Burnout and Well-being at Work: Exploring Psychological Mechanisms Through Stress Appraisal Perspective

BackgroundWork-family conflict among physicians has many adverse consequences, like reduced work engagement and impaired well-being. However, relatively little research has been conducted on the impact of work-family conflict on specific pathways of physician well-being. The aim of this study was to determine the relationship between work-family conflict and employee well-being among physicians and to explore the mediating role of job satisfaction and work engagement in this relationship.MethodsUsing data from a cross-sectional survey of 2,480 physicians in Jilin Province, China, partial least squares structural equation modeling (PLS-SEM) was applied in this study to examine the direct and indirect effects of work-family conflict on employee well-being and to assess the mediating roles of job satisfaction and work engagement therein.ResultsThe employee well-being score of physicians in Jilin Province was 5.16 ± 1.20. The univariate analysis results indicated significant disparities in employee well-being scores across different age groups, marital statuses, and professional titles. Work-family conflict was significantly negatively associated with employee well-being, while job satisfaction and work engagement were significantly positively associated with employee well-being. In addition, job satisfaction and work engagement were found to mediate the association between work-family conflict and employee well-being, and work engagement was considered to mediate the association between job satisfaction and employee well-being.ConclusionsOur study confirms that work-family conflict negatively affects physicians’ employee well-being. Moreover, our investigation revealed that the association between work-family conflict and employee well-being is influenced by both job satisfaction and work engagement and that work engagement plays a mediating role in the link between job satisfaction and employee well-being. Therefore, we propose that hospital administrators should rationally allocate organizational resources and develop manageable schedules to enhance physicians’ employee well-being.

Business sector in developed countries faces financial losses related to health problems of their employees. These expenses are related to economic as well as to human losses. Therefore it is important to enhance employee well-being in order to prevent these problems. Traditional understanding of health mostly stresses the problem solving strategy, thus neglecting the search of factors, strengthening both the individual and the organization well-being. Compared to other EU countries, a subjective happiness level in Lithuania is rather low, therefore, a thorough study of positive psychological and social factors, encouraging personality development applicable to an organizational setting, creates a new impulse for the search of a harmonious combination of the person and the organization. Having this in mind the project aiming at developing a comprehensive model of the employee and the workplace well-being, based on biopsychosocial understanding of health and promoting positive healthrelated factors in an organization, was initiated. The object of the study is positive psychosocial factors affecting the employee and the workplace well-being. The present article presents a generalised view on the benefits of the employee and his workplace well-being interventions based on a thorough analysis of research literature of foreign and Lithuanian scientists. The authors introduce an Integrated Theoretical Model of Employee Well-being and Positive Work Environment. The model was formed based on the literature analysis. Publications for the analysis were collected from databases using keywords such as ‘organization’, ‘well-being’, ‘wellness’. The model is based on the biopsychosocial understanding of health including the interplay of healthrelated biological, social and psychological factors, as well as emphasizing promotion of the health-affecting positive psychosocial factors. The methods of the study were analysis of scientific literature, expert survey, comparison and generalisation. Effectiveness of employee health, well-being and positive work environment interventions . Most research findings on the benefits of health and wellbeing programmes in organizations confirm positive impact of the programmes upon the employee health and wellbeing: employees become more healthy, health costs are reduced, employee morale increased, productivity enhanced, decreased turnover, sick-leaves, increased employee endurance, self-esteem, sharpness of mind, new social bonds are created (Ginn, Henri, 2003). Therefore attention should be drawn on promotion not only of biological, but also of psychological and social wellbeing which is beneficial not only for employees, but for organizations as well. Separation of positive psychosocial factors affecting employee and workplace well-being. The literature analysis was performed in two phases: a) well-being models were analysed, b) analysis was focused on expanding the existing models by separate health and well-being related factors. Such an organization of the systematic literature analysis allowed to make a thorough list of well-being-related factors. These factors were grouped into several groups: a) individual characteristics of an employee determining employee well-being in general (sense of coherence, purpose and meaning in life, orientation towards personality growth, positive attitude towards life, positive affectivity, emotional intellect, playfulness, spirituality and values, general health and wilful personal responsibility for it; b) specific psychological personality characteristics related to a specific job (subjective satisfaction with one’s job and career, finding meaning in one’s job, job involvement, organizational commitment, psychological empowerment); c) interaction between the employee and the organization (a balance between professional and personal life having leisure time); d) organizational factors having impact on the employee well-being (sense of control and job demands, work conditions, work schedule, safety, organizational resources); e) quality of social relationships in the organization (positive organizational climate, organizational culture and healthpromoting organizational values, social support, characteristics of the leader); f) context of personality life (political and social formation, quality of personal relationships, positive interpersonal relationships, social network). Elaboration of the Integrated Theoretical Employee Well-being and Positive Workplace Model. The above-mentioned factors were combined into a model consisting of three basic groups of factors: individual psychological as well as organizational factors, mediated by home-work balance, within the context of broader social circumstances. The Integrated Theoretical Model of Employee Well-being and Positive Work Environment creates theoretical basis for practical intervention programmes in organizations. The Model needs to be empirically verified in order to assess the significance of its components on the employee well-being and positive work environment. This research was funded by a grant (No.MIP- 145/2010) from the Research Council of Lithuania.

Psychological distress, job satisfaction, and work engagement among Palestinian teachers: a cross-sectional study

To test the relationship between patient-related stressor, psychological distress, work engagement and outcomes (job satisfaction and recovery attitude) among psychiatric nurses in Japan. Specifically, we tested the following hypotheses: psychological distress mediates the relationship between patient-related stressor and outcomes and work engagement moderates the direct and indirect effects of patient-related stressor on outcomes. Cross-sectional study. In total, 446 psychiatric nurses in Japan responded to a self-reported questionnaire between August and October 2018. Data on demographics, patient-related stressor, job satisfaction, recovery attitude, psychological distress and work engagement were collected, followed by a moderated mediation analysis using hierarchical regression and structural equation modeling (SEM). Regression analysis indicated that psychological distress mediated the negative relationship between patient-related stressor and job satisfaction and that work engagement moderated the direct and indirect effects of patient-related stressor on job satisfaction. In particular, the higher the work engagement, the higher the indirect effect, but the lower the direct effect. Additionally, no mediation of psychological distress and moderation of work engagement was observed in the relationship between patient-related stressor and recovery attitude; however, work engagement directly increased recovery attitude. Results of the SEM test showed a satisfactory fit of the final model. Work engagement facilitates recovery attitude and increases the indirect effect of patient-related stressor on job satisfaction through psychological distress. However, work engagement decreases the direct effect not mediated by psychological distress. This study addresses an essential topic, that is, psychiatric nurse job outcomes (job satisfaction and recovery attitude) are negatively influenced by patient-related stressor. Work engagement has multiple beneficial effects on outcomes as both a facilitator and moderator; thus, programs that improve work engagement are useful for psychiatric nurses. Furthermore, programs may be enhanced considering that work engagement decreases the direct effect of patient-related stressor on job satisfaction.

Nurses play a vital role in the healthcare system. Their job satisfaction and work engagement can significantly impact patient outcomes and the overall effectiveness and efficiency of the system. This research examines the role of work engagement as a mediating factor in the relationship between job satisfaction and psychological distress among nurses. A cross-sectional study was conducted in UAE hospitals. The study was performed between August and December 2022. The Utrecht Work Engagement Scale measured work engagement, while stress, anxiety, and depression were measured using the Depression Anxiety and Stress Scales (DASS-21). The findings show significant (p< 0.05) relationships between psychological distress, work engagement, and job satisfaction. The structural equation modeling shows that work engagement mediated the relationships between psychological distress and job satisfaction (indirect effect 0.000, p< 0.001; direct effect −0.283, p< 0.001; total effect 580, p< 0.001) and between psychological distress and job satisfaction (indirect effect 0.000 p < 0.01; direct effect −0.226, p< 0.001; total effect − 0.509 p< 0.001). Nursing policies and healthcare organizations should promote resilience, work engagement, and job satisfaction among nurses. Doing so can improve nurses’ overall health and well-being, leading to better patient outcomes and a more efficient healthcare system.

WHAT IS KNOWN ON THE SUBJECT?: Numerous studies have shown that organizational and managerial factors have significant effects on nurses' workplace well-being. There are few studies on the effects of nurses' perceptions of their supervisors' autonomy-supportive behaviours on their workplace well-being. There are few studies on the determinants of nurses' workplace well-being within a psychiatric context. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE?: This study examines the psychological processes underlying the relationship between nurses' perceptions of their supervisors' autonomy-supportive behaviours and their workplace well-being. Mental health nurses' perceptions of their supervisors' autonomy-supportive behaviours are indirectly and positively related to their workplace well-being through their positive effects on psychological need satisfaction. Autonomy and competence need satisfaction has stronger effects on workplace well-being than relatedness need satisfaction. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: When their supervisor gives nurses a meaningful rationale for tasks and acknowledges their feelings and views, they feel more autonomous, competent and related to others. It is important for nurses to feel autonomous and competent in order to experience well-being at work. Nurses' workplace well-being might be positively and negatively linked to quality of care and turnover intentions, respectively. Abstract Introduction There is growing interest in the relationships between work factors and nurses' workplace well-being. However, there has been very little research on the psychological processes underlying the relationships between nurses' perceptions of supervisors' autonomy-supportive managerial style and their workplace well-being. Aim/question Drawing on self-determination theory, we explored the mediating role of psychological need satisfaction (autonomy, competence and relatedness) in the relationships between nurses' perceptions of supervisors' autonomy-supportive managerial style and their workplace well-being, using a prospective design. Method A prospective questionnaire was given to nurses in eight French psychiatric units. Data were collected from a sample of 294 French nurses who completed measures of perceived supervisors' autonomy-supportive behaviours at Time 1 and of psychological need satisfaction, work engagement and job satisfaction at Time 2 one year later. Results Results revealed that nurses' perceptions of supervisors' autonomy-supportive managerial style were indirectly and positively related to their vigour, dedication, absorption and job satisfaction one year later through their positive effects on psychological need satisfaction. Discussion/implications for practice Overall, this paper sheds light on the indirect effect of nurses' perceptions of supervisors' autonomy-supportive behaviours on their workplace well-being. Theoretical contributions and future directions, as well as implications for practice, are discussed.

Background/Aims The quality of nurses' work is integral to the success of healthcare systems. Job satisfaction and work engagement contribute to nurses' ability to be efficient and effective. The nature of their work means that nurses are likely to experience psychological distress, which might affect their job satisfaction and work engagement. This study aimed to examine the relationship between psychological distress experienced by nurses at work, job satisfaction and work engagement in the United Arab Emirates. Methods An online, cross-sectional, descriptive, correlational study was conducted from August–December 2022. Work engagement was assessed using the Utrecht Work Engagement Scale, while stress, anxiety and depression were measured using the Depression Anxiety and Stress Scales. Data analysis involved descriptive statistics, independent t-tests, one-way analysis of variance, Pearson correlation, Cronbach's alpha and multiple regression analysis, all performed using IBM SPSS version 27. Results The study recruited a total of 316 nurses. The mean job satisfaction score was 15.17±2.89 (moderately satisfied) and the mean work engagement score was 4.67±1.03 (highly engaged). A significant positive correlation was found between job satisfaction and work engagement. Prevalence rates for stress, anxiety, depression and insomnia were 11%, 35.5%, 31.6% and 49.4% respectively. Both job satisfaction and work engagement were negatively correlated with stress, anxiety, depression and insomnia. The regression model explained 57.2% of job satisfaction variance and 54.0% of work engagement variance. Conclusions This study highlights the importance of job satisfaction and work engagement in reducing psychological distress among nurses. Further interventions to enhance these factors may improve mental health outcomes in this population.

Introduction: Work is an important constituent of an individual’s life since the experience of work influences well-being and health. The well-being of employees is an important issue in the work environment. The aim was to examine the relationship between satisfaction in the workplace and the well-being of employees in nursing. Methods: Quantitative research based on a cross-sectional study was used, with 640 employees in nursing from eight Slovenian hospitals participating in the study. A structured survey questionnaire was administered. The relationship between psychological well-being and workplace satisfaction was analysed with correlation and linear regression analysis. Results: The workplace satisfaction (x = 3.69, s = 1.13) and well-being ( x=161.27, s = 55.19) of employees in nursing are at a middle level. With the correlation analysis we established that well-being statistically significantly correlates with workplace satisfaction (r = 0.611, p &lt; 0.001). Workplace satisfaction explains 42 % of the total variability of well-being of employees in nursing. Discussion and conclusion: It is necessary for every health care organization to take care of its employees' workplace satisfaction and well-being. Health care organizations can be successful and achieve their organisational objectives if their employees are satisfied with their work and have a high level of well-being.

To identify the contributions of medical conditions and psychological distress to well-being within a non-clinical sample, stratified by age. It was predicted that medical conditions and psychological distress would be negatively associated with well-being. It was also predicted that psychological distress and medical conditions would account for significant variance in well-being. It was further predicted that psychological distress would mediate the relationship between medical conditions and well-being across the life span. 1,424,307 employees/health plan members that completed an HRA. SEM was used to characterize relationships among medical conditions and psychological distress in predicting well-being (QoL, HRQoL, and impairments in ADLs) in five adult age groups. Medical conditions and psychological distress were negatively associated with well-being. As age increased, psychological distress was less associated with well-being. However, in those >75years old, psychological distress had the largest association with well-being. All medical conditions, except cancer, were negatively associated with well-being. There were decreasing effects of medical conditions across the life span, with the exception of pulmonary disease which increased. Psychological distress mediated the relationship between medical conditions and well-being, with chronic pain having the greatest mediation across the life span. The analysis revealed differences in the contribution of psychological distress and medical conditions to well-being by age group. Additionally, the contribution of psychological distress was equitable to that of medical conditions, thus highlighting the importance of addressing psychological distress in medical populations for well-being. Findings suggest the relevance of age in well-being and the need for further longitudinal investigation.

Sustainable human resource management (SHRM) views employees as a very important resource for the organisation, while paying close attention to their preferences, needs, and perspectives. The individual is an essential element of SHRM. The article focuses on analyzing selected SHRM issues related to the individual employee's level of job engagement and employee satisfaction. The main objective of our study was to identify individual-level correlations between factors affecting employee satisfaction, such as: workplace well-being, employee development, employee retention, job engagement, and employee satisfaction. Based on the results of a systematic literature review, we posed the following research question: is there any relation between factors affecting employee satisfaction (employee workplace well-being, employee development, employee retention, work engagement) and employee satisfaction in the SHRM context? To answer the research question, we have conducted a quantitative study on the sample of 1051 employees in companies in Poland and posed five hypotheses (H1-H5). The research findings illustrate that higher level of employee workplace well-being (H1), employee development, (H2), employee retention (H3) was related to higher level of employee engagement (H4), which in turn led to higher level of employee satisfaction. The results show the mediating role of employee engagement in the relationship between workplace well-being, employee development, employee retention, and employee satisfaction (H5). The presented results contribute to the development of research on work engagement and job satisfaction in the practice of SHRM. By examining the impact of individual-level factors on job satisfaction, we explain which workplace factors should be addressed to increase an employee satisfaction and work engagement. The set of practical implications for managers implementing SHRM in the organization is discussed at the end of the paper.

The aim of the present study was to evaluate the relationship between psychological distress and job satisfaction in a sample of Palestinian in-service primary and lower secondary teachers (N = 380). Specifically, we cross-sectionally tested the hypothesis that the association between teachers’ job satisfaction and psychological distress would be fully mediated by their levels of work engagement. Participants completed the Arabic versions of the Teacher Job Satisfaction Scale (TJSS-9), General Health Questionnaire (GHQ-12) and Utrecht Work Engagement Short-form scale (UWE-SF). As is conventional in mediation studies, the data were analysed using structural equation modelling and decomposition of direct and indirect effects. The moderate positive relationship identified between job satisfaction and psychological distress was fully mediated by work engagement (F = 17.05, p < .001, R2 = .16). This finding suggests that in order to reduce the effect of low job satisfaction on teachers’ psychological distress, organisational policies and practices should include a focus on enhancing their level of engagement.

Work engagement is a form of employee behavior in working conditions where an employee shows hope, intention, and commitment to the work he is doing, so that the employee carries out the work more actively. One of the factors that influence employee engagement is workplace welfare. This study aims to determine the relationship between working well-being and attachment in millennial generation employees. This research method uses a quantitative approach. The subjects of this study were 250 millennial generation employees who were selected using a purposive sampling technique. The data collection method used is the scale of work welfare and work engagement. The data analysis technique used is the Kendall Tau correlation test. The results showed that the P value &lt; 0.05 and the results of the correlation value of 0.241 which has meaning in this study show that there is a positive and significant relationship between workplace welfare and work attachment in millennial generation employees. The practical implication in this study is that workplace welfare has an effective role in increasing employee work engagement, with the existence of a supportive work environment, facilities, and superiors that can provide encouragement in employees to contribute more to work to achieve company goals.Work engagement merupakan bentuk perilaku karyawan dalam bekerja keadaan dimana seorang karyawan menunjukkan harapan, niat, dan komitmen dengan perkerjaan yang digelutinya, sehingga karyawan tersebut menjalankan pekerjaan dengan upaya yang lebih. Salah satu faktor yang memengaru work engagement pada karyawan adalah workplace well-being. Penelitian ini bertujuan untuk mengetahui Hubungan workplace well-being dan keterikatan pada karyawan generasi milenial. Metode penelitian ini menggunakan pendekatan kuantitatif. Subjek penelitian ini berjumlah 250 karyawan generasi milenial yang dipilih dengan menggunakan teknik purposive sampling. Metode pengumpulan data yang digunakan adalah skala workplace well-being dan work engagement. Teknik analisa data yang digunkan adalah uji korelasi Kendall Tau. Hasil penelitian menunjukkan bahwa nilai P &lt; 0.05 serta hasil nilai korelasi sebesar 0.241 yang memiliki arti dalam penelitian ini menunjukkan bahwa terdapat hubungan positif dan signifikan antara workplace well-being dengan work engagement pada karyawan generasi milenial. Implikasi praktis dalam penelitian ini adalah workplace well-being memiliki peran efektif dalam meningkatkan work engagement karyawan, dengan adanya lingkungan kerja, fasilitas, serta atasan yang mendukung dapat memberikan dorongan dalam diri karyawan untuk berkontribusi lebih dalam bekerja sehingga tercapainya tujuan perusahaan.

This study investigated the effect of work engagement (WE) on teachers’ workplace well-being (WWB) and the role of perceived organizational support (POS) and psychological empowerment (PE) in the underlying internal mechanisms. The participants were 2,090 Chinese teachers (valid response rate: 90.32%), with an average age of 39.42 years ( SD = 8.73). To test the mediating role of POS and PE on the relationship between WE and WWB (parallel and serial), participants were asked to complete the subscales of employee well-being, the Utrecht Work Engagement Scale, the Psychological Empowerment Scale, and the Perceived Organizational Support Scale. The results revealed that (1) WE can positively predict WWB, (2) POS and PE mediated the relationship between WE and WWB, and (3) there were numerous indirect routes (i.e., WE→POS→PE→WWB). The results of this study help us understand the relationship between WE and WWB and have implications for improving teachers’ WWB.

The hospitality industry presents a uniquely demanding work environment, characterized by high levels of stress, emotional labor, and continuous guest interaction, making employee workplace well-being (WPW) a crucial factor for sustainable organizational success. Leadership practices are central to fostering WPW, with servant leadership (SL) emerging as a people-centered approach that emphasizes employee growth, empowerment, and ethical conduct. While previous research has linked SL to various positive employee outcomes, the mechanisms through which SL influences WPW are still underexplored. This study addresses this gap by examining the mediating role of psychological capital (PsyCap) - comprising hope, optimism, resilience, and self-efficacy - in the relationship between SL and WPW within the hospitality sector. This study employed a cross-sectional research design to explore the relationship between servant leadership (SL) and workplace well-being (WPW), with psychological capital (PsyCap) examined as a mediating variable. Data were collected from 442 frontline employees working in five-star hotels located in major cities across Saudi Arabia. Validated measurement instruments were used to assess perceptions of SL, PsyCap, and WPW. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLSSEM) to test both direct and indirect relationships among the variables. The results revealed that SL has a significant positive effect on WPW, both directly and indirectly. PsyCap was found to partially mediate this relationship, indicating that servant leadership enhances WPW not only through its direct influence but also by fostering key psychological resources - hope, resilience, optimism, and self-efficacy - in employees. This mediation highlights PsyCap as a critical psychological mechanism linking leadership behaviors to employee well-being outcomes. Theoretically, the study contributes to the leadership and organizational behavior literature by validating the role of PsyCap within the Conservation of Resources (COR) framework. From a practical standpoint, the findings emphasize the importance for hospitality managers to cultivate servant leadership qualities and invest in developing employees' psychological capital. Doing so can significantly improve employee well-being, strengthen organizational resilience, and enhance service performance in demanding hospitality environments.

PurposeEmployee well-being is increasingly relevant and crucial for organizational success. As work engagement and employee well-being affect employee performance, this area is the focus of increasing attention both from scholars and industry professionals. The main objective of the present research study is to investigate the mediating role of work engagement on the relationship between mindfulness at work, organizational justice and employee well-being.Design/methodology/approachThe study was conducted on information technology (IT) employees in India, and 331 complete responses were collected for the data analysis. The cross-sectional data were collected through purposive sampling. Structural equation modeling (SEM) was applied to evaluate the proposed research hypotheses.FindingsThe findings support the convergent and discriminant validities of mindfulness, organizational justice, work engagement and employee well-being. The results indicate that mindfulness and organizational justice have an indirect relationship with employee well-being. In addition, the study demonstrates that work engagement significantly mediates the relationship between mindfulness and employee well-being as well as between organizational justice and employee well-being.Practical implicationsThe findings will help organizations and human resources (HR) departments to understand the importance of work engagement and employee well-being in the workplace.Originality/valueThe mediating effect of work engagement between the workplace mindfulness–organizational justice relationship on employee well-being is addressed by drawing on conservation of resources (COR) and job demand–resource (JD–R) theories. Prior research has exclusively studied the relationship of employee well-being with either mindfulness or organizational justice. This research provides empirical insights regarding the fact that both mindfulness and organizational justice simultaneously have a relationship with employee well-being.