The Role of Support Mechanisms in Reducing Burnout and Turnover Intention: A Study of Healthcare Professionals

The art and science of teaching has been profoundly described as full of emotional activity but interestingly, not much is known of the emotional demands of the profession and more especially the effects of these on the individual’s wellbeing. This research investigates the relationship between emotional labour, emotional exhaustion and turnover intention among Ghanaian teachers. Further, the study examines whether team support plays a moderating role in the relationship between emotional labour and emotional exhaustion with focus on addressing the retention of teachers in the profession. A cross-sectional quantitative data was obtained using self-completed questionnaires. A total of 628 teaching staff were surveyed in the second cycle schools in the Accra Metropolis. Structural equation modeling was used to test the study’s hypotheses. Results of the study revealed a significant association between emotional labour and turnover intention. The study also found a positive relationship between emotional labour and emotional exhaustion. In addition, the model shows that ‘faking’ has a significant negative effect on retention whereas ‘hiding’ predicts emotional exhaustion, leading to an increase in turnover intention. More experienced teachers reported higher levels of emotional labour. Team support has been found to moderate the relationship between hiding and emotional exhaustion, which could have subsequent influence on employee turnover intention. The presence of a strong team support system at the workplace could be useful for managing the emotional demands of teachers’ job role, with implications for their well-being and retention. There is the need for teachers to be aware of emotional demands of their profession in order to promote the acquisition of such skills by both experienced and newly trained teachers.

This paper utilises the conservation of resources theory to examine the mediating role played by disengagement in the relationships between emotional exhaustion, affective commitment and turnover intentions among healthcare professionals. Structural equation modelling was conducted on data obtained from 302 healthcare professionals in a major Australian cancer hospital. Our findings demonstrate that disengagement fully mediates the relationships between emotional exhaustion and both affective commitment and turnover intentions. Recommendations for future research are suggested and practical implications discussed.

The purpose of this study aimed to investigate the relationships among emotional regulation stratrgies, emotional exhaustion, turnover intention and customer orientation, using data from 340 female home- study teachers through structural equation model(SEM). Service workers tends to perform surface or deep acting as emotional regulation strategy during interaction with their customers. Thus, surface and deep acting may affect differently on emotional exhaustion, turnover intention and customer orientation. The results were as follows; First, surface acting was positively related to emotional exhaustion while deep acting was negatively related. Second, emotional exhaustion influenced positively on turnover intention, and negatively on customer orientation. Third, emotional exhaustion fully mediated the relationship between surface acting and turnover intention and customer orientation. It also fully mediated the relationship between deep acting and turnover intention while partially mediated the relationship between deep acting and customer orientation. Finally, the moderating effects of social support on the relationship between emotional exhaustion and turnover intention were examined. Contrary to our expectation, the moderating effects of supervisor and peer group support showed opposite buffering effect on the relationship between emotional exhaustion and turnover intention.

The purpose of this study aimed to investigate the relationships among emotional regulation stratrgies, emotional exhaustion, turnover intention and customer orientation, using data from 340 female home- study teachers through structural equation model(SEM). Service workers tends to perform surface or deep acting as emotional regulation strategy during interaction with their customers. Thus, surface and deep acting may affect differently on emotional exhaustion, turnover intention and customer orientation. The results were as follows; First, surface acting was positively related to emotional exhaustion while deep acting was negatively related. Second, emotional exhaustion influenced positively on turnover intention, and negatively on customer orientation. Third, emotional exhaustion fully mediated the relationship between surface acting and turnover intention and customer orientation. It also fully mediated the relationship between deep acting and turnover intention while partially mediated the relationship between deep acting and customer orientation. Finally, the moderating effects of social support on the relationship between emotional exhaustion and turnover intention were examined. Contrary to our expectation, the moderating effects of supervisor and peer group support showed opposite buffering effect on the relationship between emotional exhaustion and turnover intention.

Understanding How Salesperson Envy and Emotional Exhaustion Lead to Negative Consequences: The Role of Motivation

BackgroundA high turnover rate in nursing has become a global concern. Mental health issues may increase the turnover intention of nurses and lead to turnover behaviors. However, very little is known about the role of bidirectional associations between emotional exhaustion and depression/anxiety on turnover intention. This study aimed to examine the associations among depression, anxiety, emotional exhaustion and turnover intention, and to test the role of bidirectional associations between depression, anxiety, and emotional exhaustion on turnover intention among nurses.MethodsAn online multicenter cross-sectional study was conducted in Hunan Province, China, from December 2021 to February 2022. The questionnaire collected data from the Turnover Intention Scale, the Emotional Exhaustion Scale, the Patient Health Questionnaire-2, and the Generalized Anxiety Disorder Scale-2, as well as sociodemographic information. Data analysis was performed by univariate analysis, Pearson correlation analysis, multiple linear regression analysis, and structural equation modeling.ResultsThe average turnover intention score among Chinese nurses was 14.34 ± 3.75. The prevalence of depression and anxiety was 25.9% and 22.3%, respectively. Depression (r = 0.378, P < 0.001), anxiety (r = 0.391, P < 0.001), and emotional exhaustion (r = 0.532, P < 0.001) were positively associated with turnover intention. Emotional exhaustion partially mediated the associations between depression/anxiety and turnover intention, with both mediating effects accounting for 60.7%. The mediating ratios of depression/anxiety on the associations between emotional exhaustion and turnover intentions were 17.6% and 16.5%, respectively.ConclusionsDepression, anxiety, and emotional exhaustion showed significant positive effects on turnover intention among nurses. Emotional exhaustion played a partial mediation role between depression/anxiety and turnover intention, while depression/anxiety played no significant mediation role between emotional exhaustion and turnover intention.

As the backbone of the intensive care unit nursing team, young nurses' emotional and psychological well-being is related to the physiological health and life outcomes of critically ill patients. Exploring the impact of access to and utilization of organizational resources on emotional exhaustion among intensive care unit nurses. A cross-sectional survey. SPSS 27.0 was used for descriptive analysis and Pearson correlation analysis. AMOS 25.0 was used to construct the structural equation model and conduct the Bootstrap test. A total of 447 valid questionnaires were ultimately included, with a validity rate of 91.2%. The results showed that the turnover intention of young intensive care unit nurses was high (2.06 ± 0.67). Emotional exhaustion positively predicts nurses' turnover intentions (β = 0.30, p < .001). Inclusive leadership (β = 0.075, 95% CI: 0.04 to 0.116, p < .001) and distributive justice (β = 0.090, 95% CI: 0.059 to 0.132, p < .001), as organizational resources, respectively moderate the relationship between emotional exhaustion and turnover intention, and play a chain-mediated role in their relationship (β = 0.055, 95% CI: 0.036 to 0.081, p < .000). Additionally, the study did not show a direct effect of emotional exhaustion on work engagement (β = -0.07, p = .083). Instead, this relationship is mediated through distributive justice (but not inclusive leadership) (β = -0.203, 95% CI: -0.258 to -0.146, p < .001). At the same time, inclusive leadership and distributive justice serve as serial mediators in the mechanism by which emotional exhaustion affects work engagement (β = -0.125, 95% CI: -0.167 to -0.096, p < .000). This study emphasizes that organizational resources can effectively alleviate the impact of emotional exhaustion among young intensive care unit nurses. Health care institutions and nursing managers need to recognize the importance of utilizing organizational resources and take necessary measures to alleviate emotional exhaustion among intensive care unit nurses. By implementing effective policies, they can enhance nurses' work engagement and retain nursing talent.

The association of leadership with nurses' turnover intention: A two-wave cross-sectional study

Mindfulness, resilience, emotional exhaustion, and turnover intention in secondary physical education teaching

This study presents a model linking work-family conflict (WFC), job engagement, emotional exhaustion, and turnover intention. The primary objective was to investigate the direct effect of work-family conflict on turnover intention and its indirect effect through job engagement and emotional exhaustion. The data were obtained by a questionnaire from a sample of 111 respondents of Papuan Female who work at PT Freeport Indonesia. Data analyzed by used structural equation modeling with PLS-based and found two insignificant paths in models. The result showed that WFC hasa significant effect in improving turnover intention and emotional exhaustion, but have no significant effect in lowering job engagement. Moreover, job engagement does not significantly effect in lowering turnover intention, while emotional exhaustion has a significant effect in increasing job engagement and turnover intention. The mediation test results indicated that job engagement cannot provide an important role, both in the work-family conflict effect on turnover intention, and emotional exhaustion effect on turnover intention. Instead, emotional exhaustion can provide a partial mediating role in the work-family conflict effect on turnover intention, in which this path is one of the important findings with practical implications and the consequences of these findings for future research are further discussed.

How to moderate emotional exhaustion among public healthcare professionals?

This study seeks to explore the impact of Women Police Officers’ Emotional Exhaustion on Turnover Intention, as well as the moderating role of having children in the relationship between Women Police Officers’ Emotional Exhaustion and Turnover Intention. More specifically, it’s intended to understand (1) the effect of Women Police Officers’ Emotional Exhaustion on Turnover Intention; (2) the moderating effect of having children on the relationship between Women Police Officers’ Emotional Exhaustion and Turnover Intention. Regarding data collection procedure, a questionnaire was implemented, exclusively online, through which 154 professional women from the Portuguese Security Forces have agreed to voluntarily participate in the study. The results obtained showed that (1) Women Police Officers’ Emotional Exhaustion is significantly and positively related to Turnover Intention, in other words, the higher Emotional Exhaustion level, the higher their intention to leave the organization where they work; (2) Having Children assumes a moderating role in the relationship between Emotional Exhaustion and Turnover Intention of Women Police Officers, that is, professional women who have children and who experience high levels of Emotional Exhaustion show a significant low levels in their intention to leave the organization when compared with those who do not have children, and therefore show higher Turnover Intention. Thus, this study and its findings may contribute to a better theoretical and empirical understanding of the issue of Emotional Exhaustion in the life and work of women in the Security Forces, namely with children.

BackgroundTurnover intention occurs frequently in nurses and psychological empowerment has been shown to be major factors that influence turnover intention. However, little is known about the driving force behind turnover intention among nurses in China during the COVID-19 pandemic.ObjectivesTo investigate the mediating role of job satisfaction and emotional exhaustion on the association between psychological empowerment and turnover intention among Chinese nurses during the COVID-19 pandemic.MethodsA cross-sectional design was conducted in China. A total of 507 nurses completed scales of psychological empowerment, job satisfaction, emotional exhaustion and turnover intention anonymously. Descriptive analysis, Pearson’s correlation analysis in SPSS 23.0 and structural equation modeling (SEM) by Mplus 7.4ResultsPsychological empowerment had a significantly effect on turnover intention through three significantly indirect pathways: (1) through job satisfaction (B = -0.14, SE = .03, 95% CI = [-.19, -.09]). (2) through emotional exhaustion (B = -0.07, SE = .02, 95% CI = [-.11, -.03]). (3) through the chain mediating effect of “job satisfaction → emotional exhaustion” (B = -0.12, SE = .02, 95% CI = [-.16, -.09]).ConclusionsIntervention measures to reduce the incidence of turnover intention of nurses should include the evaluations of work demands and emotional exhaustion of nurses and organization’s management strategies to promote their psychological empowerment and job satisfaction.

PurposeThis study analyzes the mediating effect of emotional exhaustion between certain job demands (workload, role conflict, and influence at work) and employees' work attitudes (affective commitment and turnover intention) in public healthcare. Furthermore, it analyzes the moderating effect of possibilities for development and the degree of freedom at work between the above-mentioned job demands and emotional exhaustion.Design/methodology/approachA total of 512 healthcare professionals participated in the study. The data were analyzed using structural equation modeling and a hierarchical multiple regression analysis.FindingsThe results show that emotional exhaustion fully mediates the relationship between job demands (workload and role conflict) and work attitudes (affective commitment and turnover intention). Moreover, the possibilities for development and degree of freedom at work moderate the relationship between role conflict and emotional exhaustion.Practical implicationsStrategies should be designed to prevent employees from becoming emotionally exhausted and lead them to feel more motivated, which results in a more effective public healthcare service.Originality/valueThis study stresses the importance of analyzing the role of emotional exhaustion in the public healthcare context. It demonstrates the mediating role of this variable between several antecedents and consequences, and it analyzes whether other relevant variables can moderate the negative effects of emotional exhaustion.

Drawing upon ethical climate theory and conservation of resource theory, this study provides a theoretical model to explain the effect of a perceived caring climate in the workplace on the employees’ turnover intention through the serial multiple mediation of workplace incivility (caused by coworkers) and employees’ emotional exhaustion. A total of 291 frontline employees from the service industry in Norway participated in this study, and structural equation modeling (SEM) was used to analyze the data. The findings indicated that a caring climate has a significant negative effect on turnover intention. The mediating effect of coworker incivility was not supported in the multiple mediation model; however, it was supported if it was considered as the only mediator in the relationship between caring climate and turnover intention. Moreover, emotional exhaustion mediated the relationship between caring climate and turnover intention. The serial mediation effect of coworker incivility and emotional exhaustion was also supported in the relationship between caring climate and turnover intention. The results of this study enable managers to create a caring climate in the workplace and minimize the detrimental effects of incivility and turnover intention in the service industry.