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1.
Abstract The main objective of this study is to test the effects over time of three role stress variables (role conflict, role ambiguity and role overload) on the three burnout dimensions (emotional exhaustion, depersonalization and personal accomplishment). Based on theoretical models on burnout and on meta-analytical research, it is hypothesized that the three role stress variables will predict changes over time in emotional exhaustion and depersonalization, but not in personal accomplishment. The results obtained by means of hierarchical regression analysis partially support the hypothesis. The three role stress variables predict emotional exhaustion over time. Role conflict and role overload predict depersonalization over time. Finally, contrary to expectations, role ambiguity predicts personal accomplishment over time. 相似文献
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José M. Peiró Vicente González-Romá Nuria Tordera Miguel A. Mañas 《Psychology & health》2013,28(5):511-525
Abstract The main objective of this study is to test the effects over time of three role stress variables (role conflict, role ambiguity and role overload) on the three burnout dimensions (emotional exhaustion, depersonalization and personal accomplishment). Based on theoretical models on burnout and on meta-analytical research, it is hypothesized that the three role stress variables will predict changes over time in emotional exhaustion and depersonalization, but not in personal accomplishment. The results obtained by means of hierarchical regression analysis partially support the hypothesis. The three role stress variables predict emotional exhaustion over time. Role conflict and role overload predict depersonalization over time. Finally, contrary to expectations, role ambiguity predicts personal accomplishment over time. 相似文献
3.
Pedro R. Gil-monte Pilar Valcaárcel Ana Zornoza 《European Journal of Work and Organizational Psychology》2013,22(3):217-227
Abstract Burnout syndrome has been described by different authors as a reaction to work stress. Hence both the role stress components–role ambiguity and role conflict–appear in the literature as burnout antecedent variables. The correlation between these variables is positive. On the other hand, the work social support (from supervisors and colleagues) is a variable with influence on both role stress and burnout, so the people who perceive higher work social support feel lower role stress and lower burnout than the people who perceive lower social support. In this study we present the results of a correlational study of role ambiguity, role conflict, burnout levels (tested with Maslach Burnout Inventory), and the work social support effects on the relations. The sample are 102 nursing professionals, 24 per cent males and 76 per cent females. The results present a positive correlation between both role ambiguity and role conflict, and the emotional exhaustion scale and depersonalization scale, and a negative correlation between both role conflict and role ambiguity, and reduced personal accomplishment and work social support influence on the relations. 相似文献
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I. M. Jawahar Jennifer L. Kisamore Thomas H. Stone Douglas L. Rahn 《Journal of business and psychology》2012,27(2):243-254
Purpose
This study examined how proactive personality interacts with inter-role conflict, measured as work?Cfamily conflict and family?Cwork conflict, to predict burnout, measured as emotional exhaustion, depersonalization, and reduced personal accomplishment.Design/Methodology/Approach
Participants were 171 clerical employees. Hierarchical multiple regression was used to test whether proactive personality moderated the relationship between inter-role conflict and forms of burnout.Findings
Family?Cwork conflict was not associated with burnout, but work?Cfamily conflict explained 30% of unique variance in emotional exhaustion and 9% in depersonalization. Proactive personality explained 12% of variance in personal accomplishment. Three-way interactions indicated that at high levels of work??family conflict and family??work conflict, proactive individuals reported lower levels of emotional exhaustion and personal accomplishment and higher levels of depersonalization than less proactive individuals.Implications
While previous research has generally documented the virtues of proactive personality, our research indicates that when simultaneously faced with work?Cfamily and family?Cwork conflict, individuals with proactive personality experience more depersonalization and less personal accomplishment relative to less proactive individuals. Overall, results of three-way interactions imply that while a certain level of proactive personality may be necessary to buffer feelings of emotional exhaustion, beyond a certain level, proactive personality may lead one to experience higher levels of depersonalization and reduced personal accomplishment.Originality/Value
This study extends previous research by examining the influence of two types of inter-role conflict on all three dimensions of burnout. It also responds to calls for additional research on potential moderators, buffers, or even antidotes to stress by examining how proactive personality interacts with stressors. 相似文献5.
《Journal of Personal Selling & Sales Management》2013,33(4):411-428
As boundary spanners, salespeople experience stressful situations on a regular basis. Prolonged exposure to stress is known to lead to burnout. This research focuses on two neglected dimensions of burnout, namely, depersonalization and personal nonaccomplishment, specifically as they relate to salespeople. A sample of 221 French salespeople is used to explore the link between depersonalization and personal nonaccomplishment on a salesperson’s organizational commitment after controlling for emotional exhaustion, role conflict, and role ambiguity. Results from structural equation modeling indicate that role conflict positively influences depersonalization, whereas decision latitude has a negative influence. Decision latitude also negatively influences personal nonaccomplishment and role conflict moderates this relationship. Both depersonalization and personal nonaccomplishment negatively influence organizational commitment. Managerial implications are provided. 相似文献
6.
In the present study of 80 volunteer counselors who cared for terminally ill patients, the authors examined the relationship between burnout as measured by the Maslach Burnout Inventory (C. Maslach, S. E. Jackson, & M. P. Leiter, 1996) and the 5 basic (Big Five) personality factors (A. A. J. Hendriks, 1997): extraversion, agreeableness, conscientiousness, emotional stability, and intellect/autonomy. The results of 3 separate stepwise multiple regression analyses showed that (a) emotional exhaustion is uniquely predicted by emotional stability; (b) depersonalization is predicted by emotional stability, extraversion, and intellect/autonomy; and (c) personal accomplishment is predicted by extraversion and emotional stability. In addition, some of the basic personality factors moderated the relationship between relative number of negative experiences and burnout, suggesting that personality may help to protect against known risks of developing burnout in volunteer human service work. 相似文献
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采用Maslach工作倦怠量表对263名企业员工在一年时间内的三个等距时间点(T1,T2,T3)的工作倦怠进行测量,纵向研究中国文化背景下工作倦怠的发展规律,并比较工作倦怠发展的六种因果模型。研究结果表明,去人性化影响成就感降低,且这种影响具有跨时间一致性;但是情绪衰竭和去人性化相互影响的跨时间一致性较低,如T1情绪衰竭影响T2去人性化,但是T2情绪衰竭对T3去人性化的影响不显著;T1去人性化对T2情绪衰竭的影响不显著,但是T2去人性化影响T3情绪衰竭。去人性化在工作倦怠的发展中具有非常重要的作用。 相似文献
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教师职业倦怠的情感衰竭、去人性化和个人成就感降低3个维度相对独立但也存在相互影响, 对其发展关系进行研究, 有助于深入理解职业倦怠的发展过程, 尽早识别倦怠症状。本研究对3837名小学教师进行追踪测试, 测试间隔为3年, 采用结构方程模型和交叉滞后网络分析模型进行分析, 结果发现小学教师职业倦怠维度最优发展模型为“T1的情感衰竭和个人成就感降低分别预测T2的情感衰竭和个人成就感降低, T1的去人性化预测T2的去人性化和个人成就感降低”, 且最优发展模型具有性别间的一致性和教龄段之间的一致性。这一结果支持并强调了去人性化在小学教师职业倦怠发展中的重要作用, 对识别教师职业倦怠早期症状并采取相应措施有效阻断教师职业倦怠的进一步发展具有一定的理论和现实意义。 相似文献
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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. 相似文献
10.
采用核心自我评价量表、应对方式问卷、工作倦怠量表对广州市425名小学教师进行问卷调查,考察核心自我评价对小学教师工作倦怠的影响以及应对方式在其中所起的中介作用.结果表明:(1)核心自我评价对小学教师的情感耗竭、人格解体、成就感降低都具有显著的负向预测作用.(2)应对方式在核心自我评价对小学教师工作倦怠的影响中起着中介作用.其作用路径为:核心自我评价直接和通过积极应对和消极应对间接影响情感耗竭,核心自我评价通过积极应对和消极应对间接影响人格解体,核心自我评价直接和通过积极应对间接影响成就感降低. 相似文献
11.
Relationships among burnout, job involvement, and organizational citizenship behavior 总被引:2,自引:0,他引:2
R. Cropanzano, D. E. Rupp, and Z. S. Byrne (2003) found that emotional exhaustion (i.e., 1 dimension of burnout) negatively affects organizational citizenship behavior (OCB). The authors extended this research by investigating relationships among 3 dimensions of burnout (emotional exhaustion, depersonalization, and diminished personal accomplishment) and OCB. They also affirmed the mediating effect of job involvement on these relationships. Data were collected from 296 paired samples of service employees and their supervisors from 12 hotels and restaurants in Taiwan. Findings demonstrated that emotional exhaustion and diminished personal accomplishment were related negatively to OCB, whereas depersonalization had no independent effect on OCB. Job involvement mediated the relationships among emotional exhaustion, diminished personal accomplishment, and OCB. 相似文献
12.
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. 相似文献
13.
Extension of the Job Demands-Resources model in the prediction of burnout and engagement among teachers over time 总被引:1,自引:0,他引:1
Our purpose was to extend the Job Demand-Resources Model (Schaufeli & Bakker, 2004) by including personal resources, job demands and job resources to predict burnout (exhaustion, cynicism, depersonalization) and work engagement (vigour and dedication). The sample comprised 274 teachers from 23 secondary schools of the Valencian Community (Spain). Hierarchical multiple regression analyses have revealed: (1) the predictor effect of quantitative overload on exhaustion and dedication at T2, (2) role conflict on cynicism and (3) role ambiguity on dedication. Lastly, the mediating role of burnout and engagement at T2. Practical implications and directions of future research are discussed. 相似文献
14.
《Journal of Personal Selling & Sales Management》2013,33(4):397-398
Job burnout has been described as a syndrome of emotional exhaustion, depersonalization, and a feeling of reduced personal accomplishment that frequently occurs among individuals who do client-centered work of some kind such as selling. Burnout is a particularly troubling condition as it has been related to a host of organizational problems ranging from increased turnover to decreased job satisfaction and performance. Burnout has been well documented and studied in several client-centered positions such as nursing and teaching, but it has received little attention in the sales literature. This paper builds on previous research by shedding light on the sequential steps in the burnout process in personal selling while empirically testing a model of burnout in the professional selling position. 相似文献
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With the increasing number of women in the workforce, there is a need to understand how the interrelationship between emotions and the demands of work and family influence their well‐being. This study examined how emotional labor [surface acting (SA) and deep acting] and work–family conflict contribute to explaining variance in burnout (emotional exhaustion and depersonalization). In a sample of 102 married, female Malay teachers, with at least one child living at home, results showed that SA was positively associated with emotional exhaustion and depersonalization. The results also showed that work–family conflict mediated the relationship between emotional labor and burnout. However, no moderation effect of work–family on the SA–burnout relationship was found. The results are discussed with respect to the general literature on the stress–strain relation and work–family conflict. 相似文献
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Bram P. Buunk Jan F. Ybema Karen
van der
Zee Wllmar B. Schaufeli Frederick X. Gibbons 《Journal of applied social psychology》2001,31(7):1500-1520
The affective consequences of social comparison were examined in 2 field studies among nurses and related to the 3 dimensions of professional burnout: emotional exhaustion, reduced personal accomplishment, and depersonalization. Study t was conducted in a sample of 99 nurses of a psychiatric hospital, and Study 2 in a sample of 237 nurses employed in various settings In general, upward comparisons evoked more positive and less negative affect than did downward comparisons. However, the affective consequences of social comparison were different for those high and low in burnout. Those low in personal accomplishment reported higher levels of negative affect from upward comparisons and higher levels of positive affect from downward comparisons than did those high in personal accomplishment. In addition, in Study 2, those high in depersonalization and emotional exhaustion derived more positive affect from downward comparisons than did those with lower levels of burnout. 相似文献
20.
Claude Fernet Stéphanie Austin Sarah-Geneviève Trépanier Marc Dussault 《European Journal of Work and Organizational Psychology》2013,22(2):123-137
This study aimed to better understand the psychological mechanisms, referred to in the job demands–resources model as the energetic and motivational processes, that can explain relationships between job demands (role overload and ambiguity), job resources (job control and social support), and burnout (emotional exhaustion, depersonalization, and personal accomplishment). Drawing on self-determination theory, we examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources and burnout. Participants were 356 school board employees. Results of the structural equation analyses provide support for our hypothesized model, which proposes that certain job demands and resources are involved in both the energetic and motivational processes—given their relationships with psychological resources—and that they distinctively predict burnout components. Implications for burnout research and management practices are discussed. 相似文献