Reducing Job Demands Research Articles

Comparison of Quality of Life and Coping Strategies among Firefighters and Emergency Medical Services Personnel in Saveh, Iran.

Emergency medical service (EMS) personnel and firefighters (FFs) are first responders in dangerous and stressful situations. They experience high stress due to the nature of their jobs, which can affect their quality of life and various health dimensions. This study aimed to compare quality of life, job stress, and coping strategies in a sample of EMS personnel and FF employees in Iran. This cross-sectional study included 186 FFs and EMS, who were selected using a census sampling method. Our results showed that FFs had a better quality of life, lower perceived stress, and better coping skills than EMS. Individuals living in rural areas, government officials, and staff with regular work shifts also reported less perceived stress. Furthermore, our results indicated a negative and significant correlation between perceived stress and quality of life and a positive and significant correlation between stress management and quality of life in both groups. Given the inevitability of stress in EMS and FF jobs, policymakers need to take interventional measures to reduce anxiety and enhance the quality of life and work for these personnel. Occupational health policies in Iran generally follow the International Labor Organizational recommended standards, however, more attention to managerial interventions that reduce job demands and job stress combined with health promotion programs to improve coping are advised.

Working During the Pandemic: Headteachers’ Experiences in Primary and Junior High Schools in Accra Metropolitan Education Directorate

This study investigated occupational stress levels among headteachers within the Accra Metropolitan Education Directorate (AMED) overseeing Ghana’s public primary and junior high schools during the COVID-19 Pandemic. The sample included 79 individuals, with 67 respondents participating in the study. The research employed an explanatory sequential sampling methodology. The study findings indicated that neither gender nor age had a significant effect on occupational stress levels. Interviews with participants highlighted widespread challenges in adhering to safety protocols, such as congregating and improper use of face masks. Recommendations derived from the study include reducing job demands, enhancing management support, and increasing flexibility and control, which are potential strategies to effectively mitigate work-related stress in the future.

Retirement decisions in times of COVID-19: the role of telework, ICT-related strain and social support on older workers’ intentions to continue working

PurposeThe COVID-19 pandemic forced many employees to work from home, resulting in new demands that might cause older workers to reevaluate their retirement decisions. Building on the extended Job Demands-Resources model, which explains work-related outcomes in times of crisis, this study investigated the change in older workers’ intention to continue working during COVID-19 and the role of ICT-related strain and social support during teleworking.Design/methodology/approachA two-wave longitudinal study was conducted among 1,406 older workers (i.e. 50 years or older). Data were collected before the COVID-19 pandemic (2019: T1) and during the pandemic (2021: T2). In total, 967 older workers completed the survey at both waves.FindingsOlder workers’ nearing retirement experienced a decline in intentions to continue working during the pandemic, while intentions of older workers further away from their retirement increased. At T2, the negative relationship between telework intensity and the intention to continue working was mediated by ICT-related strain. Perceived social support at work seems to buffer the negative impact of telework intensity on ICT-related strain.Originality/valueThis study provides valuable insights into factors that may stimulate older workers' workforce participation by investigating effects of ICT-related strain and social support during telework. Organizations can implement interventions that enhance job resources and reduce job demands during telework to help mitigate ICT-related strain and postpone retirement.

Compassion fatigue in people who care for animals: An investigation of risk and protective factors.

Compassion fatigue (CF), comprising secondary traumatic stress (STS) and burnout (BO), can adversely affect caring professions. This study explored CF risk levels among paid and volunteer animal-care professionals (N = 559) and identified the extent to which job demands predict CF. Potential moderators were also investigated. Participants reported average risk levels for CF. No significant differences in CF risk levels were found between paid and volunteer animal carers. Hierarchical multiple regression revealed job demands predicted 18% and 17% of the variance in STS and BO, respectively, after controlling for age, involvement with euthanasia, and hours spent in the animal-care role. Significant relationships were identified among STS, BO, and the hypothesized moderators. Moderation analyses showed these did not significantly moderate the relationship. It was concluded that job demands are an important risk factor for CF in animal carers. Reducing job demands may be an effective intervention for employers seeking to promote the well-being of animal-care professionals.

Psychosocial work environment and burnout among employees of a Ghanaian Public University

ABSTRACT The psychosocial climate of universities becomes very important because of the increasing student enrolment, academic-administrative duties, the quest for promotion, the fast-changing mode of lesson delivery, all leading to work overload. This study aims to examine the influence of psychosocial factors on burnout of employees of a public university in Ghana. A survey measuring burnout and psychosocial work characteristics with the Maslach Burnout Inventory – Educators Survey (MBI-ES) and job demands – Swedish Demand-Control-Support Questionnaire (DCSQ) was completed by 1,222 employees. We developed structural models that suggested that the elements of burnout – emotional weariness, personal accomplishment, and depersonalization – are positively impacted by job demands, social support, job decision freedom, harassment, and discrimination. The results further indicated that job demands, job decision latitude, social support, and harassment have significant effect on emotional exhaustion of the workers. Again, job decision latitude and discrimination significantly influenced depersonalization of the workers. In addition, job demands, job decision latitude, social support, and discrimination affected personal accomplishment. However, there was no statistically significant influence of discrimination on emotional exhaustion, job demand and depersonalization, social support and depersonalization, harassment and depersonalization, and harassment and diminished personal accomplishment. We conclude that by implementing practical interventions, such as regular training on how to reduce job demands, either physical or psychological, and enhancing social support and job control, burnout among the employees can be improved for improved health and quality teaching.

Occupational Stress and Job Satisfaction: Differences Among Racial/Ethnic and Immigration Groups.

The current study aimed to investigate the factors contributing to long-term care workers' job satisfaction by examining the association between occupational stress (including job resources and job demands) and job satisfaction, and the differences among racial/ethnic and immigration groups. Data of 2,763 nursing assistants were retrieved from the National Nursing Assistant Survey. Guided by the job demands-resources model, we found that high job resources and low job demands contributed to job satisfaction. Our findings also suggest that occupational stress works differently based on race/ethnicity and immigration status. Long-term care providers looking to recruit and retain workers should include multiple job resources tailored to their diverse workforce. Designing existing workplace environments to promote job resources and reduce job demands is a useful way to lessen the adverse effects of occupational stress within the workplace. [Journal of Gerontological Nursing, 49(11), 42-52.].

The scope of psychosocial factors among resident physicians and their links to occupational burnout

Abstract Background High work demand, low authority and decision-making latitude and constantly changing situations put residents’ physicians under increased pressure, causing burnout resulting in reduced workability and wellness. The awareness of the most critical factors is crucial for the development of preventive occupational interventions to reduce burnout and stress. Methods A cross-sectional study was conducted. Data were collected with the Job Content Questionnaire (JCQ) and Copenhagen Burnout Inventory (CBI) from 233 hospital resident physicians. Results The descriptive analysis showed that the psychosocial work environment was negative in the resident physicians’ population - about a third (35.5%) of respondents had low job skill discretion and 40% complained about weak decision-making authority therefore 45% were classified as having low job control. More than one-third (39.1%) of respondents had high job demands and about a quarter had weak co-worker and supervisor support (24.9% and 24.5% respectively) and 37% felt insecure at work. The statistical analysis showed a high frequency of personal (PB), work-related (WB) and client-related burnout (CB) - 53.6%, 62.2%, and 33% respectively. The multiple stepwise regression models for each burnout dimension revealed that job skill discretion was found to have a buffering effect and reduced personal and work-related burnout odds by an average of 12% and 16% respectively. Each one-unit increase in job demands score increased the probability of all burnout dimensions by an average of 9% (PB), 13% (WB) and 18% (CB). The increase in scores of insecurity at work increased the probability of PB (B = 1.2) and CB (B = 1.3). The co-workers’ support reduced the probability of CB by 20%. Conclusions The result of this study indicated that promoting job skills discretion and co-workers’ support and reducing job demands and insecurity at work could be the most effective way to reduce occupational burnout among young physicians. Key messages • Physicians residents are particularly vulnerable to occupational burnout. • In solving the issue of professional burnout among young doctors, the focus must be directed to ensuring work control and optimizing workload.

Relationship Between Occupational Safety and Health Policy Principles, Organizational Action on Work-related Stress and the Psychosocial Work Environment in Italy

BackgroundIt is acknowledged that legislation acts as a motivator for organizational action on psychosocial risks. Our study aims to provide evidence on the relationship between key occupational safety and health (OSH) policy principles and organizational action on work-related stress, and, in turn, with reported employee job demands and resources and their experience of work-related stress. We focus on Italy where specific legislation and practices on work-related stress were introduced in 2008 which are underpinned by these key OSH policy principles. MethodsSecondary analysis of the Italian samples from the employer ESENER-2 and employee 6th EWCS surveys was conducted, using path analysis in structural equation modeling (SEM) linking the two datasets. ResultsWe found a strong statistically significant relationship between OSH policy principles and organizational action on work-related stress (C.I. = .62-.78 p < .001). The existence of an organizational action plan on work-related stress was found to be significantly associated with more reported job resources (C.I. = .02-.24, p < .05) but these were not found to be significantly associated with less work-related stress. No significant association was found between having an organizational action plan for work-related stress and reported job demands. However, job demands were significantly related to reported work-related stress (C.I. = .27-.47, p < .001). ConclusionsFindings add support to the call for specific legislation on work-related psychosocial risks and highlight how an organizational OSH culture underpinned by key OSH principles, and awareness/competence development on psychosocial risk management can have a positive effect on organizational action. However, further support needs to be provided to organizations around developing primary prevention interventions at the organizational level with the aim of reducing job demands.

Evaluating Predictors and Outcomes of Emotional Exhaustion and Depersonalization for Women Officers

The purpose of this study is to examine the predictors and consequences of two dimensions of burnout, emotional exhaustion, and depersonalization, among 1,531 women officers serving in 83 law enforcement agencies. Studying burnout is vital to building support systems that can help women thrive in law enforcement. The findings show that a substantial number of women officers experience exhaustion and depersonalization and that reducing job demands, discrimination, and tokenism are critically important to reducing burnout. The results also highlight the potentially detrimental consequences of burnout, particularly depersonalization, on attitudes about misconduct and physical force, as well as commitment to the organization. We conclude by discussing how organizations can reduce burnout among women officers by changing policies and practices to place a concern for diversity and equality for women at the center of police culture.

Burnout among behavior analysts in times of crisis: The roles of work demands, professional social support, and psychological flexibility

BackgroundThe purpose of this study was to apply the Job-Demands Resources model as a framework to examine the relationship between work demands and burnout among behavior analysts working in human service settings during the Covid-19 pandemic. We specifically investigated the work demands-burnout relationship and how psychological flexibility, supervisor support, and coworker support related to burnout, whether as moderators or as mediators of work demands. MethodA sample of 298 ABA practitioners participated in a cross-sectional investigation in April-May 2021 and reported sociodemographic and job-related characteristics, information about the impact of Covid-19 on work, work demands, psychological flexibility, supervisor support, and coworker support. We conducted regression-based analyses of moderation and multiple mediation. ResultsGreater work demands predicted higher levels of exhaustion and disengagement. Psychological flexibility and supervisor support partially mediated the influence of work demands on exhaustion and burnout; neither moderated the influence of work demands on exhaustion or burnout. Coworker support did not function as a moderator or mediator in the work demands-burnout relationship. ConclusionsFindings highlight the need for effective caseload management and supervision practices, along with initiatives that create opportunities for increased, positive interaction with supervisors and among colleagues. Providing psychological flexibility skills training may benefit behavior analysts as a burnout management strategy. As a personal resource, however, it may be insufficient to mitigate burnout in times of crisis when work demands are higher than usual. Organizations should consider multi-faceted burnout interventions that address personal and workplace factors to both increase personal/job resources and reduce job demands.

How do teleworkers escape burnout? A moderated-mediation model of the job demands and turnover intention

PurposeWorking remotely in a COVID-19-induced lockdown has been challenging for both organisations and their employees; studies report that job demands changed, and teleworkers experienced increased burnout. This paper explores the negative employee outcomes that this work arrangement brings along and offers possible solutions to counter such negative outcomes since they could be detrimental to the much-touted future of work.Design/methodology/approachThe study adopted a time-lagged longitudinal design and collected two-waved data from 403 quaternary sector employees. The data were analysed using structural equation modelling and model-21 in PROCESS macro for SPSS.FindingsFindings affirm that employees experienced increased job demands during this crisis. Employees reported an increase in turnover intention because of burnout caused by increased job demands. However, increased task interdependence alone did not have any effect on turnover intention. The perceived organisational task support (POTS) was found to forestall the negative effect of job demands on burnout, and employee resilience (ER) buffered the burnout and turnover intention relationship.Practical implicationsProviding remote work task support and boosting resilience among employees will help in doing away with the negative effects of teleworking. However, managers shall prioritise reducing job demands for teleworkers.Originality/valueThe linkage between work factors and turnover intention is well established. Drawing on the event system theory and using the COVID-19 context, the present study added to the existing knowledge by studying the role of job demands (workload pressure and task interdependence) on turnover intention through the mediation of burnout. The study goes beyond the existing literature by accounting for POTS as a first-level moderator between job demands and burnout relationship, and ER as a second-level moderator between burnout and turnover intention relationship.

IMPACT OF BURNOUT SYNDROME ON INTENTION TO LEAVE AMONG NURSE AT X HOSPITAL GRESIK

Background: Turnover of nurse was still a challenge and concern for nursing and hospital management. Nurses who voluntarily leave the organization were threat to nursing organization. Turnover among nurse was contributed factor to the decline in the number of nurses worldwide. High turnover among nurse causes losses to the organization in terms of costs, resources and nurses’ motivation. Turnover among nurses was ranked highest in the team of health professionals.&#x0D; &#x0D; Objectives: The aim of this study was to know how the effect of burnout syndrome on the level of intention to leave among nurses.&#x0D; &#x0D; Methods: This study was used explanatory design with a cross sectional with 126 respondents. Data were collected using a questionnaire that has been tested for validity and reliability. The variables included burnout syndrome and turnover intention. Data were analyzed using binary logistic regression techniques.&#x0D; &#x0D; Results: The significant value of logistic regression test was obtained at 0.003 (&lt;α=0.05). So, burnout syndrome has a significant direct effect to intention to leave among nurse. If burnout syndrome higher, intention to leave will be higher too.&#x0D; &#x0D; Conclusion: Dimensions of emotional and physical exhaustion are dominant to increase intention to leave of nurse. Intervention that can be made to reduce nurse burnout among nurse through personal focus to strengthen individual coping strategies to confront of stress, while organizational roles focus on reducing job demands among nurse.

Is your working life good? Alienation in the nexus between job characteristics and organizational citizenship behavior of hospitality frontline employees

ObjetivooEste estudio motivado por la atención humanística identificó la alienación de los empleados de primera línea de la hostelería en Taiwán durante la pandemia de COVID-19 y, basándose en el modelo de exigencias laborales-recursos (JD-R), se analizó el papel mediador de la alienación entre las características laborales y el comportamiento de ciudadanía organizacional fue discutido.Diseño/metodología/enfoqueNos basamos en el modelo JD-R para delinear los mecanismos por los que las exigencias del puesto de trabajo (incluida la disonancia emocional y el conflicto entre el trabajo y el hogar) y los recursos del puesto de trabajo (incluido el apoyo laboral, la formación y la posibilidad de desarrollo profesional) afectan a la organización. Del comportamiento ciudadano (OCB) a través de la alienación de los empleados. Este estudio adoptó el muestreo de bola de nieve y el muestreo intencional para realizar una encuesta por cuestionario dirigida a los empleados de primera línea de la hostelería taiwanesa. Se obtuvieron 373 cuestionarios válidos y se utilizó un modelo de ecuaciones estructurales para probar las hipótesis de la investigación.ResultadosLos resultados revelaron que las demandas laborales de disonancia emocional y conflicto trabajo-familia afectan positivamente a la alienación; los recursos laborales de apoyo al trabajo, formación y posibilidad de desarrollo profesional afectan negativamente a la alienación; la alienación afecta negativamente al comportamiento de ciudadanía organizacional; la alienación media totalmente la relación entre las características laborales y el comportamiento de ciudadanía organizacional.Limitaciones/implicaciones de la investigaciónTeniendo en cuenta que la alienación desempeña un papel mediador total entre las características del puesto de trabajo y los resultados organizativos, este estudio presentó sugerencias específicas sobre cómo aumentar los recursos del puesto de trabajo y reducir las exigencias del mismo para debilitar la alienación y mejorar aún más el desempeño organizacional en las prácticas de gestión. Y se aportaron implicaciones prácticas para ayudar a abordar la cuestión de retención de talentos en la gestión de los recursos humanos en la hostelería. Además, la “autenticidad del trabajo” debería introducirse como mediador en la investigación futura. La “autenticidad laboral” refleja el estado de vida laboral positivo de los empleados y es lo contrario de la “alienación”. Se puede comparar la eficacia del estado de vida laboral positivo y negativo de los empleados en la comunicación de las características del trabajo y los resultados organizacionales.Originalidad/valorSe define la experiencia específica de alienación de los empleados de primera línea de la hostelería. Además, mediante la introducción de la teoría de la alienación, este estudio demuestra la trayectoria de deterioro de la salud del modelo JD-R, y sugiere que las características del puesto de trabajo afectan al comportamiento de ciudadanía organizacional a través de la mediación total de la alienación.

Deadly meals: The influence of personal and job factors on burnout and risky riding behaviours of food delivery motorcyclists

Food delivery riders are overrepresented in road crashes. Arguably, the increased risk experienced by food delivery riders is linked to the working conditions offered by the “gig economy”. Research is needed to fully understand the safety-related issues this vulnerable group of road users face daily and identify opportunities for counter measures. In this investigation, we proposed a new theoretical model to explain the risky behaviour of food delivery motorcyclists based on the well-established Job Demands-Resources (JD-R) model. Following the JD-R, we considered the impact of job demands (job aspects that require sustained effort) and job resources (job aspects that help achieve work-related goals, reduce job demands and stimulate personal development) on the risky riding behaviours of food delivery motorcyclists. The JD-R model was also extended with three constructs, including personal demands, personal resources, and perceived safety risk to explore the role of individuals' within-person aspects. The developed model was tested using data collected from 554 food delivery riders in the two biggest cities in Vietnam. The results showed that job burnout, job resources, and personal demands directly impact risky riding behaviours, in which job burnout was the most significant predictor. Constructs such as job demands, personal resources, and perceived safety risk were not significant predictors of risky riding behaviours. This research shows that organisation-level factors could be modified to prevent risky riding behaviour. The gig economy industry can do much more to improve the safety of delivery riders.

Can psychological capital promote safety behaviours? A systematic review

Objectives.Occupational health and safety (OHS) is a relevant issue for many systems and stakeholders. This systematic literature review aims to expand knowledge on this topic starting from the integrated safety model (ISM) and to evaluate the role of psychological capital (PsyCap) on safety behaviours (SBs) (i.e., safety performance and prevention of occupational accidents and injuries). Methods. A total of 2704 studies was initially identified in the Scopus, PsycINFO and Web of Science databases. After rigorous screening, 20 empirical studies were included. Results. The results showed the relevant contribution of PsyCap in promoting SBs as a direct antecedent, a mediator between organizational factors and SBs or a moderator between job demands and SBs. Conclusion. Findings indicate that when workers feel resourceful, they feel also more confident and engaged, and, in turn, more focused on safety issues. Moreover, the results sometimes turn out to be contradictory, showing the dark side of personal resources. Considering these results, a plan to monitor and develop PsyCap could be implemented to promote SBs and safety environment. Indeed, PsyCap can be an essential individual resource for behaving safely also by reducing job demands’ perceptions and improving safety leadership.

Influence of job environment on the online teaching anxiety of college teachers in the online teaching context: The mediating role of subjective well-being.

BackgroundOnline education has been conducted widely in higher education in recent years. While online teaching brings many opportunities, it also poses numerous challenges and issues. This is especially true for college teachers, for whom teaching is considered to be a profession with a high level of burnout and anxiety. The large-scale application of online teaching methods has put teachers in an even more challenging context, which may lead to teaching anxiety affecting their mental health. In online teaching contexts, the question of what factors affect college teachers' online teaching anxiety is worth exploring to help reduce their online teaching anxiety so as to promote their work performance. In this study, therefore, we conducted a survey of college teachers to develop a model of job environment (job demands and job resources), subjective well-being, and online teaching anxiety, and to explore the influences of job environment and subjective well-being on their online teaching anxiety, as well as the mediating effects of subjective well-being between job environments and online teaching anxiety.MethodOf the 1,060 college teachers who participated, 524 were male (49.4%) and 536 were female (50.6%). An online questionnaire was sent to the teachers in January, 2022. Online teaching anxiety, subjective well-being, and job environment scales were adapted and developed. Descriptive analysis, reliability and validity analysis, and structural equation modelling were used to analyse the collected data.ResultsThe study model showed an adequate fit (χ2 = 440.983, RMSEA = 0.070, GFI = 0.942, AGFI = 0.914, NFI = 0.949, and CFI = 0.956), confirming the relationships of job demands and online teaching anxiety (β = 0.310, p < 0.001), job resources and online teaching anxiety (β = – 0.086, p < 0.01), job demands and subjective well-being (β = – 0.411, p < 0.001), job resources and subjective well-being (β = 0.204, p < 0.001), and subjective well-being and online teaching anxiety (β = – 0.435, p < 0.001). Meanwhile, the results also proved the effects of the mediating role of subjective well-being between job demands (95% CI = [– 0.138, – 0.225]), job resources (95% CI = [– 0.119, – 0.064]), and online teaching anxiety. The model accounted for 33.8% (f2 = 0.401) of online teaching anxiety.ConclusionThe results of this study indicated that it is important to reduce job demands and increase job resources to alleviate college teachers' online teaching anxiety to maintain good mental health; while maintaining a high level of college teachers' subjective well-being is also helpful for promoting their work performance. Furthermore, the indirect effects of job demands and job resources on online teaching anxiety mediated by college teachers' subjective well-being were also significant.

Forgotten frontline workers: Environmental health service employees' perspectives on working during the COVID-19 pandemic.

BackgroundEnvironmental Health Service employees (EVS) sanitize healthcare facilities and are critical to preventing infection, but are under‐resourced during the COVID‐19 pandemic and at risk of burnout.ObjectiveUnderstand demands on EVS’ work and strain on resources during COVID‐19.DesignQualitative descriptive study conducted in winter 2020–2021.SettingOne quaternary care academic medical center in Colorado.ParticipantsA convenience sample of 16 EVS out of 305 eligible at the medical center. Fifty percent identified as Black, 31% as Hispanic, 6% as Asian, and 6% as White (another 6% identified as mixed race). Sixty‐nine percent were female, and half were born in a country outside the United States.MeasuresSemistructured telephone interviews. Interviews were audio‐recorded and transcribed, and thematic analysis was used to identify key themes.ResultsFour themes illustrate EVS experiences with job strain and support during COVID‐19: (1) Needs for ongoing training/education, (2) Emotional challenges of patient care, (3) Resource/staffing barriers, and (4) Lack of recognition as frontline responders. Despite feeling unrecognized during the pandemic, EVS identified structural supports with potential to mitigate job strain, including opportunities for increased communication with interdisciplinary colleagues, intentional acknowledgment, and education for those who speak languages other than English. Strategies that can increase physical and emotional resources and reduce job demands have potential to combat EVS burnout.ConclusionsAs the surge of COVID‐19 cases continues to overwhelm healthcare facilities, healthcare systems and interdisciplinary colleagues can adopt policies and practices that ensure lower‐wage healthcare workers have access to resources, education, and emotional support.

Stability and change in levels of work–family conflict: A multi‐study, longitudinal investigation

There has been little theoretical and empirical attention to the role of time in studying levels of work–family conflict. Contrary to theoretical assumptions that work–family conflict is a highly dynamic construct, we borrow from established theories to describe a Stability and Change Model, which posits that work–family conflict levels are primarily stable with some meaningful change over time. The proposed model also outlines predictors of stability (and change) in work–family conflict levels: stability (or change) in‐person (i.e., neuroticism) and situational factors (i.e., role demands and, to a lesser extent, resources). Findings across two longitudinal studies with timeframes of 5 months (one‐month lags) and 3 years (one‐year lags) suggest that 75–80% of the observed variance in work–family conflict levels is stable over mid‐ to long‐term timeframes. In line with our Stability and Change Model, trait‐state‐occasion modelling results indicate that stability in work–family conflict is primarily due to stability in workload demands and to a lesser extent, personality factors (i.e., neuroticism), but, unexpectedly, not resources. There was some meaningful change in work–family conflict levels over time, primarily due to changes in demands and to a lesser extent, changes in person characteristics. Theoretical, methodological, and analytical considerations for future studies of work–family conflict levels are discussed.Practitioner points WFC levels may be very resistant to change. Our findings highlight the importance for organizations to make a sustained commitment to addressing factors that might create WFC rather than short‐term efforts. Organizations may design impactful interventions by aiming to significantly and durably reduce job demands, specifically: High involvement work practices that foster empowerment, information sharing, rewards, and training have been shown to reduce job demands including role overload (Kilroy et al., 2016, Human Resource Management Journal, 26, 408). Supervisors could reduce workload by eliminating unnecessary tasks or prioritizing most important tasks and/or developing employees’ time management skills so they can accomplish important job tasks in the time available. Reducing hindrance stressors such as role ambiguity and hassles tend not to be as relevant. Organizations may also want to consider person variables (e.g., personality, affect) by training for individual characteristics that may help employees manage WFC such as mindfulness training.

Predictors of Occupational Burnout: A Systematic Review.

We aimed to review occupational burnout predictors, considering their type, effect size and role (protective versus harmful), and the overall evidence of their importance. MEDLINE, PsycINFO, and Embase were searched from January 1990 to August 2018 for longitudinal studies examining any predictor of occupational burnout among workers. We arranged predictors in four families and 13 subfamilies of homogenous constructs. The plots of z-scores per predictor type enabled graphical discrimination of the effects. The vote-counting and binomial test enabled discrimination of the effect direction. The size of the effect was estimated using Cohen’s formula. The risk of bias and the overall evidence were assessed using the MEVORECH and GRADE methods, respectively. Eighty-five studies examining 261 predictors were included. We found a moderate quality of evidence for the harmful effects of the job demands subfamily (six predictors), and negative job attitudes, with effect sizes from small to medium. We also found a moderate quality of evidence for the protective effect of adaptive coping (small effect sizes) and leisure (small to medium effect sizes). Preventive interventions for occupational burnout might benefit from intervening on the established predictors regarding reducing job demands and negative job attitudes and promoting adaptive coping and leisure.

Health and well-being of rotation workers in the mining, offshore oil and gas, and construction industry: a systematic review

IntroductionRotation work, characterised by travelling long distances to work in isolated areas where workers typically rotate consecutive days working and living on-site with periods at home, is increasingly used in...