High Job Burnout Research Articles

The Design and Development of Staff Wellbeing Initiatives: Staff Stressors, Burnout and Emotional Exhaustion at Children and Young People's Mental Health in Australia.

Mental health work presents problems for staff over and above those encountered in other organisations, including other areas of healthcare. Healthcare workers, in particular mental health workers, have poorer job satisfaction and higher job burnout and turnover compared with established norms for other occupational groups. To make sense of why healthcare workers experience high levels of burnout, a strong body of literature points to the emotionally demanding nature of people-work. The negative effects of mental health work on employee health can be mitigated by the provision of appropriate job resources and wellbeing initiatives. As to develop initiatives that appropriately target staff sources of stress and needs, it is important to engage staff in this process. As such, Children and Young People's Mental Health (CYPMH) and headspace Gosford, in Australia, New South Wales (NSW), developed a survey to identify how staff experience and manage the emotional demands of mental health work, what they identify as key stressors and which initiatives they would like to see implemented. Fifty-five staff (response rate of 73 %) completed the survey, and the results suggest that while staff find the work emotionally demanding, they do not appear to be emotionally exhausted and report administrative rather than client issues as their primary concerns. While a strong body of literature identifies the management of emotions in the workplace as a significant cause of stress, organisational stressors such as working in a bureaucratic environment are also important to understanding staff wellbeing.

Cause analysis of high job burnout among staffs at community health service centers

To explore the current status of job burnout among 1210 staffs at local community health stations and analyze its influencing factors with multiple logistic regression analysis.The regression model of high emotional exhaustion had statistical significance (SE =0.070,P =0.000).The possibility of high emotional exhaustion was negatively correlated with the satisfaction of organizational commitment,rules and regulations,cooperation between colleagues,satisfaction of job nature and family supports.And it had a positive correlation with supports from family and colleagues and satisfaction of welfare.The regression model of high depersonlization had statistical significance (SE =0.072,P =0.000).The possibility of high depersonlization had a negative correlation with organizational commitment,cooperation between colleagues,satisfaction of job nature and smooth communications with leaders and family.And it was positively correlated with compensation,promotion,satisfaction of welfare and smooth inter-colleague communications.The regression model of highly reduced personal accomplishment had statistical significance (SE =0.061,P =0.000).The possibility of highly reduced personal accomplishment had a negative correlation with satisfaction of superiors,job category and communication,age,smooth communications with leaders and family.And it was positively correlated with satisfaction of compensation. Key words: Fatigue; Community health services

Job satisfaction level among human resource employees: Malaysia’s perspective

Determining the job satisfaction level of employees is essential as job satisfaction is an important element that can affect the total operation or production of an organization. This study investigates four predictors (demographic, employee relationship with management, compensation and benefits, and working environment) as independent variables to job satisfaction among 150 human resource (HR) employees who work in the manufacturing industry in Malaysia. Job descriptive index (JDI), Minnesota satisfaction questionnaire (MSQ), employee benefits survey sample and Direct Support Professional (DSP) job satisfaction questionnaire are employed to develop the self-administered questionnaire for this study. The Pearson correlation coefficient results indicate that there is a positive relationship between all the three predictors and job satisfaction. Taking a closer look, the multiple regression results show that employee relationship with management has a greater influence on job satisfaction compare to the remaining two predictors. The analysis of variance (ANOVA) and t-test analyses suggest that, there are significant differences between the age group, the number of year of services, education level and job satisfaction. This study sheds light on the major factors affecting the level of job satisfaction among HR employees, a group that is not frequently researched. The findings imply that employers are required to formulate appropriate long term plans to avoid high turnover and/or job burnout among employees. Key words: Job satisfaction, employee relationship with management, compensation and benefits, working environment, HR employees, manufacturing industry, Malaysia.

The association between sleeping time, shift work and risk of high job strain and burnout among nurses

ObjectivesThe aim of this study was to determine whether sleeping time of working days and the percentage of night shift are associated with nurses' job strain and burnout.MethodsWe recruited female...

Influence of Sociodemographic Factors on Job Burnout and Satisfaction among Eritrean Medical Workers.

Background: Job dissatisfaction and burn out are not an uncommonoccurrences among hospital workers. The two phenomena may be relatedto each other and to demographic variables. Aim: The present investigation was planned to determine the influence of job burnout, sex, age and marital status on job satisfaction among medical personnel.Method: The sample consisted of 120 employees working in hospitals ofEritrea, Asmara, North East Africa, selected randomly. Job satisfactionscale developed by Singh (1987) and Maslach and Jackson (1981) jobburnout inventory were administered to collect the data .The data wereanalyzed using means, standard deviations and students’ ‘t’ test. Result: The results revealed that (i) low job burnout employees showed greater degree of job satisfaction than high job burnout employees (ii) female medical personnel showed significantly greater degree of job satisfaction than male counterparts (iii) younger group of employees showed significantly higher level of job satisfaction than older employees and, (iv) married employees found significantly more job satisfaction than their unmarried counterparts. Conclusion: The study suggested that the improvement in opportunities to grow, salary and working conditionswould help increase the level of job satisfaction of medical personnel.Key Words: Job Satisfaction; Job Burnout; Satisfier; Dissatisfiers, Eritrea

Impact of job burnout, age and marital status on job involvement among banking employees in Eritrea

The present study was aimed to explore the effect of job burnout, age and marital status on job involvement among banking personnel. The sample consists of 100 employees working in banks of Eritrea, Asmara, North East Africa, selected randomly. Job involvement scale developed by Lodhal and Kejner (1965) and Maslach and Jackson (1981) job burnout inventory were administered to collect the data .The data analyzed by using Means, Standard Deviations and ‘t’ test. The results revealed that (i) low job burnout employees showed greater degree of job involvement than high job burnout employees (ii) younger group of employees showed significantly higher level of job involvement than older employees and, (iii) married employees found significantly more job involved than unmarried counterparts.