Objective: To explore the impact of narrative medicine writing intervention on the empathy ability and job burnout of residents undergoing standardized training in oncology (referred to as “standardized training”), and to provide empirical evidence for optimizing the standardized training system in oncology. Methods: A total of 70 trainees who received standardized training in the oncology department of our hospital from January 2024 to June 2025 were selected as the study subjects. They were divided into an observation group and a control group with 35 cases each according to the random number table method. The control group received routine standardized training in oncology, while the observation group received additional narrative medicine writing training on the basis of routine standardized training. Baseline data of the two groups were statistically analyzed, and the empathy ability and job burnout levels of the trainees in both groups were evaluated before the intervention (January 2024) and after the intervention (June 2025), respectively. Results: Before the intervention, there were no statistically significant differences in demographic characteristics such as gender, age, educational background, and rotation duration between the two groups of trainees (all P > 0.05). After the intervention, the total score and scores in each dimension of the JSE-HP in the observation group were significantly higher than those in the control group, and the scores in the observation group after the intervention were significantly higher than those before the intervention (all P < 0.001). After the intervention, the scores in the dimensions of emotional exhaustion and cynicism in the observation group were significantly lower than those in the control group, while the score in the dimension of reduced professional efficacy was significantly higher than that in the control group. Moreover, in the observation group, the scores in emotional exhaustion and cynicism decreased significantly after the intervention, and the score in reduced professional efficacy increased significantly (all P < 0.001). After the intervention, the total score of the JSE-HP in the observation group showed a significant negative correlation with the emotional exhaustion dimension of the MBI-GS (r = -0.664, P < 0.001), a significant negative correlation with the cynicism dimension (r = -0.571, P < 0.001), and a significant positive correlation with the reduced professional efficacy dimension (r = 0.425, P < 0.001). Conclusion: Narrative medicine writing can effectively enhance the empathy ability of trainees in standardized training programs for oncology and reduce their level of job burnout, making it worthy of promotion and application in the standardized training system for oncology.

Compassion fatigue, often referred to as the “cost of caring,” reflects a form of empathy deficit. However, it remains unclear whether it stems from a diminishment in empathic ability, empathic motivation, or both. To address this gap, we developed a hierarchical regression and structural equation model using survey data from 1,161 kindergarten teachers. The findings revealed that both empathic ability and empathic motivation significantly and negatively predicted compassion fatigue. Specifically, job burnout was negatively predicted by both empathic ability and empathic motivation, whereas secondary stress was negatively predicted by empathic motivation but not by empathic ability. Theoretical and practical implications, along with directions for future research, are discussed.

Background: Pharmacists in Saudi Arabia are assuming increasingly diverse and specialized roles amid rapid healthcare transformation. However, evolving expectations and expanding responsibilities may influence their job satisfaction, well-being, and career stability. This study aimed to assess job satisfaction, burnout, well-being, and career intentions among pharmacists across multiple practice sectors in Saudi Arabia. Method: A nationwide cross-sectional survey was conducted between December 2024 and January 2025 using an electronic questionnaire distributed to licensed pharmacists. The instrument assessed mental well-being, job satisfaction, burnout, workplace environment, and career mobility. Descriptive and inferential analyses were performed using SPSS version 20.0. Results: A total of 531 pharmacists completed the survey; 65% were male, and 89.3% were Saudi nationals. Sector distribution differed significantly by gender (p < 0.001): females were more represented in clinical and hospital pharmacy, while males predominated in the pharmaceutical industry–related roles. Male pharmacists reported higher work environment scores (p = 0.028) and greater sector mobility (34.2% vs. 23.7%, p = 0.012). Approximately 30.5% of participants had changed their employment sector at least once. Community pharmacists reported the highest burnout levels, whereas those in regulatory and administrative roles demonstrated the greatest job satisfaction (both p < 0.001). Participation in professional development showed strong positive associations with job satisfaction and intention to remain in the current role. Conclusions: Marked variations exist in pharmacists’ well-being, satisfaction, and career mobility across sectors in Saudi Arabia, with notable gender differences. Enhancing professional development, ensuring equitable work environments, and promoting sector-specific support strategies may help inform discussions on pharmacist engagement and retention within the evolving national healthcare system.

Perceived stress, sickness presenteeism, job burnout, and turnover intention among nurses: A cross-sectional survey.

ABSTRACT Professional efficacy among Nigerian prison officers reflects their ability to work effectively with coworkers and inmates despite correctional challenges, and a low personal efficacy is a dimension of job burnout. Using the job demands and resources model, this study examined how job demands, such as fear of victimization, role overload, and routinization, and job resources, such as training views, supervision, and instrumental communication, affect efficacy. Survey data from 120 officers in southeastern Nigeria were analyzed with Ordinary Least Squares (OLS) multivariate regression. Routinization was associated with lower efficacy, while supervision and instrumental communication were associated with higher levels. The findings highlight the role of job variety, supportive supervision, and open communication in sustaining officers’ professional efficacy.

To examine the occupational experiences and well-being of laboratory animal professionals, with particular focus on the impact of perceived animal welfare, euthanasia experiences, and other factors on job fulfillment, burnout, and life satisfaction. An online survey was distributed to members of the American Association for Laboratory Animal Science from February to April 2025. The survey assessed demographics, work characteristics, euthanasia experiences, mental health impacts, organizational support, perceptions of existing regulations, perceived animal welfare, and potential adoption policies. Multiple regression analyses evaluated predictors of workplace well-being measures. Of 339 respondents, participants were predominantly White female (76%) veterinarians (38%), with a mean age of 42 years and > 11 years of experience (56%). Most participants (77%) reported envisioning long-term careers in laboratory animal research. Euthanasia conducted at least monthly was common (46%), and 57% reported negative mental health impacts from euthanasia participation. Although 69% felt well trained technically for euthanasia, only 23% felt emotionally prepared. Thirty-two percent experienced burnout, while 41% reported professional fulfillment. Perceived animal welfare and satisfaction with debriefing significantly predicted higher job fulfillment and lower burnout. Satisfaction with debriefing also predicted greater life satisfaction. Results suggest that well-conducted debriefings following critical incidents and high animal welfare standards may improve job fulfillment and reduce burnout among laboratory animal professionals. Given the emotional demands of laboratory animal work and high rates of euthanasia participation, implementing quality debriefing processes and ensuring animal welfare could significantly improve professional well-being.

Nursing staff shortages and the loss of nursing talent resources remain persistent global challenges. Work stress, job satisfaction, and occupational burnout are key factors influencing nursing staff turnover intentions. Examining the interrelationships among these four variables can provide deeper insights into turnover issues among critical care nurses. To examine the relationship between work stress and turnover intention among nurses in intensive care units. Additionally, this study aims to explore the mediating roles of occupational burnout and job satisfaction, thereby investigating the underlying mechanisms linking work stress, job satisfaction, occupational burnout, and turnover intention within the nursing population. A cross-sectional survey was conducted among 257 intensive care unit nurses. Study variables included job stress, job satisfaction, occupational burnout, and turnover intention. Key data underwent bivariate Spearman correlation analysis and mediation analysis using SPSS 27.0 and R 4.4.2. Job stress was negatively correlated with job satisfaction (r = -0.704, p < 0.01) and positively correlated with burnout (r = 0.616, p < 0.01) and turnover intention (r = 0.758, p < 0.01). Job satisfaction significantly negatively influenced turnover intention (r = -0.742, p < 0.01), while occupational burnout significantly positively influenced turnover intention (r = 0.663, p < 0.01). The structural equation model demonstrated good fit (χ 2/df = 2.55; CFI = 0.93, TLI = 0.92; RMSEA = 0.077). Job stress significantly and directly influenced turnover intention (β = 0.23, p = 0.003), while job satisfaction (β = 0.098, 95% CI: 0.046-0.153) and occupational burnout (β = 0.083, 95% CI: 0.045-0.132) concurrently mediated the relationship between job stress and turnover intention. In the overall effect of work pressure on turnover intention, indirect effects (through job satisfaction and burnout) collectively account for 56.56%, while direct effects account for 43.44%. This study examined the relationship between job stress and turnover intention, as well as the direct and indirect effects of enhancing job satisfaction and reducing occupational burnout on lowering nurses' turnover intention. It provides theoretical foundations and practical implications for mitigating nurse turnover issues.

A sequential mediation model linking workplace environment and work well-being via job resources and burnout among trainers in Malaysia’s Ministry of Health Training Institutes

ABSTRACT The well-being of police officers is important, and life satisfaction is a salient aspect of that well-being. Policing is a demanding occupation, and job burnout is a very real possibility. The current study explored how the burnout dimensions of emotional exhaustion, depersonalization, and a reduced sense of personal accomplishment at work were related to the life satisfaction of police officers. The data came from 827 officers working in the Rohtak and Sonipat districts in the State of Haryana in India. OLS regression analysis indicated that emotional exhaustion and a reduced sense of personal accomplishment at work had significant associations with lower life satisfaction; however, depersonalization’s association was nonsignificant. Reducing the incidence of job burnout and improving life satisfaction in police officers should be goals.

Due to the coronavirus disease 2019 (COVID-19) epidemic, nurses on the front line of caring for infected patients are always faced with many job stressors, and one of the most inevitable consequences is job burnout, which can cause challenges for work engagement. This study used structural equation modeling to determine the effects of psychological capital and perceived social support on job burnout and work. This study was a cross-sectional design. 306 nurses on the frontline of the fight against COVID-19 in the public hospitals of Mazandaran University of Medical Sciences were selected by multi-stage random stratification. The data collection process lasted from September 19 to November 19, 2021. To collect data from Zimet's perceived social support questionnaire, Lutans' psychological capital questionnaire, Utrecht work engagement scale, and Maslach's burnout inventory. More than half of the people were women, married, under 40 years old, with a bachelor's degree, with over 10 years of work experience, and over one year of experience in the COVID-19 departments. The fit indices of the research model were favorable (goodness‑of‑fit [GOF]&gt;0.529), and the research model fit was confirmed. Also, based on the path coefficient, there was a significant negative relationship between perceived social support with job burnout (β=-0.115) and between psychological capital with job burnout (β=-0.503), and a significant positive relationship between perceived social support with work engagement (β=0.132) and between psychological capital with work engagement (β=0.607) (P˂0.05). Considering the inevitable effect of perceived social support and psychological capital on reducing job burnout and increasing work engagement, our findings can be used to develop the occupational health of employees and then to develop the quality of health care services by health managers and policymakers. Also, interventions based on social support and psychological capital can be identified and studied as a new area for effective psychological interventions among nurses.

Introduction: Occupational Safety and Health (OSH) is important to prevent accidents and fatigue experienced by 32,8% of workers, while in the aviation industry, the shortage of technicians and 24-hour shift work system increases the risk of fatigue that impacts the safety and quality of aircraft maintenance. Method: This research is an analytical observational study with a cross sectional quantitative approach to 106 of 145 Aircraft Maintenance Engineers at Sultan Hasanuddin International Airport Makassar, using KAUPK2, NASA-TLX, PSQI questionnaires, as well as pulse oximeter and BMI measuring instruments, with chi-square analysis and logistic regression through SPSS. Results: The results showed a significant relationship between several variables with work fatigue, namely age (p=0,001) tenure (p=0,002) smoking habits (p=0,000), sleep quality (p=0,002) marital status (p=0,000) physical workload (p=0,000) and mental workload (p=0,008). The logistic regression model proved feasible (p=0,000) and was able to explain 47,6% of the variation in work fatigue, with the most influential variables being age, marital status, physical workload, and smoking habits.Conclusion: This study concludes that job burnout in Aircraft Maintenance Engineers is significantly influenced by age, smoking habits, physical workload, and marital status, thus workload management, quality of life improvement, and work-family balance support need to be prioritized.

A BSTRACT Background: Traffic congestion is a growing concern in urban environments, often linked to adverse mental health outcomes. In Riyadh, Saudi Arabia, frequent congestion may significantly impact commuters’ psychological well-being. This study aims to assess the association between traffic congestion and mental health, including the influence of demographic factors and coping behaviors among adult commuters. Methods: A cross-sectional study was conducted using a validated, self-administered online questionnaire. A total of 548 participants responded. Data were analyzed using SPSS to identify key associations between traffic congestion and mental health indicators. Results: Among respondents, 58.6% were male and 64.6% aged 18–25 years. Despite regular exposure to traffic congestion, 39.1% reported high psychological well-being, while 15.3% reported low levels. Low well-being was significantly associated with longer commute times, perceived mental health impact of traffic, stress or anxiety related to rush-hour travel, altered social interactions, job burnout, decreased social engagement, and intentions to relocate or change jobs. Conclusion: Traffic congestion negatively affects mental health among Riyadh commuters, particularly through extended commute durations and stress-related symptoms. These findings highlight the need for urban planning and transportation policies that reduce congestion and enhance mental well-being across urban populations.

BackgroundExcessive workload, a key workplace stressor, occurs when job demands exceed employees' physical and mental capacities because of limited resources and time.ObjectiveThrough a meta-analysis, we examined the correlations of workload with personality traits, perceived negative and positive behaviors, and organizational factors.MethodsWe conducted a meta-analysis of 106 Taiwanese studies on workload published from 1999 to 2022.ResultsWorkload was positively correlated with personality traits and organizational factors; individuals with certain traits or organizational environments experienced elevated workload. Furthermore, workload was positively correlated with perceived negative behaviors, such as job stress and burnout, but negatively correlated with perceived positive behaviors, such as job satisfaction and well-being. These results highlight the complex and multidimensional effects of workload on employees and organizations.ConclusionsThis study offers a comprehensive econometric analysis of workload in the Taiwanese context and underscores the importance of effective workload management in enhancing employee well-being and organizational efficiency. Practical recommendations include optimizing task allocation on the basis of individual personality traits, implementing supportive organizational policies, and fostering a positive work culture. Future studies should explore additional moderating variables and compare domestic and international data to gain deeper insights into workload dynamics.

Physical education (PE) teachers are essential in promoting physical activity and healthy lifestyles. Yet, they confront significant challenges, including inadequate educational resources, limited professional development, and struggles in catering to students' varied demands. Furthermore, the absence of institutional support and recognition frequently results in feelings of undervaluation, contributing to job dissatisfaction and burnout. These problems, combined with heavy workloads, create a cycle of stress and reduced effectiveness. This study aims to identify challenges and future directions in and provides insights into improving support systems and professional development opportunities to enhance the effectiveness of PE teachers. This study employs a mixed-methods approach, integrating quantitative surveys and qualitative interviews to gain a comprehensive understanding of the issues. Data were collected from 50 sports educators in Beijing. Surveys assessed resource availability, workload, and training needs, while semi-structured interviews explored daily challenges and coping strategies. The study reveals that participants cited inadequate resources and a scarcity of professional growth opportunities. Three key themes: 1) Addressing Varied Student Proficiency Levels: Educators face challenges in adapting instruction to meet the diverse needs of students. This often results in uneven academic progress, as teachers find it difficult to provide equitable support for students at different proficiency levels. 2) Insufficient Administrative Support: Many participants emphasized that the lack of adequate administrative backing has hindered the implementation of effective educational reforms. Educators reported feeling undervalued and unsupported, citing insufficient institutional recognition and resources as key factors contributing to low morale and reduced effectiveness in their roles. 3) Burnout from Excessive Workloads: A significant number of educators reported experiencing chronic burnout due to overwhelming workloads and competing demands. This burnout adversely affects their mental and physical well-being, ultimately diminishing their job performance and ability to engage with students. This study reinforces existing concerns about resource shortages and professional development gaps in, while also highlighting burnout and inadequate administrative support as critical issues. These findings align with previous research but further emphasize the need for systemic policy changes. Key limitations include sample size constraints and potential geographic bias. Future research should broaden its scope to diverse regions and examine the long-term impacts of targeted interventions. From a practical standpoint, these findings underscore the necessity of increased funding, comprehensive professional training, and stronger institutional support to enhance the quality and sustainability of.

This study investigates the combined predictive role of Organizational Climate and Job Burnout on Workplace Deviant Behavior (WDB) within the under-researched context of the Nigerian para-military sector. Addressing a significant gap in the literature regarding the antecedents of misconduct among security personnel, the research employed a correlational design using data collected from 300 officers of the Civil Defense Corps in Oyo State, Nigeria. Standardized instruments (OCM, MBI, and WDM) were used, and data were analyzed via Pearson Product Moment Correlation and Multiple Regression. Results confirmed a significant inverse relationship between Organizational Climate and WDB (r = -0.529, p &lt; 0.001) and a significant positive relationship between Job Burnout and WDB (r = 0.481, p &lt; 0.001). The combined model was highly significant (F (2, 297) =75.617, p &lt; 0.001), accounting for 33.7% of the variance in WDB. Furthermore, Organizational Climate emerged as the stronger unique negative predictor (beta = -0.382) compared to Job Burnout (beta = 0.282). The study concludes that the quality of the organizational environment and the level of chronic occupational stress are critical, measurable factors driving misconduct. Structural interventions to foster a positive organizational climate should be prioritized as the primary strategy for WDB mitigation in high-demand security organizations.

Background. Physiotherapists are integral to the development of Saudi Arabia's healthcare system; however, their quality of life (QoL) and work-related well-being have not been comprehensively examined. Identifying determinants such as job satisfaction, burnout, workload, cultural adaptation, and professional recognition is critical to maintaining a resilient, motivated workforce. Method. This narrative literature review synthesised evidence regarding QoL among physiotherapists in Saudi Arabia. Systematic searches of PubMed, Scopus, Web of Science, and Google Scholar (2010–2025) identified English-language empirical studies conducted in Saudi Arabia or involving cross-national comparisons. Study selection adhered to a PRISMA-style process with independent validation. Data were systematically extracted on study design, sample characteristics, QoL measures, and key outcomes, and findings were synthesised thematically within national and global contexts. Results. Fourteen studies met the inclusion criteria. Saudi physiotherapists reported moderate to high occupational stress, primarily due to heavy workloads, ambiguous career progression, and inconsistent organisational support. Expatriate physiotherapists, who represent a significant portion of the workforce, encountered additional challenges related to cultural adjustment, communication, and inconsistent orientation practices. International comparisons revealed similar QoL concerns globally, although healthcare reforms under Vision 2030 present unique contextual influences in Saudi Arabia. Significant gaps persist in national data regarding burnout prevalence, mental well-being, and work-life balance. Conclusion. The QoL of physiotherapists in Saudi Arabia is influenced by the interplay of workload, organisational, and cultural factors. Strengthening professional support, career development opportunities, and workforce policies may enhance well-being and retention. Further large-scale, methodologically robust studies are necessary to inform evidence-based workforce planning and policy.

This study seeks to assess the outcome of job demands on employees’ job performance, specifically the mediating role of job burnout and the moderating role of hope in the banking industry of Pakistan. This study draws on the Job Demand-Resource (JD-R) model which posits that high job demands may lead to burnout, which in turn negatively impacts performance. Using a quantitative research approach, the study gathered information from a sample of employees of different banks in Pakistan. The analysis revealed that employees’ job demands positively correlate with job burnout which shows that employees with high job demands are at a greater risk of burnout. Moreover, results indicate that job burnout negatively affects employees’ job performance and thereby hampers their ability to perform tasks of their role. The study also establishes the mediating influence of job burnout on the association of job demands and job performance, thereby deducing that burnout is a partial explanation for the linkage between high demands and low performance. The results also indicate that hope influences the interaction between job burnout and job performance, which suggests that more hopeful employees are able to sustain their performance better than less hopeful employees when burnout is present. Increasing hope has the potential to improve job performance in the context of burnout and job demands. This study further develops the literature on the relationships between job demands, burnout, hope, and performance in high-demand job situations.

The Mediating Effect of Meaning in Life on the Relationship Between Correctional Officers’Job Burnout and Subjective Well-Being

Technological innovations have influenced organizations' business activities. In the study of technostress in management, the aim was to evaluate the perception of technostress created by technological changes and developments among employees. To achieve this goal, studies published in the WoS literature were examined. The research utilized a bibliometric analysis method. The analysis focused on the key terms and conceptual relationships that the authors frequently emphasized in their studies. Some of the key concepts that were often highlighted by the authors include technostress, covid-19, performance, social media, stress, information overload, overload, job satisfaction, technology, burnout, digital transformation, technostress creators, productivity, work-family conflict, digitalization, strain, coping, job, job performance, techno-overload, digital, emotional exhaustion, satisfaction, self-efficacy, work-life balance, anxiety, exhaustion, well-being, and work engagement. When considering the relationships between these concepts, it was found that technostress, covid-19, burnout, productivity, stress, work-family conflict, job satisfaction, work engagement, technology, coping, higher education, digital transformation, work-life balance, techno-stressors, digital stress, anxiety, health, academic performance, online learning, technostress creators, ICT, job burnout, digital, innovation, information technology, covid-19 pandemic, remote work, and self-efficacy form strong connections together. Regarding centrality and density, technostress creators, job burnout, personality, technostress inhibitors, organizational commitment, personality traits, compliance intention, compulsive usage, eustress, and job engagement were found to have strong relationships. Implementing technological and digital transformations after employees have experienced them may lead to healthier outcomes. Particularly for individuals who enjoy technology and can apply technological innovations in their lives, stress factors may be at lower levels.

Nursing is widely recognized as a profession characterized by high levels of physical and emotional stress. Recently, anxiety has become one of the most common emotional reactions experienced by nurses. Evidence indicates that anxiety can lead individuals to withdraw from social activities and avoid forming close interpersonal relationships. Given the importance of this issue, the present study aimed to examine the relationship between anxiety and social isolation among nurses working at Imam Reza Hospital in Tabriz in 2022. This cross-sectional study was conducted on 165 nurses selected through convenience sampling. Data were collected using a three-part questionnaire comprising a demographic and social information form, the Beck Anxiety Inventory (BAI), and the Social Isolation Scale. Most participants were female (86.1%), married (84.2%), and held a bachelor’s degree (89.1%). The mean age of the participants was 33.80 years (standard deviation [SD]=8.87), and their average work experience was 9.50 (SD=8.98) years. The majority of nurses worked in general wards (77.6%) and rotational shifts (64.8%). The mean total score for social isolation was 55.21 (SD=6.53), while the mean anxiety score was 30.96 (SD=3.78). Among the subdimensions of social isolation, the highest mean was observed for reduced social tolerance (15.35 [SD=3.20]), followed by social despair (14.54 [SD=2.17]). According to the Pearson correlation test, there was a significant positive relationship between social isolation and anxiety (r=0.49, P=0.001). This finding indicates that higher levels of anxiety were associated with greater social isolation among nurses. These findings suggest that the elevated levels of anxiety and social isolation among nurses may be related to job stress, workload, burnout, and exposure to high patient mortality rates. It is recommended that hospital administrators and healthcare policymakers develop effective interventions to enhance nurses’ physical and psychological well-being by improving workplace conditions and providing adequate health and safety resources.