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Among healthcare professionals, burnout is one of the key challenges affecting organizational outcomes, employee productivity and quality of care. The knowledge of burnout and its root causes and primary contributors continues to grow yet remains limited. In many environments, an entrepreneurial orientation (EO) has been shown to dramatically improve organizational outcomes and performance. The purpose of this paper is to illustrate critical research areas at the intersection of organizational EO and employee burnout within the healthcare sector.

A conceptual model which considers how EO has the potential to provide an operational context that may negate, lessen or delay the negative effects of burnout among healthcare professionals, is advanced as a useful focal point to foster research exploring connections between organizational orientation and employee well-being.

Insights into how an opportunity-embracing EO characteristic of high-tech firms may shape how stress is experienced and address burnout when applied to healthcare organizations. A decrease in burnout stands to improve quality of care as well as the satisfaction of staff and patients alike, including a greater sense of autonomy, engagement, motivation and passion.

This research agenda proposes new insights and the need for additional research into how the manifestation of organizational EO may contribute to the field of medicine, influence burnout and enhance the well-being among healthcare professionals.

The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in this relation. Drawing from the Conservation of Resources Theory, we expect that calling may be negatively associated with burnout through increased social worth and that career stage moderates these relationships.

Based on a sample of 566 healthcare professionals, we conducted regression analyses with bootstrapping procedures to test the proposed hypotheses.

The findings show that social worth mediates the negative relation between calling and burnout. Additionally, the positive relation between calling and social worth was more pronounced for late-career employees; yet, the negative relation between social worth and burnout was stronger for early-career employees.

The findings suggest that searching and pursuing a professional calling is beneficial for individuals. Additionally, social worth is crucial in this relation and could be used to actively prevent burnout.

The study advances our understanding of the consequences of calling for employees by explaining the underlying mechanism between calling and burnout and its importance at different career stages.

In today’s challenging world, achieving professional commitment among healthcare workers is becoming the need of time. Drawing on self-determination theory, the current study examines how and under which boundary conditions perceived organizational support affects professional commitment.

Data was collected from doctors and nurses employed in public and private sector hospitals by employing a split-questionnaire design.

The authors’ study findings demonstrate that perceived organizational support has a positive and indirect effect on the professional commitment of nurses and doctors via mediating the role of subjective well-being. The authors also found that these findings depend on healthcare workers’ burnout levels. The positive relationship between perceived organizational support and subjective well-being is attenuated by burnout syndrome.

The current study poses implications for policymakers and administrators of healthcare institutions as well as to develop a supportive culture to evoke more professional commitment among healthcare workers. Implications for nursing managers and policymakers are discussed in light of the study findings.

Healthcare institutions are increasingly paying attention to raising the professional commitment of their workforce, especially in the wake of a crisis like the COVID-19 outbreak. The current study will add to the body of literature on nursing management, healthcare studies and organizational psychology in the South Asian context by explaining the relationship between POS and professional commitment, drawing on self-determination theory.

The authors wanted to study the importance of a calling for decreasing stress. They chose to study workers in the healthcare profession where callings are common, but previous research has not looked at the mechanisms linking calling and burnout.

Data were collected from Lithuanian healthcare professionals using both paper and online surveys. After removing incomplete responses, there were 566 cases of nurses and physicians. Of the total sample, 85pc were women. Just over half were nurses and these were overwhelmingly female (98.9pc). But 47pc of the sample were physicians and 64pc of them were female. The average age was 43.77.

The data showed how healthcare professionals were much less likely to suffer from burnout when they had a “calling” for their work. The crucial mediating factor was social worth. The research also revealed that the link between calling and social worth was more pronounced for late-career employees. However, the impact of social worth on burnout was stronger for early-career employees.

There were a number of practical implications for organizations. Firstly, the data supports the advantageous effects of calling to reduce healthcare professionals’ burnout. This means that maintaining a calling, such as through job crafting, will help to reduce stress. A second implication is the role of social worth in triggering the effects of calling. Therefore, organizations and administrators should focus on positive feedback that promotes feelings of social value.

Physician stress and burnout is a serious and common concern in healthcare, with over half of physicians in the USA meeting at least one criterion for burnout. The paper aims to discuss these issues.

A review on current state of physician stress and burnout research, from 2008 to 2016, was undertaken. A subsequent perspective paper was shaped around these reviews.

Findings reveal research strength in prevalence and incidence with opportunities for stronger intervention studies. While descriptive studies on causes and consequences of physician burnout are available, studies on interventions and prevention of physician burnout are lacking. Future research on physician stress and burnout should incorporate intervention studies and take care to avoid limitations found in current research. Accountability and prevention of physician burnout is the responsibility of the healthcare industry as a whole, and organizational strategies must be emphasized in future research.

The value of this research comes in the original comprehensive review, international inclusion and succinct summary of physician burnout research and strategies.

The COVID-19 pandemic, and the responses to it that were required from frontline healthcare providers and others working in healthcare settings including environmental, clerical, and security staff, has challenged our healthcare systems in unprecedented ways. The threats to the financial, physical, and psychological well-being of healthcare professionals – many of whom entered the field due at least in part to a deep commitment to caring for and helping others – will have profound and long-lasting personal and professional impacts. Early in the pandemic response, healthcare professionals knew little about the risks they, their patients, and their loved ones faced from COVID-19 as they operated under crisis standards of care and without adequate supplies of personal protective equipment. As the pandemic response progressed, the lack of clear, science-based guidance, and the politicization of the pandemic presented new medical, ethical, and moral dilemmas. New psychological support mechanisms, including crisis counseling and evidence-based interventions, are needed for all workers in healthcare settings, regardless of their job role.

The present study contributes to our understanding of how to curb burnout among hospital staff over time. The authors extend existing research by examining the mediating role of mission valence in the link between transformational leadership and burnout.

Self-administered questionnaire data from employees in a Canadian general hospital (N = 185) were analyzed using a time-lagged research design to examine whether transformational leaders can increase employees' attraction to the organization's mission (i.e. mission valence) and in turn alleviate long-term burnout.

Structural equation modeling analysis demonstrated that transformational leadership (time 1) was negatively related to the burnout components of emotional exhaustion and depersonalization (time 2). Further, the results showed that mission valence mediated these relationships.

The study findings are important for managers and professionals as they identify transformational leadership as a potent strategy to alleviate employee burnout and clarify the process through which this is achieved, namely, by increasing mission valence.

To date, surprisingly little research has explored how transformational leadership influences followers' burnout. To address this issue, the present study examined the role of transformational leadership on staff burnout through the mechanism of increasing mission valence. Understanding how to mitigate burnout is particularly critical in health care organizations given that burnout not only negatively impacts employee wellbeing but also the wellbeing and quality of care provided to patients.

Healthcare delivery faces increasing pressure to move from a provider-centered approach to become more consumer-driven and patient-centered. However, many of the actions taken by clinicians, patients and organizations fail to achieve that aim. This paper aims to take a paradox-based perspective to explore five specific tensions that emerge from this shift and provides implications for patient experience research and practice.

This paper uses a conceptual approach that synthesizes literature in health services and administration, organizational behavior, services marketing and management and service operations to illuminate five patient experience tensions and explore mitigation strategies.

The paper makes three key contributions. First, it identifies five tensions that result from the shift to more patient-centered care: patient focus vs employee focus, provider incentives vs provider motivations, care customization vs standardization, patient workload vs organizational workload and service recovery vs organizational risk. Second, it highlights multiple theories that provide insight into the existence of the tensions and how they may be navigated. Third, specific organizational practices that engage the tensions and associated examples of leading organizations are identified. Relevant measures for research and practice are also suggested.

The authors develop a novel analysis of five persistent tensions facing healthcare organizations as a result of a shift to a more consumer-driven, patient-centered approach to care. The authors detail each tension, discuss an existing theory from organizational behavior or services marketing that helps make sense of the tension, suggest potential solutions for managing or resolving the tension and provide representative case illustrations and useful measures.

This study aims to evaluate the relationship between dietary patterns and shift work, sleep quality and burnout among emergency health-care workers.

The nutritional status, sleep quality and burnout status of health-care workers (n = 91) in Turkey were investigated.

Among the burnout subgroups, only emotional exhaustion was associated with high adherence to the Meditarrenean diet. (r = 0.37, p < 0.01). Carbohydrates consumed during the shift day were associated with lower sleep quality (r = 0.24, p = 0.02). The intake of protein (r = −0.29, p < 0.01), fat (r = −0.27, p < 0.00), cholesterol (r = −0.31, p < 0.01), phosphorus (r = −0.22, p = 0.03) and iron (r = −0.21, p = 0.04) in shift day was negatively associated with Pittsburgh Sleep Quality Index (PSQI) scores (lower PSQI scores indicates good sleep quality). Consumption of vitamin C and potassium on the rest day was significantly associated with better sleep quality (respectively, r = −0.21, p = 0.04 and r=−0.23, p = 0.03). Personal accomplishment was positively correlated with carbohydrate consumption during the shift day and negatively correlated with protein, cholesterol and vitamin B6 intake (respectively, r = 0.22, p = 0.03; r = −0.21, p = 0.03; r=−0.28, p < 0.00, r = −0.28, p < 0.00). Emotional exhaustion was negatively correlated with protein consumption on the shift day (r = −0.21, p = 0.04) and positively correlated with fat consumption on the rest day (r = 0.22, p = 0.02).

The findings confirm the possible role of dietary patterns in health-care workers against burnout and sleep quality attributable to a possible association with nutrients intake on shift or rest day.