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1 – 10 of over 7000Kujtim Hameli, Lum Çollaku and Lekë Ukaj
This study aims to investigate the impact of job burnout on job satisfaction and the intention to change occupation within the accounting profession. It also examines the…
Abstract
Purpose
This study aims to investigate the impact of job burnout on job satisfaction and the intention to change occupation within the accounting profession. It also examines the mediating role of psychological well-being.
Design/methodology/approach
A descriptive research design was used in this study. Survey data were physically collected from 230 accounting employees in the private sector. Structural equation modeling was used to test the theoretical model.
Findings
The results showed that job burnout significantly affects psychological well-being and that psychological well-being significantly mediates the relationship between job burnout and job satisfaction, as well as between job burnout and the intention to change occupation.
Research limitations/implications
This study has significant implications for accounting organizations, suggesting the adoption of strategies to promote psychological well-being. These initiatives have the potential to enhance job satisfaction and reduce accountants’ intention to change their profession.
Originality/value
This study contributes to the existing literature by highlighting the mediating role of psychological well-being in linking job burnout with job satisfaction and the intention to change occupation among accounting professionals.
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Vítor Costa, Samuel Monteiro, Ana Isabel Cunha, Henrique Pereira and Graça Esgalhado
The purpose of this study is to systematically review the recent empirical literature on job stress and burnout among prison staff with a focus on predictors, outcomes of stress…
Abstract
Purpose
The purpose of this study is to systematically review the recent empirical literature on job stress and burnout among prison staff with a focus on predictors, outcomes of stress and burnout and the mediating role that stress and burnout can play between its predictors and outcomes.
Design/methodology/approach
The authors followed systematic literature review (SLR) protocols for the social sciences, and searches were done on two large research databases: SCOPUS and Web of Science. Articles included in the study were from January 2015 to March 2020. After the screening and eligibility processes, 48 articles met the inclusion/exclusion criteria, and 33 articles were included in the full-text qualitative analysis.
Findings
Characteristics of the samples, main authors and journals and measures used to assess stress and burnout are presented, showing that most research was done in the USA, with cross-sectional studies using similar measures of stress and burnout. Results from the qualitative analysis were organised around the main research questions. Most studies explored the antecedents of stress and burnout in the context of the job demands – resources model. Common predictors that consistently increase stress and burnout among different samples include perceived dangerousness of the job and work–family conflict. Participation in decision-making and social support consistently decrease job stress.
Originality/value
This paper presents a SLR on stress and burnout among prison officers in a pre-COVID-19 pandemic era, providing an important picture of the published scientific research on the topic as well as implications for theory and practice.
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Lum Çollaku, Muhamet Aliu and Skender Ahmeti
This study aims to examine the relationship between job burnout, psychological well-being and intention to change occupation among accounting professionals. It focuses on the role…
Abstract
Purpose
This study aims to examine the relationship between job burnout, psychological well-being and intention to change occupation among accounting professionals. It focuses on the role of psychological well-being in explaining the link between job burnout and intention to change occupation.
Design/methodology/approach
Data were collected with the help of a structured questionnaire. The final sample includes 218 accounting professionals in the private sector. To test the hypothesized model in this study, IBM AMOS ver26 was used to perform the structural equation modeling (SEM).
Findings
The results of this study show that job burnout has a positive impact on the intention to change occupation and a negative impact on psychological well-being. In addition, psychological well-being was found to mediate the relationship between job burnout and intention to change occupation.
Practical implications
This study provides important implications for accounting firms and recommends that they implement the necessary practices to increase the psychological well-being of accounting staff to reduce job burnout and intention to change occupation.
Originality/value
This work complements current studies in the field of accounting by highlighting the intermediary role of psychological well-being on the relationship between job burnout and intention to change profession among accounting professionals.
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Catherine Prentice, Lan Snell and Phyra Sok
Performing emotional labour is required of customer-contact employees (CCEs) to regulate their emotions through acting to conform to organisational display rules. Prior research…
Abstract
Purpose
Performing emotional labour is required of customer-contact employees (CCEs) to regulate their emotions through acting to conform to organisational display rules. Prior research is focused on investigating the detrimental outcomes of CCEs engaging in emotional labour acting to meet these display rules and organisational-related antecedents. This study takes a fresh perspective to propose how acting deriving from job engagement is related to employee burnout. Emotional intelligence is modelled as a moderator in these relationships.
Design/methodology/approach
The current study focuses on customer contact employees who are currently employed within the banking industry located in the United States of America. Participants of the study were recruited using panel data through Qualtrics both symmetrical and asymmetrical methods were employed in this study to test the proposed relationships.
Findings
The findings show that, prior to including EI in the analysis, job engagement was negatively related to surface acting but positively related to deep acting. However, when EI was entered in the equation, the relationship between job engagement and deep acting became negative. EI was also negatively related to both surface and deep acting. EI significantly strengthens the emotional labour process of engagement towards emotional labour strategies as well as lessening burnout. The asymmetrical analysis offer more insights to the proposed relationships.
Originality/value
This study employs both symmetrical and asymmetrical methods to examine emotional labour, emotional intelligence and employee burnout. In particular, job engagement proposed as an antecedent to acting strategy is novel. The study offers some novel insights into emotional labour and emotional intelligence research. The findings have practical implications for HR practitioners and management in the service organisations.
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Alyssa T. Klingbyle and Greg A. Chung-Yan
The purpose of this study is to examine the burnout of workers in customer service roles as a result of conflict with customers; and the role that coworker support…
Abstract
Purpose
The purpose of this study is to examine the burnout of workers in customer service roles as a result of conflict with customers; and the role that coworker support, non-work-related social support and job autonomy play in buffering customer service workers from conflict with customers.
Design/methodology/approach
A sample of 191 young customer service workers completed an online self-report questionnaire.
Findings
Although it was found that coworker support, non-work-related social support and job autonomy moderated the relationship between customer conflict and burnout, the form of the interactions was not as expected. Rather than buffering customer service workers specifically against customer conflict, it was found that as customer conflict intensifies, it gradually erodes the positive benefits that coworker support, general social support and job autonomy have in preventing burnout as a result of general work stress.
Originality/value
This study is one of few to empirically investigate the unique stressors experienced by customer service workers. It also expands understanding of social support and job autonomy in the context of work stress, demonstrating that there are limits to the effectiveness of these personal and organizational resources in preserving worker well-being.
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Maria Tresita Paul Vincent, Nimitha Aboobaker and Uma N. Devi
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…
Abstract
Purpose
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.
Design/methodology/approach
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
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.
Practical implications
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.
Originality/value
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.
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Chin Ann Chong, Lee Peng Ng and I-Chi Chen
This study evaluates the moderating role of work-based social supports (i.e. supervisor support and co-worker support) in the relationship between job insecurity and job burnout…
Abstract
Purpose
This study evaluates the moderating role of work-based social supports (i.e. supervisor support and co-worker support) in the relationship between job insecurity and job burnout among hospitality employees in Malaysia. Besides, the direct effect between job insecurity and job burnout is examined.
Design/methodology/approach
The cross-sectional data of this study were based on a total of 220 self-administered questionnaires that have been completed by hospitality employees from three different states in Malaysia. Respondents were recruited based on a snowball sampling approach. The data were collected during the COVID-19 pandemic, which was from October 2020 to January 2021.
Findings
Partial least square-structural equation modeling (PLS-SEM) was performed via SmartPLS software. The finding confirmed that job insecurity significantly intensifies employees' job burnout. Supervisor support and co-worker support were found to moderate the link between job insecurity and burnout. As anticipated, the relationship between job insecurity and job burnout increased when supervisor support is low. But high co-worker support was found to strengthen the impact of job insecurity on job burnout instead of the reverse.
Originality/value
This study supplements the existing literature by clarifying which sources of work-based social support (i.e. co-worker support or supervisor) is more salient in alleviating the adverse impact of job insecurity on job burnout during the COVID-19 pandemic among hospitality employees in Malaysia.
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Muhammad Zeshan, Shahzil Talha Khatti, Fiza Afridi and Olivier de La Villarmois
This paper aims to show the role of employees’ self-regulation in defining the effect of job demands on employees’ burnout. Moreover, the paper also highlights the importance of a…
Abstract
Purpose
This paper aims to show the role of employees’ self-regulation in defining the effect of job demands on employees’ burnout. Moreover, the paper also highlights the importance of a high-performance work system (HPWS) on the relation between job demands and employee self-regulation.
Design/methodology/approach
Data has been collected from public sector hospital nurses through a survey strategy following a time-lagged approach. This data has been analysed to validate the measure and to test the hypotheses through structural equation modelling.
Findings
Results of this study indicate that job demands affect employees’ burnout through adaptive regulation (recovery) and maladaptive regulation (self-undermining). Adaptive regulation minimizes while maladaptive regulation supports this effect. Moreover, results also highlight the role of HPWS in mitigating the negative impact of job demands on adaptive regulation.
Practical implications
This study serves as a guide for managers to minimize the burnout of their subordinates in the face of increasing job demands. This study also emphasizes the use of HPWS in organizations so that the burnout of the employees may be decreased by increasing adaptive self-regulation or recovery.
Originality/value
This study enriches the literature on the job demand resource theory by showing how employee job demands, employee self-regulation (psychological processes) and HPWS (organizational processes) collaborate to determine the extent of job burnout of employees.
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Shu-Chuan Chen and Ching-Fu Chen
Healthcare is recognized as a fertile field for service research, and due to the fact that nurses are stressed physically and emotionally, reducing burnout among frontline…
Abstract
Purpose
Healthcare is recognized as a fertile field for service research, and due to the fact that nurses are stressed physically and emotionally, reducing burnout among frontline healthcare staff is an emerging and important research issue. The purpose of this paper is to explore the possible antecedents and consequences of nurses’ burnout and to examine the moderating effects of personal trait and work-environment issue.
Design/methodology/approach
Drawing on Bagozzi’s (1992) reformulation of attitude theory (appraisal→emotional response→behavior), data from a survey of 807 nurses working in a major hospital in Taiwan were analyzed using the structural equation modeling technique and hierarchical regression analysis.
Findings
The results reveal the positive causality between job stressors and nurses’ burnout, whereas supervisor support negatively relates to burnout. In addition, the full moderating effects of leadership effectiveness and partly moderating effect of emotional intelligence on the relationships among job demands, job resources, and burnout are confirmed.
Practical implications
The findings provide practical insight regarding how supervisors play an essential role in alleviating nurses’ burnout. The supportive attitude and leadership effectiveness are recommended to be effectual managerial strategies.
Originality/value
The empirical results support the job demands-resources model by applying reformulation of attitude theory. The work-environment issue surpasses the personal trait in moderating the relationships among job demands, job resources, and burnout.
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Yongzhan Li, Yongxin Li and Gloria Castaño
To fill the previous research gap, focusing on two constructs, i.e. perceived supervisor support (PSS) and psychological capital (PsyCap), this study aims to explore the mechanism…
Abstract
Purpose
To fill the previous research gap, focusing on two constructs, i.e. perceived supervisor support (PSS) and psychological capital (PsyCap), this study aims to explore the mechanism underlying the relationship between teaching–research conflict (TRC) and job burnout among university teachers using the lens of job demands–resources (JD-R) model.
Design/methodology/approach
First, theoretically grounded hypotheses linking teaching–research conflict, PSS and PsyCap to job burnout were formulated. Then, a cross-sectional design was used to test the theoretical model presented in this study.
Findings
The results showed that TRC was positively linked to emotional exhaustion (EE) and depersonalization (DP), but negatively linked to personal accomplishment; PSS moderated the effect of TRC on both EE and DP but did not act as a moderator in the relationship between TRC and personal accomplishment; and PsyCap moderated the effect of TRC on all the three dimensions of job burnout.
Research limitations/implications
Given that the data were collected from single-source, the study was vulnerable to the common method variance. Besides, the relative small sample size limits the representativeness of the sample. Moreover, the cross-sectional design cannot confirm causal relationship between variables. Despite these limitations, the findings of this research can potentially inform effective interventions aimed at reducing the effect of TRC on job burnout among university teachers.
Originality/value
Based on the JD-R model, PSS and PsyCap are used to explore the effect of TRC on job burnout for the first time.
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