Job Satisfaction and Health Problems Among Cabin Crew: The Mediating Role of Burnout.

Background and AimsDuring the COVID‐19 pandemic, mental health became a relevant factor in people's performance within organizations. The aim of this study was to analyze the effects of an organizational intervention program on the psychosocial factors of demands, resources, and the consequences of psychosocial risks in a technology services company during the COVID‐19 pandemic.MethodsA quasiexperimental study was carried out with 105 employees who took part in an 8‐week intervention program divided into two large stages. Pre‐ and postmeasurements were collected using the UNIPSICO Questionnaire, considering its factors of demands, resources, and consequences of psychosocial risks. The Spanish Burnout Inventory (SBI) was also included.ResultsThe results showed significant improvements in the perception of the following psychosocial demand factors: Role conflict (p < 0.001), Role ambiguity, workload, interpersonal conflicts (p < 0.05). In the resource factors: autonomy, work social support, feedback (p < 0.001) Resources at work, transformational leadership, and self‐efficacy (p < 0.05). In addition, all the consequences of psychosocial risks have improvements: Indolence, emotional exhaustion, and job satisfaction (p < 0.001), Burnout syndrome, enthusiasm toward the job, and psychosomatic problems (p < 0.05), except the Guilt dimension of the SBI.ConclusionWe can conclude that the program was effective and that the study limitations should be improved in future studies.

The purpose of this study is to find out the effects of flight attendants’ LMX on teamwork, job satisfaction, and customer orientation. In the research design, a questionnaire survey was made to verify six hypotheses. A total of 334 data were used to analyze the cause relationships among LMX, teamwork, job satisfaction, and customer orientation. The results of this study are as follows: first, flight attendants’ LMX had positive effects on teamwork. Second, flight attendants’ LMX had positive effects on job satisfaction. Third, flight attendants’ teamwork positively influenced job satisfaction. Fourth, flight attendants’ teamwork and job satisfaction positively affected customer orientation respectively. Finally, flight attendants’ LMX had no effects on customer orientation. This study has contributions, but there are also limitations as this is the first study on flight attendants’ LMX, teamwork, job satisfaction, and customer orientation.

Objective: To establish whether there is a relationship between the Burnout Syndrome and job satisfaction with the quality of care provided by teams of nurses in a highly complex public hospital in the Metropolitan Region of Chile. Method: Descriptive and correlational observational study of mixed-ecological type. The studied sample was 35 nurses, distributed in 12 shifts, of the services of Medicine and Surgery and 402 patients in a stage of discharge or recovery of their acute disease hospitalized in these services. Measures: For the measurement of the burnout syndrome, Spanish Burnout Inventory was used; to measure job satisfaction the hospital satisfaction survey was applied and the scale SERVQUAL was used to measure of the user satisfaction. Results: Nurses presented average levels of job satisfaction (Mean=3.18 DS=0.38; regarding the SQT, the overall result shows low values (Mean=23.62 DS=9.63) and with respect to the quality of attention perceived by users, it can be seen that all expectations tend to be higher than 6.5. Most of the factors of job satisfaction showed statisticallysignificant negative correlations with the SQT factors. The relationship between the overall job satisfaction of the nurses’ teams and the quality of global attention perceived by the users does not present a significant correlation, yet statistically positive relationships between some of their factors were found. Conclusion: The relationship between SQT and job satisfaction with the Quality of care presents findings that are inconclusive, since the correlations present different levels of statistical significance among the factors. Global job satisfaction factors showed a low positive correlation with quality of care and the relationship between global burnout syndrome and perceived quality of care presented very low and negative relationship with global quality of care.

Purpose: The purpose of this paper was to investigate the impact of emotional labour, job satisfaction, and work-life balance on cabin crews’ job performance. In addition, an attempt was made to evaluate the moderating effect of job satisfaction and work-life balance in lowering the negative repercussions of emotional labour on job performance. Design: 201 responses were obtained from cabin crew members through a primary data collecting survey, which were then analysed using several statistical tools relating to the study's aims, including ANOVA and regression analysis through SPSS 26. Furthermore, secondary data was collected via numerous web platforms such as Google Scholar, Science Direct, Emerald Publications, Tailor and Francis, Srinivas Publications, etc. Findings: The results showed that emotional labour had a significant negative impact on job performance, whereas a high level of work-life balance and job satisfaction mitigated the negative effects of emotional labour on job performance. Finally, the study claimed that job satisfaction and work-life balance have a significant impact on cabin crew performance. Originality/Value: Since flight attendants frequently struggle with the problem of emotional consequences as a result of the nature of their job, this study is critical to the HR of the aviation sector in implementing policies to reduce the negative effect of emotional labour in order to improve job satisfaction and work-life balance, which increases cabin crews' productivity. Type of Paper: Empirical study

Burnout syndrome prevalence among Latin American teachers during the pandemic

This study investigates how perceived work from home (WFH) stress affects job and life satisfaction and the role of specific personal and job resources in stress and job and life satisfaction for WFH employees. The rising demand for WFH due to the COVID-19 pandemic has caused significant changes in employees’ job and overall life satisfaction. We conducted a quantitative survey of 283 first-time WFH employees in Bangladesh, applied the job demands–resources (JD-R) and conservation of resources (COR) theories, and employed a partial least squares–structural equation model. The results indicate that high stress resulting from WFH reduces job and life satisfaction; under such unusual work conditions, job satisfaction is a strong predictor of life satisfaction. Moreover, the effects of personal resources, such as job competence and perceived hope, on life satisfaction become operational through perceived supervisor support, perceived WFH stress and job satisfaction. Our study contributed to the literature by applying the JD-R and COR theories in a new WFH context to suggest that job resources, such as perceived supervisor support, become more effective when an employee is exposed to WFH for the first time, and some personal resources, such as job competence, become dependent on job resources.

&lt;p style="text-align:justify"&gt;This research employs survey-based correlational model. This study has been carried out to reveal the relationships among perceived multi-dimensional social support and satisfaction with life, job satisfaction and job stress. The research data were gathered from 355 teachers working at schools in Hatay city in 2018-2019 academic year. Data were achieved by “Perceived Multi-Dimensional Social Support Scale”, “Job Satisfaction”, “Job Stress” and “Satisfaction with Life”. The relationships between multi-dimensional social support and job satisfaction, job stress and satisfaction with life have been determined in the measurement model. Structural equation model shows that perceived social support has a positive impact on teachers’ job satisfaction and satisfaction with life, in reverse, a negative impact on teachers’ job stress. Besides this, perceived social support positively affects teachers’ satisfaction with life through the partial mediation effects of job satisfaction and job stress. It has been concluded in this study that increasing perceived social support is an effective strategy for increasing job and life satisfaction and decreasing stress of teachers.&lt;/p&gt;

Burnout is a psychological consequence of prolonged work-related stress. Previous studies have concluded that guilt feelings could explain the development of the burnout process and its relationship with other health disorders. The aim of this study was to evaluate the mediating role of guilt feelings in the relationship between burnout and psychosomatic problems. The sample comprised 714 Brazilian teachers (82.10% women). Burnout was assessed using the Spanish Burnout Inventory (SBI). The hypotheses were evaluated together using a path model to test the mediating role of guilt feelings in the development of burnout and its relationship with psychosomatic problems. Two models were constructed: the hypothesized model (i.e., indolence → guilt → psychosomatic problems) vs. the alternative model (i.e., indolence → psychosomatic problems → guilt). According to the results, the hypothesized model obtained a satisfactory fit to the data, whereas the alternative model's fit was found to be inadequate. We concluded that the hypothesized model was a good representation of the relationship among burnout, guilt feelings and psychosomatic problems. We recommend taking into consideration feelings of guilt to improve the diagnosis of burnout.

Cabin crews work in high-stress and high-pressure environments, yet the issue of workplace harassment they face has not been adequately addressed. Workplace harassment causes psychological distress and anxiety, which not only undermine cabin crews' job satisfaction and productivity but also compromise the safety and well-being of both cabin crews and passengers. However, the majority of existing studies on workplace harassment have primarily adopted an organizational perspective, thereby neglecting the individual experiences of cabin crews. This study seeks to address this gap by examining the structural relationships between workplace harassment and its effects on burnout and post-traumatic embitterment disorder (PTED) among cabin crews in both full-service and low-cost carriers in Korea. Survey data were collected from 399 respondents. The results indicate that workplace harassment significantly exacerbates the emotional exhaustion and depersonalization dimensions of burnout, although it does not significantly reduce personal accomplishment. Moreover, both workplace harassment and burnout substantially contribute to PTED, with an average PTED score among participants being 1.746, which indicates a significant level of long-term embitterment. These findings provide foundational data needed in developing intervention programs to enhance the mental health and quality of life of cabin crews and in creating healthier work environments at the corporate level, considering organizational dynamics and service performance.

Burnout is a condition commonly experienced by healthcare workers. It is characterized by three dimensions: emotional exhaustion, depersonalization, and reduced personal accomplishment. Nurses who experience Burnout syndrome often report low levels of job satisfaction. This study aims to analyze the effect of Burnout syndrome on nurse job satisfaction at Undata Palu Hospital, Central Sulawesi Province. The methodology employed is descriptive analysis with a cross-sectional design. Data were collected from 80 respondents selected through purposive sampling. The research instruments employed are the MBI-HSS (Maslach Burnout Inventory Human Services Survey) and the IWS (Index of Work Satisfaction). The results indicate that Burnout syndrome significantly affects nurses' job satisfaction. The Spearman test revealed significant relationships between emotional exhaustion (ρ = –0.668; p &lt; 0.001), depersonalization (ρ = –0.586; p &lt; 0.001), and reduced personal accomplishment (ρ = 0.345; p = 0.002) with job satisfaction. Multiple linear regression analysis demonstrated a strong relationship among all three Burnout dimensions and job satisfaction (R = 0.803; R² = 0.645; p &lt; 0.001). Partially, emotional exhaustion (β = –0.482; p &lt; 0.001) and depersonalization (β = –0.309; p &lt; 0.001) had significant negative effects, while reduced personal accomplishment had a significant positive effect (β = 0.240; p = 0.001)

Background and Purpose: Our research examines the impact of work-life balance on work engagement, both direct impact as well as through job and life satisfaction. The main aim of our research is to empirically test relations between work-life balance, job satisfaction, life satisfaction, and work engagement among higher education lecturers from Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. Methods: Using validated questionnaires, we collected data on work-life balance, job satisfaction, life satisfaction and their work engagement. The quantitative data for our analysis were collected through a survey of 164 online participants. Based on an extensive literature review, we have formulated five hypotheses, which we tested in one structural model by using structural equation modelling (SEM). Results: Our findings show that an increase in work-life balance positively relates to life and work satisfaction and that life satisfaction leads to an increase in work engagement. Conclusion: The knowledge of important impact of work-life balance, together with the understanding of the relations between the researched constructs of work-life balance, life satisfaction, job satisfaction and work engagement, can strengthen teachers’ work engagement by respecting employees as actors in other roles and supporting work-family balance in the form of family-friendly policies and practices, and thereby contributes to the area of employee’s behaviour and improves the teacher’s productivity.

The purpose of this study is to investigate the social dimension as a factor which affects service workers' job satisfaction and the relationship between their job satisfaction and positive affectivity. This study surveyed 450 flight attendants of a major global airline. The results suggest that job satisfaction of flight attendants consists of four main factors: job itself (job motivation, job characteristic, authority, and responsibility), job environment (working condition, supervision, and coworkers), organizational characteristics (wage and employment stability, promotion, and organizational policy), and social dimension (occupational prestige, organizational reputation, and corporate social responsibility). The results also show that flight attendants' job satisfaction significantly affects their positive affectivity. These results imply that the service organizations such as airline companies need to pay close attention to the social dimension as a factor of job satisfaction to improve service performance.

In the airline business, cabin crew are the employees who have direct contact with passengers. They are in an occupational group that generally has to face many difficulties in the workplace. In addition to their responsibilities to ensure the safety of the flight, one particular issue that creates tremendous stress for cabin crew is when they have to serve passengers from other different cultures. This study explores the understanding of cabin crew from the international airlines concerning cultural intelligence. The key informant of 12 cabin crew were selected from the international airlines in Thailand. Interview approach was used to collect the data using an in-depth interview form which was then analyzed by using content analysis. The findings revealed 1) there is the importance of knowing cultural intelligence for cabin crew from the international airlines, 2) it is not just the skills to deal with the passengers but everyone in workplace, 3) everyone is different, 4) their experiences matter, 5) we should think, learn, plan, and act, 6) we also should embrace and adapt the Thai cultures that have already existed to the world, 7) it is important to learn knowledge through the diversities and differences, 8) and also learn the knowledge through experiences, 9) we should realize the awareness of cultural diversity and difference. 10) we should expand the perspective since the world is bigger than you think, 11) we should discuss and learn the shared understanding and involvement in cultural diversity and difference for every cabin crew, and 12) we should identify the appropriate actions to effectively work and deal with people from different cultural backgrounds. The study summarized, then proposed the findings of overall understanding about cultural intelligence of cabin crew to Thailand&amp;rsquo;s international airlines organization. The researchers proposed the outcomes to the research institutions, the academic institutions, and the airline organizations in Thailand and around the world.

Recent research in organizational citizenship behaviors (OCBs) has gradually shifted to service industry and its employees. This study investigated the relationships between leadership, job satisfaction, and service-oriented OCBs in airline flight attendants. The sample included 228 flight attendants employed in international airlines operating in Taiwan. The results indicated that leadership and job satisfaction are positively related to service-oriented OCBs. Additionally, a mediating effect of job satisfaction on transactional leadership and service-oriented OCBs was identified. An interesting finding is that transactional leadership has a stronger influence on job satisfaction than transformational leadership does. In an airline company, flight attendants must work with different leaders on each flight. The cabin service director must achieve the mission within a strict time period. Under this situation, perhaps transactional leadership is a more appropriate behavior and the service industry should provide a clear and definite reward system. The contribution to theory and managerial implications of this study as well as directions for future research are discussed.

Purpose Drawing from the positive psychology paradigm and job demands-resources (JD-R) model, this research investigates the interplay of organisational (humour-endorsing climate [HEC]) and personal resources (employee humour use) to lessen job stress and increase job satisfaction in highly demanding frontline healthcare service roles. Specifically, the authors investigated the extent to which different humour styles (affiliative, self-enhancing and self-defeating humour) influenced job stress and ultimately job satisfaction and the role of an HEC as a moderator in reducing job stress in a residential aged care context. Design/methodology/approach This study employed a mixed-method approach. Following in-depth interviews, the authors surveyed 301 frontline employees (FLEs) at a large, residential aged care service provider in Australia. The constructs of interest were measured using the scales drawn from the literature and refined from the preliminary interviews. Findings The study results underscore the importance of both specific types of humour use and a work climate that encourages humour in impacting aged care FLEs’ psychological well-being and job satisfaction. When FLEs used more affiliative and self-enhancing humour, they experienced less job stress. However, the use of self-defeating humour increased job stress. FLEs’ job stress was then strongly negatively associated with job satisfaction. An HEC was also found to benefit FLEs directly and indirectly in the form of reduced job stress as well as improved job satisfaction. Research limitations/implications This research adds value to the existing literature on the positive psychology paradigm by highlighting the critical role of humour use in a highly stressful workplace in affecting FLEs’ job stress. The study findings further broaden the JD-R model by showing humour usage and HEC as important personal and job resources at work. Practical implications In addition to an HEC as an important aspect of the FLE working environment, the authors found that the distinct types of humour used in the workplace considerably affected job stress and then satisfaction. Accordingly, managers in high-contact healthcare service industries encourage FLEs to deploy appropriate humour and consider it as a criterion in recruitment. Managing employee well-being at work would lead to meeting the ultimate business bottom line. Originality/value Despite the prevalent discussion about the benefits of humour across disciplines, little has been known about what factors encourage frontline aged care employees to use humour, and if they do so, whether and to what extent different humour types affect job-related stress. To the best of the authors’ knowledge, this study is the first empirical work focusing on FLEs’ psychological well-being (job-induced stress) to examine how it can be reduced jointly by their humour use and humour-endorsing (organisational) climate in an aged care service context. The authors further provide empirical evidence of its contribution to boosting job satisfaction.