From Workaholism to Overcommitment and Burnout: The Moderating Role of Job Satisfaction.

This study was conducted to identify differences in job characteristics, and levels of job burnout and job satisfaction of medical tourism coordinators. It also aimed to discover a relationship among variables, and to identify impacting factors on job satisfaction. 102 subjects participated in this study. They were employees at domestic medical organizations which are officially certified to treat overseas patients in South Korea. The findings of this study were as follows. The mean scores were 3.84 out of 5 for job characteristics, 2.98 out of 7 for job burnout, and 3.46 out of 5 for job satisfaction. The levels of medical tourism coordinators’ job burnout (p=.042) and satisfaction (p=.039) were discovered to be different according to their work locations. However, job characteristics did not differ according to general characteristics. In this study, a positive correlation between job characteristics and job satisfaction (p=.008) along with a negative correlation between job burnout and job satisfaction (p<.001) was discovered. Moreover, it was found that job characteristics and burnout were impacting factors on job satisfaction accounting for 38.4% of job satisfaction. Thus, it is important not only to define job characteristics more clearly through job analysis, but also to analyze the factors likely to result in job burnout in order to increase job satisfaction.

Introduction: As one of Indonesia's largest regional government-owned hospitals, Hospital X faces high nursing staff resignations, with turnover rates surpassing the ideal rate of 4%. Job dissatisfaction and burnout indication contribute to nurses' intention to leave. Consequently, this study analyses job satisfaction and burnout on nurses' turnover intention at X Regional Hospital. Methods: A cross-sectional study was conducted between November 14 and December 14, 2022. Data was obtained through Google Forms and distributed to 293 nurses with a total sampling technique. Data was analyzed using Structural Equation Modelling (SEM) with the assistance of SmartPLS 4 software. Results: As many as 274 respondents were declared willing to participate in this study. The job satisfaction has an insignificant negative influence on nurses' turnover intention. However, job satisfaction has a significant negative relationship with job burnout, and job burnout has a significant positive effect on nurse turnover intention and a significant adverse effect on job satisfaction. Demographic factors also significantly influence nurses' job satisfaction and job burnout. Then, in the indirect effect test, job burnout mediates the relationship between job satisfaction and nurses' intention to leave work. At the same time, demographics affect nurses' intention to leave work through their level of job burnout. Conclusion: However, the results indicate no significant influence of job burnout mediated by job satisfaction and demographic factors mediated by job satisfaction on turnover intention. Hence, HR management should support and implement proactive measures, including revising the SOP for nurse schedule exchanges. Additionally, counseling programs should be considered to address low personal achievement issues among nurses.

Job burnout, stress, and satisfaction are linked to quality of care, patient outcomes and retention of staff. This study was conducted to determine the mentioned issues among emergency nurses. This cross-sectional study was conducted on all nurses working in the emergency departments of 10 hospitals in Tehran, Iran, in 2017. Standard questionnaires were used for gathering the data of participants regarding job burnout, stress, and satisfaction. 709 (90%) participants returned the completed questionnaires (58.9% female). The mean age of the nurses was 33 (SD = 7) years. The level of job burnout was moderate in 76.1%, low in 22.5%, and high in 1.4% of the nurses. The level of burnout in the married nursing staff was lower than single nurses (3.78 ± 0.98 versus 4.14 ± 0.58, p = 0.049). The level of job satisfaction was moderate in 61.1%, low in 22.2%, and high in 16.7%. There was a significant correlation between age and job satisfaction (p = 0.027, r = 0.3). Job burnout was directly correlated with job stress (p ≤0.001, r = 0.57) and job burnout was negatively correlated with job satisfaction (p = 0.001, r = -0.41). More than 60% of the studied emergency nurses had moderate levels of job burnout, stress, and satisfaction. Job burnout had a direct correlation with job stress and indirect correlation with job satisfaction. Planning to reduce burnout of the emergency nursing staff seems to be necessary.

Job satisfaction and burnout are components of job morale. In general, and among healthcare provider personnel, these are psychological factors of the job and under the influence of different conditions and the organizational management of the healthcare systems. Both job burnout and job satisfaction among healthcare service providers have received scant attention in the literature, particularly in the healthcare systems of the Kurdistan Region of Iraq (KRI) as one low- or middle-income country (LMIC). The burnout rate and job satisfaction in a daycare center for children with autism spectrum disorders were reviewed and measured using a sample consisting of 34 employees from three different sections. The Maslach Burnout Inventory-Third Edition (MBI-3) and the Job Descriptive Index (JDI) were used. The relationships between the two scales and their consisting factors were examined using Pearson Correlation and Chi-square test to understand the correlation and levels of significant difference between the expected and the observed frequencies. There was a significant negative correlation between job burnout and satisfaction with the job and some significant correlations between the factors of the scales. Lower levels of emotional exhaustion and depersonalization factors of the burnout scale were statistically correlated. It was shown that the personnel were mainly satisfied with their jobs through their choices in the four parts of the job satisfaction scale. Further investigations are needed to understand different contributing factors to job satisfaction and burnout among healthcare providers in KRI. The current study might highlight the importance of understanding the healthcare providers’ perspectives on their careers.

Over the last spans burnout and job satisfaction were highly momentous in nursing. Burnout and job satisfaction is a psychosomatic issue that appears in difficult personal relations as sections of their work environment Objective: To explore the relationship between job satisfaction and burnout among nurses. Methods: A descriptive correlational study design was used to determine the relationship between job satisfaction and burnout in nurses. The study sample is 133 staff nurses. A convenient sampling technique is used to collect data from nurses of Jinnah Hospital Lahore. The study took approximately 9 months. Data analysis were done through SPSS version 21.0. Results: The majority of nurses were found to be unsatisfied with their jobs. It was observed that staff nurses' job burnout and its element existed. Most of the nurses were higher levels of depersonalization and emotional weariness compared to low accomplishment when it came to burnout components, particularly concerning emotional exhaustion. The biggest percentage of nurses experienced severe burnout and low levels of job satisfaction. The KMO, Bartlett’s test, Cronbach alpha, correlations, ANOVA, coefficients, and value have been checked the validity and reliability in our context. The value shows negative and significant results. Which also identified a substantial negative association between job satisfaction and burnout. Conclusions: Most nurses are facing significant levels of burnout and low level of job satisfaction. It recommended recently created techniques to overcome burnout and enhance job satisfaction, ultimately improving healthcare.

To understand the relationship between job burnout and job satisfaction for medical workers and analyse the influencing factors. We used two scales to examine medical workers in Hengyang mental hospitals. Multivariate logistic regression and structural equation model were used to evaluate the relevant factors of job satisfaction, and the relationship between job satisfaction and job burnout. The total job satisfaction was at the moderate level. For job burnout was in the middle burnout level. Job satisfaction can have a negative prediction function for job burnout (direct effect -0.684). The relevant factors of job burnout and job satisfaction was as follows: nature of the work, pay, benefits and communication impacted job satisfaction and job burnout. The current level of job satisfaction is relatively low, job satisfaction has a negative effect on job burnout.

PurposeThe study aimed at investigating the state of psychiatric nurses’ job satisfaction, job burnout, and the moderating effect of family support between them in China during the COVID-19 pandemic.Materials and methodsOnline self-report questionnaires were distributed and 212 psychiatric nurses participated in the research. Pearson correlation analysis, multiple stepwise regression analysis, and simple slope test were used for data analysis.ResultsThe results showed that the status of their job satisfaction (53.67 ± 10.72) and burnout (33.62 ± 13.84) did not reach a satisfactory level and job satisfaction had a significant negative impact on job burnout. Meanwhile, family support played a negative moderating role between the two variables.ConclusionPsychiatric nurses suffered from job burnout in China during the COVID-19. Family support could have a counterproductive effect when the nurses were experiencing decreasing job satisfaction. It gave suggestions to the medical institutions and the government to improve the psychological well-being of the psychiatric nurses and even of all the medical staff.

Previous researchers have shown that work-family conflict (WFC) affects the level of a person's job satisfaction, life satisfaction, and job burnout and intentions to leave the profession. However, WFC and its consequences have not yet been fully investigated among certified athletic trainers. To investigate the relationship between WFC and various outcome variables among certified athletic trainers working in National Collegiate Athletic Association Division I-A settings. A mixed-methods design using a 53-item survey questionnaire and follow-up in-depth interviews was used to examine the prevalence of WFC. Division I-A universities sponsoring football. A total of 587 athletic trainers (324 men, 263 women) responded to the questionnaire, and 12 (6 men, 6 women) participated in the qualitative portion of the mixed-methods study. We calculated Pearson correlations to determine the relationship between WFC and job satisfaction, life satisfaction, and job burnout. Regression analyses were run to determine whether WFC was a predictor of job satisfaction, job burnout, or intention to leave the profession. Interviews were transcribed verbatim and then analyzed using the computer program N6 as well as member checks and peer debriefing. Negative relationships were found between WFC and job satisfaction (r = -.52, P < .001). Positive were noted between WFC and job burnout (r = .63, P < .001) and intention to leave the profession (r = .46, P < .001). Regression analyses revealed that WFC directly contributed to job satisfaction (P < .001), job burnout (P < .001), and intention to leave the profession (P < .001). Overall, our findings concur with those of previous researchers on WFC and its negative relationships to job satisfaction and life satisfaction and positive relationship to job burnout and intention to leave an organization. Sources of WFC, such as time, inflexible work schedules, and inadequate staffing, were also related to job burnout and job dissatisfaction in this population.

ObjectiveBased on the theory of perceived organizational support (POS), conservation of resource (COR) and job demands-resources (JD-R) model, this study establishes a moderated mediation model to test the role of job satisfaction in mediating the relationship between POS and job burnout, as well as the role of regulatory emotional self-efficacy (RES) in moderating the above mediating process.MethodsA total of 784 police officers were surveyed with the POS Scale, the Job Burnout Questionnaire, the RES Scale, and the Minnesota Job Satisfaction Questionnaire.Results(1) After controlling for gender, seniority, age, police classification, education, and marital status, regression analysis showed a significant negative correlation between POS and burnout (r = −0.42, p < 0.01), and the former had a significant negative predictive effect on job burnout (β = −0.42, p < 0.001). (2) The mediating effect test shows that job satisfaction plays a partial role in mediating the relationship between POS and job burnout. (3) Through the analysis of the moderated mediation model test, RES moderates the first half of the path of “POS → job satisfaction → job burnout.”ConclusionPOS not only directly affects police job burnout but also indirectly affects police job burnout through job satisfaction. RES enhances the influence of organizational support on job satisfaction. This study indicates the combined effect of POS, job satisfaction, and RES on job burnout and has certain guiding significance for alleviating police job burnout.

Background and Purpose: Job satisfaction is a positive or positive state, which is the result of an individual job experience assessment. This study was designed to investigate the relationship between job satisfaction and burnout in faculty members of Kurdistan University of Medical Sciences.&#x0D; Materials and Methods: This cross-sectional study was conducted on 122 faculty members working in Kurdistan University of Medical Sciences in 2010. In order to collect job satisfaction information, a questionnaire with reliability and reliability (Cronbach's alpha, 95%) and a standardized multivariate questionnaire were used to collect the burnout information from Maslach Burnout Inventory (MBI) to assess the degree of burnout in four The domain of emotional exhaustion, personal performance, personality deprivation and conflict were used.&#x0D; Findings: The majority of the faculty members were male (70.5%), in the medical school (73.8%), with a seniority of 10-6 (35%), and ranked associate professors (54.1%). The frequency of burnout was estimated at 73.8% and 61.5%, respectively. Only 20.5% of faculty members had job dissatisfaction. There was no statistically significant relationship between age and sex variables, years of service, academic rank, educational groups and salary with job satisfaction and burnout (p ≥ 0.05).&#x0D; Conclusion: In general, it can be said that the faculty members of the university have a good job satisfaction, and their job burnout is also acceptable. By examining the causes of dissatisfaction and the factors that contribute to the burnout of the faculty members, Promoted.&#x0D;

Workplace bullying can have severe negative consequences on individuals' physical and mental health, as well as their job satisfaction and performance. By understanding the causes and consequences of workplace bullying, organizations can develop effective prevention and intervention strategies to create a healthier and more positive work environment. This study investigated the impact of workplace bullying on job burnout and job satisfaction, as well as the mediating effect of job burnout on the relationship between workplace bullying and job satisfaction. The study was conducted using a sample of 72 employees from one organization in Mongolia. Data was collected through a self-administered survey questionnaire and analyzed using the Partial Least Squares (PLS) method. In this study, we utilized the Negative Acts Questionnaire (NAQ-R) developed by Einarsen, Hoel, and Notelaers (2009) to measure workplace stress, the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) developed by Maslach and Jackson (1981) to measure burnout, and the job satisfaction questionnaire developed by MacDonald and Maclntyre (1997) to measure job satisfaction. The results revealed a positive correlation between workplace bullying and job burnout, indicating that an increase in the levels of bullying is associated with an increase in job burnout. Additionally, both types of bullying (leadership-related and colleague-related) were found to have a negative effect on job satisfaction. Job burnout was also found to have a negative correlation with job satisfaction, meaning that as job burnout increases, job satisfaction tends to decrease. Furthermore, the study found that job burnout fully mediates the relationship between workplace bullying (both leadership-related and colleague-related) and job satisfaction. This suggests that job burnout plays an important role in shaping the relationship between workplace bullying and job satisfaction.

Our purpose in this 1-year, 3-wave longitudinal study was to investigate the relationships among job demands, job resources, personal resources, and job burnout in a group of 263 Chinese employees. Specifically, we examined the mediating role of personal resources in the relationships between job resources and job burnout, and between job demands and job burnout, as well as the reversed effect of job burnout on job demands and job resources. The results showed that job demands positively affected job burnout, whereas job and personal resources negatively affected job burnout over a 6-month period. Further, personal resources mediated the relationship between job resources and job burnout, but not that between job demands and job burnout. In addition, job burnout had a reversed effect on job demands and job resources. Implications are discussed in relation to balancing job demands and resources, and avoiding job burnout by utilizing personal resources.

Job burnout has become a widespread phenomenon in school settings. However, little is known about the mental health condition of the growing cohort of generalist teachers in rural primary schools. Drawing on the job demands-resource model and social exchange theory, this study examines the correlation between job burnout and job satisfaction through perceived organizational support and work engagement. We recruited 639 Chinese generalist teachers in rural primary schools as the study subjects and developed a serial mediation model to assess the hypothesized construct. The data acquired online via Wenjuanxing Software were confirmed as valid and analyzed with SPSS and SmartPLS. The participants scored above the median in perceived organizational support, work engagement, and job satisfaction, and had scores close to the median for job burnout. Statistically significant differences among the investigated variables were found in gender, age, experience, and degree. Job burnout was negatively predictive of perceived organizational support, work engagement, and job satisfaction (each p = 0.000). Perceived organizational support mediated the association between job burnout and work engagement (p = 0.000) and the connection between job burnout and job satisfaction (p = 0.000), while work engagement mediated the association between job burnout and job satisfaction (p = 0.000) and the association between perceived organizational support and job satisfaction (p = 0.000). Perceived organizational support and work engagement as two sequential mediators buffered the detrimental impact of job burnout on job satisfaction among Chinese generalist teachers in rural primary schools. Targeted strategies should be implemented to diminish generalist teachers' feelings of burnout, being unsupported by organizations, disengagement at work, and dissatisfaction with the job.

Corresponding to the growing calls for theory-driven research on the age-job satisfaction association, the present study investigated direct and indirect (via job burnout) relationships between subjective age (felt age) and job satisfaction. The study also examined the moderating role of chronological age on both direct and indirect (via job burnout) relationships between subjective age and job satisfaction. Survey data were collected in three waves (2 months apart) from 355 employees in 62 firms operating in various service and manufacturing industry sectors in Pakistan. Data were analyzed using structural equation modeling, PROCESS macro for SPSS, and bootstrapping technique. The results showed subjective age was negatively related to job satisfaction, both directly (β = −0.19, p < 0.001) and indirectly, via job burnout (β = −0.09, bootstrap 95% confidence interval limits did not overlap with zero; lower limit = −0.15, upper limit = −0.04). Interestingly, the interaction term (relative subjective age × chronological age) had a significant negative effect on the direct negative association between subjective age and job satisfaction (B = −0.12, p < 0.05) and a significant positive effect on the direct positive relationship between subjective age and job burnout (B = 0.14, p < 0.01), showing that chronological age moderated the direct relationships of subjective age with job satisfaction and job burnout, respectively. Importantly, the results showed that chronological age moderated the indirect association (via job burnout) between subjective age and job satisfaction [bootstrap estimate = −0.025, bias-corrected confidence interval (−0.06, −0.002)]. The present study contributed to the literature on the age-job satisfaction association by suggesting subjective age as an alternative vantage point to look at this link between age and job satisfaction. The findings carry useful practical implications that can help managers counter age stereotyping, employees' feelings of job burnout, and a low level of employees' job satisfaction.

With the outbreak of novel coronavirus in 2019, most universities changed from traditional offline teaching to online teaching, which brought about a large amount of problems, including teachers’ physical and mental problems. Because of teaching on the computer screen for a long period of time, the teacher lacks communication and can act casually. With long-term accumulation, the problem of teachers’ job burnout has become increasingly serious. The main purpose of this study was to examine the influence of professional identity on job burnout during the period of the novel coronavirus. At the same time, this study also discussed the moderating effect of job satisfaction on professional identity and job burnout, and its relationship between job satisfaction and job burnout. During the peak period of the COVID-19 epidemic, we conducted an online survey—483 Chinese university teachers with online teaching experience completed the Teacher Professional Identity Scale, Job Satisfaction Scale, and Job Burnout Scale. The results of this study found professional identity and job satisfaction of university teachers to be significantly negative predictors of job burnout, with job satisfaction playing a moderating role between professional identity and job burnout. This study also confirmed that professional identity and job satisfaction are important factors affecting job burnout of university teachers. Therefore, this study proposed that schools should adopt more effective strategies to improve university teachers’ professional identity and job satisfaction in order to reduce the practical problems of job burnout, ensure the effectiveness of online teaching, and maintain the sustainable development during the epidemic.