Employee Exhaustion Research Articles

Balancing act: Exploring the interplay of production pressure and innovation/flexibility climates on employee well‐being

This study explored the separate and joint effects of innovation/flexibility and pressure to produce climates on employee exhaustion, and ultimately, turnover intentions. Survey data collected from 335 full‐time employees across various sectors in Türkiye were analysed using a latent moderated structural equations approach. The findings revealed that, while innovation climates were inversely related to exhaustion and turnover intentions, production pressure climate had the opposite effect, which provided support for the job demands‐resources (JD‐R) model. Importantly, the study uncovered a significant interactive effect, indicating that the positive impact of production pressure on exhaustion was amplified under increased innovation demands. This finding provided support for the conservation of resources (COR) theory, suggesting that heavy and conflicting job demands depleted employees' psychological resources by impeding the deployment of defensive strategies. The findings contribute to innovation research by revealing that individual‐level competing demands of balancing exploration and exploitation through contextual ambidexterity may pose challenges to employees' psychological well‐being.

The Influence of Job Mindfulness on Emotional Exhaustion Through Psychological Distress and Workplace Bullying as Mediation Variables

This research aims to clearly prove the effect of job mindfulness on emotional exhaustion through psychological distress and workplace bullying as mediating variables in employees of Bank Nagari Main Branch, Padang. In the research, 141 people were selected using the census method. Data collection is carried out by distributing questionnaires directly to employees who fulfill the specified selection procedures. The data analysis method used is path analysis which is processed using Partial Least Square (PLS). Job mindfulness and psychological distress have no effect on the emotional exhaustion felt by employees of Bank Nagari Padang Main Branch, while workplace bullying has a positive effect on the emotional exhaustion felt by employees of Bank Nagari Main Branch Padang. In the hypothesis testing stage, it was also found that Job Mindfulness had a negative effect on the psychological distress felt by Bank Nagari Main Branch employees. Apart from that, Job Mindfulness has a negative effect on workplace bullying felt by employees in the Bank Nagari Padang Main Branch environment. In the indirect influence testing stage, it was found that psychological distress did not mediate the relationship between job mindfulness and emotional exhaustion felt by employees of Bank Nagari Main Branch, Padang, whereas in the second indirect influence test, it was found that Workplace bullying was able to mediate the relationship between job mindfulness and emotional exhaustion in Bank Nagari Branch employees at Padang main branch.

Effect of abusive supervision on emotional exhaustion and organizational citizenship behavior: a moderating role of workplace friendship

PurposeThis study uses the Conservation of Resource theory to examine the influence of abusive supervision on organizational citizenship behavior (OCB) via emotional exhaustion, using a moderated mediation framework.Design/methodology/approachA questionnaire was adapted to collect data from 212 full-time employees in 22 private health centers in Nineveh governorate in Iraq in two waves. Hypotheses were tested using hierarchical regression and bootstrapping analyses.FindingsThis study suggests that workplace friendship reduces the positive relationship between abusive supervision and emotional exhaustion of employees and reduces the negative indirect effect of abusive supervision on OCB.Originality/valueFirst, this study provides academicians with a better understanding of the moderating effect of workplace friendship on the relationship between abusive supervision and emotional exhaustion and then its impact on OCB. Second, the paper is one of the few studies that dealt with the abusive supervision in the health sector using data from the Middle East in Iraq, while most leadership research is conducted in the western part of the world.

E-PARTICIPATION IN THE TERRITORIAL COMMUNITIES OF UKRAINE IN THE TIME OF EUROPEAN INTEGRATION PROCESSES: ELECTRONIC PETITIONS

The article examines the processes of implementation and effectiveness of electronic petitions in the context of public participation in Ukraine in recent years. The issue of introducing democratic innovations and e-participation in communities is considered, on the one hand, inextricably linked to the ongoing processes of Ukraine’s accession to the European Union, and, on the other hand, taking into account the challenges and limitations caused by the Russian full-scale war and the introduction of martial law in Ukraine. Electronic petitions are identified as an effective additional mechanism that can serve as a “public voice” at critical moments in the implementation of democratic reforms, recovery and reconstruction processes. Today in Ukraine, petitions are more common at the national level than at the local level. To analyze the state of use of the tool, we collected data from open sources, namely the EDEM digital platform (15 communities), local government websites (7 communities), and an earlier analytical study by the NGO “Chesno Movement”. The study focuses on the key factors that can affect the effectiveness of local governments in directly generating quality policies and implementing such participatory forms on the ground. These factors include security criteria; legislative conflicts caused by the introduction of martial law; physical and psychological exhaustion of employees, which affects the efficiency of service delivery and information; and technical problems. The conclusions note that in the process of effective use of electronic petitions, the key issue is the clear regulation of the procedure for applying the tool in the community charter, as well as the institutional capacity of the local self-government body to ensure a communication campaign on the availability of such a tool and further consideration of the received petitions in accordance with the procedure set out in the charter. Recommendations are made to improve the effectiveness of implementation of participation tools and involvement of citizens in these processes at the local level in general and in the case of electronic petitions in particular.

The influence of organizational climate, workload and role conflict on emotional exhaustion of teachers and employees of elementary schools in the village of Tanjung Paling Serumpun, Sungai Penuh City

The influence of organizational climate, workload and role conflict on emotional exhaustion of teachers and employees of elementary schools in the village of Tanjung Paling Serumpun, Sungai Penuh City

Polychronicity fit and turnover intentions in projects: the mediating roles of exhaustion and work overload

PurposeDespite the deployment of state-of-the-art methodologies for project management, employee turnover in projects remains high. Such turnover has significant costs in terms of replacing personnel, potential deadline overruns and financial expenditure. Employee turnover in project contexts may stem from time-related issues associated with multiple parallel projects and short deadlines. Using person–environment fit and time congruence theories, this research examines the relationship between employee turnover intentions and individual–organizational (I–O) polychronicity fit, which captures the degree of match between individuals’ and organizational preferences for focusing on multiple tasks simultaneously.Design/methodology/approachSurvey data were collected from 309 software project employees in Pakistan. Hypotheses were tested using polynomial regressions and response surface modeling.FindingsI–O polychronicity fit is related to turnover intentions. Turnover intentions are lower when I–O polychronicity fit occurs on the lower end of the polychronicity continuum, whereas turnover intentions are higher when fit is observed on the higher end of the polychronicity continuum. The relationship between I–O polychronicity fit and turnover intentions is significantly explained by exhaustion and perceptions of work overload.Practical implicationsThe study’s insights provide recommendations for organizations to optimally manage multitasking to help retain project employees.Originality/valueThese findings extend our understanding of the underlying mechanisms between I–O polychronicity fit and turnover intentions. Furthermore, this research expounds on how employee exhaustion and perceptions of work overload explain the relationship between I–O polychronicity fit and turnover intentions.

Work for them or myself: a motivational approach to study the influences of supervisor bottom-line mentality on employee exhaustion

ABSTRACT Extending current bottom-line mentality research, this paper provides a new theoretical perspective for examining the how and when supervisor bottom-line mentality (i.e., supervisors who solely focus on bottom-line attainments at the expense of other priorities) is related to employee exhaustion. Drawing on self-determination theory, it is proposed that supervisor bottom-line mentality is positively related to external regulation and negatively related to intrinsic motivation, both of which can further predict employee exhaustion. Leader-member exchange is also proposed as a boundary condition that prevents the negative relationship between supervisor bottom-line mentality and intrinsic motivation but enhances the positive relationship with external regulation. Data collected at three time points from 251 employees in China provide support for most hypotheses, except the relationship between supervisor bottom-line mentality and intrinsic motivation. The proposed negative relationship was only significant after including control variables. Theoretical and practical implications are discussed and directions for future research are provided.

Quantifying Forced Citizenship Behaviors among Healthcare Professionals: Data-Driven Insights into Nurse Destructive Leadership Effects

Destructive leadership and its outcomes have emerged recently. It has gained much attention in recent decade as it challenges the organizations. Purpose of present study is to explore the destructive leadership as an antecedent for compulsory citizenship behavior and emotional exhaustion in presence of hindrance stress as a mediator. Its quantitative study combined with survey method for data collection. Questionnaires have been adopted and data were collected from healthcare employees (Nurses) working in public sector hospitals in Lahore about the leadership of head nurses. 250 questionnaires were distributed and received 170 valid responses. SPSS has been used for data analysis. Frequency, correlation, descriptive, regression and mediation analysis have been performed to obtain the results. Results highlighted that there is significant positive impact of destructive leadership on compulsory citizenship behavior and emotional exhaustion of employees. Further results also reported that hindrance stress is significant positive mediation between relationship of destructive leadership, compulsory citizenship behaviors and emotional exhaustion of employees. Conclusion, limitations and future directions are provided in later sections of study.

Pengaruh Beban Kerja Terhadap Kinerja Karyawan dengan Kelelahan Emosional Sebagai Mediator pada Perguruan Tinggi Islam di Jawa Tengah

The aim of this research is to analyze the influence of workload on employee performance with emotional exhaustion as a mediating variable at Islamic Universities in Central Java. This type of research is quantitative research. The data collection technique used is a questionnaire with variable measurement using a Likert scale for each statement developed from the variable indicators. The sample in the study amounted to 93 respondents. The sampling technique is purposive sampling. The data analysis technique in this research uses Structural Equation Modeling (SEM) SmartPls 4.0. The results of the research show that: 1) There is a negative and significant direct influence between workload on employee performance for employees of Islamic Universities in Central Java. 2) There is a positive and significant direct effect between workload on emotional exhaustion in employees of Islamic Universities in Central Java.

Receiving help at work mitigates the negative consequences of performance pressure: implications for depletion and citizenship behavior

ABSTRACT Drawing from job-demands resources theory and conservation of resources theory, this study examines the effect of performance pressure on interpersonal citizenship behavior through exhaustion. We also explore the extent to which receiving help mitigates the exhaustion caused by performance pressure. In a critical incident design of employees from various industries (N = 268), performance pressure was positively associated with exhaustion. Subsequently, employee exhaustion decreased the tendency to perform acts of interpersonal citizenship. The relationship between performance pressure and exhaustion was weakened among employees who had received help from their colleagues. Thus, these results, supported by moderated mediation analyses, suggest that receiving help can mitigate the deleterious effects of performance pressure on interpersonal citizenship behavior through exhaustion. Implications for research and practice are discussed.

"Are you feeling safe?": an investigation of psychosocial safety climate in the relations of job characteristics and employee exhaustion and engagement.

Psychosocial safety climate (PSC) is defined as the corporate climate in relation to employees' perceptions of organizational policies, procedures, and practices for the protection of employee psychosocial safety and well-being. The present study was based on the Demand-Induced Strain Compensation (DISC) Model and proposed that the interplay between identical job demands and resources would be conditioned by PSC. Particularly, high levels of PSC would enable employees to optimally perceive and utilize more job resources in dealing with corresponding job demands. A study was conducted among 406 Chinese workers from various occupational sectors. The findings of hierarchical regression analyses suggested that PSC a) mitigates the negative relation between emotional resources and exhaustion, b) enhances the positive relation between emotional resources and work engagement, and c) mitigates the negative relation between emotional demands and work engagement. We also found that PSC is a compensatory factor for low cognitive resources and demands encouraging high work engagement. Although we did not find the proposed three-way interactions, the present findings support the idea that high PSC is a fundamental contextual factor conducive to workers' health and well-being, especially in perceiving and obtaining emotional resources.

Emotional exhaustion of employees in banking sector: Empirical results from Serbia

Emotional exhaustion of employees in banking sector: Empirical results from Serbia

ANALYSIS OF EMOTIONAL EXHAUSTION THROUGH DOWNSIZING WITH JOB SATISFACTION AS MEDIATION

Nowadays, many tech companies are on a downward trend. This can be referred to as a tech bubble burst. This makes it very difficult for companies, especially those in the e-commerce industry, financially. These companies are constantly looking for ways to make efficiencies in order to save costs and streamline the company. There are many ways to do that, but the most commonly used is downsizing. Downsizing is a way of efficiency by removing unnecessary employees to avoid unnecessary costs. Although downsizing is effective in saving costs, there are some negative effects of downsizing, namely its effect on emotional exhaustion and job satisfaction of the remaining employees in the company or can be said to be layoff survivors. Emotional exhaustion can be interpreted as emotional exhaustion towards their work while job satisfaction is the feeling of satisfaction that a person has when doing their job. The purpose of this study is to determine and analyze the effect of downsizing on emotional exhaustion and job satisfaction of employees working in the e-commerce industry in Indonesia. This study uses quantitative research methods with a cross sectional approach and non-probability sampling techniques with data obtained by means of questionnaires distributed to 180 respondents. The results of this study Downsizing has a significant effect on emotional exhaustion, Downsizing has a significant effect on job satisfaction, Job Satisfaction has a significant effect on emotional exhaustion, Job Satisfaction can mediate the effect of downsizing on emotional exhaustion.

Effects of Mindfulness-Based Stress Reduction on Positive Affect, Negative Affect, and Emotional Exhaustion of Employees With Occupational Stress

Background & Aims: An increase in occupational stress can cause physical and psychological disorders as well as mental complications and emotional distress in employees. The present study aimed to investigate the effects of mindfulness-based stress reduction (MBSR) on positive affect, negative affect, and emotional exhaustion of employees with occupational stress. Materials and Methods: This quasi-experimental research adopted a pretest-posttest control group design with follow-up. The statistical population included all employees with occupational stress at public organizations in Isfahan (Isfahan Province, Iran) in 2021. The convenience sampling method was employed to select 30 employees, who were randomly assigned to two 15-member groups called the MBSR group and the control group. The members of the MBSR group participated in eight intervention sessions, whereas the members of the control group received no intervention. After the participants completed the positive and negative affect and emotional exhaustion questionnaires in three stages, the repeated measures analysis of variance (ANOVA) was used for data analysis in SPSS 26. Results: The posttest and follow-up results indicated that the MBSR intervention decreased negative affect and exhaustion and increased positive affect in employees with occupational stress (P<0.001). The repeated measures ANOVA results of within-group effects showed that the effects of treatment were persistent (P<0.001). Conclusion: According to the results, MBSR could improve positive affect and mitigate negative affect and emotional exhaustion in employees. Organizations can use MBSR courses to promote the psychological and emotional well-being of their staff.

Self-control and emotional exhaustion: mediating role of effort-reward imbalance and emotional demands

PurposeThe purpose of this paper is to study the relationship between trait self-control (TSC) and emotional exhaustion, and to examine the mediating role of effort–reward imbalance (ERI) and emotional demands.Design/methodology/approachA quantitative study was conducted using data from 441 employees working in different organizations in the information technology sector in India. PROCESS macro with a bootstrap sample size of 5,000 was used for mediation analysis.FindingsTSC demonstrated a significant negative relationship with emotional exhaustion. Results indicated the crucial role played by ERI and emotional demands in influencing the emotional exhaustion of employees with higher TSC.Originality/valueThis study adds substantially to our knowledge of the role of TSC in employee experiences of emotional exhaustion. Results suggest how employees’ ERI perceptions and experiences of emotional demands determine whether higher TSC would reduce experiences of exhaustion. This adds to the knowledge of positive outcomes of self-control while throwing some light on why the use of self-control does not always incur a psychological cost, as suggested by some studies. The findings suggest that self-control is an individual resource that has the ability to alleviate emotional exhaustion through its influence on employees‘ effort–reward perceptions and experiences of emotional demands.

Программы эмоционального благополучия сотрудников через призму трансформаций современного капитализма

The article analyzes the existing limits and limitations of the practice of developing intra-organizational pro-grams of employees' emotional and social well-being. High levels of stress, professional burnout and emo-tional exhaustion of employees, diagnosed in modern organizations, form a demand for the development of organizational practices and tools that mitigate the negative consequences of these processes. However, they cannot be fully realized due to the contradictory imperatives of emotional culture generated by the transfor-mations of modern capitalism. Based on sociological concepts concerning special modes of emotional man-agement, causes and forms of emotional alienation in work processes, it is demonstrated that modern organi-zations, with their inherent standards of experiencing and playing emotions, the demand for positivity, stimulate the processes of dehumanization of work, deprive people of sovereignty, force them to exploit themselves, and lay the foundation for emotional ill-being and the growth of conflict.

Linking Workplace Incivility and Emotional Exhaustion: A Moderated Mediation Examination

Ignorance in cultivating a harmonious work culture and not addressing the negative misconduct at the workplace is highly undesirable for the organisations and taxing for individual and team-level performances. Drawing upon conservation of resources theory, a moderated mediation framework is hypothesised where workplace incivility predicts emotional exhaustion in employees, and organisational social capital is identified as a critical resource mediating the mechanism. In addition, irresponsible leadership is tested as a boundary condition influencing this relationship. A cross-sectional study using an online questionnaire collected data from a heterogeneous sample of 410 Indian service sector employees providing evidence for the hypothesised relationships. Results confirm that participants experiencing higher levels of incivility reported greater levels of emotional burnout. This outcome is affected by irresponsible leadership such that the higher the levels of irresponsible leadership, the more the social capital is undermined and emotional exhaustion rises in employees.

Healthy for some but not for all: The moderating role of BMI on perceived health climate–insomnia relationship

AbstractThis study examines the mediated relationship between perceived health climate and insomnia via exhaustion, and whether the mediation effect is weaker for individuals with higher body mass index (BMI). Results from multi‐wave field data revealed that perceived health climate negatively predicted insomnia through reduced exhaustion. Moreover, the mediation effect was weaker among people with higher BMI (obese individuals) than people with lower BMI (non‐obese individuals). This study expands our understanding of the workplace health climate and its unintended consequences for obese individuals. Also, it encourages practitioners to develop health climate promotion programmes that intend to reduce employee exhaustion first prior to specific behavioural changes and takes into account individual differences.

Influences of organizational climate, transformational leadership on employees’ emotional exhaustion, organizational citizenship behavior in real estate enterprises

In a business with strong competition as real estate, how to limit emotional exhaustion and increase organizational citizenship behavior of employees is an interesting question. Based on the theory of social exchange, the authors investigate the impact of organizational climate, transformational leadership on emotional exhaustion, organizational citizenship behavior of employees in real estate business. The qualitative research method was used to build the research model. The quantitative research method with partial least squares structural equation modeling (PLS-SEM) was used to analyze data of 193 employees in the real estate business. The results showed that both organizational climate and transformational leadership increase organizational citizenship behavior. However, while transformational leadership alleviates emotional exhaustion, the organizational climate enhances it. In practice, leaders need to have flexibility in leadership styles as well as businesses need to improve the working environment to help reduce employee fatigue and improve virtue civic behaviors.

Organizational health climate as a precondition for health-oriented leadership: expanding the link between leadership and employee well-being.

The link between leadership and employee well-being is long established. In particular, health-oriented leadership is discussed as a leadership style specifically promoting employee well-being. However, the preconditions of health-oriented leadership remain largely unexplored. From the perspective of conservation of resources theory, leaders can only provide resources when receiving some themselves. We propose that organizational health climate (OHC) is an important organization-based resource for a health-oriented leadership style. More specifically, we hypothesize that the relationship between OHC and employee job satisfaction and emotional exhaustion is mediated by health-oriented leadership. We thereby differentiate two levels of analysis: a within-team level and a between-team level. We examined 74 teams with 423 employees of childcare centers at three time points, each 6 months apart. By means of multilevel structural equation modeling, we found OHC to be a significant antecedent of health-oriented leadership at the between-team level. The relationship between OHC and employee job satisfaction was mediated by health-oriented leadership at the between-team level, but not at the within-team level. The relationship between OHC and employee exhaustion showed another pattern of relationships at the different levels of analysis, while it was not significantly mediated by health-oriented leadership. This indicates the value of differentiating between levels of analysis. We discuss the implications for theory and practice that can be drawn from our findings.