社会自我效能感与工作倦怠的关系：社会交换视角下有调节的中介模型

本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查方法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。分析结果表明：社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。     

Work Stressors,Social Support,and Burnout in Junior Doctors: Exploring Direct and Indirect Pathways

The study tested a pathway model linking different occupational stressors, different sources of social support, and burnout. A sample of 184 junior medical doctors was used. Pathway analysis suggested that doctors who experienced increased time demands, organizational constraints, and a lack of personal confidence perceived their consultants as less supportive, whereas those who experienced greater clinical responsibility perceived their supervisors as more supportive. A lack of support from coworkers was linked with a lack of support from consultants, top management, and family. The perception of consultant support was linked with lower burnout, whereas the perception of coworker support was linked with higher burnout. The present findings may inform interventions aimed to support junior doctors experiencing burnout.     

Self-Efficacy and Burnout in Teaching: The Importance of Interpersonal-Relations Efficacy

This study investigated the association between perceived self-efficacy and burnout among teachers. Self-efficacy has been defined operationally based on a three-dimensional conceptualization: task, relations and organization. Efficacy variables were three classroom efficacy factors: instruction (task), discipline control (task), and consideration (relations), and two organizational efficacy factors: inclusion (task) and influence (relations). Burnout was measured as both a three-dimensional measure comprised of exhaustion, unaccomplishment and depersonalization, and as a single dimension (a composite score including all three dimensions). A sample of 322 Israeli teachers completed a self-report questionnaire. Multiple analysis of variance (MANOVA) and multiple regression analysis were used. It was found that perceived sense of self-efficacy was inversely correlated with perceived burnout: the lower the sense of self-efficacy, the higher the perceived burnout. The salience of organizational influence efficacy, and consideration efficacy (both are relations efficacies) were noted as important variables in predicting exhaustion, unaccomplishment and depersonalization. Task efficacies (e.g., instruction, discipline control, and inclusion) had no significant or meaningful weight in statistically predicting burnout beyond the relations efficacies. The importance of the organizational self-efficacy (teachers' beliefs in their ability to influence social and political forces within the organization, involvement in planning and executing important activities, as well as ability to draw upon the organization's resources to provide support and assistance) was discussed.     

Social support reciprocity and occupational self-efficacy beliefs during mothers' organizational re-entry

The present study assesses the effects of a lack of social support reciprocity at work on employees' occupational self-efficacy beliefs. We assume that the self-efficacy effects of received support and support reciprocity depend on the specific work context (e.g., phase in the process of organizational socialization). 297 women who returned to work after maternity leave participated at three measurement points (five weeks, eleven weeks, six months after re-entry). We measured self-reported received and provided support as well as occupational self-efficacy beliefs. Women who received a high amount but provided only little support at work (over-benefitting) reported lowered self-efficacy beliefs. As expected, this effect was not found at the beginning of re-entry, but only later, when over-benefitting began to be negatively related to recipients' self-efficacy beliefs.     

Effects of received and mobilized support on recipients' and providers' self-efficacy beliefs: a 1-year follow-up study with patients receiving radical prostatectomy and their spouses

From a proactive agentic perspective, social support is not just seen as a protective cushion against environmental demands. Rather, support may facilitate an individual's self-regulation by enhancing perceived self-efficacy (i.e., enabling hypothesis). In the present study, patient-reported indicators of mobilized and received spousal support as predictors of their own and their spouses' self-efficacy beliefs were investigated within 1 year following radical prostatectomy. During this time frame, postoperative sequelae such as urinary incontinence and erectile dysfunctions are still likely to interfere with couples' everyday activities. Seventy-two patients receiving radical prostatectomy and their spouses participated. Patients' and spouses' self-efficacy beliefs and patients' received and mobilized spousal support were assessed prior to and 12 months following surgery. Additional patient-reported covariates at 1 year post-surgery were degree of bother by urinary incontinence, overall sexual satisfaction, and relationship satisfaction. Results indicated that patients' received spousal support was associated with higher levels of patients' self-efficacy only cross-sectionally, but not longitudinally. Support mobilized by the patient prior to and 1 year after surgery, however, positively predicted spouses' levels and changes in self-efficacy. Results, thus, did not fully confirm predictions by the enabling hypothesis of social support; rather, associated aspects, such as the degree of being mobilized as a provider of support or being needed, seem to enhance agency beliefs in spouses.     

Post-traumatic stress symptoms in adolescents exposed to an earthquake: Association with self-efficacy,perceived magnitude,and fear

The objective of this study was to evaluate th×e relationship between the magnitude of an earthquake, the fear experienced, the self-efficacy beliefs, and post-traumatic stress symptoms in adolescents. We expected self-efficacy beliefs to predict post-traumatic stress symptoms, and this relation to be mediated by fear. We used data from a longitudinal project on adolescent normative development that was under way at the time of the 2010 earthquake in Chile. Six months before the earthquake, 218 adolescents responded to a self-efficacy beliefs scale; three months after the earthquake they reported the perceived magnitude of the event, the fear they experienced, and their post-traumatic stress symptoms. Results showed that perceived magnitude was not associated with fear or post-traumatic stress symptoms, but self-efficacy beliefs and fear were associated with post-traumatic stress symptoms. The hypothesized role of fear as a mediator in the relation between self-efficacy beliefs and post-traumatic stress symptoms was supported by the data. The results of the study, suggest that preventive interventions aimed to increase awareness of how to face a disaster may not only contribute to save lives but may also increase adolescentś sense of personal efficacy, reducing subsequent emotional reactivity associated with the event.     

Narrowing the Creativity Gap: The Moderating Effects of Perceived Support for Creativity

This article examines the role of 3 types of perceived support for creativity in moderating the relation between creative self-efficacy and self-perceived creativity. The findings suggest significant interaction effects for perceived work-group support and supervisor support, but not for perceived organizational support. This study is among the first to (a) examine the importance of perceived support for creativity in unlocking creative potential and increasing creativity in organizations and (b) use interaction terms in structural equation modeling (SEM) to investigate moderator effects in an applied research setting. These results imply that organizational interventions focused on training supervisors and work-group members to support creativity in the workplace may be more effective than broader and less focused interventions at the organizational level.     

Narrowing the creativity gap: the moderating effects of perceived support for creativity

This article examines the role of 3 types of perceived support for creativity in moderating the relation between creative self-efficacy and self-perceived creativity. The findings suggest significant interaction effects for perceived work-group support and supervisor support, but not for perceived organizational support. This study is among the first to (a) examine the importance of perceived support for creativity in unlocking creative potential and increasing creativity in organizations and (b) use interaction terms in structural equation modeling (SEM) to investigate moderator effects in an applied research setting. These results imply that organizational interventions focused on training supervisors and work-group members to support creativity in the workplace may be more effective than broader and less focused interventions at the organizational level.     

Factors associated with self-efficacy in persons with chronic illness

Change of lifestyle may be necessary for persons with chronic illnesses in order to manage their health situation and reduce symptom distress. Success in changing lifestyle partly depends on a person's self-efficacy beliefs. This cross-sectional study explores social support, physical activity, and illness perceptions in relation to self-efficacy in a sample with morbid obesity and in a sample with chronic obstructive pulmonary disease (COPD). The linear regression analyses showed that higher physical activity and less emotional response to illness were directly associated with higher self-efficacy among persons with obesity, while more social support; fewer perceived consequences from illness; and more understanding of the illness were directly associated with higher self-efficacy among persons with COPD. The results indicate that obese persons are likely to benefit from increasing physical activity and from receiving emotional support. Persons with COPD may be empowered by being able to utilize cognitive coping strategies and by receiving social support.     

A time-lagged analysis of the effect of authentic leadership on workplace bullying,burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes.     

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.     

Relationships among perceived psychological growth,resilience and burnout in physicians

The purpose of this study was to examine the relationships between perceived growth as a physician (i.e., positive psychological changes experienced as a result of the professional experience) and burnout after controlling for the effects of perceived family support, dispositional resilience, age, and marital status among physicians. Physicians (n = 289) rated perceived support from family and completed the short form of the Posttraumatic Growth Inventory, the Resilience Scale, and Maslach Burnout Inventory. Results of hierarchical regression analyses revealed that the addition of perceived growth significantly improved prediction of resilience and perceived family support for burnout, showing that higher growth, resilience, and family support all were associated with lower levels of burnout. Moreover, the effects of growth on depersonalization, a domain of burnout, were stronger for physicians who perceived a lower level of family support, whereas the effects of growth on personal accomplishment, another domain of burnout, were stronger for physicians who showed a lower level of dispositional resilience. Current results have clinical implications for understanding protective factors for burnout, that is, a sense of personal growth may be a key factor for physicians who may be less resilient or may not perceive strong family support.     

Professional Self-Efficacy as a Predictor of Burnout and Engagement: The Role of Challenge and Hindrance Demands

ABSTRACT. The objective of the current study is to analyze the role of professional self-efficacy as a predictor of psychosocial well-being (i.e., burnout and engagement) following the Social Cognitive Theory of Albert Bandura (1997). Structural Equation Modeling was performed in a sample of secondary school teachers (n = 460) and users of Information and Communication Technology (n = 596). Results show empirical support for the predicting role that professional self-efficacy plays in the perception of challenge (i.e., mental overload) and hindrance demands (i.e., role conflict, lack of control, and lack of social support), which are in turn related to burnout (i.e., erosion process) and engagement (i.e., motivational process). Specifically, employees with more professional self-efficacy will perceive more challenge demands and fewer hindrance demands, and this will in turn relate to more engagement and less burnout. A multi-group analysis showed that the research model was invariant across both samples. Theoretical and practical implications are discussed.     

Social support as a buffer in the stress-burnout relationship

Since the burnout syndrome has a negative impact both on the individual affected and the institution in which he/she is employed, it is important to identify the factors which may alleviate the level of burnout. Social support is said to be one of such factors. Our study was undertaken to investigate the influence of social support in the workplace and general social support on relationships between global stress and stress related to role conflict, ambiguity, and overload and burnout components (emotional exhaustion, depersonalization, and personal accomplishment). The subjects were 1,023 hospital nurses. The results indicate that burnout level correlates highly with organizational and global stress. The role of social support in determining the level of particular burnout components varied according to the type and scope of support. No reliable correlation was found between emotional exhaustion and social support of any type. The level of depersonalization was related only to general support whereas a personal accomplishment factor was related to both types of support. The study did not reveal a buffering effect of both types of social support on the relationships between stress and components of burnout.     

个体与群体歧视知觉对流动儿童学业倦怠的影响：学业自我妨碍的中介作用和认同整合的调节作用

以363名初中阶段流动儿童为被试,采用问卷法考察学业自我妨碍在流动儿童个体和群体歧视知觉与学业倦怠关系中的中介作用,以及认同整合的调节作用。结果如下：（1）个体和群体歧视知觉正向预测流动儿童学业倦怠;（2）学业自我妨碍在流动儿童个体和群体歧视知觉与学业倦怠关系中起中介作用;（3）认同整合会调节个体歧视知觉、学业自我妨碍对学业倦怠的影响。     

Predicting outcome of chronic pain treatment via a modified self-efficacy scale

This study utilized a modified self-efficacy scale and examined the relationship of perceived self-efficacy to treatment outcome in a chronic, intractable, benign pain population (N = 62). In two separate studies a self-efficacy scale was given to inpatients in a combined cognitive-behavioral and medical treatment program. The scale categories consisted of (1) walking distance, (2) lifting ability, (3) pain coping, (4) working ability, and (5) social and recreational engagement. Self-efficacy beliefs were found to be associated with the level of functioning of these patients and their response to treatment. Patients with higher self-efficacy scores following treatment rated themselves as more improved and demonstrated better overall functioning with greater reductions in chronic illness behavior at followup. These observations support the merits of self-efficacy measures as predictors of treatment outcome in chronic pain patients.     

Self-perceived clinical competence,gender and workplace setting predict burnout among psychotherapists

Work-related stress, or burnout, is elevated among healthcare staff but the specific risk factors for psychotherapists are not clear, which makes it difficult to design interventions to target this population. Therefore, the aim of this study was to investigate a set of background variables and work-related risk factors for burnout among psychotherapists. Potential protective factors such as level of education, number of years in the profession and access to clinical supervision were investigated. Symptoms of burnout were measured with the Copenhagen Burnout Inventory, and data were collected from 327 psychotherapists. In this group, 62% reported moderate or high levels of burnout symptoms, with significantly higher levels of personal- and work-related burnout than client-related burnout. Being female, having low self-perceived competence and working in the public sector were associated with higher levels of burnout. Other factors, such as age, work experience, level of education or having clinical supervision, were not associated with burnout after controlling for gender, perceived competence and workplace setting. These results confirm previous research that underlines the importance of perceived competence and control over one's work environment, and that women are at higher risk of burnout, possibly because of factors outside of work. The importance of perceived competence as a protective factor suggests that methods that increase therapeutic competence may play an important role in countering work-related stress. In conclusion, there may be a need to continue to develop and integrate specific burnout prevention interventions for psychotherapists.     

Supervisor undermining and driving errors in truck drivers: A moderated mediation model

The present study focuses on the detrimental impact of supervisor undermining behaviors at work on driving errors for truck drivers, arguing for the mediating role of burnout. Moreover, this research highlights the moderating role of general self-efficacy in the relationships between supervisor undermining and burnout, and between burnout and driving errors, respectively. The data collected from a sample of 190 Romanian drivers supported a moderated mediation model in which burnout partially mediates the relation between supervisor undermining and driving errors, while self-efficacy moderates both aforementioned relationships. The conditional indirect effect of supervisor undermining on driving errors was significant when self-efficacy was low and non-significant when self-efficacy was high. Overall, our results emphasize the negative impact that supervisor undermining and burnout have on driving errors, while also highlighting the buffering effect of self-efficacy.     

Teammate social support,burnout, and self-determined motivation in collegiate athletes

ObjectiveThere is limited understanding of how specific components of social support are associated with athlete burnout and self-determined motivation, as most investigations have exclusively targeted overall support satisfaction. Therefore, the aim of this study was to examine if perceived support availability and received support, over and above support satisfaction, were associated with these correlates of psychological well-being in athletes. We also examined potential team-level variation in burnout and self-determined motivation.DesignCross-sectional.MethodUnited States college athletes (N = 235; M_age = 19.8 years) completed reliable and valid assessments of study variables via an online questionnaire.ResultsMultilevel linear modeling showed a lack of team-level variation in burnout and self-determined motivation. Regression analyses showed perceived support availability to be inversely associated with burnout and positively associated with self-determined motivation. This was over and above support satisfaction, which demonstrated the same pattern of associations. Received support did not meaningfully associate with burnout or self-determined motivation over and above support satisfaction.ConclusionResults suggest that the perception of support availability from teammates, regardless of received support, was an important correlate of burnout and self-determined motivation in sport. Also, the general lack of team-level variation in the criterion variables suggests that burnout and self-determined motivation perceptions were largely driven by individual experiences.     

Feeling Exhausted? Let’s Play – How Play in Work Relates to Experienced Burnout and Innovation Behaviors

Play in work, as one specific type of work designs, is regarded as the possible solution to experienced burnout and could bring the desirable outcomes to organizations. Drawing on Affective Events Theory (AET), we argued that workplace events (such as play) cause emotional reactions on the part of employees (i.e., burnout), which in turn influence workplace attitudes and behaviors (i.e., innovation behaviors). A total of 439 employees completed surveys, and the results showed that play in work positively relates to innovation behaviors. We also examined individual’s attitude toward workplace fun to further understand the impact of individual differences on the relationship between play in work and their feelings and subsequent behaviors. We found that the positive attitude toward fun moderated the indirect relationship between play in work and innovation behaviors via experienced burnout. Based on AET, our results showed that play in work could reduce employees’ experienced burnout which in turn lead to their innovation behaviors. Such an effect of play in work are stronger when an individual has more positive attitude toward fun at work. Practically, it is suggested that play in work would contribute to favorable outcomes in the workplace, but managers should pay attention to individual differences in attitude toward workplace fun to ensure the maximum benefit of play.