Afferent mechanism of cortical myoclonus studied by proprioception-related SEPs

This questionnaire study examined perceived sources of stress and satisfaction at work among 121 mental health staff members. Five factors were derived from principal component analysis of sources of work stress items (stress from: role, poor support, clients, future, and overload), and accounted for 70% of the total variance. Four factors were derived from the items related to sources of job satisfaction (satisfaction from: career, working with people, management, and money), accounting for 68% of the variance. The associations of these factors with sociodemographic and job characteristics were examined, and they were entered as explanatory variables into regression models predicting mental health, burnout, and job satisfaction. Stress from "overload" was associated with being based outside an in-patient ward, and with emotional exhaustion and worse mental health. Stress related to the "future" was associated with not being white. Stress from "clients" was associated with the "depersonalization" component of burnout. Higher job satisfaction was associated with "management" and "working with people" as sources of satisfaction, whereas emotional exhaustion and poorer mental health were associated with less "career" satisfaction.     

Burnout among school psychologists: An exploratory investigation into its nature, extent, and correlates.

Studied 139 school psychologists who completed a survey that included the Maslach Burnout Inventory, a stress inventory, demographic questions, and questions designed to assess their job satisfaction, ideal caseloads, and intent to leave the profession. The results suggested that symptoms of burnout occur frequently among Ss, particularly feelings of emotional exhaustion and reduced personal accomplishment. Demographic factors related modestly to burnout, whereas job-related stressors (lack of resources, interpersonal conflict, crisis cases) related more substantially to burnout. Burnout was also related to Ss' perceptions of their caseloads, overall job satisfaction, supervision satisfaction, and the desire to leave the profession. Also, Ss reported using burnout coping methods that may not adequately address its antecedents. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Emotional labor in American professors.

An online survey was conducted on a national sample of United States professors to examine emotional labor and its relationship to work outcomes. Participants were queried on genuine, faking, and suppressing emotional expression facets of emotional labor, as well as emotional exhaustion, job satisfaction, and affective commitment. The sample of 598 included 71 instructors, 177 assistant professors, 168 associate professors, and 182 professors. A path analysis was conducted testing two models of emotional labor. Results supported a model indicating significant direct relationships between emotional labor, emotional exhaustion, and job satisfaction. Additionally, the relationship between emotional labor and affective commitment was mediated by emotional exhaustion and job satisfaction. Genuine positive expression was the only emotional labor variable to have significant direct relationships with all outcomes. For U.S. faculty, the experience of emotional labor was related to several work attitudes. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Burnout and coping in human service practitioners.

Do many Spanish human service practitioners suffer from burnout? What coping strategies are used to combat work stress, and are they associated with lower burnout? Which strategies may the psychologist promote to improve organizations? With an eye toward helping organizations improve their workers' quality of work life and service delivery, 211 professionals, either child protection workers or in-home caregivers, completed an inventory on coping and another on burnout. Coping strategies alone do not preclude burnout but may help prevent worker turnover. High job and salary satisfaction, together with active coping strategies play an important role in promoting personal accomplishment. Low job and salary satisfaction and the use of passive or emotional strategies predict elevated emotional exhaustion. The results suggest some possible points of intervention. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Supervisor and subordinate work-family values: Does similarity make a difference?

Supervisor-subordinate similarity affects a number of workplace outcomes, but the effect of similarity in work-family values is not well understood. Our sample consisted of 209 participants (121 female and 88 male) from a range of occupations. A structural model was tested in which subordinate perceptions of supervisor work-family value similarity predicted increased supervisor support and reduced family conflict, with an indirect effect through these variables to job satisfaction. Higher work-family conflict and lower job satisfaction had significant paths to emotional exhaustion, as a key indicator of burnout. Structural equation modeling indicated a good fit to the model for both men and women. Similarity of work-family values influenced emotional exhaustion through its impact on work-family conflict and job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Comparative effects of personal and situational influences on job outcomes of new professionals.

We investigated the relative and combined effects of personal and situational variables on job outcomes of new professionals. The personal variables were cognitive ability, socioeconomic status, and career goals; the situational variables were job feedback, autonomy, and job context. Data were collected at two times from 280 newly hired, entry-level accountants at "Big Eight" firms. Both personal and situational variables predict job outcomes, but their relative influence depends on the outcome measure. Situational variables account for the most variance in job performance, job satisfaction, and organizational commitment; personal variables account for the most variance in promotability, internal work motivation, and turnover. The findings indicate that job performance does not take care of itself by selecting bright people, but requires constant vigilance and effective systems. The results also suggest that a given result can be achieved through a variety of behavioral science interventions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

How do stressors lead to burnout? The mediating role of motivation.

We extend existing stressor-strain theoretical models by including intrinsic motivation as a mediator between well-established job stressors and burnout. Though the link between situational stressors and burnout is well established, little is known about mechanisms behind this relationship. With a sample of 284 self-employed individuals, we examined motivation as a mediator to explain why situational factors impact 3 dimensions of burnout: emotional exhaustion, cynicism, and inefficacy. Motivation is an explanatory mechanism that drives human behavior and thought, and thus may have an impact on important well-being outcomes. As expected, intrinsic motivation was a full mediator for the effect of perceived fit on the inefficacy dimension of burnout. Unexpectedly, neither perceived fit nor motivation was related to the other 2 dimensions of burnout, and role ambiguity had only a direct effect on the inefficacy dimension; it was also unrelated to exhaustion and cynicism. We discuss implications of these findings for researchers as well as for practitioners. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Extending our understanding of burnout: Test of an integrated model in nonservice occupations.

C. L. Cordes and T. M. Dougherty (1993) provided a conceptual framework of job burnout in nonservice organizations. This study sought to determine the "fit" of that theoretical model within nonservice occupations. LISREL VIII was used to test this model on 165 participants, and the overall model fit the data well. Supervisory support moderated the relationships between the role conflict, role ambiguity, and quantitative role overload stressors and emotional exhaustion and between emotional exhaustion and depersonalization. Unexpectedly, role conflict, role ambiguity, and quantitative role overload had a positive impact on emotional exhaustion when supervisory support was high. As expected, participation had a negative association with depersonalization. Employees experiencing emotional exhaustion were more likely to feel nervous or tense at work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Burnout, job setting, and self-evaluation among rehabilitation counselors.

Surveyed 38 rehabilitation counselors to investigate the relationship of experienced burnout to self-concept and job setting. Ss completed the Maslach Burnout Inventory and a questionnaire about their work. The emotional exhaustion component of burnout emerged as the key factor in the results. Emotional exhaustion was related to work overload and a perceived lack of control. It was also linked to dissatisfaction with certain aspects of the job. Findings are consistent with previous theorizing and research on burnout by J. Gaines and J. M. Jermier (see record 1984-10923-001) and C. Maslach and S. E. Jackson (see record 1985-24012-001) and underscore the relevance of this phenomenon for the rehabilitation profession. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Autonomic feedback in stressful environments: How do individual differences in autonomic feedback relate to burnout, job performance, and job attitudes in salespeople?

Individual differences in autonomic feedback—the dispositional tendency to experience signs and symptoms of autonomic nervous system activity in response to positive and negative emotionally evocative stimuli—were hypothesized to relate to affective and behavioral job outcomes in occupations characterized by job stress because higher autonomic feedback would intensify reactions to emotional evocation. In a cross-sectional study of Dutch salespeople, individual differences in autonomic feedback were independent of role stress and yet were strongly and positively related to burnout and negatively related to extra-role performance and job satisfaction; they were also nonsignificantly and negatively related to in-role job performance. Further, when job stress was higher–high role stress or low managerial support–individual differences in autonomic feedback were more strongly related to burnout, especially emotional exhaustion. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measuring occupational stress: development of the pressure management indicator

The study of occupational stress is hindered by the lack of compact and comprehensive standardized measurement tools. The Pressure Management Indicator (PMI) is a 120-item self-report questionnaire developed from the Occupational Stress Indicator (OSI). The PMI is more reliable, more comprehensive, and shorter than the OSI. It provides an integrated measure of the major dimensions of occupational stress. The outcome scales measure job satisfaction, organizational satisfaction, organizational security, organizational commitment, anxiety--depression, resilience, worry, physical symptoms, and exhaustion. The stressor scales cover pressure from workload, relationships, career development, managerial responsibility, personal responsibility, home demands, and daily hassles. The moderator variables measure drive, impatience, control, decision latitude, and the coping strategies of problem focus, life work balance, and social support.     

Validation of a model of psychosocial determinants of occupational health of geriatric nurses

The purpose of this study was to verify a model of relationships between psychosocial factors and health for 8066 francophone nurses working in geriatric care in Québec. A random sample of 1990 subjects was drawn and a participation rate of 77.9% and 55% was obtained for the two-time study taken twelve months apart. Based on the theory of Maddi and Kobasa (1984), the model was reproduced for the two-time periods with the aid of structural equations. The analyses showed that three variables exert a direct influence on psychological distress: professional burnout, occupational stressors and hardiness. Also, variables have a direct effect on burnout: listed in order of importance, these are hardiness, occupational stressors, work support, active strategies of coping and employment status. In dealing with the work stressors, the nurses who are hardy make use of active strategies of coping and look for support form their colleagues. The results of the study help to better understand the psychological and social resources that best favor adaptation of working women in highly demanding work environments. The fallout of the study converges towards the quality of life of helping professionals and towards the cost and quality of health and social services.     

Job mobility, its determinants, and its effects: Longitudinal data from the Maastricht cohort study.

This prospective study of 12,140 employees examined the effects of work characteristics and situational, psychological, and health aspects on job mobility. Before job change, the mobility group reported significantly more conflicts with the supervisor, higher physical and emotional strain, higher degree of job insecurity, lower job satisfaction, and lower degree of commitment compared with employees who did not change jobs. After job change, the mobility group reported improved autonomy, task diversity, decreased occurrence of conflicts with the supervisor, decreased physical and emotional strain, and improved training possibilities and job security than before the change. Changing jobs had a positive effect on employees with respect to job perception and job satisfaction and led to reduced fatigue and need for recovery. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does being in the military affect nurses' perceptions of work life?

This study was a causal comparative investigation of military and civilian nurses' perceptions of selected aspects of work life. The Work Environment Scale, the Maslach Burnout Inventory and the Michigan Job Satisfaction Scale were administered to civilian and military samples matched on selected demographic variables. MANOVA procedures failed to reveal significant differences on measures of burnout and morale. Although military nurses were significantly more satisfied with issues of pay and fringe benefits, civilian nurses reported significantly greater job satisfaction, peer cohesion, supervisory support, decision making, autonomy, task orientation and opportunity to be innovative. These findings and suggested changes are discussed with attention to differences between the military and civilian work setting.     

Multidimensional mapping of the correlates of job involvement.

Examined the relationship between job involvement and individual, situational, and work outcome variables. The analysis is based on data collected from 387 employees of a nonunion ore processing plant. Scales assessed job involvement, perceptions of the supervisor, job characteristics (JCs), role ambiguity, role conflict, organization commitment, burnout, desire to leave, and job satisfaction. The scales were mapped in 2 dimensions, using a monotonic multidimensional scaling of the codetermination matrix. The relative positions of the scales of the map indicated that JCs, including variety, autonomy, task identity, and feedback, play an important role in facilitating involvement in one's job. Supervisors who are seen as trusting, innovative, fair, and cohesive, and who positively reinforce subordinates for a job well done, may also play a role in developing a climate that fosters involvement. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Antecedents and consequences of three dimensions of burnout in psychotherapists: A meta-analysis.

The present study aimed to identify the antecedents of burnout and its consequences for psychotherapists. The meta-analysis showed that, among antecedents, the over-involvement variable had the most significant positive correlation with emotional exhaustion, while the control variable had the most significant negative correlations with depersonalization and personal accomplishment. On the other hand, among consequences, the job satisfaction variable had the most significant positive correlations with emotional exhaustion, depersonalization, and personal accomplishment. Based on these results, we found resources that can assist with developing burnout prevention interventions for psychotherapists. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Emotional dissonance, burnout, and in-role performance among nurses and police officers.

Two studies including 108 nurses and 101 police officers tested the proposition that emotionally demanding interactions with recipients may result in emotional dissonance, which, in turn, may lead to job burnout and impaired performance. More specifically, on the basis of the literature on burnout and emotional dissonance, the authors hypothesized that emotional job demands would explain variance in burnout (i.e., exhaustion and cynicism/disengagement) through their influence on emotional dissonance. In addition, the authors predicted that emotional dissonance would be (negatively) related to in-role performance through its relationship with burnout. The findings of a series of structural equation modeling analyses supported both hypotheses. The implications for research and practice are discussed, as well as avenues for additional research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors.

The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Affective Underpinnings of Job Perceptions and Attitudes: A Meta-Analytic Review and Integration.

Using psychometric meta-analysis, the authors present a quantitative and qualitative review (k = 205, total pairwise N = 62,527) of the literature relating trait and state positive affect (PA) and negative affect (NA) to job-related attitudes, including job satisfaction, organizational commitment, turnover intentions, and dimensions of job burnout. Results indicated substantial correlations, ranging in absolute value from -.17 (PA and turnover intentions; NA and personal accomplishment) to .54 (NA and emotional exhaustion). Correlational results largely were consistent across hypothesized and exploratory moderator conditions. Meta-analytic multiple regression results generally supported the unique contribution of each affect to each attitude variable of interest. Implications and suggestions for future research on emotion-related aspects of job attitudes are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)