to understand how DLPs' working conditions, in particular their algorithmic management, impact gig-working outcomes.

Our findings indicate that job resources – algorithmic compensation, work autonomy and information sharing– have significant positive effects on gig-workers’ engagement. Furthermore, our results demonstrate that job insecurity, unsupportive algorithmic interaction (UAI) and algorithmic injustice significantly contribute to gig-workers’ burnout. Notably, we found that job resources substantially, but differently, moderate the relationship between job demands and gig-workers’ burnout.

This study contributes a theoretically accurate and empirically grounded understanding of two clusters of conditions – job demands and resources– as a result of algorithmic management practice in DLPs. We developed nuanced insights into how such conditions are evaluated by gig-workers and shape their engagement or burnout in DLP emerging work settings. We further uncovered that in gig-working context, resources do not similarly buffer against the negative effects of job demands.