An examination of gender differences for job satisfaction,mental health,and occupational stress among senior U. K. civil servants

This study found that gender differences exist within senior U.K. civil servants. Females within the civil service were significantly more job dissatisfied, and suffered from poorer mental and physical ill health. They also showed more concern about their role at work, the factors associated with their particular job, the job's relationship to the home environment, and the constraints of the job. Males were more affected by how much control they felt they had at work, and by their hard-driving and achievement oriented behavior.     

Compassion satisfaction,compassion fatigue,and burnout in a national sample of trauma treatment therapists

Abstract

For behavioral health professionals working with traumatized clients, continuous and prolonged exposure to the stress of working with the myriad of trauma-related stressors experienced by their clients can lead to various responses including burnout, compassion fatigue, and compassion satisfaction. The present study investigates the impact of using evidence-based practices on compassion fatigue, burnout, and compassion satisfaction in a random, national sample of self-identified trauma specialists (N=532). The 30-item Professional Quality of Life Scale (Stamm, 2005) and the 19-item Trauma Practices Questionnaire (Craig & Sprang, 2009) were included in a survey to licensed social workers and psychologists from professional membership rosters. Age and years of experience proved to be powerful predictors of only two of the three criterion variables, with younger professionals reporting higher levels of burnout and more experienced providers endorsing higher levels of compassion satisfaction. The utilization of evidence-based practices predicted statistically significant decreases in compassion fatigue and burnout, and increases in compassion satisfaction. The utility of these findings in understanding the process of trauma transmission between therapist and client as well as directions for future research are discussed.     

Authentic leadership,psychological capital,job satisfaction and intention to leave in state-owned enterprises

This study investigated the relations among authentic leadership, psychological capital, job satisfaction and intention to leave within state-owned enterprises in Namibia. Participants were a convenience sample of 452 employees (females?=?49.6%, mean age?=?37.36, SD?=?8.57) state-owned enterprises in Namibia. They completed the Authentic Leadership Questionnaire, Psychological Capital Questionnaire, Job Satisfaction Questionnaire and Turnover Intention Scale. Structural equation modelling was utilised to investigate the relations among authentic leadership, psychological capital, job satisfaction and intention to leave. The findings indicated that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees' intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises.     

Working hours, job stress, work satisfaction, and accident rates among medical practitioners and allied personnel

Predictors of accident behavior among German medical staff revealed that work-related injuries/accidents experienced during a recent 12-month period were significantly related to working hours per week, distance from home to practice, number of dependent children, gender, and job-related stress. The average yearly number of car accidents was predicted by age and number of working hours. Furthermore, driving accidents going to or coming from work during the last year was determined by working climate, hours of work, length of lunchtime break, distance traveled to and from work, number of dependent children, and gender. Physicians working in excess of 48 hours per week displayed significantly more driving accidents but not work-related accidents, and they reported significantly higher levels of job-related stress than those colleagues working fewer than 48 hours per week. The implications of these results are discussed in the framework on risk management in the health services.     

Validation of the work engagement,job satisfaction,psychological empowerment,and organisational citizenship measures in a mining sector setting in Zimbabwe

This study aimed to validate measures of work engagement, job satisfaction, psychological empowerment, and organisational citizenship for use with employees in a mining enterprise in Zimbabwe. Miners (N = 176, males = 85.2%, females = 1.3%; age range = 24–65 years; general workers = 92%) completed the Utrecht Work Engagement Scale (UWES), the Psychological Empowerment Scale (PES), the Minnesota Job Satisfaction Questionnaire (MSQ20), and Organisational Citizenship Behaviour Checklist (OCB-C20). Findings, following exploratory factor analysis, suggest scores from the UWES, PES, MSQ20, and OCB20 to be reliable for research purposes in the Zimbabwean mining sector setting.     

Gender differences in burnout: A meta-analysis

The literature on male-female differences in burnout has produced inconsistent results regarding the strength and direction of this relationship. Lack of clarity on gender differences in organizationally relevant phenomena, such as work burnout, frequently generates ungrounded speculations that may (mis)inform organizational decisions. To address this issue, we conducted a meta-analysis of the relationship between gender and burnout using 409 effect sizes from 183 studies. Results challenge the commonly help belief that female employees are more likely to experience burnout than male employees, revealing instead that women are slightly more emotionally exhausted than men (δ = .10), while men are somewhat more depersonalized than women (δ = −.19). Although these effects are small, they are practically noteworthy when translated into a percent overlap statistic. Moderator analyses further revealed some intriguing nuances to the general trends, such as larger gender differences in the USA compared to the EU. In contrast, gender differences did not vary significantly in male-typed vs. female-typed occupations. Our analyses also suggest discontinuation of the use of overall burnout measures because they are highly consistent with the emotional exhaustion dimension of burnout only.     

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.     

Personality and job satisfaction: their role in work-related psychological well-being

This study investigated the role of work related psychological well-being in the relationship between personality and job satisfaction. Participants were 207 (females?=?58.9%, blacks?=?20.3%, white?=?64.3%, Indian?=?7.7% and Coloured?=?6.8%) employees of various South African organisations. The participants completed the Ryff's Scale of Psychological Well-being, Minnesota Satisfaction Questionnaire, and the Basic Traits Inventory. The data were analysed by means of moderated hierarchical regression analysis. Results show self-acceptance, environmental mastery, and purpose in life fully explain extraversion and job satisfaction, and partly explain conscientiousness and job satisfaction. Self-acceptance, environmental mastery and purpose in life also moderated the relationship between neuroticism and job satisfaction. Findings lead to the conclusion that aspects of work related psychological well-being are influenced by personality traits and job satisfaction, growth and development.     

Effects of occupational stress,job characteristics,coping, and attributional style on the mental health and job satisfaction of university employees

Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.     

Salesperson brand attachment: a job demands-resources theory perspective

Sales researchers have largely ignored the idea that salespeople form attachments to the brands that they sell, and that these attachments hold important consequences for sales outcomes. Drawing on job demands-resources theory, the authors suggest that salesperson brand attachment (SBA) serves as a unique psychological resource for salespeople. Using data from 154 salespeople from the beverage industry, they provide evidence that SBA increases selling effort toward the brand, and ultimately job satisfaction. In addition, they show that salesperson's brand attachment acts as a buffer against perceived job demands, including job codification and hierarchy of authority. In general, results support the job demands-resources framework and confirm that SBA is a resource that may be leveraged to offset job demands, under certain situations.     

The relationship between procrastination,delay of gratification,and job satisfaction among high school teachers

The present study aimed at determining whether a significant relationship exists between procrastination, delay of gratification, and job satisfaction, with work‐related stress as an intervening variable among high school teachers. The sample consisted of 150 high school teachers from Karachi, Pakistan. The analysis showed a negative correlation between procrastination and job satisfaction, and a positive correlation between delay of gratification and job satisfaction. Also, procrastination and delay of gratification were significant predictors of work‐related stress, and work‐related stress was also a significant predictor of job satisfaction. In conclusion, when the teachers are not procrastinating on their job and score high on delay of gratification they will be more satisfied with their job and feel less stressed.     

心理契约破裂、工作满意度与建言行为-神经质的调节作用

摘要：通过对551名企业员工问卷调查,研究心理契约破裂、工作满意度与建言行为的关系,并探讨人格特征的神经质维度在以上关系中的调节作用。结果发现：（1）心理契约破裂感知与建言行为显著负相关。（2）工作满意度在心理契约破裂感知与建言行为关系中起部分中介作用;（3）神经质显著调节了心理契约破裂通过工作满意度影响建言行为这一路径。     

Psychological empowerment, job satisfaction and performance among Filipino service workers

The present study surveyed 954 employees and their supervisors to determine the relationship of empowerment with job satisfaction and performance in five different service sectors: hotels, food service, banking, call centers, and airlines. Psychological empowerment was positively correlated with both job satisfaction and performance. Although intrinsic motivation was associated with higher levels of empowerment and job satisfaction, contrary to hypothesis, intrinsic motivation did not moderate the relationship between empowerment and job satisfaction and performance. Men reported greater empowerment than women even when job level and performance were controlled for. Cross-industry analyses indicated differences in empowerment across different types of service sectors with employees in call centers reporting less empowerment compared to employees in hotel, airlines, food establishments, and banks.     

It is all in good humor? Examining the impact of salesperson evaluations of leader humor on salesperson job satisfaction and job stress

Abstract

Salesperson job stress and job satisfaction have been identified as critical factors affecting job performance. Academic research suggests that sales managers can influence salesperson job stress and job satisfaction. Interestingly, a review of the sales literature finds very little research on the impact of sales leader humor usage on the stress and satisfaction of salespeople. Consequently, we explore how salespeople’s evaluation of their manager’s use of humor influences their individual levels of job stress and satisfaction. We investigate both the positive and negative roles of humor by analyzing the impact of salesperson evaluations of their managers’ use of affiliative and aggressive humor on their job stress and job satisfaction. Furthermore, we examine the mechanism by which these evaluations affect salesperson stress and satisfaction by identifying two critical mediating variables – social loneliness and willingness to cooperate. Using a sample of 299 professional salespeople, we empirically test this process model to find that affiliative humor usage by sales managers, as evaluated by salespeople, reduces social loneliness and stress for salespeople while also increasing followers’ acceptance of cooperation. Evaluations of aggressive humor, on the other hand, increase stress levels among salespeople. Both social loneliness and acceptance of cooperation, in turn, significantly affect job satisfaction.     

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.     

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.     

The role of psychological detachment in burnout and depression: A longitudinal study of Malaysian workers

The current study aimed to examine the role of psychological detachment in the relationship between working conditions and burnout and depression. First, the study proposed that job demands would increase burnout after four months but not depression. Second, it proposed that psychological detachment would moderate the impact of job demands and job resources on burnout and depression. Third, it was proposed that the interaction between job demands, job resources and psychological detachment would predict burnout and depression. The longitudinal study design involved 345 workers (at both Time 1 and Time 2). The hierarchical regression analysis showed that increasing psychological detachment reduced the negative relationship between physical demands and depression four months later. In contrast, high psychological detachment increased the negative association between emotional resources and burnout, but not between emotional resources and depression. Overall, this study, in its discovery of the impact of working conditions on psychological health, has made a new contribution to psychological detachment studies by using different sub-constructs of job demands and job resources (i.e., emotional and physical) with four-month gaps, as previous studies did not address the impact within this time frame.     

Gender differences in coping and daily stress in conduct-disordered and non-conduct-disordered adolescents

Research shows that conduct disorder (CD) manifests differently in boys and girls, yet little is known about specific characteristics of girls with CD. This study examined gender differences in stress and coping in both CD (n = 69) and non-conduct-disordered (NCD) adolescents (n = 64). Results indicated similar patterns of gender differences in stress and coping, although CD adolescents reported a higher frequency of stress and maladaptive coping strategies than NCDs. Girls reported more daily stress and greater use of coping associated with both social relationships and emotional venting. A significant interaction effect distinguished girls with CD from other groups by their higher level of daily stress, more frequent use of self-injurious behavior and emotion-focused coping, and deficits in active coping.     

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.     

Gender differences in reaction to psychological pressure: evidence from tennis players

Using data on about 35,000 professional tennis matches, we test whether men and women react differently to psychological pressure arising from the outcomes of sequential stages in a competition. We show that, with respect to men, women losing the first set are much more likely to play poorly the second set. This suggests that women are more discouraged when facing the pressure of falling behind and receiving negative feedback. The gender differential is stronger in high-stake matches. On the other hand, when players are tied in the third set we do not find any gender difference in players’ reactions suggesting that women are as able as men to handle pressure if they do not lag behind. These results are robust controlling for measures of abilities and fitness of players, such as players’ rankings, players’ ex-ante winning probability, players’ rest, monetary prizes, players’ and tournaments’ fixed effects.