Low Job Satisfaction Research Articles

Autonomy and engagement in self-managing organizations: exploring the relations with job crafting, error orientation and person-environment fit.

Self-managing organizations are a novel organizational form that radically decentralizes decision authority to adapt to the volatile business environment and the demands of knowledge work, resulting in new resources and demands for the employees. Therefore, building on the job demands-resources theory and the person-environment fit theory, the associations of self-managing organizations with higher perceived individual autonomy were tested. Additionally, the study investigated how job crafting and handling mistakes related to the relationship between job autonomy and work engagement/satisfaction. A cross-sectional study was conducted to gather data from employees of different self-managing organizations and non-self-managing organizations, and group comparisons and path analyses were applied to test the preregistered hypotheses. Increased method and decision autonomy, job crafting behaviors, error management orientation, work engagement, and job satisfaction were found in self-managing organizations. Additionally, a surplus of perceived autonomy compared to the ideal autonomy was associated with lower work engagement and job satisfaction compared to a fit between ideal and perceived autonomy. However, job crafting did not relate to a better fit between ideal and perceived autonomy. Decision autonomy predicted higher crafting of challenging demands and structural resources for employees with low error strain. Depending on the autonomy type, learning from errors enhanced or reduced the relationship between perceived autonomy and job crafting. This study showed the importance of addressing the higher level of individual autonomy in self-managing organizations and offered starting points for interventions to support employees with handling high autonomy. Reducing error strain but increasing error learning and risking errors could help increase job crafting and work engagement, particularly in self-managing organizations.

Influence of job satisfaction on SRH and happiness among Korean disabled workers: findings from the panel survey of employment for the disabled 2016-2018.

An understanding of the economic life activities of persons with disabilities (PWD) is important. Their ability to perform tasks and an increase in their income are more likely to yield an improvement in their Self-Rated Health (SRH) and happiness. However, there is still a lack of understanding of the specific associations among PWD in South Korea. Thus, this study conducted a longitudinal analysis of the association between job satisfaction and SRH, happiness among the Korean PWD. After excluding missing values, data on 1,637 participants at baseline (1st wave) were analyzed using the chi-square test, t-test, Analysis of Variance (ANOVA) and generalized estimating equation (GEE) model for data from 1st to 3rd Panel Survey of Employment for the Disabled (PSED). All analyses were conducted using the SAS statistical software package, version 9.4. Compared to very high job satisfaction group, low job satisfaction group was more likely to experience negative SRH [odds ratio (OR): 3.497, value of p: <0.0001] and experience low happiness (B: -0.291, value of p: <0.0001). Furthermore, in terms of the overall satisfaction with current job among the PWD, compared to the 'very satisfied' group, 'very unsatisfied' group had higher negative SRH (OR: 5.158, value of p: 0.003) and lower happiness (B: -0.327, value of p: <0.0001). This study suggests that increasing job satisfaction of PWD possibly leads to decreased negative SRH and to increased happiness, resulting in better SRH and happiness. Furthermore, it suggests the establishment of systemic, policy-oriented measures to enhance the employment opportunities for disabled individuals in Korea and create an inclusive working environment that aligns with their respective job responsibilities.

Working from home and job satisfaction: evidence from Russia

PurposeThis study aims to investigate the impact of working from home and its duration on job satisfaction.Design/methodology/approachThe analysis was conducted on a representative panel data set from the Russian Longitudinal Monitoring Survey - Higher School of Economics (RLMS-HSE) for 2016–2021 using endogenous regression models. The impact of working from home on job satisfaction before and during the coronavirus disease 2019 (COVID-19) pandemic, and separately for men and women, was analysed.FindingsWorking from home was found to positively affect job satisfaction in the Russian labour market. From 2016 to 2021, men and women who worked from home were more satisfied with their jobs than their counterparts who did not work from home. The positive impact of working from home on job satisfaction was observed before and during the COVID-19 pandemic. However, remote workers (RWR) putting in more than eight hours per day reported lower job satisfaction.Research limitations/implicationsWorking from home can be considered as a measure to combat unemployment, increase employment and improve the utilisation (distribution) of human resources. Further research is required to analyse the impact of health issues and the need to care for young children or infirm persons on job satisfaction in remote work. A more detailed analysis is required of the factors that affect the job satisfaction of women who work remotely.Practical implicationsTo ensure that labour productivity increases and not decreases, employers are advised to develop more detailed working arrangements and labour management for RWRs. Especially for such assigned workers, task control regulations must be developed. To increase the motivation of individuals to work remotely, overtime should be paid at a higher rate.Social implicationsUnclear working time regulations lead to overwork, irregular working hours and burnout. For RWRs, this leads to lower job satisfaction and a consequent drop in productivity.Originality/valueThe empirical investigation is based on a representative panel of Russian data with six waves. Wide ranges of job characteristics were incorporated as determinants. The problem of causality was investigated. For models with an endogenous regressor, instrumental variables were tested and selected.

Exploring the Reasons for Dissatisfaction of Nurses Working in Psychiatric Wards: A Qualitative Study

Objectives: This study sought to learn more about psychiatric nurses’ experiences working in Iraq because it has been reported that the field of mental health nursing is challenging and has low job satisfaction. Methods: This research is a qualitative study and draws on lived experience conducted on 24 nurses working at Al-Rashad a special hospital in Baghdad that included psychiatric wards selected via purposeful sampling in, 2021-2022. Data were gathered using smartphone-recorded interviews. The seven steps of Colaizzi’s data analysis were used by Husserlian phenomenology. To aid in the bracketing and reflection process, each nurse’s interview was verbatim recorded, along with their thoughts, feelings, and past experiences in this hospital. Results: Three themes were identified as the root reasons for participants’ dissatisfaction (DSS) with their jobs in mental hospitals; insufficient training for providing psychiatric treatment, a negative reputation for psychiatric nurses in the public, and concerns of nurses. These findings were collected during the interview sessions, and notes and ideas were classified and assorted. Analysis of the qualitative data provided insights into the barriers to psychiatric nurses’ satisfaction. Discussion: The present research contributes to the experiences of clinical nurses concerning clinical intervention and care processes in Iraqi psychiatric hospitals. Confrontation of mental patients by nurses in the work environment remains crucial. The findings emphasize the importance of listening to psychiatric nurses and considering how the name of the hospital and patient type and contexts affect nursing satisfaction. Understanding the challenges in the nursing workplace has increased the quality of care providers and satisfaction in the nursing and psychiatric field.

The Increasing Turnover Intention of Professional Nurses in Greek Public Hospitals: Factors and Motivation

All over the world, the shortages in the field of public nursing constitute a major challenge among health systems, not only due to the increasing life expectancy but also to emerging diseases that require sufficient staff for qualitative and equitable health services. This study aims to explore the increasing turnover intention of Professional Nurses (PN) in Greece, mainly in public hospitals as a multidimensional phenomenon, and to also highlight the factors that contribute either positively or negatively to this intention. To better understand the determinants of PN‘s turnover intention, and to explore the place of Greece concerning other European countries, data from Organisation for Economic Co-operation and Development (OECD), Eurostat and Hellenic Statistical Authority (ELSTAT) were analyzed in terms of the proportion of PN per population, the proportion of PN to doctors, the average remuneration level, and the ratio nurse to hospital bed. Low job satisfaction, burnout, emotional exhaustion, rotating hours, low remuneration levels, unjustified transfers, feelings of injustice, and bureaucracy are the main factors that contribute to the turnover intention of Greek PN. After the pandemic crisis and significant reductions in nursing staff, many measures are required, not only by the Greek government but also by hospital managers to strengthen the nursing sector.

The Influence of Green School and Organizational Culture on Job Satisfaction and Environmentally Friendly Behavior

In the field of education, teachers are crucial to raising the standard of instruction. They play a crucial role in making sure that school events run well and serve as role models that pupils adore. The two main challenges educational institutions face are low job satisfaction among teachers and concerns about environmental influence. This study aims to determine the direct and indirect effects of implementing green school programs and organizational culture on job satisfaction and environmentally friendly behavior of Vocational High School (SMK) teachers. This study employs quantitative research techniques. 211 teachers responded to a questionnaire that was used togather the data. The data obtained were analyzed using the Partial Least Squares (PLS) method. The results of the study found that green school did not affect job satisfaction, while organizational culture influenced job satisfaction. Job satisfaction affects environmentally friendly behavior. The green school does not affect environmentally friendly behavior either directly or through job satisfaction. Environmentally friendly behavior is not directly influenced by organizational culture, but it is indirectly influenced by job satisfaction. According to this study, job satisfaction can mediate the influence of organizational culture on employees' propensity to behave sustainably, but it cannot, as yet, do the same for the influence of green schools. This finding implies that in increasing the eco-friendly behavior of vocational teachers, school management needs to encourage an increase in teacher job satisfaction by paying attention to the organizational culture adopted by the school.

Looking at the bright side of workplace politics through the lens of social capital

PurposeThe purpose of this paper is to challenge the older perspective on the nature of workplace politics and its disruptive role in organizations. In particular, this paper references the positive aspect of meaningful relationship building that is promoted by workplace politics and how the very politicking becomes a necessary tool for generating and maintaining social capital within the organizational boundaries.Design/methodology/approachThe paper relies on presenting author’s viewpoint on positive workplace politics and its intertwined relationship with social capital.FindingsIn the process of politicking, the relationships built, the networks established and maintained and the social capital acquired are of immense value. To thwart the negative effects of organizational politics such as disengagement from work, intentions to quit, low job satisfaction, etc., we must look into the multidimensional nature of politics and the value that social capital adds to it.Research limitations/implicationsThe positive side of politics has long been in the shadows of its pronounced negative side. The paper presents the ground work for exploring the many colours of organizational politics and also delve into the factors that can thwart the negative effects of politics that may be experienced by the employees.Originality/valueThe paper contends that workplace politics is not just responsible for the disruptive and unwanted behaviours but is rather an important source of the positive and productive interpersonal relationships that are often useful in accomplishing individual and organizational goals.

The role of psychosocial risks in burnout, psychosomatic disorders, and job satisfaction: lineal models vs a QCA approach in non-university teachers

This study aims to assess the effect of psychosocial risks and resources on burnout, psychosomatic disorders, and job satisfaction using Hierarchical Regression Modelling (HRM) and Qualitative Comparative Analysis (QCA). Method. The sample consisted of 9020 non-university public education teachers (M age = 45.33 years, SD = 9.15; 72.5% women). Results. Demands variables (Workload, Emotional labour, Imbalance, and Interpersonal conflict) were better predictors than resources variables (Job autonomy, Social support, and Resources at work). Resources also significantly improved the model’s predictive capacity, except in the case of Indolence. In the QCA results, none of the conditions seems to be necessary. Regarding sufficiency, the combination of the different conditions explains between 44–49% of high levels of Burnout and between 40–47% of low levels of Burnout; between 44–47% of high levels of Psychosomatic disorders and 40–47% of low levels of Psychosomatic disorders; 49% of high Job satisfaction levels and 45–56% of low Job satisfaction levels. Conclusions. The results show that QCA models have better explanatory capacity than HRM. Some variables were not significant in HRM, but they were present in combination with other QCA model variables. The findings contribute to understanding how psychosocial risks affect workers’ health and job satisfaction.

The influence of sleep on job satisfaction: examining a serial mediation model of psychological capital and burnout.

This study draws on the conservation of resources theory to investigate whether the loss of sleep can trigger the loss of additional resources that are necessary for work. Using cross-sectional design of 322 call center employees working at a government-owned public bank in South Korea, we test the study hypotheses using regression and bootstrapping indirect effects analyses. The results of analyses show that insufficient sleep increases employee burnout and that psychological capital mediates this relationship. We also find that insufficient sleep decreases job satisfaction via a serial mediation model such that insufficient sleep reduces psychological capital, which in turn increases burnout, and ultimately results in lower job satisfaction. The findings reinforce the previous assessment that although sleep is a non-work factor, its impact spills over to the workplace. Theoretically, this study goes beyond direct effect to uncover the underlying or mediating mechanisms that account for the impact of the sleep-burnout relationship and the sleep-job satisfaction relationship. For managers, the results highlight the significance of sleep to employees' overall health and well-being and thus underscore the need to foster a work culture that recognizes and prioritizes employee sleep needs.

RELATIONSHIP BETWEEN WORK FRIENDSHIP AND INTENTION TO LEAVE: A LATENT PROFILE ANALYSIS

The main purpose of this study is to reveal whether the intention to leave changes according to the characteristics of the relationships established with close friends in the workplace with a person-centered approach. For this purpose, latent profiles were established by ensuring that workplace friendship is affected by the intention to leave and job satisfaction. This article presents an example of a three-stage study using implicit profile analysis with 433 data obtained from private sector employees. The analysis uncovered four latent profiles. The Partially Autonomous Very Strong Bond profile has the highest job satisfaction and the lowest intention to leave. If the level of trustworthiness, competency, job satisfaction is higher and the intention to leave is lower. The Integrated Very Strong Bond profile is the profile with the highest intention to leave. In cases were caring personal relationships and socio-cultural similarity are high, lower job satisfaction and the higher intention to leave have been observed.

Digital technologies and healthcare architects' wellbeing in the National Health Service Estate of England during the pandemic.

UK Built Environment is currently undergoing a digital transformation, as is happening in the National Health Service (NHS) of England. In this paper, the focus was on the intersection of the two sectors and specifically the potential digital transformation of the NHS Estate. The NHS has developed a strategy for its workforce, to improve staff health and wellbeing, and support equality, diversity, inclusion and the development of existing staff. Digital technologies (DTs) can relate to all Estates and Facilities Management priorities, as it cross-cuts all proposed actions. As opposed to most studies on the wellbeing of blue-collar workers, this article focuses on white-collar workers, specifically architects working in the NHS, especially since NHS at this stage is developing two important policies: the New Hospital Programme and the Workforce Action Plan. Therefore, it is important for the NHS to look at the digital transformation strategy in the prism of the other two. As architecture traditionally has low job satisfaction, it negatively impacts wellbeing. This study argues that this might have been accentuated during the pandemic for the architects working in the NHS and dealing with the added pressure from three new major tasks: adjusting the infrastructure capacity to fight Covid-19; and creating the infrastructure for the testing and vaccination programs. DTs in architecture potentially affect job satisfaction in terms of creativity, autonomy, time pressure, organisational commitment, and so on. The methodology comprises a literature review and a pilot of interviews with healthcare architects/designers working in the NHS or on NHS-related projects. The research context is informed by the COVID-19 crisis that brought healthcare architecture to the frontline of the pandemic, with NHS architects creating new wards and vaccination centers, while private healthcare architects designed new hospitals. In the niche area of healthcare architecture, architects were in their busiest year. Yet, the DTs available to them then could only support limited tasks and did not link well to operational data. To explore how DTs transform the wellbeing of healthcare architects, understanding wellbeing in healthcare architecture in light of digital transformation is crucial for creating the necessary leadership for the sector to grow.

Job satisfaction among Myanmar working population, a cross-sectional study.

The gap between expectations and reality could lead to low job satisfaction. Although much literature has been described on job satisfaction among different categories of people, more research is needed to acknowledge the judgment of job satisfaction among some of the Myanmar working population. The study aims to find out the satisfaction level of a job and the factors related to it. The cross-sectional study was conducted in January 2019 by calling for face-to-face interviews with 536 respondents selected using a convenient sampling technique using a pre-tested questionnaire. The highest satisfied respondents were >50 years age group (86.11%), females (71.89%), higher officials (90.53%), and more than three years of service (78.35%). In the adjusted analysis, having 41-50 year age group (AOR 2.72; 95% CI: 1.08-6.83), part-time job nature (AOR 2.16; 95% CI: 1.17-3.99), and the higher official (AOR 5.71; 95% CI: 2.48-13.13) were significantly associated with job satisfaction. Relationships with the direct executive and, organization and management were the main determinants of job satisfaction. Moreover, the respondents with higher positions were more likely to have higher job satisfaction in the study.

The Role of Passion in the Attainment of Teachers’ Job Satisfaction in Public Secondary Schools in the South West and Littoral Regions of Cameroon

Teachers’ job satisfaction has continued to be a call for concern in contemporary society and lack of passion is allege to be responsible for this situation. This study investigated the role of passion in the attainment of teachers’ job satisfaction. One research question guided the study. The correlational research design was used to determine the relationship between the two variables. The targeted population of the composed of 22,133 teachers and 904 principals from 904 schools. The sample constituted 379 respondents derived through the purposive and convenient sampling techniques. The instruments for data collection composed of structured questionnaire and an interview guide. Quantitative data were analyzed using the frequencies percentages mean and standard deviation while qualitative data were analyzed using the thematic analysis approach. Findings revealed that there exist a correlation between teachers’ passion and job satisfaction. Based on the findings, the study recommended that the government should promote teachers’ passion by adequately addressing teachers’ financial concerns because inadequate remuneration accounted for teacher’s inability to sustain their passion in teaching leading to low job satisfaction.

The Role of Compensation and Job Satisfaction to Improve Employee Performance PT. A

The low performance of employees is thought to occur due to less optimal compensation and low job satisfaction felt by employees. This study aims to examine and analyze the effect of compensation and job satisfaction on employee performance at PT. A. Research methods using descriptive and verification, data collection techniques using primary data obtained through questionnaires. The research sample was 82 respondents, the sampling method used purposive sampling. The data analysis technique uses multiple linear regression. The results showed that descriptively compensation, job satisfaction, and employee performance were classified as lacking. As for the verification results obtained that compensation and job satisfaction affect employee performance both partially and simultaneously, with a contribution of 39.9% and the remaining 60.1% influenced by other factors not examined in this study.

Work–family conflict and organizational outcomes: moderating effect of intrinsic motivation among women in health care sector of Pakistan

PurposeThis study analyses the organizational consequences of work–family conflict (WFC) among female nurses in health care sector. Moreover, this study focuses on the moderating effect of intrinsic motivation on the association between WFC dimensions with different organizational outcomes.Design/methodology/approachData are collected from 347 female nurses working in health care sector at Islamabad, Rawalpindi, Lahore, Multan and Bahawalpur regions of Pakistan, using random sampling technique. Regression analysis is used to test the hypotheses of this study.FindingsThe findings demonstrate that WFC conflict lowers job satisfaction, affective commitment and organizational citizenship behaviour. Contrary, WFC reduces job satisfaction, affective commitment and organizational citizenship behaviour and increases turnover intentions among female nurses. Moreover, intrinsic motivation moderates the association between WFC and certain organizational outcomes.Originality/valueThe study offers valuable insights for female nurses at health care sector about WFC and finally leads to theoretical contributions and practical implications for the healthcare sector of Pakistan.

JOB SATISFACTION AND TURNOVER INTENTION AT PT. X YOGYAKARTA

This quantitative study investigates the correlation between job satisfaction and turnover intention among employees at PT. X Yogyakarta. Utilizing a correlational design, the researchers sampled 48 participants aged between 21 to 48 years old, employing a saturated sampling technique. The research employed the Turnover Intention scale and the Job Satisfaction scale for measurement. The findings affirm a significant and negative relationship between job satisfaction and turnover intention among PT. X Yogyakarta's workforce. In other words, higher job satisfaction levels correspond to lower turnover intention, while lower job satisfaction leads to higher turnover intention. These results have crucial implications for the organization, emphasizing the importance of enhancing job satisfaction to mitigate turnover intentions. By understanding the inverse relationship between these two variables, PT. X Yogyakarta can devise targeted strategies and interventions to improve overall employee satisfaction, consequently reducing turnover rates. It is worth noting that the study's correlational design does not imply causation, and further research might explore the underlying factors that contribute to job satisfaction and turnover intention at PT. X Yogyakarta. Nevertheless, these findings offer valuable insights for the organization to foster a positive work environment, boost employee morale, and retain a committed and satisfied workforce.

THE INFLUENCE OF WORKLOAD AND COMPENSATION ON STUDENT WORK SATISFACTION IN CERTIFIED INTERNSHIP &amp; INDEPENDENT STUDY PROGRAM (MSIB) CLASS 3 PT. INKA MULTI SOLUSI SERVICE IN THE CITY OF MADIUN

Workload refers to the volume and intensity of tasks and responsibilities assigned to interns during their internship period. It encompasses the amount of work, deadlines, complexity, and the level of autonomy given to students. Compensation, on the other hand, refers to the monetary or non-monetary benefits provided to interns for their work. This study aims to determine the effect of workload on job satisfaction, the effect of compensation on job satisfaction, and the effect of workload and compensation on student job satisfaction in the Certified Independent Study &amp; Internship Program (MSIB) Batch 3 PT. INKA Multi Solusi Service in Madiun City. The study utilizes quantitative data obtained from questionnaires distributed to 35 participants. The data were analyzed using the simple linear regression analysis method with the help of SPSS for data processing to prove the hypothesis. The results indicate that the workload variable has a significant negative effect on job satisfaction, meaning that higher workloads are associated with lower job satisfaction. Conversely, the compensation variable has a significant positive effect on job satisfaction, meaning that higher compensation leads to higher levels of job satisfaction. Simultaneously, the variables of workload and compensation show a significant combined effect, suggesting that lower workloads and higher compensation result in higher job satisfaction among students in the 3rd batch of the Certified Independent Study &amp; Internship Program PT. INKA Multi Solusi Service in Madiun City.

Job satisfaction among rehabilitation professionals employed in public health facilities in KwaZulu-Natal.

Job satisfaction is essential in stimulating productivity and efficiency in the health sector. Dissatisfied employees are likely to leave, which places an added burden considering the shortage of health workers. Rehabilitation professionals form a critical component of the public health workforce. The aim of the study was to document the level of job satisfaction and factors associated with job satisfaction among rehabilitation professionals employed in public health facilities in KwaZulu-Natal. A cross-sectional survey was conducted. A self-administered questionnaire was utilized. A Chi-square test and logistic regression were used to assess associations and to identify factors associated with job satisfaction. A p-value less than 0.05 was deemed statistically significant. Most participants (59%) reported a low level of overall job satisfaction. The participants were dissatisfied about not getting recognition for work related to their specific professions (61.3 %) and not being considered for career advancement (74.3 %). In addition, inadequate financial rewards (87.2%) and benefits (71.3%) were also linked to low job satisfaction. Participants displayed a low level of job satisfaction. Rehabilitation services should be prioritized, and appropriate recognition should be granted to rehabilitation professionals in order to enhance job satisfaction.

"How is your thesis going?"-Ph.D. students' perspectives on mental health and stress in academia.

Mental health issues among Ph.D. students are prevalent and on the rise, with multiple studies showing that Ph.D. students are more likely to experience symptoms of mental health-related issues than the general population. However, the data is still sparse. This study aims to investigate the mental health of 589 Ph.D. students at a public university in Germany using a mixed quantitative and qualitative approach. We administered a web-based self-report questionnaire to gather data on the mental health status, investigated mental illnesses such as depression and anxiety, and potential areas for improvement of the mental health and well-being of Ph.D. students. Our results revealed that one-third of the participants were above the cut-off for depression and that factors such as perceived stress and self-doubt were prominent predictors of the mental health status of Ph.D. students. Additionally, we found job insecurity and low job satisfaction to be predictors of stress and anxiety. Many participants in our study reported working more than full-time while being employed part-time. Importantly, deficient supervision was found to have a negative effect on Ph.D. students' mental health. The study's results are in line with those of earlier investigations of mental health in academia, which likewise reveal significant levels of depression and anxiety among Ph.D. students. Overall, the findings provide a greater knowledge of the underlying reasons and potential interventions required for advancing the mental health problems experienced by Ph.D. students. The results of this research can guide the development of effective strategies to support the mental health of Ph.D. students.

Social support moderates the relationship between burnout and job satisfaction in aerodigestive team members

Burnout among healthcare workers is a public health crisis. Burnout is associated with elevated cynicism, emotional exhaustion, and low job satisfaction. Methods to combat burnout have been challenging to identify. Based on positive experiences of pediatric aerodigestive team members, we hypothesized that social support in multidisciplinary aerodigestive teams moderates the effects of burnout on job satisfaction.Using a survey of the Aerodigestive Society, members of Aerodigestive teams (N = 119) completed demographics, the Maslach Burnout Inventory, and measures of job satisfaction, emotional, and instrumental social support. In addition to assessing relationships between components of burnout and job satisfaction, six tests were conducted using PROCESS to ascertain the degree to which social support moderated these relationships.Similar to US healthcare base rates, burnout scores in this sample suggest that a third-to-half felt Emotionally Exhausted and Burned Out from work "A few times a month"-to-"Every Day." Simultaneously, however, the majority in sample (60.6%) noted feeling that they "positively impact others' lives" with 33.3% endorsing "Every Day." Job satisfaction was strikingly high at 89%, with most reporting Aerodigestive team affiliation related to higher job satisfaction. Both Emotional and Instrumental social support moderated the effect of Cynicism and Emotional Exhaustion on Job Satisfaction, with higher Job Satisfaction scores in conditions of high support.These results support the hypothesis that social support from a multidisciplinary aerodigestive team moderates the effect of burnout in its team members. Further work is needed to understand if membership in other interprofessional healthcare teams can help combat the negative effects of burnout.