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.     

关于工作倦怠测量研究的综述

工作倦怠的研究兴起于20世纪70年代,到目前为止,已经提出了许多概念模型,编制了一些测量工具。本文回顾了国外关于工作倦怠测量的相关研究,介绍了目前运用最为广泛的测量工具：MBI和BM,并对他们的信效度以及运用情况做了简要介绍,同时也阐述了我国关于工作倦怠量表的修编情况。希望通过对于工作倦怠测量的研究的回顾与展望,能够对工作倦怠进行更准确的测量,从而能更好地展开关于工作倦怠的研究。     

A meta-analysis of burnout with job demands, resources, and attitudes

A meta-analysis was conducted on job demands, resources, and attitudes and their relation with burnout in regard to the COR theory. The version of the Maslach Burnout Inventory used was explored as a moderator of the aforementioned variables. Results suggest that higher demands, lower resources, and lower adaptive organizational attitudes are associated with burnout. In particular, results of the current study show stronger relations than previous meta-analysis (Lee & Ashforth, 1996) have suggested. The scale type also provided some evidence of moderation, with stronger effects found in samples that utilized the MBI-HSS. Implications of the findings in relation to the COR theory and future research directions to clarify the relation between job demands, job resources, organizational attitudes and burnout are discussed.     

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.     

Gender differences in psychological morbidity,burnout, job stress and job satisfaction among Chinese neurologists: a national cross-sectional study

Women are an important part of the medical workforce, yet little is known about gender differences in psychological morbidity, burnout, job stress and job satisfaction among neurologists. This study assessed gender differences in a large national sample of Chinese neurologists. Multivariate analyses were performed to examine associations. A total of 5558 neurologists were included in the analysis. Compared with their male counterparts, female neurologists were generally younger; were less likely to be married or to have children; had higher levels of education; were in practice for a shorter period of time; were less likely to hold senior roles; and had lower incomes. Male and female neurologists worked similar hours and spent a similar number of nights on call. No gender differences were found in psychological morbidity, burnout, and high levels of job stress for female and male, respectively. Women had higher emotional exhaustion scores, while men were more likely to have low levels of job satisfaction. The multivariate analysis showed that factors independently associated with psychological morbidity, burnout, high levels of job stress and low levels of job satisfaction were generally similar for women and men. These findings increase our understanding of gender differences in psychological morbidity, burnout, job stress, and job satisfaction among neurologists. As more women join the medical profession, these differences may be useful in designing medical training and practice.     

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.     

Type A behavior and work situation: associations with burnout and work engagement

The aim of the present study was to investigate Type A behavior as well as perceived work situation, and associations with burnout and work engagement. The associations in focus were investigated through hierarchical regressions in a sample (N= 329) of Swedish Information Communication Technology consultants. The findings indicated that both work situation and Type A behavior was correlated with work engagement and burnout; however, no interactions between Type A behavior and work situation were elicited. The main conclusion was that the achievement striving aspect of Type A behavior appears as "non-toxic" and is related only to work engagement. However, the irritability/impatience aspect appears to be responsible for burnout complaints among Type A individuals, possibly through negative effects of the mood itself than through perceived stress at work.     

Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes

We quantitatively summarized the relationship between Five-Factor Model personality traits, job burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), and absenteeism, turnover, and job performance. All five of the Five-Factor Model personality traits had multiple true score correlations of .57 with emotional exhaustion, .46 with depersonalization, and .52 with personal accomplishment. Also, all three dimensions of job burnout had multiple correlations of .23 with absenteeism, .33 with turnover, and .36 with job performance. Meta-analytic path modeling indicated that the sequential ordering of job burnout dimensions was contingent on the focal outcome, supporting three different models of the burnout process. Finally, job burnout partially mediated the relationships between Five-Factor Model personality traits and turnover and job performance while fully mediating the relationships with absenteeism.     

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.     

Relationship between job burnout and personal wellness in mental health professionals

This study aimed to determine the nature of the relationship between job burnout and personal wellness among mental health professionals. The authors performed intercorrelations and multivariate multiple regression analyses to identify the relationship between subscales of job burnout and personal wellness. Results showed that all subscales of job burnout, except for the Negative Work Environment subscale, significantly predicted a large amount of the variance in the collective personal wellness subscales. Implications for mental health professionals’ clinical practice, training, and supervision and limitations and prospects for future studies are discussed.     

Job stressors, emotional exhaustion, and need for recovery: A multi-source study on the benefits of psychological detachment

This paper examines psychological detachment (i.e., mentally “switching off”) from work during non-work time as a partial mediator between job stressors and low work-home boundaries on the one hand and strain reactions (emotional exhaustion, need for recovery) on the other hand. Survey data were collected from a sample of protestant pastors (N = 136) and their spouses (N = 97). Analyses showed that high workload, emotional dissonance, and low spatial work-home boundaries were related to poor psychological detachment from work during non-work time. Poor psychological detachment in turn predicted high levels of emotional exhaustion and need for recovery. Psychological detachment was a partial mediator between job stressors and strain reactions. This study avoids same-source bias and demonstrates the importance of psychological detachment in the stressor–strain relationship.     

Work engagement and burnout: testing the robustness of the Job Demands-Resources model

This study focuses on work engagement and its negative antipode, burnout, as well as their antecedents and consequences. According to the Job Demands-Resources (JD-R) model, two different processes have to be distinguished: a motivational process that links job resources with turnover intention through work engagement, and an energetic process that links job demands and health complaints via the mediating role of burnout. The robustness of the JD-R model was tested in a heterogeneous occupational sample (N = 846). Structural equation modeling analyses yielded a slightly modified model with only exhaustion being indicative of burnout and vigor, dedication along with absorption being indicative of engagement. The results provide evidence for the dipartite structure of the JD-R model. Multi-group analyses revealed the model to be invariant across age and gender. Although strengths of path coefficients and factor loadings differed among white- and blue-collar workers, the basic structure of the model was also confirmed among these subgroups. Therefore, the findings underscore the robustness of the JD-R model.     

工作压力对中小学教师职业倦怠的影响：情绪劳动和工作满意度的链式中介作用

为探讨中小学教师的工作压力对职业倦怠的影响机制,采用中小学教师职业压力问卷、教师情绪劳动量表、工作满意度量表、教师职业倦怠量表对中小学教师进行调查,共回收有效问卷362份。结果发现,工作压力可以直接影响职业倦怠,也可以通过情绪劳动和工作满意度的链式中介作用影响职业倦怠。本研究揭示了中小学教师工作压力与职业倦怠的关系及其内在机制,研究结果扩展了资源保存理论和工作需求-资源模型,为中小学教师保持良好的工作状态提供了理论参考。     

Job burnout and job leaving in public school teachers: Implications for stress management

This study addressed the questions of whether selected teacher and organizational variables contributed to (a) significant amounts of variance in teachers' scores on three components of burnout, and (b) teachers' intentions to leave special education teaching. Study participants (N =490) included a sample of respondents to a survey of all of the 1096 special education teachers in Hawaii. Instruments used in this study included the Maslach Burnout Inventory, the Porter Need Satisfaction Questionnaire, and the Special Education Teacher Survey. Results of multiple regression analyses indicated that for the burnout components, Emotional Exhaustion and Depersonalization, relatively large and significant amounts of variance could be accounted for by a set of predictor variables. For the third burnout component, Personal Accomplishment, the variance accounted for by a set of predictor variables was significant but small. Stepwise discriminant function analysis was used to distinguish between teachers who stated they did or did not intend to leave special education teaching. Eight variables were identified as predictors of Intention to leave special education teaching, correctly classifying 73% of teachers into the appropriate Yes-Leaving and No-Leaving groups.This research was conducted in partial fulfillment of requirements for the Doctoral dissertation by the first author.     

Relationships between emotional labor, job performance, and turnover

The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting. Their responses were matched with supervisors' ratings of overall job performance and organizational turnover records obtained 9 months later. Results indicate that surface acting is directly related to employee turnover and emotional exhaustion and that the relationship between surface acting and job performance is indirect via employee affective delivery. Deep acting was not linked to these outcomes. Theoretical and practical implications are discussed from the perspective of emotional labor theories.     

The relationship of work stressors and emotional support to strain in police officers

This study tested whether quantity and quality of social support and two sources of work stress (organizational stressors and job risk) predicted work strain in police officers, a high-risk occupational group. The participants were 135 police officers from a large metropolitan law enforcement agency who responded to questionnaires for assessing work stress, social support, exhaustion, and other strain symptoms. Emotional support and work stressors accounted directly for significant variance in emotional exhaustion, depersonalization, and symptom frequency. Conflicted relationships, which are a source of both work stress and support, also contributed to strain. In contrast to previous findings, a reverse buffering effect for social support did not contribute to predicting strain. Stress management programs for police and other high-stress occupations should target increasing emotional support from supervisors and peers, and reducing conflict in job and family relationships.     

Clarifying relationships among work and family social support, stressors, and work-family conflict

Although work and family social support predict role stressors and work-family conflict, there has been much ambiguity regarding the conceptual relationships among these constructs. Using path analysis on meta-analytically derived validity coefficients (528 effect sizes from 156 samples), we compare three models to address these concerns and clarify relationships. Results revealed that social support, controlling for role involvement, is best viewed as an antecedent of role stressors and subsequent work-family conflict. Controlling for work and family involvement, work and family social support were most related to same domain role conflict (β = −.46, p < .05; β = −.43, p < .05) and role ambiguity (β = −.28, p < .05; β = −.33, p < .05). Subsequently, work role conflict and time demands were most related to work-to-family conflict (β = .39, p < .05; β = .21, p < .05), while family role conflict and role ambiguity were most related to family-to-work conflict (β = .22, p < .05; β = .24, p < .05). Implications for research and practice, along with suggestions for theoretical advances, are discussed.     

Perfectionism,over commitment to work,and burnout in employees seeking workplace counselling

Perfectionism is linked to a range of psychological disorders. Burnout is an important construct in the working population and has been found to overlap with related constructs such as depression. There has been limited research conducted between perfectionism and burnout. This study aimed to examine the link between perfectionism and burnout and if procrastination and over commitment to work were mediators of the relationship. There were 69 participants recruited who were seeking counselling from a counselling firm, providing employee assistance services. The results indicated that procrastination was not a significant mediator of the relationship between concern over mistakes (CM) perfectionism and burnout. There was a significant mediating relationship found, where overcommitment to work mediated the relationship between CM perfectionism leading to burnout. The implications of the study in terms of interventions for employees suffering burnout, and directions for future research in regards to the relationship between perfectionism and burnout are considered.     

情绪表达规则、调节策略与工作倦怠关系的研究

以情绪性工作的控制论模型为理论基础,探索情绪性工作的内部机制。通过问卷调查,探讨了表达规则、情绪调节策略与工作倦怠的关系。结果发现:情绪调节策略中的深层扮演对正面表达规则与工作倦怠起完全的中介作用,部分证实了依据控制论模型作出的预测。提示组织应更多地使用正面表达规则,促进员工采用深层扮演,这会对员工的身心健康和组织的工作绩效产生积极影响。