Search results

1

Wypalenie zawodowe wśród psychologów

100%

Siwiorek J.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2015

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issue 2(17)

125-145

EN

Some professions, for instance nurses, have been thoroughly analyzed in terms of their professional burnout. This article is dedicated to the problem of professional burnout among psychologists of different specialities. A group of elementary, gymnasium (junior high school) and high school psy- chologists, clinical and business psychologists are analyzed in terms of three dimensions of burnout: emotional exhaustion, depersonalization and reduced sense of personal accomplishment.

2

Burnout among Malaysian Teachers in Implementing Curricular Changes

88%

Helmi Norman M., Hussin Z., Sakika K. A., Siraj S. B., Aeria L. A.

The New Educational Review

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2018

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vol. 51

209-220

EN

Burnout has been widely reviewed and studied. However, the relationship between teacher burnout syndrome and curricular reform is rarely studied. Thus, the aim here is to report on the burnout syndrome among teachers during the implementation of the curriculum in Malaysia namely Integrated Secondary School Curriculum (ISSC). Two hundred and sixty four secondary school teachers who were involved in the ISSC program completed the Maslach Burnout Inventory (MBI) and the Secondary School Curricular Change Questionnaire (SSCCQ). The stepwise regression results showed that the emotional exhaustion (EE) predictor is overall workload and time sufficiency, depersonalization (DP) predictor is complexity of the ISSC, and personal accomplishment (PA) predictor is ISSC practicality. Preventing this phenomenon in the school system can lead to better retention rates among teachers.

3

Exhaustion while teleworking during COVID-19: a moderated-mediation model of role clarity, self-efficacy, and task interdependence

88%

Mihalca L., Lucia Ratiu L., Brendea G., Metz D., Dragan M., Dobre F.

Oeconomia Copernicana

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2021

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vol. 12

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issue 2

269-306

EN

Research background: The global COVID-19 pandemic created an unprecedented challenge not only for employees' well-being, but also for the nature of their work, as teleworking became the norm for many of them almost overnight. Thus, there is a need to a more fine-grained understanding of the specific job demands experienced while teleworking during COVID-19, and the specific resources that mitigate the detrimental effects of demands and help employees to adopt resilient responses during and beyond COVID-19. Purpose of the article: Drawing upon the job demands-resources model, the present study aims at investigating the link between work overload (a job demand) and employee well-being (i.e., burnout), considering role clarity (a job resource) as a mediator, and task interdependence and self-efficacy as two potential boundary conditions. Methods: In order to examine the link between work overload, role clarity and emotional exhaustion moderated by task interdependence and self-efficacy, we used survey data from 701 Romanian employees at a large information technology company, who worked from home during COVID-19. We employed regression-based path analysis to examine the hypothesized relations. Findings & value added: The results reveal that role clarity partially mediates the relation between work overload and emotional exhaustion while teleworking during COVID-19. Moreover, the results from the moderated mediation analysis show that role clarity, self-efficacy, and task interdependence interact in their effects on emotional exhaustion. This study has important theoretical and managerial implications for employee well-being that go beyond the pandemic. As this study shows, when high levels of workload and task interdependence cannot be avoided, employees' personal (self-efficacy) and job (role clarity) resources might be particularly useful to reduce their exhaustion while teleworking. Based on these results, managers can design better jobs for remote workers and more flexible work arrangements in the future.

4

Association between perceived social support and occupational burnout in Greek nurses: A preliminary study

75%

Chastali-Sitara M., Alikari V., Platis C., Tsironi M., Zyga S., Theofilou P.

Progress in Health Sciences

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2020

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vol. 10(2)

22-28

EN

Purpose: To examine the relationship between perceived social support and burnout among nurses. Materials and methods: The participants of this study were 42 Greek nurses of a general hospital which were randomly selected. Data was collected using the Greek version of Maslach’s Burnout Inventory for burnout assessment and the Greek version of ‘The Multidimensional Scale of Perceived Social Support’ for the assessment of participants’ levels of perceived social support. A self-administered questionnaire with questions about socio-demographic and work-related characteristics was used. Descriptive statistics and Spearman’s rho correlation coefficient analysis were conducted. Results: The results showed a negative association between emotional exhaustion, depersonalization and perceived social support, especially from friends. Social support from significant others found to have the highest impact while family support found to have the least impact in nurses’ social support. Conclusions: Findings could be applied to the assessment of burnout in Greek nurses and to future prevention of burnout through the enhancement of perceived social support.

5

Wypalenie zawodowe wśród nauczycieli polskich szkół publicznych

75%

Siwiorek J.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2016

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issue 2(21)

383-397

EN

One of the professions whose representatives are mostly exposed to professional burnout is teaching. This article is dedicated to the problem of professional burnout among Polish teachers of state schools after the reform in the Polish system of education when gymnasiums (junior high schools) were introduced. A group of primary school, junior high school and high school teachers are analyzed in terms of three dimensions of burnout: emotional exhaustion, depersonalization and reduced sense of personal accomplishment.

6

Feeling of Professional Burnout in Teachers of Secondary Schools

75%

Szempruch J.

The New Educational Review

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2018

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vol. 54

219-230

EN

The paper presents the results of research on the feelings of professional burnout in teachers of secondary schools. In its first part, a professional burnout model is presented, as well as symptoms and consequences of the burnout process. Then, main sources of burnout, common prevention strategies, and main areas where signs of burnout can occur are discussed. An important part of the paper is formed by the analysis of the results of a survey conducted among 315 teachers in the Lublin and Starachowice districts. It is worrying that, according to the research, every fifth teacher is characterised by very high or high level of the professional burnout feeling. Therefore, the necessity to prepare future teachers – already at the stage of their education – to cope with unusual educational situations and apply strategies preventing professional burnout, turns out to be of particular signifi cance. These issues are reflected on in the conclusions and recommendations for teachers, included in this paper.

7

Relationship between job demands and psychological outcomes among nurses: Does skill discretion matter?

75%

Viotti S., Converso D.

International Journal of Occupational Medicine and Environmental Health

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2015

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vol. 29

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issue 3

439-460

EN

Objectives The aim of the present study was to assess both the direct and indirect effects (i.e., interacting with various job demands) of skill discretion on various psychological outcomes (i.e., emotional exhaustion, intention to leave, affective well-being, and job satisfaction). Material and Methods Data were collected by a self-reported questionnaire in 3 hospitals in Italy. The sample consisted of 522 nurses. Moderated hierarchical regression analyses were employed. Results The findings highlighted the direct effect of skill discretion on reducing emotional exhaustion, intention to leave, sustaining affective well-being and job satisfaction. As regards interaction effect, the analyses indicated that skill discretion moderates the negative effect of disproportionate patient expectations on all the considered psychological outcomes. On the other hand, skill discretion was found to moderate the effect of cognitive demands on turnover intention as well as the effect of quantitative demands on emotional exhaustion and job satisfaction only in conditions of low job demands. Conclusions The study revealed some interesting findings, suggesting that skill discretion is not a resource in the pure sense, but that it also has some characteristics of a job demand. The study has relevant practical implications. Particularly, from a job design point of view, the present study suggests that job demands and skill discretion should be balanced carefully in order to sustain job well-being and worker retention.

8

Nurses’ intention to leave their jobs in relation to work environment factors in Polish hospitals: Cross-sectional study

75%

Malinowska-Lipień I., Gabryś T., Kózka M., Gniadek A., Brzostek T.

Medycyna Pracy

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2023

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vol. 74

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issue 5

377-387

EN

Background The lack of nursing staff is a current problem not only in Poland, but also in the world. The decision of nurses to leave the workplace, apart from the financial aspect, often results from unfavourable working conditions related to the work environment. Material and Methods The study was multicentre, cross-sectional. The study was conducted among a group of 1509 nurses employed in surgical and internal medicine wards in 21 hospitals in Poland. The key variables of the study were: the intention of the nurses to leave their jobs, the nurses’ working environment, the level of satisfaction, the level of occupational burnout and the number of patients cared for on the last shift, the number of nurses on the last shift. The Practice Environment Scale of the Nursing Work Index (PES-NWI) and the Maslach Burnout Inventory (MBI) questionnaire were used in the research. Results Almost half of the surveyed nurses (48.84%) declared their willingness to leave their current workplace. The statistical analysis showed that nurses declaring their willingness to quit their job in the hospital where they were employed were significantly younger (42.88 vs. 45.04, p = 0.000), had shorter total length of service overall (19.96 vs. 23.20), and also in the hospital where they were employed (15.86 vs. 18.50, p = 0.000). The increase in the number of patients by one was significantly associated with a 1% increase in the risk of leaving work (OR = 1.01, 95% CI 1.00–1.02). An increase in emotional exhaustion significantly increased the risk of leaving work by 2% (OR = 1.02, 95% CI 0.99–1.03). Conclusions Younger age of nurses, greater workload resulting from more patients and occupational burnout – emotional exhaustion is correlated with the risk of leaving work in the hospital. A lower risk of leaving the job is associated with a higher level of job satisfaction in the hospital, salary and promotion opportunities.

9

Pracownicy domów pomocy społecznej wobec zagrożenia wypaleniem zawodowym

63%

Sekułowicz M.

Opuscula Sociologica

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2013

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issue 2(4)

65-81

PL

Celem artykułu jest analiza zagrożenia wypaleniem zawodowym pracowników domów pomocy społecznej. W części teoretycznej podjęto się opisu wybranych teorii wypalenia, specyfiki tego syndromu, a także charakterystyki funkcjonowania domów pomocy społecznej i zagrożenia wypaleniem jej pracowników. Badaniami objęto 83 osoby zatrudnione w DPS na terenie Dolnego Śląska i Wielkopolski. Wyniki badań wskazują na istotne różnice w sposobie wypalania się zawodowego kobiet i mężczyzn. Kobiety przejawiają wyższy poziom wyczerpania emocjonalnego, a mężczyźni depersonalizacji. Uczestnicy badania czerpią przeciętną satysfakcję z życia, w większości negatywnie oceniają atmosferę panującą w pracy, otrzymują niewystarczające wsparcie społeczne; wykorzystują przede wszystkim style radzenia sobie skoncentrowane zadaniem, ale także na unikaniu oraz w mniejszym stopniu skoncentrowane na emocjach. Poza tym stosują strategie radzenia sobie oparte na emocjach oraz zachowaniach unikowych, często sięgając po alkohol i środki psychoaktywne.

EN

The purpose of this article is to analyze the risk of professional burnout in the staff of social welfare houses (DPS). In the introductory part some theories of burnout, the specificity of the syndrome, as well as the characteristics of the operation of social welfare houses in the context of their employees’ burnout risk are given. The experimental study included 83 people employed in the DPS in Lower Silesia and Greater Poland. The results indicate significant differences in the burnout of women and men. Women exhibit higher levels of emotional exhaustion, and men – depersonalization. Respondents derive average satisfaction from life, in most cases report negative atmosphere at work, and receive inadequate social support. The respondents primarily use coping styles focused on avoidance, and – to a lesser extent – focused on emotions. In addition, they also use coping strategies based on emotions and avoidance behaviors, often reaching for alcohol and drugs.

10

Dynamics of professional burnout - a comparative analysis considering the selected sectors in Poland, part II

63%

Witkowski S. A., Ślazyk-Sobol M.

Management

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2013

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vol. 17

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issue 2

88-103

EN

Dynamics of professional burnout - a comparative analysis considering the key sectors in Poland, part II The article is a continuation of the study presented in the text entitled: „Professional burnout - a comparative analysis considering the selected sectors in Poland”. Management. University of Zielona Góra, Faculty of Economics and Management, Vol. 16, No.2., (p. 87 - 102). The authors present the results of the second part of the research on analysing the phenomenon of burnout among employees of the major sectors in Poland. The present material relates to the results of the re-test conducted after the nine-month interval. One again the cause-effect dependency models for the verified variables were presented for all the tested employed people and separately for each of the specified sectors. The most relevant applicable conclusions resulted from the implemented research projected were formulated.

11

Naruszenie kontraktu psychologicznego a stres w miejscu pracy

63%

Wołowska A.

Lubelski Rocznik Pedagogiczny

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2019

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vol. 38

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issue 3

EN

Background: The main objective of this research was examine how breach of psychological contract, dimensions of psychological climate (psychological safety and psychological meaningfulness) and work – family conflict affect emotional exhaustion. Materials and metods: The data for this study were collected from 154 women and 53 men – Polish white-collar workers. To verify the hypothezis four instruments which measured emotional exhaustion, work – family conflict, breach of psychological contract and psychological climate, were used. Results: The research has shown that: breach of psychological contract, psychological climate and work – family conflict have a significant influence on emotional exhaustion in the group of women, but for men a significant predictor of the emotional exhaustion is only work – family conflict. Conclusion: Positive assessment of the psychological climate in the workplace can counteract emotional exhaustion for women.

PL

Głównym celem badania było sprawdzenie, w jakim stopniu wyczerpanie emocjonalne wyznaczane jest przez naruszenie kontraktu psychologicznego, wymiary klimatu psychologicznego (bezpieczeństwo psychiczne i znaczenie pracy) oraz konflikt praca – rodzina. Materiał i metody: Badaniem objęto 154 kobiety i 53 mężczyzn – polskich urzędników. Do weryfikacji hipotez zastosowano 4 narzędzia mierzące wyczerpanie emocjonalne, konflikt praca – rodzina, naruszenie kontraktu psychologicznego i klimat psychologiczny. Wyniki: Badanie ujawniło, że naruszenie kontraktu psychologicznego, klimat psychologiczny oraz konflikt praca – rodzina w istotny sposób wyznaczają wyczerpanie emocjonalne w grupie kobiet, natomiast w grupie mężczyzn istotnym predyktorem wyczerpania emocjonalnego jest tylko konflikt praca – rodzina. Wnioski: Pozytywna ocena klimatu psychologicznego w miejscu pracy może – w przypadku kobiet – przeciwdziałać ich wyczerpaniu emocjonalnemu.

12

Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities

63%

Parmar V., Channar Z. A., Ahmed R. R., Streimikiene D., Pahi M. H., Streimikis J.

Oeconomia Copernicana

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2022

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vol. 13

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issue 1

251-286

EN

Research background: Faculties of private universities are under immense working pressure, which causes stress and burnout. The job burnout triggers the psychological pressure, which increases the turnover intention. Purpose of the article: The undertaken study aims to evaluate the scale of burnout with its three-element model, which affects faculty members of private universities of Pakistan. This research also aims to examine the mediating effect of organizational commitment (e.g., affective, normative & continuance commitments), and moderating influence of subjective vitality in a relationship of job burnout and its constituents, for example exhaustion, efficacy & cynicism, and the turnover intention. Methods: The 712 responses were collected through a structured questionnaire from the junior and senior faculty members of private universities of Pakistan. The data was examined by using second order partial least square - structural equation approach - PLS-SEM. Findings & value added: The research findings exhibited that emotional exhaustion, cynicism, and professional efficacy have a direct significant influence on job burnout. The findings further demonstrated that the job burnout has a cogent and negative impact on faculty turnover intention. The findings demonstrated that elements of organizational commitment (e.g., normative, affective & continuance commitments) have a forceful serial mediating influence between burnout & its constituents for example exhaustion, efficacy & cynicism, and turnover intention. Finally, the findings have revealed that subjective vitality has a significant and positive impact as a moderating variable in a relationship between job burnout and turnover intention. This research has a long-term theoretical contribution, as it provides a novel conceptual framework, which can be replicated in different industries. Thus, this unique model provides the solution to reduce employees' turnover for other industries as well.

13

Wypalenie zawodowe w firmie o dużej dynamice rozwoju – casus Teva Pharmaceuticals Polska

51%

Wiśniewska-Juszczak D., Mikucki M.

Zarządzanie Zasobami Ludzkimi

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2016

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issue 1(108)

79-90

PL

Okres dynamicznego rozwoju firmy, a więc życie w ciągłej zmianie i dodatkowe obciążenie pracą, może znacząco obniżać poczucie dobrostanu pracowników i dodatkowo podnosić poziom stresu, a w konsekwencji może pogorszać jakość wykonywanych zadań i prowadzić do konfliktów między współpracownikami. Celem artykułu jest ukazanie zespołu w procesie zmian i silnego wzrostu firmy przy jednoczesnym obciążeniu dodatkową pracą pracowników. Autorzy pokazują, jak ważna w takiej sytuacji staje się dla menedżera praca z ludźmi oraz umiejętność zarządzania zmianą i kryzysem. Życie w permanentnym procesie zmian ze stresem w tle często prowadzi do wypalenia zawodowego, które jednak nie musi wystąpić, jeśli wystarczająco wcześnie wprowadzi się odpowiednie działania zaradcze. W opisywanej sytuacji udało się przejść przez trudny czas zmian i kryzysu w zespole, w efekcie odzyskać wigor i energię, a nawet doprowadzić do poprawy jakości pracy i do większego zaangażowania w działania firmy.

EN

A period of dynamic company development—a life of non–stop change and additional workload—can significantly lower the sense of employee well–being as well as raise the level of stress, which can lead to conflict among coworkers. The objective of the article is showing a team in the process of company change and strong growth with a simultaneous encumbering of employees with additional work. The authors show just how important work with people and skill in managing change and crisis is for the manager in such a situation. Life in a state of permanent change with stress in the background leads to professional burnout. However, this does not have to happen if appropriate remedial action is taken sufficiently in advance. The described situation is one in which the passage through a difficult period as well as crisis in the team was a success that actually resulted in a reestablishment of vigor and energy, and even led to an improvement in the quality of work and greater engagement in company operations.

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Wypalenie zawodowe wśród psychologów

Burnout among Malaysian Teachers in Implementing Curricular Changes

Exhaustion while teleworking during COVID-19: a moderated-mediation model of role clarity, self-efficacy, and task interdependence

Association between perceived social support and occupational burnout in Greek nurses: A preliminary study

Wypalenie zawodowe wśród nauczycieli polskich szkół publicznych

Feeling of Professional Burnout in Teachers of Secondary Schools

Relationship between job demands and psychological outcomes among nurses: Does skill discretion matter?

Nurses’ intention to leave their jobs in relation to work environment factors in Polish hospitals: Cross-sectional study

Pracownicy domów pomocy społecznej wobec zagrożenia wypaleniem zawodowym

Dynamics of professional burnout - a comparative analysis considering the selected sectors in Poland, part II

Naruszenie kontraktu psychologicznego a stres w miejscu pracy

Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities

Wypalenie zawodowe w firmie o dużej dynamice rozwoju – casus Teva Pharmaceuticals Polska