Employee Burnout Research Articles

Manifestations of emotional burnout in rehabilitation centers staff

Introduction. High emotional intensity of professional activities of rehabilitation centers staff, the need to constantly respond to unexpected non-standard pedagogical situations, the requirements for empathy and reflection in conditions of uncertainty, etc. determine the development of emotional burnout. Consequently, an employee suffering from emotional burnout cannot fulfill professional duties efficiently and solve tasks set by the organization. In this regard, it is necessary to understand the emotional sphere manifestations in employees of rehabilitation centers and organize appropriate preventive work. The purpose of this article is to summarize the data on studying the emotional peculiarities, to identify the manifestations of emotional burnout in rehabilitation centers employees. Materials and Methods. The methodological basis of the research includes studying the content of the phenomenon of emotional burnout with the focus on personal and professional self-fulfillment. In order to solve the research tasks the authors used analysis and generalization as theoretical methods and empirical methods, including testing, conversation, and methods of quantitative and qualitative data analysis. The sample consisted of 124 employees of rehabilitation centers in the Krasnodar Territory. Results. The article presents a theoretical overview and summarizes the results of studying the emotional sphere of rehabilitation centers employees. The study reveals the manifestations of emotional burnout, clarifies essential aspects of emotional disorders prevention. Conclusions. Emotional exhaustion, stress resistance disorders, tension, etc. are revealed as basic manifestations of emotional burnout in the research sample. The article concludes that prevention should be comprehensive and take into account the identified characteristics of emotional disorders.

Managing Change in Digital Media Companies: Addressing Unrealistic KPIs and Employee Burnout

This paper explores the role of communication and conflict resolution in managing change within digital media companies, with a focus on addressing unrealistic Key Performance Indicators (KPIs) and the 996 work culture. By applying insights from Michael Elwood Roloff's research on conflict and communication, the paper discusses the dynamics between mid-level leaders, employees, and top management. It presents strategies to manage employee resistance, enhance collaboration, and realign organizational goals with realistic expectations, promoting a healthier and more productive work environment.

Fostering Nurses’ Support in the Workplace: Addressing Job Burnout Among Malaysian Medical Doctors Working in Public Hospitals

Job burnout in employees is caused by individual factors, including demographic characteristics and nurses’ support. This study analyzed the relationship between nurses’ support and job burnout among medical doctors in Malaysian public hospitals. This research was a correlational study with a cross-sectional design. The research sample was 471 employees, using the non-probability sampling method with the purposive and quota sampling techniques. Data collection used the Abbreviated Maslach Burnout Inventory (aMBI) and nurses’ support items. The data in this study were analyzed using the Statistical Package Social Science (SPSS) and Partial Least Squares Structural Equation Modelling (PLS-SEM) software. Findings suggest that 77 medical doctors who participated in the study were from Hospital Pulau Pinang, from the Emergency Department, mostly female, ranging from 24-56 years old, single, and have an MBBS education level. The study assessed the measurement model’s loading, average variance extracted (AVE), and composite reliability (CR) where the loadings were above 0.60. AVEs were greater than 0.50 and CRs were greater than 0.708. Additionally, the bootstrap BCI LL (-0.079) and UL (-0.002) for nurses’ support and job burnout were not straddled a 0 in between. Job burnout had a negative association with nurses’ support. In particular, nurses’ support towards medical doctors lowers their risk of job burnout, which has a substantial impact on medical doctors’ overall well-being. The findings indicated that medical doctors who had complete support from their nurses performed their jobs more efficiently, displayed good task performance, and experienced less job burnout.

MSOR9 Presentation Time: 5:40 PM: Development and Utilization of a Brachytherapy Procedure Scoring System to Optimize Clinic Schedule, Reduce Employee Burnout, and Promote Patient Safety

MSOR9 Presentation Time: 5:40 PM: Development and Utilization of a Brachytherapy Procedure Scoring System to Optimize Clinic Schedule, Reduce Employee Burnout, and Promote Patient Safety

Community Policing Practice in the Nigerian Police: Implications of Employee Burnout

Community Policing Practice in the Nigerian Police: Implications of Employee Burnout

Community policing practice in the Nigerian police: Implications of employee burnout

The Nigerian police force's implementation of community policing has coincided with increased criminal activities, exacerbated by factors like high youth unemployment, inadequate healthcare, malnutrition, poverty, banditry, and intercommunal conflicts. Against this backdrop, this aimed at assessing how burnout affects the implementation of community policing within the Nigerian police force. It specifically aimed to explore how three dimensions of burnout—emotional exhaustion, personal accomplishment, and depersonalization—influence officers' adherence to and practice of community policing principles. By examining these factors, the study sought to provide a comprehensive understanding of how the psychological well-being of police officers impacts their ability to effectively engage in community-oriented policing strategies. Participants were 369 police personnel, which consisted of 266 males and 94 females, with a mean age of 36.6 years. The study adopted the cross-sectional research design. The Maslach Burnout Inventory (MBI), and the Community Policing Inventory were used as measures of burnout and community policing respectively. Three hypotheses were tested with the multiple linear regression. Results revealed that emotional exhaustion did not significantly predict the practice of community policing (β = -.087, t = -1.332, p = .184), accounting for 8.7% variability in the practice of community policing. Personal accomplishment did not significantly predict the practice of community policing (β = .113, t = 1.951, p = .052), accounting for 11.3% variability in the practice of community policing. Depersonalization significantly negatively predicts the practice of community policing (β = -.275, t = -4.425, p <.001), accounting for 27.5% variability in the practice of community policing. It was recommended that future studies investigate the mediating and moderating variables that can provide a deeper understanding of the intricate relationship between burnout and community policing in the Nigerian setting.

Linkages between service recovery system and customer justice perceptions: A multi-level model of employee service recovery performance.

Past research aimed at service recovery has focused on actions that are taken to retain customers, and the possibility of overcoming the mistakes of service delivery, though the multidimensional nature of the service recovery process has begun to move beyond the complaint handling process. In this paper, we identify the most important issues addressed in service recovery and present a framework for addressing them. We used an extensive integrative review methodology. Between 1988 and 2017 the number of articles in these journals was kept between 26 and 30. The majority took a business perspective to study services recovery, while a minority took an inter-disciplinarity perspective. The study's findings are expected to provide insights into the antecedents and consequences of service recovery performance, particularly how job resources and demands influence employee burnout and work engagement, which in turn affect service recovery performance and customer perceptions of justice. The research aims to contribute to the discourse on service recovery by building a multi-level model that explains the service recovery performance of frontline employees and the impact of the service recovery system on customer justice perceptions. Thus, this research is expected to contribute to robust conclusions on the antecedents and consequences of employee service recovery performance nested within the unit-level construct, i.e., the service recovery system.

Empowering sustainable workplaces: A perspective on employee well‐being in the light of the job demand resource model

AbstractAccentuated by unprecedented challenges, burnout has become a prominent concern affecting employee well‐being. The job demands resource (JD‐R) model suggests that job demands has the capacity to mitigate employee burnout. Nevertheless, there has been limited attention on the integration of the psychological and organisational processes contributing to such effect. This research aims to analyse the integrative role of psychological (i.e., employee self‐regulation) and organisational processes (such as the Human Resource Management system) in the JD‐R model to enhance well‐being in workplaces. Consistent with Sustainable Development Goal (SDG) 3 of the United Nations (‘healthy lives and well‐being’), the results of this research conducted in public sector hospitals suggest that job demands affect employee burnout through the mediation of employee coping (self‐regulation) strategies. Furthermore, the research enriches the existing literature by showing how employee self‐regulation and organisational Human Resource Management practices may alter the effect of job demands on burnout.

Merck Animal Health Veterinary Team study reveals factors associated with well-being, burnout, and mental health among nonveterinarian practice team members.

To assess the levels of burnout, well-being, and mental health of nonveterinarian employees of veterinary practices and, for context, compare them to veterinarians and the general population by use of validated instruments. An online survey of 2,271 nonveterinary practice employees drawn from members of the North American Veterinary Technicians Association, members of the Veterinary Hospital Managers Association, referrals from veterinarian respondents to a companion survey, and a large hospital group that owns several hundred US veterinary practices. The study was fielded from September 11 to October 9, 2023. A majority of practice team members were satisfied with their work in veterinary medicine. However, serious psychological distress was twice as prevalent among team members as among veterinarians and well-being was lower than that of veterinarians. Burnout was similar to veterinarians. Personality played a role: team members on average were more likely to score higher in neuroticism than veterinarians and the general population, and neuroticism was a predictor of low well-being, poor mental health, and burnout. There was also evidence of substantial financial stress among team members. Serious psychological distress was common among practice team members. Financial stress may play a role. Burnout and low levels of well-being were also common. This study provided a useful profile of the psychological conditions that many practice employees may be experiencing.

Second Version on A Centralized Approach to Reducing Burnouts in the IT industry Using Work Pattern Monitoring Using Artificial Intelligence Using MongoDB Atlas and Python

Industry burnout is interlinked with cultural, individual, physical, or emotional exhaustion, and social factors, the resolution of which requires the technology-driven trends in the workplace and the technologies such as work pattern monitoring and Artificial Intelligence that can deal with large amounts of data. Industries face a gigantic problem i.e., employee burnout which can charge a firm loss in numerous hours and thousands of dollars every year. The more advanced companies use work pattern monitoring using Artificial Intelligence to make their employees work more professionally. In this research my attempts to understand the development and leadership, on the effects of work pattern monitoring using Artificial Intelligence technology on information technology organizations (Sasibhushan Rao Chanthati, 2022). In this updated second version, the data of the employees will be stored on a cloud server with governance & compliances. The study discussed the development of methods which are configured as two different system interfaces, which are of minimum valuable product (MVP) and the results obtained from the two approaches. The system will provide work pattern monitoring via the ‘Real-Time Database – MongoDB Atlas’ which will synchronize the employee burnout data to improve the employee experience. This research also illustrates the advantages and disadvantages of the proposed solutions. “Burnout Detection Mechanism” that will help Industry management and Human Resource Management to manage the emotional state of the employees, understanding their real state. The study conducted a self-survey, and the outputs of the surveys are explained in this paper. The sample data we are using is mainly focused on information technology employment perception.

Attributes of Organizational Culture as Predictors of Employee Burnout: A Brief Review

Attributes of Organizational Culture as Predictors of Employee Burnout: A Brief Review

A Study on the Mediating Role of Work-Family Conflict in the Effect of Workload Perception on Professional Burnout of Employees in the Energy Sector

Abstract Previous research could not yield consistent results concerning the relationship between workload perception and dimensions of professional burnout. The present work examines the mediating role of work-family conflict (WFC) in the relationship between workload perception and the dimensions of professional burnout (emotional exhaustion, depersonalization, and lack of personal accomplishment). The population of this study consists of employees employed in 21 electricity distribution companies operating in the energy sector in Turkey. 221 usable data were obtained through the survey method. The data were tested with the SmartPLS 4 analysis program. The analysis found a significant positive relationship between workload perception and emotional exhaustion, depersonalization, and WFC. However, no significant correlation between workload perception and lack of personal accomplishment could be identified. Moreover, the study results confirmed a significant positive relationship between WFC and the three dimensions of professional burnout. Considering the mediating relationships, it was revealed that WFC plays a complementary partial mediating role in the relationship between workload perception and emotional exhaustion and depersonalization. Likewise, the full mediating role of WFC in the relationship between workload perception and a lack of personal accomplishment was confirmed. This research contributes significantly to literature and practice by showing that lack of personal accomplishment develops when workload perception turns into WFC.

Technological work burnout: conceptualization, measure development and validation

PurposeAs workplaces increasingly integrate digital technologies, understanding their impact on employee burnout has become imperative. This paper introduces the Technological Work Burnout Scale (TWBS), an innovative tool developed to measure the influence of technology on workplace burnout.Design/methodology/approachTo bridge the existing gap in this area of study, our research employed Hinkin’s (1998) psychometric methodologies, creating a structured process for developing the TWBS, which included initial item generation, item reduction with reliability estimation, confirmatory factor analysis and tests for both convergent and discriminant validity. By applying these procedures, we validated the scale across various professional settings (in three different samples), ensuring its robustness and applicability in diverse technological work environments.FindingsThe TWBS demonstrates a consistent unidimensional structure, effectively capturing the multifaceted nature of burnout in the digital age.Originality/valueThrough this scale, we provide insights into how technology influences employee well-being and organizational health, offering a valuable tool for organizations to assess and manage the growing issue of technological work burnout. Our study not only enriches the academic understanding of burnout in the context of technological integration in workplaces but also offers practical implications for addressing this critical concern.

The Effect of High Performance Work System on Intention to Leave and Safety Workarounds: The Role of Burnout as Mediation and Mentoring & Coping Mechanism as Moderator

This study aims to analyze the influence of High Performance Work System (HPWS) on intention to leave and safety workarounds, with the role of burnout as a mediation variable and mentoring and coping mechanism as a moderator variable. The study was conducted on non-doctor employees at the Diponegoro National Hospital, Semarang. The method used is a quantitative approach with data collection techniques through questionnaires distributed to respondents. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results of the study show that HPWS has a negative influence on burnout, which means that the implementation of HPWS can reduce the level of emotional fatigue of employees. In contrast, burnout has a positive effect on intention to leave and safety workarounds, indicating that employees who experience burnout are more likely to want to leave the company and ignore work safety procedures. In addition, burnout acts as a mediator between HPWS and the two variables. Good HPWS implementation is able to reduce burnout, thereby reducing employee intentions to move and increasing compliance with safety procedures. The conclusion of this study is that the effective implementation of HPWS can reduce employee burnout, reduce the desire to leave work, and increase compliance with occupational safety. Mentoring and coping mechanisms play an important role in strengthening the positive effects of HPWS.

Understanding workplace incivility in hospitality: Challenges and pathways to positive work environments

Workplace incivility in the hospitality sector is a pervasive issue with significant implications for employee well-being and organizational dynamics. This systematic literature review (SLR) aims to comprehensively examine the phenomenon of workplace incivility within the hospitality industry, focusing on its antecedents, consequences, mediators, and moderators. Through meticulous data gathering, organization, and evaluation, a total of 99 relevant articles were identified and analyzed. This review revealed that customer incivility, exacerbated by the COVID-19 pandemic, poses substantial challenges for frontline workers, leading to heightened stress levels and exacerbating existing strains. Moreover, employee-to-employee and supervisor-to-employee incivility perpetuate a cycle of hostility within service environments. While previous research has explored the impact of incivility on employee burnout and turnover, there is still a lack of research on the root reasons for rude behavior by service personnel. Additionally, the review highlights the potential of mindfulness practices in reducing the negative consequences of workplace incivility and promoting employee well-being, job satisfaction, and proactive service performance. By synthesizing existing research and identifying knowledge gaps, this SLR provides valuable insights for future research endeavors and offers pragmatic solutions for hospitality managers grappling with the challenges posed by workplace incivility.

IMPACT OF GOSSIP IN WORKPLACE ON JOB BURNOUT MEDIATED BY THE EMPLOYEE'S SILENCE

The research reviews the nature of the impact of gossip in the workplace, with its dimensions, on the dependent variable, job burnout, mediated by the employee’s silence with its dimensions, through analysing the relationship between the dimensions of the variables. The research aims to help the researched organization address job burnout. The research began with a problem that included questions, including (the extent of the researched organization’s interest in addressing the impact of Gossip) and the results showed this through the importance of the research. Using a questionnaire form, a purposive sample (all teachers) of (282) teachers was adopted in the College of Education for Human Sciences / University of Kerbala. At the same time, the statistical tools were represented by linear regression, correlation coefficient, structural equation modelling, and path analysis. Structuring the equation, a set of conclusions was obtained, the most important of which was (that increasing gossip in the workplace in the presence of employee silence leads to a high increase in employee burnout). The most important recommendation was (the need for the studied institution to work to reduce the level of gossip at work, burnout, and employee silence. Following the following administrative practices (development and training, empowerment, incentives and rewards, organizational justice, credibility, managing relations between employees, and administrative trust), not only setting codes of ethical behaviour and urging employees to adhere to them, as well as conducting educational guidance workshops and training courses on negative and deviant behaviours in a way In general and gossip in particular, about its dangers and causes on society and the institution studied.

Impact of Big Five Personality on Employee Burnout: A Mediated Analysis through Psychological Empowerment

Burnout has become a much-discussed mental health problem in modern society. Although burnout can occur in many professions, research in the industry sector is limited. This study aims to determine the mediating effect of Psychological Empowerment on the relationship between Big Five personality and burnout. This research combines explanatory research methods with quantitative methodology. The population of this study were all employees of PT Telkom Access, totalling 125 people. The measurements used in this study are the Big Five Inventory (BFI) scale, Burnout Assessment Scale (BAT), and Psychological Empowerment Scale. The results showed that the big five personality significantly affect burnout. Dimensions that affect burnout are conscientiousness and neuroticism, while extraversion, agreeableness, and openness to experience are not significant. The effects of extraversion, agreeableness, and openness to experience burnout were weak in this study, although many previous studies have supported the relationship between these two variables. The test results of the mediating role of Psychological Empowerment show that the dimensions of conscientiousness and openness to experience influence burnout most, followed by the dimensions of extraversion, agreeableness, and neuroticism. Thus, the mediation of psychological empowerment is proven effective in playing the big five personality relationship with burnout. This study has limitations that must be addressed. First, the model has limited work resource and demand variables as the study focuses on individual variations rather than job features. Secondly, as this study used self-reported surveys, shared method variance may be the cause of the relationship.

‘Fostering resilience: the impact of supportive organizational culture on mitigating burnout in early childhood educators’

ABSTRACT Caring for toddlers is a demanding profession that could lead to negative emotions and behaviors. The objective of this study was to examine the impact of a positive organizational climate, job satisfaction, and self-efficacy on burnout and commitment, in turn leading to the reporting of misconduct and turnover intentions among childcare teachers. The study included 1,190 female childcare teachers from 119 daycare centers throughout Israel. The findings indicate that workload contributes to burnout (B = -.27; SE = .02) and dissatisfaction (B = .60; SE = .01). Furthermore, the findings suggest that a positive organizational climate and strong employee-employer relationship are negatively correlated with employee burnout (r = −0.356; p < 0.001; r = −0.178; p < 0.001). The more supportive the organizational climate the less likely that employee burnout will occur. The study concludes that nurturing a supportive organizational climate and building a strong employee-employer relationship can reduce employee burnout and its consequences.

Burnout in the Digital Age: Rethinking Workplace Culture for Well-Being and Retention

This article explores how digital workplace cultures can enable or diminish employee burnout and retention. The article argues that the rise of constant digital connectivity has blurred boundaries between work and personal life, enabling overwork as the norm. Two key stressors exacerbated by digital workstyles - the inability to disconnect from work and information overload - are shown to directly contribute to burnout risks like emotional exhaustion. The impacts of burnout on individual well-being as well as organizational costs relating to disengagement, turnover and lost intellectual property are examined. The article then discusses how systemic culture change interventions focusing on boundary setting, workload management, supportive leadership and collective well-being can help companies address burnout by shifting priorities towards sustainable employee engagement.

NAVIGATING SERVICE INNOVATION: INVESTIGATING THE STAGES OF INNOVATION PROCESS IN TELECOMMUNICATION INDUSTRY

This research explored the stages of service innovation within the telecommunications industry, specifically examining PT Telkom Indonesia Datel Temanggung. Using a qualitative approach that included observation and interviews with five employees, the research identified a six-stage process for service innovation: opportunity identification, idea management, concept development, pilot test, launch, and learning. The results highlighted significant challenges faced during the innovation process and emphasized the importance of customer involvement. Additionally, service innovation at PT Telkom had crucial managerial implications, requiring careful evaluation to ensure profitability and customer satisfaction. Managers must navigate the innovation timeline to balance stakeholder impact and avoid employee burnout. Phased rollouts and targeted marketing were recommended strategies to keep customers informed and engaged throughout the innovation process.