The effect of power on susceptibility to emotional contagion

Abstract

This study explored two questions: Do people tend to display and experience other people's emotions? If so, what impact does power have on people's susceptibility to emotional contagion? We speculated that the powerless should pay more attention to their superiors (than their superiors pay to them) and should thus be especially likely to “catch” their superion' emotions as well. College students, given the role of “teacher” (powerful person) or “learner” (powerless person), observed videotapes of another (fictitious) subject relating an emotional experience. They were asked what emotions they felt as they watched their partner describe the happiest and saddest event in his life. In addition, they were videotaped as they watched the tape. As predicted, clear evidence of emotional contagion was obtained in this controlled laboratory setting. However, a direct (rather than inverse) relation between power and emotional contagion was found. Powerful subjects were more likely to display their subordinate's feelings than subordinates were to display those of the powerful other. Several possible explanations for these unexpected results were proposed.     

Interaction effects among multiple job demands: an examination of healthcare workers across different contexts

Background and Objectives: Simultaneous exposure to time, cognitive, and emotional demands is a feature of the work environment for healthcare workers, yet effects of these common stressors in combination are not well established. Design: Survey data were collected from 125 hospital employees (Sample 1, Study 1), 93 ambulance service employees (Sample 2, Study 1), and 380 aged care/disability workers (Study 2). Methods: Hierarchical multiple regressions were conducted. Results: In Sample 1, high cognitive demand exacerbated high emotional demand on psychological strain and job burnout, whereas the negative effect of high emotional demand was not present at low cognitive demand. In Sample 2, a similar pattern between emotional demand and time demand on stress-remedial intentions was observed. In Study 2, emotional demand?×?time demand and time demand?×?cognitive demand interactions again revealed that high levels of two demands were stress-exacerbating and low levels of one demand neutralized the other. A three-way interaction on job satisfaction showed the negative impact of emotional demand was exacerbated when both time and cognitive demands were high, creating a “triple disadvantage” of job demands. Conclusions: The results demonstrate that reducing some job demands helps attenuate the stressful effects of other job demands on different employee outcomes.     

Le burnout chez les infirmières en cancérologie : Une approche contextuelle du modèle exigences-contrôle-soutien

The current investigation, studying the burnout among oncology nurses, was guided by the Demand Control Support model (Karasek & Theorell, 1990). However, in accordance with scholars claiming for a context-specificity in occupational stress research, we first conducted 3 semi-structured focus groups to identify the specific sources of demands, control and support experienced by oncology nurses. The scale established from this analysis, (as well the other study variables), had been answered by 144 oncology nurses. Factorial analyses revealed 4 latent factors: “job demands”, “patient demands”, “support” and “control”. Then, hierarchical regression analyses indicated that job demands, control and support predicted significant proportions of burnout, in particular emotional exhaustion. We also observed a moderator effect of social support. Furthermore, the situation-specific stressors, that is, those relating to difficult relationships with patients, made significant contributions to burnout, supporting the claim of augmenting the components of the Demand Control Support model with stressors that are more situation- specific.     

Burnout Contagion Processes Among Teachers1

This study of 154 Dutch high school teachers examined processes by which occupational burnout may transfer from one person to another. Two conditions that may increase the probability of burnout contagion were investigated; namely, individual teachers' susceptibility to emotional contagion, and the frequency with which teachers are exposed to colleagues with student‐ and work‐related problems. Consistent with hypotheses derived from theories about emotional contagion, the results suggest that bumout contagion was most pronounced under these 2 high‐risk conditions. Specifically, the prevalence of perceived burnout among participants' colleagues was most strongly related to individual teachers' burnout (i. e., emotional exhaustion and depersonalization), when the teachers were highly susceptible to the emotions of others and when they frequently communicated with each other about work‐related problems.     

Emotion work and job stressors and their effects on burnout

Abstract

This article reports research on emotion work, organizational as well as social variables as predictors of job burnout. In burnout research, high emotional demands resulting from interactions with clients are seen as a core characteristic of service jobs. However, these emotional demands were seldom measured in a direct manner. It was only recently that emotional demands were included in studies on burnout referring to the concept of emotion work (emotional labor). Emotion work is defined as the requirement to display organizationally desired emotions. A multi-dimensional concept of emotion work was used to analyze the relations of emotion work variables with organizational and social variables and their joint effect on burnout in five samples including employees working in children's homes, kindergartens, hotels, banks and call centers. Emotion work variables correlated with organizational stressors and resources. However, hierarchical multiple regression showed a unique contribution of emotion work variables in the prediction of burnout. Moreover, the analysis of interaction effects of emotional dissonance and organizational and social stressors showed that for service professionals, the coincidence of these stressors led to exaggerated levels of emotional exhaustion and depersonalization.     

How does chronic burnout affect dealing with weekly job demands? A test of central propositions in JD-R and COR-theories

This study uses job demands–resources and conservation of resources theories to propose that chronic levels of job burnout may aggravate the positive relationship of weekly job demands with week-level burnout symptoms, dysfunctional coping, and self-undermining. Specifically, we hypothesize that weekly job demands (workload and emotional demands) relate positively to maladaptive behaviors through weekly burnout symptoms, particularly when chronic burnout is higher (vs. lower). We collected data among 84 employees from various occupational sectors, who first filled out a general survey, and then completed weekly diary surveys every Friday, for five consecutive weeks (total n = 415 occasions). Results of multilevel analyses generally supported the hypotheses. Weekly job demands were positively related to weekly burnout and self-undermining only when employees scored higher on chronic burnout. Moreover, as predicted, the results showed that job demands were most strongly related to dysfunctional coping and self-undermining through weekly burnout symptoms for individuals higher (vs. lower) in chronic burnout. These findings highlight the interplay between weekly job demands and chronic burnout in the process of resource loss.     

Transformational Leadership and Job Involvement: The Moderation of Emotional Contagion

This study examined the moderating effects of emotional contagion, including leaders' emotional contagion and subordinates' emotional susceptibility, on the relationship between transformational leadership and subordinates' job involvement. By investigating 210 soldiers from eight companies of the Taiwan Army, a three-way interaction effect was found. For leaders with high emotional contagion, the positive relationship between transformational leadership and subordinates' job involvement was stronger for subordinates' with high (versus low) susceptibility. For leaders with low emotional contagion, no such interaction was found. We discuss the implications of these findings for future research in this area.     

A meta‐analytic review of the relationship between emotional dissonance and emotional exhaustion

This meta‐analysis examined the relationship between emotional dissonance and burnout. We collected 57 independent samples that included self‐report measures of emotional dissonance and emotional exhaustion from 16,165 employees. As predicted, a reliable relationship (r = .34) between the two variables was found, indicating that employees who “fake” their emotions at work also suffer from emotional exhaustion, a key component of job burnout. Moderation analyses indicate that effect sizes strengthen as an increasing function of publication year, and are strongest in police work, compared with other service job types. As predicted from a gender role perspective, effect sizes are more pronounced as the percentage of women increases in a sample. Results suggest that emotional dissonance may be added to the growing list of job stressors that lead to emotional exhaustion.     

Occupational demands,psychological burnout and anxiety among hospital personnel in norway

The present study reports the results of a questionnaire survey among 212 health care workers at a hospital in Northern Norway. Measures included burnout, trait anxiety, various job demands and supports, and work attitudes (job satisfaction and organizational commitment). Results provided support for Maslach's conceptualization of the burnout syndrome cross-culturally. Correlations among the three burnout subscales, as well as organizational correlates of burnout were generally consistent with earlier findings. The burnout scores of hospital workers were higher than North American norms, and some occupational differencs among subscales were found. A model of individual characteristics, job demands, burnout, and work attitudes was tested through a series of multiple regressions. Trait anxiety as well as job demands contributed to burnout. The influence of trait anxiety on work attitudes was mediated through emotional exhaustion. However, in addition to emotional exhaustion, both job demands and organizational supports had direct effects on work attitudes. Thus, burnout does not fully operate as a mediating variable between demands and attitudes such as commitment. The study also addressed the issue of individual differences in the burnout response and focused on the need to systematically investigate the relaive importance of situational versus personality variables in future burnout research.     

Burnout during a long-term rehabilitation: comparing low burnout,high burnout – benefited,and high burnout – not benefited trajectories

Abstract

To focus rehabilitation activities among burnout clients more effectively, it is important to investigate who benefits from burnout interventions. This study (N=85) aimed at identifying burnout trajectories in terms of benefit, that is, subgroups of clients who share similar mean levels and changes in burnout during a one-year rehabilitation intervention (17 days in total) with a six-month follow-up. After identifying the burnout trajectories, the relations of the trajectories with factors describing the clients, antecedents, and consequences of burnout during the one-year intervention were examined. Three burnout trajectories were identified by growth mixture modeling: (a) low burnout (n=39), (b) high burnout – benefited (n=29), and (c) high burnout – not benefited (n=17). Positive changes were detected in antecedents and consequences among the clients in the low burnout and high burnout – benefited trajectories. Recovery from burnout was associated with increased job resources and decreased job demands, as well as with increased job satisfaction and decreased depression. It seems that more precise targeting of rehabilitation is needed since the trajectories revealed not only clients with mild symptoms, but also clients who probably received this treatment too late.     

Patients' intentions in primary care: Measurement and preliminary investigation

Abstract

A questionnaire to assess patients' intentions in primary care was completed by 206 patients. Patients also rated the amount of help with their presenting problem which they thought could be provided by each of 11 secondary services. A principal components analysis of the intentions revealed 4 components: “Explanation and understanding,” “Support,” “Medical treatment” and “Information-seeking.” Individual patients' intentions were quantified on each of these dimensions. Requests for “Explanation and understanding” did not correlate with expectation of help from any of the 11 sources. In contrast, each of the remaining 3 types of request correlated with expectation of help from a number of sources. These results show, first, a way of measuring patients' intentions on multiple independent dimensions. Secondly, they indicate that patients look solely to the general practitioner for general information and reassurance about their problems. For emotional support they look to additional, mainly psychiatric, sources. This calls into question the view that general practitioners are seen by patients as more appropriate providers of emotional support than specialist services.     

社会互动视角下的有意识情绪感染

随着超扫描技术的兴起,研究者们开始关注社会互动情境中有意识情绪感染的脑间神经同步问题。研究发现,脑间神经同步可能是有意识情绪感染在神经层面的指标。“发送者-接收者”模式的应用使得研究者们思考自我-他人重叠理论是否可作为有意识情绪感染脑间神经同步的心理解释机制。未来研究可采用基于自然情境的“发送者-接收者”模式以及“自然讨论”模式来探究不同社会因素对有意识情绪感染及其脑间同步机制的影响;未来还应构建有意识情绪感染的多模态超扫描平台,以此拓展相关研究。     

工作要求-资源模型与工作倦怠的相互影响

采用间隔六个月的三波纵向设计,对国内263名企业员工的工作倦怠、工作要求、工作资源进行测量,探讨中国文化背景下企业员工工作环境的动态变化和倦怠体验的相互影响及其作用机制。研究结果表明,控制基线水平后,工作要求增量正向影响工作倦怠增量,工作资源增量负向影响工作倦怠增量;而工作倦怠增量进一步对员工所处的微工作环境产生一定的负面影响,导致工作要求进一步增加,工作资源进一步降低,因此易形成“工作环境恶化→工作倦怠加剧→工作环境进一步恶化”的恶性因果关系回路。     

Associations between job burnout and self-efficacy: a meta-analysis

Background and Objectives: This study aimed at systematically reviewing and meta-analyzing the strength of associations between self-efficacy and job burnout (the global index and its components). We investigated whether these associations would be moderated by: (a) the type of measurement of burnout and self-efficacy, (b) the type of occupation, (c) the number of years of work experience and age, and (d) culture. Design and Methods: We systematically reviewed and analyzed 57 original studies (N?=?22,773) conducted among teachers (k?=?29), health-care providers (k?=?17), and other professionals (k?=?11). Results: The average effect size estimate for the association between self-efficacy and burnout was of medium size (?.33). Regarding the three burnout components, the largest estimate of the average effect (?.49) was found for the lack of accomplishment. The estimates of the average effect were similar, regardless of the type of measures of burnout and self-efficacy measurement (general vs. context-specific). Significantly larger estimates of the average effects were found among teachers (compared to health-care providers), older workers, and those with longer work experience. Conclusions: Significant self-efficacy–burnout relationships were observed across countries, although the strength of associations varied across burnout components, participants' profession, and their age.     

Disorders associated with burnout and causal attributions of stress among health care professionals in psychiatry

This study, carried out among health care professionals in psychiatry, evaluates burnout (Maslash Burnout Inventory) in relation to other associated disorders: lower levels of self-esteem in different areas (Self-Esteem Inventory); the frequency of stress felt (Nursing Stress Scale); a lesser feeling of general control (Lumpkin); a more negative perception of the general state of health (Diagnostic Interview Schedule); job dissatisfaction and dissatisfaction with numerous aspects of life (Subjective Quality of Life Profile). Moreover, among these professionals, the fact of describing the causes of one's professional burnout as having a “global” impact on one's behavior (using the CDS II), reveals both one's emotional exhaustion and associated disorders (but not the feeling of internal control). This attributional variable appears as a significant mediator between burnout and health (DIS). These results are discussed with the aim of developing the early detection and treatment of burnout and the associated disorders among health care professionals.     

Emotional labour strategies and job burnout: A meta-analysis of Chinese employees

Emotional labour strategies have a significant impact on job burnout. However, current research results are controversial and unclear. A meta-analysis was conducted to explore the relationship between emotional labour strategies (surface acting and deep acting) and job burnout. A total of 84 empirical studies that included 28,242 participants were selected. The meta-analysis of the relationships between job burnout and surface acting and deep acting included 84 and 75 independent samples respectively. The results show that surface acting had a positive association (r = 0.25) with job burnout, whereas deep acting (r = −0.27) had a negative association with job burnout. Occupational types and measures of emotional labour strategies moderated the relationship between emotional labour strategies and job burnout, but this relationship was not moderated by measures of job burnout.     

Validation française du questionnaire d’évaluation de l’environnement invalidant durant l’enfance : the Invalidating Childhood Environments Scale (ICES)

IntroductionThe Invalidating Childhood Environments Scale (ICES) was developed by Mountford et al. (2007) in order to measure the parental invalidation of the child's emotional needs from the adolescent or young adult perception.ObjectiveThe aim of this study is the validation in French of the ICES based on its factorial structure and psychometric property.MethodParticipants included 585 freshmen university students (186 males, 399 females), aged 18–22.ResultsResults show that the French version had good psychometric validity. Factorial analyses indicate a two dimensions construct structure identical for each parent. These dimensions were labeled “personal distress” and “inability of empathy” in reference of Batson's studies on altruism (Batson, 1991). The convergent validity of the ICES is supported by the relationship between the scores on the different dimensions and the depression symptomatology.ConclusionImplications of the perception of these two dimensions of empathy and the family environment in the psychological health are addressed.     

Seven Salutary Suggestions for Counselor Stamina

Counselor stamina is deemed essential in the midst of a consistently challenging, complex, and changing mental health care environment. Rather than perpetuating conversations about “burnout” and “burnout prevention,” this article provides a salutary or health‐promoting perspective. Seven suggestions for counselor stamina are presented and discussed, based on a review of the literature and the author's reflections on clinical practice today. Each suggestion corresponds to 1 of the 7 letters in the word stamina.     

For Fun,Love, or Money: What Drives Workaholic,Engaged, and Burned‐Out Employees at Work?

Previous research has distinguished between two types of working hard: workaholism, a “bad” type of working hard, and work engagement, a “good” type of working hard. However, the motivations underlying workaholism and work engagement have not been examined extensively. Building on Deci and Ryan's Self‐Determination Theory, the present study examined the motivational correlates of workaholism, work engagement, and burnout (a possible consequence of working hard), using data from Chinese health care professionals (544 nurses and 216 physicians), and controlling for job demands and resources. As expected, structural equation modeling revealed that high levels of workaholism were associated with high levels of introjected regulation and identified regulation; that high levels of work engagement were mainly associated with high levels of intrinsic regulation; and that high levels of burnout were mainly associated with low levels of intrinsic regulation. Thus, different types of motivational regulation are associated with different types of job‐related well‐being.     

Testing causal models of job characteristics and employee well‐being: A replication study using cross‐lagged structural equation modelling

This study re‐evaluated causal relationships between job characteristics (demands, autonomy, social support) and employee well‐being (job satisfaction, emotional exhaustion) in a methodological replication of De Jonge et al. 's (2001) two‐wave panel study. The principal difference was the 2‐year time lag between measurements in this study versus a 1‐year time lag in the original study. Three competing causal models were compared: regular causation (job characteristics influence well‐being); reverse causation (well‐being influences job characteristics); and reciprocal causation (combining regular and reverse causation). As in the original study, regular causation offered the best account. Regarding specific longitudinal paths there were some between‐study differences, which are considered in relation to exposure‐time models of stressor‐strain relations.