Levels Of Job Burnout Research Articles

Job Burnout, Work Health Management Interference, and Organizational Health Climate Among Employees with Varied Levels of Work Ability.

The presence of chronic health conditions (CHCs), without sufficient personal and job resources, can impede one's ability to effectively perform work tasks and manage job demands. The aim of this study was to evaluate the level of job burnout and perceptions of work health management interference (WHMI) and organizational health climate (OHC) among employees with varied levels of work ability (WA). We also examined relationships among these variables and with sociodemographic and job-related variables (e.g., age, number of physician-diagnosed conditions). A convenience sample of 878 adults living and working in the United States who responded to a recruitment message via professional listservs/email lists and social media participated in a non-experimental, cross-sectional online survey. Participants reported sociodemographic and job-related items, as well as measures to evaluate WA, burnout, WHMI, and OHC. Statistically significant differences in burnout, WHMI, and OHC were observed across WA groups. Workers with poor WA reported the highest levels of overall burnout, WMHI, and the least supportive OHC. A more supportive OHC was associated with lower burnout. A strong inverse relationship between WA and the number of physician-diagnosed conditions was observed; weak relationships between WA and age, as well as WA and managerial status, were found. Employees with lower levels of WA tended to report higher levels of burnout and WHMI and lower levels of OHC. Findings provide a foundation for future research to examine causal relationships among these variables and to inform actions to both preserve WA and support worker well-being.

Impact of job satisfaction and job burnout on nurses' turnover intention at X Regional Hospital

Introduction: As one of Indonesia's largest regional government-owned hospitals, Hospital X faces high nursing staff resignations, with turnover rates surpassing the ideal rate of 4%. Job dissatisfaction and burnout indication contribute to nurses' intention to leave. Consequently, this study analyses job satisfaction and burnout on nurses' turnover intention at X Regional Hospital. Methods: A cross-sectional study was conducted between November 14 and December 14, 2022. Data was obtained through Google Forms and distributed to 293 nurses with a total sampling technique. Data was analyzed using Structural Equation Modelling (SEM) with the assistance of SmartPLS 4 software. Results: As many as 274 respondents were declared willing to participate in this study. The job satisfaction has an insignificant negative influence on nurses' turnover intention. However, job satisfaction has a significant negative relationship with job burnout, and job burnout has a significant positive effect on nurse turnover intention and a significant adverse effect on job satisfaction. Demographic factors also significantly influence nurses' job satisfaction and job burnout. Then, in the indirect effect test, job burnout mediates the relationship between job satisfaction and nurses' intention to leave work. At the same time, demographics affect nurses' intention to leave work through their level of job burnout. Conclusion: However, the results indicate no significant influence of job burnout mediated by job satisfaction and demographic factors mediated by job satisfaction on turnover intention. Hence, HR management should support and implement proactive measures, including revising the SOP for nurse schedule exchanges. Additionally, counseling programs should be considered to address low personal achievement issues among nurses.

The Impact of Sociodemographic Factors on Job Satisfaction and Professional Burnout among Nurses in Urology Departments.

(1) Background: Job satisfaction and professional burnout directly impact human life, depending on various professional, non-professional, and private determinants. Nurses, in particular, are highly susceptible to experiencing professional burnout, which, when combined with job satisfaction, significantly affects the quality of their services. This study aimed to assess the level of job satisfaction and job burnout among nurses working in urology departments, as well as the impact of sociodemographic factors. (2) Methods: The study involved 130 nurses working in urology departments in Poland. Researchers conducted an anonymous questionnaire comprising a sociodemographic section and two standardized questionnaires: the Link Burnout Questionnaire (LBQ) and the Scale of Job Satisfaction (SSP). (3) Results: The study group demonstrated an average level of job satisfaction (17.23 points) and an average level of professional burnout, indicating potential symptoms of professional burnout such as psychophysical exhaustion (22.29 points), lack of commitment to patient relationships (20.02 points), feelings of professional ineffectiveness (17.37 points), and disappointment (19.66 points). (4) Conclusions: The levels of job satisfaction and professional burnout among nurses in urology departments are comparable to those in other departments and countries. Medical facilities should take into account factors influencing job satisfaction and the risk of professional burnout when addressing employment conditions.

Job Insecurity, Burnout and Turnover Intention: The Mediating Role of Basic Psychological Needs Satisfaction in Non Civil Servants Personnel

The aim of this study was to investigate the impact of Job Insecurity and Burnout on Turnover Intention while considering Basic Psychological Needs Satisfaction as a potential mediator. The methodology employed in this research was quantitative, utilizing Structural Equation Model-Partial Least Square (SEM-PLS) analysis. A sample size of 113 respondents was selected using simple random sampling. The findings of this study demonstrate that heightened levels of job insecurity and burnout among employees lead to an increase in turnover intention within the organization. However, it was observed that increased satisfaction with basic psychological needs does not necessarily correlate with decreased turnover intention. Furthermore, the reduction in job insecurity and burnout does not consistently result in enhanced satisfaction of basic psychological needs among employees. Notably, basic psychological needs satisfaction did not mediate the relationship between job insecurity, burnout, and turnover intention in this study. Recommendations derived from this study suggest that future research endeavors should explore and refine the research framework across different sectors, thereby scrutinizing basic psychological needs satisfaction as a mediating variable. Expanding the respondent pool size is also advocated to yield more generalized findings.

Understanding resident wellness: A path analysis of the clinical learning environment at three institutions

Purpose The clinical learning environment (CLE) affects resident physician well-being. This study assessed how aspects of the learning environment affected the level of resident job stress and burnout. Materials and methods Three institutions surveyed residents assessing aspects of the CLE and well-being via anonymous survey in fall of 2020 during COVID. Psychological safety (PS) and perceived organizational support (POS) were used to capture the CLE, and the Mini-Z Scale was used to assess resident job stress and burnout. A total of 2,196 residents received a survey link; 889 responded (40% response rate). Path analysis explored both direct and indirect relationships between PS, POS, resident stress, and resident burnout. Results Both POS and PS had significant negative relationships with experiencing a great deal of job stress; the relationship between PS and stress was noticeably stronger than POS and stress (POS: B= −0.12, p=.025; PS: B= −0.37, p<.001). The relationship between stress and residents’ level of burnout was also significant (B = 0.38, p<.001). The overall model explained 25% of the variance in resident burnout. Conclusions Organizational support and psychological safety of the learning environment is associated with resident burnout. It is important for educational leaders to recognize and mitigate these factors.

Social Support and Resilience Are Protective Factors against COVID-19 Pandemic Burnout and Job Burnout among Nurses in the Post-COVID-19 Era.

Nurses have experienced several psychological and work-related issues during the COVID-19 pandemic, including pandemic burnout and job burnout. The aim of this study was to examine the impact of social support and resilience on COVID-19 pandemic burnout and job burnout among nurses. We conducted a cross-sectional study in Greece. The study population included 963 nurses. We measured social support, resilience, COVID-19 pandemic burnout, and job burnout with the Multidimensional Scale of Perceived Social Support, Brief Resilience Scale, COVID-19 Burnout Scale, and Single-Item Burnout Measure, respectively. Nurses received high levels of social support, while their resilience was moderate. Additionally, nurses experienced moderate levels of COVID-19 burnout and job burnout. Increased social support and increased resilience were associated with reduced COVID-19 pandemic burnout. We found a negative relationship between social support and job burnout. A similar negative relationship was found between resilience and job burnout. Social support and resilience can act as protective factors against COVID-19 pandemic burnout and job burnout among nurses. Policy makers should develop and implement appropriate strategies to improve nurses' social support and resilience since they are the backbone of healthcare systems worldwide.

Investigating Levels of Teacher Burnout in Kosova Across Various Variables

This study assesses the levels of job burnout experienced by teachers in primary and lower secondary schools in Kosova, examining how these levels vary based on demographic factors. Data was collected using the Oldenburg Burnout Inventory (OLBI) and analyzed with SPSS. The findings indicate moderate levels of exhaustion and disengagement among teachers in primary and lower secondary schools. Additionally, demographic variables such as gender, age, years of service, type of service, perceived socio-economic status, and marital status showed no significant impact on burnout levels among teachers in the southern region of Kosova, particularly Prizren.

Status and Influencing Factors of Social Media Addiction in Chinese Workers: Cross-Sectional Survey Study.

Social media addiction (SMA) caused by excessive dependence on social media is becoming a global problem. At present, most of the SMA studies recruit college students as research participants, with very few studies involving workers and other age groups, especially in China. This study aims to investigate the current status of SMA among Chinese workers and analyze its influencing factors. From November 1, 2022, to January 30, 2023, we conducted an anonymous web-based questionnaire survey in mainland China, and a total of 5176 participants completed the questionnaire. The questionnaire included the Social Networking Service Addiction Scale, Maslach Burnout Inventory-General Survey scale, Mindful Attention Awareness Scale, as well as questionnaires regarding participants' social media use habits and demographic information. Through strict screening, 3468 valid questionnaires were included in this study. The main findings of this study revealed the following: the average SMA score of workers was higher (mean 53.19, SD 12.04), and some of them (393/3468, 11.33%) relied heavily on social media; there were statistically significant differences in SMA scores among workers in different industries (F14,3453=3.98; P<.001); single workers (t3106=8.6; P<.001) and workers in a relationship (t2749=5.67; P<.001) had higher SMA scores than married workers, but some married workers (214/3468, 6.17%) were highly dependent on social media; the level of SMA among female workers was higher than that of male workers (t3466=3.65; P<.001), and the SMA score of workers negatively correlated with age (r=-0.22; P<.001) and positively correlated with education level (r=0.12; P<.001); the frequency of using social media for entertainment during work (r=0.33; P<.001) and the frequency of staying up late using social media (r=0.14; P<.001) were positively correlated with the level of SMA in workers; and the level of SMA in workers was significantly positively correlated with their level of burnout (r=0.35; P<.001), whereas it was significantly negatively correlated with their level of mindfulness (r=-0.55; P<.001). The results of this study suggest that SMA among Chinese workers is relatively serious and that the SMA problem among workers requires more attention from society and academia. In particular, female workers, young workers, unmarried workers, highly educated workers, workers with bad social media habits, workers with high levels of job burnout, and workers with low levels of mindfulness were highly dependent on social media. In addition, occupation is an important influencing factor in SMA. Thus, the government should strengthen the supervision of social media companies. Medical institutions should provide health education on SMA and offer intervention programs for those addicted to social media. Workers should cultivate healthy habits while using social media.

Job stress and burnout affecting the mental health of Korean medical faculty members: constructing causality among latent variables.

This study aims to examine whether perceived levels of job stress, burnout, and mental health are different according to demographic characteristics and working conditions and to investigate the direct and indirect effects of job stress and burnout on the mental health of medical faculty members. The study sample consists of 855 faculty members in 40 medical schools nationwide in the 2020 Burnout of Faculty Members of Medical Schools in Korea data with a grant from the Korean Association of Medical Colleges. This study employed structural equation modeling to construct causality among latent variables in addition to t-test, analysis of variance, and correlation coefficients for bivariate analyses. Perceived job stress, burnout, and mental health levels of medical faculty members showed significant group differences by demographic characteristics and working conditions. Job stress directly affected mental health (β=0.215, p<0.01) and indirectly affected mental health via burnout (β=0.493, p<0.001). Thus burnout significantly mediated the relationship between job stress and the mental health of medical faculty members. This study found that job stress has direct and indirect effects on the mental health of medical faculty members, and burnout partially mediated this relationship. Further studies need to intervene in job stress and burnout to prevent the adverse mental health of medical faculty members and to introduce proper measures to improve working conditions affecting job stress and burnout.

EXAMINING JOB DEMANDS AS A MEDIATOR: UNRAVELING THE INFLUENCE OF ENTREPRENEURIAL ACTIVITIES ON JOB BURNOUT

Given that burnout can have detrimental effects on both entrepreneurs and their businesses, it is crucial to comprehend how job demands affect burnout among entrepreneurs. Understanding the causes of burnout can help entrepreneurs manage their workload and resources more skillfully, which can improve both their personal and professional success. According to data from the Office of Cooperatives and Micro Businesses of Malang City, Indonesia, 126 respondents who were registered as "entrepreneurs" in this study employed structural equation modeling (SEM). The main finding of this study is that job demands play an important role in influencing the level of job burnout among entrepreneurs. The study also found that solo entrepreneurs can experience motivation and stress in running their business, and they can create their own resources over time, reflecting their efforts in managing their business.

Effect of Telenursing Training on Job Burnout in Nurses with a History of COVID-19

Introduction: The Corona epidemic has aggravated the stressful factors on health care systems; in this case, health care workers suffer from job burnout. It is better to use remote psychotherapy methods and appropriate treatment protocols. n this study, the researchers aimed to investigate the impact of telenursing training on job burnout in nurses who had previously contracted COVID-19.Material and Methods: This research employed a quasi-experimental design with a pre and post-test group comparison. It involved two groups, each consisting of 20 nurses who had experienced COVID-19 and exhibited high levels of job burnout. The data collection tool was the Maslach Burnout questionnaire along with demographic information. Both groups completed these questionnaires before the intervention. The experiment group underwent a telenursing training intervention conducted through WhatsApp, consisting of five sessions at five-day intervals. The training encompassed various teaching methods, such as explanatory text, PowerPoint presentations, and audio files. The control group did not receive any intervention. After 20 days from the completion of the training sessions, both groups retook the job burnout questionnaire.Results: The independent t-tests showed no significant difference in burnout level and severity between experiment and control groups before the intervention (p&gt;0.05). However, after telenursing training in the experiment group, the average scores for burnout level and severity were significantly different between experiment and control groups (p&lt;0.001), which indicates a positive effect of telenursing training on all dimensions of job burnout, including emotional exhaustion, dysfunction, depersonalization, and job conflict.Conclusion: Telenursing-based training appears to be an effective method for reducing the intensity and levels of burnout among nurses with a history of COVID-19 infection. This suggests that telenursing training can be a valuable tool to mitigate job burnout in this specific group of healthcare professionals.

Work-family conflict among primary health workers during the COVID-19 pandemic: Its mediating role in the relationship between workload and job burnout.

This study explores the situation of workload, work-family conflict and job burnout among primary health workers in China in the context of COVID-19 and identifies the mediating effect of work-family conflict between workload and job burnout. Since the breakout of the COVID-19 pandemic, primary health workers have been working on the frontline of the epidemic and may experience increasing workload, work-family conflict and job burnout. It is important to focus on the issue of how to alleviate job burnout of primary health workers. A cross-sectional study (STROBE) was used. Data were collected from 785 primary health workers in China. Multiple regression analysis was used to examine the mediating effect of work-family conflict between workload and job burnout. 18.7%, 10.4% and 39.5% of respondents had high job burnout in the dimensions of emotional exhaustion, depersonalization and personal accomplishment, respectively. 34.6% of the respondents had high or very high workload, and 12.8% of the respondents had high or very high work-family conflict. Results of multiple regression analysis indicated that work-family conflict mediated the relationship between workload and job burnout. Workload (β = .163, CI = .207-.549) and work-family conflict (β = .211, CI = .311-.640) positively influenced job burnout, and workload (β = .428, CI = .375-.508) positively influenced work-family conflict. The study indicated that primary health workers experienced a high level of job burnout, especially in the personal accomplishment dimension. Furthermore, this study verified the mediating effect of work-family conflict between workload and job burnout. Some interventions for alleviating workload, work-family conflict and job burnout should be taken, including workplace assistance programmes, family-friendly policies and a well-integrated healthcare system. This study does not involve patient or public contribution in any part. Nurses and other primary health workers are health gatekeepers of residents and play a vital role in the healthcare system. Due to the breakout of COVID-19, they have taken more work and are more vulnerable to work overload, work-family conflict and the consequent job burnout. Some interventions should be taken to effectively alleviate their job burnout and improve their health and performance.

Moral Resilience Reduces Levels of Quiet Quitting, Job Burnout, and Turnover Intention among Nurses: Evidence in the Post COVID-19 Era.

The aim of the study was to examine the impact of moral resilience on quiet quitting, job burnout, and turnover intention among nurses. A cross-sectional study was implemented in Greece in November 2023. The revised Rushton Moral Resilience Scale was used to measure moral resilience among nurses, the Quiet Quitting Scale to measure levels of quiet quitting, and the single-item burnout measure to measure job burnout. Moreover, a valid six-point Likert scale was used to measure turnover intention. All multivariable models were adjusted for the following confounders: gender, age, understaffed department, shift work, and work experience. The multivariable analysis identified a negative relationship between moral resilience and quiet quitting, job burnout, and turnover intention. In particular, we found that increased response to moral adversity and increased moral efficacy were associated with decreased detachment score, lack of initiative score, and lack of motivation score. Additionally, personal integrity was associated with reduced detachment score, while relational integrity was associated with reduced detachment score, and lack of initiative score. Moreover, response to moral adversity was associated with reduced job burnout. Also, increased levels of response to moral adversity were associated with lower probability of turnover intention. Moral resilience can be an essential protective factor against high levels of quiet quitting, job burnout, and turnover intention among nurses. This study was not registered.

The impact of seafarers' subjective well-being and general self-efficacy on job burnout

Purpose: To explore the relationship between job burnout in seafarers and subjective well-being and general self-efficacy, a structural equation model is constructed. Methods: This study conducted a questionnaire survey with seafarers as the research subjects, distributing a total of 451 questionnaires. Statistical analysis of the questionnaire data is performed using SPSS 26.0, and structural equation modeling is conducted using AMOS 24.0. Results: The constructed structural equation model demonstrated a good overall fit. Both subjective well-being and general self-efficacy are significantly negatively correlated with job burnout. Psychological resilience played a partially mediating role between subjective well-being and job burnout. Conclusion: Subjective well-being and general self-efficacy are two crucial influencing factors leading to job burnout in seafarers. Psychological resilience can mitigate job burnout levels by increasing subjective well-being, and it acts as a partial mediator between subjective well-being and job burnout.

JOB BURNOUT AND SATISFACTION AMONG SECONDARY TEACHERS: REGRESSION AND K-MEANS CLUSTERING ANALYSIS

Burnout on a teaching job refers to exhaustion that leads to depression which can affect the teacher’s well-being and satisfaction. This article looks into the level of job burnout and satisfaction of high school teachers during modular distance learning and determines its association at different levels. Cross-sectional primary data were gathered from a random sample of secondary teachers in Ormoc City, Leyte, Philippines. The gathered data were job burnout and satisfaction scores and described using standard statistical metrics. Moreover, correlation and regression analysis were employed to analyze its association, and K-means clustering was used to identify homogeneous categories of job burnout and satisfaction scores with similar characteristics. On average, results showed that the high school teachers were still “satisfied” despite the “high burnout” they were facing during the modular distance learning amid the pandemic. Using the correlation analysis, it is revealed that teachers’ satisfaction and burnout are significantly and inversely correlated to each other. This implies that the burnout level adversely affects the satisfaction in teaching. Based on regression analysis, there is a decrease of 0.653 units in the satisfaction perception score for every 1 unit increase in the burnout perception score and it is significant at a 1% level. It is depicted in K-means clustering that teachers’ satisfaction and burnout levels are compact and converge to the interpretation that they were highly burnout yet satisfied in modular distance learning. Hence, the study suggests that teachers' tasks during distance education must be lessened to increase their well-being as educators.

The impact of seafarers' subjective well-being and general self-efficacy on job burnout

Purpose: To explore the relationship between job burnout in seafarers and subjective well-being and general self-efficacy, a structural equation model is constructed. Methods: This study conducted a questionnaire survey with seafarers as the research subjects, distributing a total of 451 questionnaires. Statistical analysis of the questionnaire data is performed using SPSS 26.0, and structural equation modeling is conducted using AMOS 24.0. Results: The constructed structural equation model demonstrated a good overall fit. Both subjective well-being and general self-efficacy are significantly negatively correlated with job burnout. Psychological resilience played a partially mediating role between subjective well-being and job burnout. Conclusion: Subjective well-being and general self-efficacy are two crucial influencing factors leading to job burnout in seafarers. Psychological resilience can mitigate job burnout levels by increasing subjective well-being, and it acts as a partial mediator between subjective well-being and job burnout.

Teachers during COVID-19: Examining burnout levels and their work-life.

In March 2020, with the scope to reduce the spread of COVID-19, most national governments around the world canceled in-person education and moved to online learning. Therefore, teachers and students had to adapt a new way of teaching. Most of Italian teachers never had such an experience before and encountered difficulties in effectively carrying out this process on their own. Difficulties that can naturally increase anxiety and stress, leading, in situations perceived as extreme, to burnout syndrome. This paper endeavored to verify levels of job stress and burnout of Italian teachers caused by the COVID-19 pandemic using the validated Maslach Burnout Inventory-General. This study aimed to measure the association among the three main dimensions of burnout and the variables of teachers' personal and working lives that changed due to COVID-19. The aim of this paper was to verify burnout state and to measure the association among the three dimensions of burnout and the personal and working lives of Italian teachers using structural equation model analysis. The analysis was conducted in December 2021 and considered the situation in which the Italian teachers (from primary to middle and upper school) are working since March 2020. The results showed that teachers were emotionally exhausted; they did not feel able to fully fulfill their task towards the students. This involved a high absenteeism, a lower quality of work performance and the impossibility of making an objective evaluation of the students with an inevitable flattening of the class level. In contrast, the study shows that teachers who experienced few problems had relatively low levels of burnout. The findings brought out some proposals to reduce the risk of burnout and increase the individual well-being of schoolwork organization with positive effects on the lives of students: to strengthen social identity, to avoid a full-time online connection, to promote a psychological support service and to promote resilience training.

Emotional intelligence protects nurses against quiet quitting, turnover intention, and job burnout.

Emotional intelligence can improve nurses' interpersonal and coping skills, job performance, and resilience. However, there is a dearth in the literature on whether emotional intelligence affects levels of quiet quitting, turnover intention, and job burnout in nurses. We examined the relationship between emotional intelligence, quiet quitting, turnover intention, and job burnout. We conducted a cross-sectional study in Greece with a convenience sample of 992 nurses. We used the following valid tools to measure our study variables: the Trait Emotional Intelligence Questionnaire-Short Form, the Quiet Quitting Scale, and the single item burnout measure. The mean age of our nurses was 42.2 years. After controlling for gender, age, work experience, shift work, and understaffed department, the multivariable linear regression models indicated significant negative relationships between emotional intelligence and quiet quitting, turnover intention, and job burnout. Specifically, self-control reduced detachment, lack of motivation, job burnout, and turnover intention. Moreover, emotionality reduced detachment, lack of motivation, and lack of initiative. Sociability reduced lack of initiative and lack of motivation, while well-being reduced lack of motivation, job burnout, and turnover intention. Emotional intelligence reduced quiet quitting, turnover intention, and job burnout in nurses. Therefore, nurse managers and policy-makers should apply interventions to optimize the emotional intelligence profiles of nurses.

A Comparative study to assess the level of job satisfaction and burnout among staff nurses working in Shri Rajendra Government (S.R.G.) Hospital Jhalawar (Rajasthan)

A Comparative study to assess the level of job satisfaction and burnout among staff nurses working in Shri Rajendra Government (S.R.G.) Hospital Jhalawar (Rajasthan)

Executive function deficits mediate the relationship between employees' ADHD and job burnout.

Adults with Attention-Deficit/Hyperactivity Disorder (ADHD) often face significant deficits in executive function and adverse work-related outcomes. This study aimed to explore the role of executive function deficits in job burnout of employees with ADHD. We hypothesized that employees with ADHD, relative to employees without ADHD, will experience higher levels of job burnout and deficits in executive function. We also hypothesized that the ADHD-job burnout relationship would be mediated through executive function deficits, specifically by self-management to time and self-organization/problem-solving. A field study with 171 employees provided support for the research hypotheses and mediation model in which the employees' ADHD-job burnout relationship was mediated through executive function deficits. Additional mediation analyses indicated that the specific executive function of self-management to time and self-organization/problem-solving mediated the effect of ADHD on job burnout and its facets. Specifically, for physical fatigue, the mediation was realized through self-management to time, and for emotional exhaustion and cognitive weariness, the mediation was significant through self-organization/problem-solving. The present findings shed light on the relevance of referring ADHD among employees, their vulnerability to job burnout, and the role of executive function deficits in job burnout of employees with ADHD.