Hospital restructuring, work-family conflict and psychological burnout among nursing staff

Abstract This study examined work-family conflict, family-work conflict and psychological burnout among nursing staff during a time of hospital restructuring and downsizing. Data were collected from 686 hospital-based nurses, the vast majority women. Nurses reported significantly greater work-family conflict than family-work conflict. Personal demographics but not downsizing and restructuring stressors predicted family-work conflict; downsizing and restructuring stressors but not personal demographics predicted work-family conflict. Restructuring stressors and both work-family conflict and family-work conflict were associated with higher levels of psychological burnout.     

Hospital restructuring,work-family conflict and psychological burnout among nursing staff

Abstract

This study examined work-family conflict, family-work conflict and psychological burnout among nursing staff during a time of hospital restructuring and downsizing. Data were collected from 686 hospital-based nurses, the vast majority women. Nurses reported significantly greater work-family conflict than family-work conflict. Personal demographics but not downsizing and restructuring stressors predicted family-work conflict; downsizing and restructuring stressors but not personal demographics predicted work-family conflict. Restructuring stressors and both work-family conflict and family-work conflict were associated with higher levels of psychological burnout.     

Job stressors,Type A behavior,coping responses,and psychological burnout among teachers

This study examined a research model developed to understand psychological burnout in work settings. Data were collected from 473 teachers and school administrators using questionnaires completed anonymously. Four groups of predictor variables identified in previous research were considered: individual demographic and situational variables, Type A behavior, job Stressors and coping responses. Type A behavior, job Stressors and coping responses were significantly and independently related to levels of psychological burnout.     

新冠疫情期间中小学教师工作-家庭冲突和抑郁:有调节的中介模型

本研究考察新冠疫情期间,工作-家庭冲突是否通过职业倦怠增加中小学教师抑郁水平,以及心理弹性是否调节该中介作用。1127名中小学教师参与线上调查,完成中小学教师工作-家庭冲突问卷、中小学教师职业倦怠问卷、抑郁自评量表及中学教师心理弹性量表。结果发现：(1)大多教师疫情前后工作生活情况、工作-家庭冲突与抑郁的状况变化不大,少数教师疫情期间工作生活情况、工作-家庭冲突与抑郁状况变差或好转;(2)教师工作-家庭冲突与抑郁、职业倦怠呈正相关,三者均与心理弹性负相关;(3)控制额外变量后,职业倦怠是工作-家庭冲突与抑郁间的中介变量,在疫情期间工作生活状态更好、更差以及与疫情前后没有差别的教师中均成立;(4)对于感知疫情后情况更好的教师,心理弹性调节了工作-家庭冲突与职业倦怠的关系。对于感知疫情后情况更差的教师,心理弹性调节了职业倦怠与抑郁的关系。因此,缓解工作-家庭冲突和职业倦怠、提高心理弹性可减少中小学教师抑郁,保持心理健康。     

Chronic job stressors and job control: Effects on event‐related coping success and well‐being

The present study investigates how chronic work characteristics relate to situational work characteristics, and their effect on outcomes such as well‐being, problem solving, and calming down. It also examines how the relationship between situational work characteristics and coping strategies affect these outcomes. Based on an event‐sampling approach, 23 employees of a counselling agency reported 120 stressful events over 7 days, yielding 92 work‐related and 28 private events. Multi‐level analyses revealed that with regard to chronic conditions, job control was positively associated with successful calming down and problem solving in stressful situations, whereas job stressors were negatively related to immediate well‐being. Chronic stressors and job control can be seen as ‘background’ variables that influence the response to stressful events. For situational factors, stressfulness was negatively associated and controllability was positively associated with immediate well‐being and problem solving. In addition, problem‐focused coping predicted positively situation‐related success in calming down and problem solving. An effect on well‐being was found when situational controllability was high, confirming the active coping rule of Perrez and Reicherts (1992) . Palliative coping was positively related to successful calming down.     

Moderating Role of Work Support in Stressor–Burnout Relationship: An Empirical Investigation Among Police Personnel in India

Policing has been contended as one of the most stressful occupations around the globe. With increasing police suicide cases and an upsurge in misconduct toward civilians by the police in India, a study on police stress and burnout was necessitated. The present study aimed at identifying the antecedents of burnout among police personnel. It further investigated the role of work support as a protective factor moderating the stressor and burnout relationship. A survey was conducted in the capital state of India. A total of 491 police personnel at inspector and sub-inspector rank from 128 police stations participated in this study. Multiple and hierarchical regression analyses were performed to examine the antecedents of burnout and to assess the buffering role of work support. The findings of the study revealed that among the several stressors, organizational and work–home interface positively significantly contributed to the development of burnout. The evidence for work support as a moderator was also observed. The findings of this study offer several practical implications to combat police stress and burnout. This study contributes to the growing literature on police burnout in the Indian context and highlights the role of work support in the policing context.     

Work and family satisfaction and conflict: a meta-analysis of cross-domain relations

This meta-analysis is a review of the literature examining the relations among stressors, involvement, and support in the work and family domains, work-family conflict, and satisfaction outside of those domains. Results suggest that a considerable amount of variability in family satisfaction is explained by work domain-specific variables, whereas a considerable amount of variability in job satisfaction is explained by family domain-specific variables, with job and family stress having the strongest effects on work-family conflict and cross-domain satisfaction. The authors propose future directions for research on work and family issues focusing on other explanatory mechanisms and moderators of cross-domain relations.     

Reduction of work-family conflict through the use of selection, optimization, and compensation behaviors

Prior research has examined both the antecedents to and outcomes of work-family conflict. However, little is known about the existence and efficacy of behavioral strategies that may be used by individuals to reduce the amount of stressors experienced both on the job and at home, which result in work-family conflict. The purpose of this study was to examine the role of selection, optimization, and compensation (SOC) behaviors in relation to both job and family stressors and work-in-family (WIF) conflict and family-in-work (FIW) conflict. Results suggest that the use of general SOC behaviors in both the work and family domains are related to lower amounts of job and family stressors and subsequently lower amounts of WIF conflict and FIW conflict. In general, these results held true even when additional variables (e.g., hours worked, gender, job involvement, family involvement, social support, and supervisor support) were controlled. Implications of these results are discussed.     

The impact of environmental stressors and types of work contract on occupational stress

This study aimed to investigate the impact of seven environmental stressors (role conflict, work overload, interpersonal difficulties, work-family conflict, work instability, lack of autonomy and pressure of responsibility) and the nature of the employment contract (permanent or atypical) on three psychological reactions to occupational stress (job satisfaction, positive emotions, and negative emotions at work). 305 Brazilian workers from both sexes participated in this research, distributed between permanent and atypical workers. The results showed that the role conflict and the work overload had a negative impact on job satisfaction. The role conflict had a negative impact on the positive emotions at work, while the pressure of responsibility interfered positively in it. The work overload interfered positively in the negative emotions at work, while the pressure of responsibility interfered negatively in it. The type of contract did not affect significantly any one of the dependent variables. The implications of the results for future research are discussed.     

The impact of emotional labor on work-family outcomes

Theory and research on emotional labor at work is applied to the study of the work-family interface to explore how emotional experiences in both the work and the family domain relate to the experience of work-family conflict and work-family enrichment, and ultimately attitudinal and health outcomes. Emotional intelligence is also examined as a moderator of the relationship between emotional labor and affective responses to work and family life. A model focusing on emotional experiences in the both the work and family domains is proposed and tested using path analysis. Results indicate that emotional labor in both the work and family domains relate to affective responses to each respective domain, which in turn relates to work-family conflict and work-family enrichment. In turn, consistent with previous research work-family conflict relates to domain-specific satisfaction (job, life) and health outcomes (burnout, depression). Partial support was found for the proposed moderating effect of emotional intelligence.     

A meta-analytic review of work-family conflict and its antecedents

This meta-analytic review combines the results of more than 60 studies to help determine the relative effects of work, nonwork, and demographic and individual factors on work interference with family (WIF) and family interference with work (FIW). As expected, work factors related more strongly to WIF, and some nonwork factors were more strongly related to FIW. Demographic factors, such as an employee’s sex and marital status, tended to relate weakly to WIF and FIW. Overall the analysis supports the notion that WIF and FIW have unique antecedents, and therefore, may require different interventions or solutions to prevent or reduce their occurrence. Lastly, the analysis suggests that demographic variables, such as sex and marital status, are alone poor predictors of work-family conflict. Researchers are advised to attend to more finely grained variables that may more fully capture employees’ likelihood of experiencing work-family conflict.     

The relation of coping, appraisal, and burnout in mental health workers.

This study was undertaken as an attempt to determine the relationship between individual coping (in response to stressful work events) and concomitant symptoms of burnout and the relationship between coping and burnout as moderated by secondary cognitive appraisal. Professional mental health workers (N = 234) employed by a state psychiatric facility completed the Ways of Coping Checklist (revised) (Lazarus & Folkman, 1984) and a measure of secondary appraisal, after reporting a typical stressful work event. They also completed the Maslach Burnout Inventory (Maslach & Jackson, 1986) and a demographic questionnaire. Results suggested that individual coping was related to burnout. Escape-avoidance was the primary coping strategy related to all three symptoms of burnout: emotional exhaustion, depersonalization, and lack of personal accomplishment. Secondary appraisal did not moderate the relation of coping and burnout.     

工作家庭间跨界增益:逻辑主线与模型

已有工作家庭界面研究主要立足于冲突视角,近年来部分研究开始从积极视角揭示工作家庭关系的本质。工作家庭增益强调角色资源的跨界渗溢有助提升个体另一角色表现和生活品质的程度。工作家庭资源会增强个体心理资源,进而影响体验工作家庭间的跨界增益,资源的累积循环与工作家庭增益互为持续保障,跨界增益的程度受到工作家庭边界特征的调节影响。论证和提出了"角色资源累积-个体心理因素改变-跨界增益-角色评价与投入"的逻辑主线,以此构建工作家庭间角色资源跨界增益模型。     

职业女性工作家庭冲突的压力源研究

本研究在已有研究的基础上 ,对浙江省杭州市职业女性进行了一次工作 -家庭冲突的调查研究。总结了现阶段职业女性工作 -家庭冲突的现状 ,探讨了角色压力源与工作 -家庭冲突的关系 ,分析了影响职业女性工作 -家庭冲突程度的因素。     

Work social supports, role stressors, and work-family conflict: The moderating effect of age

The current study examined whether important distinctions are masked if participant age is ignored when modeling relationships among constructs associated with the work-family interface. An initial omnibus model of social support, work role stressors, and work-family conflict was tested. Multiple groups analyses were then conducted to investigate possible age differences in the patterns of relationships among these constructs for three age groups (28 and under, 29-45, and 46 and older). Several constructs in the model, including role stressors, social support, and work-family conflict, demonstrated mean level differences across the three age groups. Of greater significance, the relationships of some sources of social support and work-family conflict with other constructs in the model differed as a function of age group. Results suggest that conclusions drawn from the omnibus model take on a slightly different and more complicated meaning in the multiple groups analysis. These results have implications for how future research on the work-family interface should be conducted.     

Burnout in Health Care: The Role of the Five Factors of Personality

Job burnout continues to plague organizations and individuals, resulting in costly consequences. In examining the antecedents to job burnout, prior research has primarily focused on role stressors present in the job environment. with little attention given to individual characteristics. The purpose of this field study was to examine the extent to which dimensions of an individual's personality have differential efects on the 3 components of burnout (emotional exhaustion, depersonalization. and diminished personal accomplishment) among nurses working in a hospital. After controlling for several demographic variables and 3 role stressors, findings indicate that specific dimensions of personality do significantly and differentially impact the experience of the 3 components of burnout.     

工作要求-资源、心理资本对工作家庭关系的影响

本研究选取253名已婚全职员工为研究对象,采用自陈式问卷调查的方法,考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关;（2）工作资源与工作家庭双向冲突均呈显著负相关,与工作家庭双向促进均呈显著正相关;（3）心理资本在工作资源与工作家庭关系间起中介作用。     

工作－家庭冲突的前因、后果及干预策略

随着劳动力结构与工作特点的巨大变化,工作－家庭冲突问题日益突出。国内外研究主要从工作、家庭与个体三个层面对工作－家庭冲突的前因变量、后果变量及干预策略进行了深入探讨。前因变量主要包括工作与家庭层面的压力、特点,性别等;后果变量主要涉及个体的工作家庭满意感、组织承诺、离职和心身健康;干预策略涉及家庭友好政策和个体应对方式等。作者认为今后研究可以在工作－家庭冲突积极面、跨文化研究等方面进行突破     

Using selection,optimization, and compensation to reduce job/family stressors: effective when it matters

Previous research has demonstrated that the use of general behaviors specified by a life-management strategy entitled Selection, Optimization, and Compensation (SOC) reduces, if only to a small extent, the perceived amounts of the main antecedents (i.e., job/family stressors) of work-family conflict. The results of the current study demonstrate that several variables that impact the amount of resources demanded of, or resources available to, an individual (e.g., supervisor support) moderate the relationship between SOC behaviors and job/family stressors. Specifically, SOC strategies are more effective than previously thought at reducing job/family stressors for precisely those individuals in the most demanding situations.