Search

Artificial neural networks are sophisticated modelling and prediction tools capable of extracting complex, non-linear relationships between predictor (input) and predicted (output) variables. This study explores this capacity by modelling non-linearities in the hardiness-modulated burnout process with a neural network. Specifically, two multi-layer feed-forward artificial neural networks are concatenated in an attempt to model the composite non-linear burnout process. Sensitivity analysis, a Monte Carlo-based global simulation technique, is then utilised to examine the first-order effects of the predictor variables on the burnout sub-dimensions and consequences. Results show that (1) this concatenated artificial neural network approach is feasible to model the burnout process, (2) sensitivity analysis is a prolific method to study the relative importance of predictor variables and (3) the relationships among variables involved in the development of burnout and its consequences are to different degrees non-linear., Practitioner Summary: Many relationships among variables (e.g., stressors and strains) are not linear, yet researchers use linear methods such as Pearson correlation or linear regression to analyse these relationships. Artificial neural network analysis is an innovative method to analyse non-linear relationships and in combination with sensitivity analysis superior to linear methods.

The research examined the effects of personal variables, psychological capital and Hardy Personality (HP), using exhaustion and vigor as criterion variables, reviewing two studies, one of 427 nurses (Spain) and another of 253 teachers (Perú). The results showed significant direct and moderating effects of personal variables on exhaustion and vigor, with a greater effect on vigor. The commitment variable (HP) is the only one that had significant effects on both samples. The discussion emphasizes the importance of positive personal variables to explain exhaustion and vigor, particularly the latter.

Background: Nursing is considered as a risk profession with high levels of stress and burnout, and these levels are probably increasing., Objectives: This study assessed temporal and cross-sectional relationships between job stressors, hardy personality and coping resources on burnout dimensions among nurses., Design: Temporal and cross-sectional effects were evaluated. A sample of 98 nurses from Portugal completed the Nursing Burnout Scale at two time points. The data were analysed using descriptive statistics, Pearson correlations, and hierarchical linear regression analyses regressing Wave 2 burnout dimensions., Results: The study confirmed the specific contribution of control and challenged hardy personality dimensions as the explanation of burnout. However, commitment did not show any effects in this study. Social support and active coping were also relevant predictors of burnout dimensions. Specifically, active coping had an inverse temporal effect on depersonalisation and lack of personal accomplishment. In relation to the burnout process, depersonalisation appeared as an antecedent of lack of personal accomplishment., Conclusions: The present study is an initial step to comprehend the link between job stressors, hardy personality, coping resources and diminishing burnout., (Copyright 2009 Elsevier Ltd. All rights reserved.)

One of the job resources most strongly associated with nurses' well-being and motivation is social support. However, the psychosocial mechanisms that would explain this relationship have not been sufficiently researched. Thus, the main aim of this study was analyze whether this relationship could be mediated by two variables: role ambiguity and psychological flexibility. A total of 196 nurses from various Spanish hospitals and primary health care centers participated in this cross-sectional study. A multiple mediation analysis was run using the "PROCESS" macro script in SPSS 23.0. The results showed that co-worker support was related to higher levels of vigor and vitality through role ambiguity (Estimate =.158, 95% CI [.050,.298], and Estimate =.212, 95% CI [.076,.390], respectively). The same applied to supervisor support, (Estimate =.197, 95% CI [.059,.378], and Estimate =.212, 95% CI [.076,.390], respectively). Co-worker support was also related to higher levels of vigor and vitality through psychological flexibility, (Estimate =.132, 95% CI [.048,.271], and Estimate =.216, 95% CI [.086,.394], respectively). The same applied to supervisor support (Estimate =.092, 95% CI [.024,.208], and Estimate =.157, 95% CI [.035,.333], respectively). However, in the relationships between co-worker, supervisor support and exhaustion, only psychological flexibility played a mediating role. In conclusion, social support in nursing is a job resource that is associated with high levels of energy and motivation among nurses through the mediating role of certain job demands and personal resources. [ABSTRACT FROM AUTHOR]

This study investigates the mediating role of psychological meaningfulness among social job resources (i.e., coworkers and supervisor support), vigor, and emotional exhaustion in a nursing context. In spite of progress in understanding which organizational influence affects nurses' vigor and emotional exhaustion, the psychological mechanisms assumed to underlie the associations have not been fully explored. The sample for this study consisted of 171 nurses from Spanish hospitals (54.4 %) and Primary Care Centers (45.6 %). The mediation model was tested using the bootstrapping procedure. Our findings confirmed that psychological meaningfulness fully mediates the impact of social job resources on vigor at work. Moreover, psychological meaningfulness partially mediated the impact of social job resources on emotional exhaustion. Results suggest that meaningfulness plays an important role in the connection between job resources, vigor, and emotional exhaustion. The findings contribute to our understanding of the psychological processes that can explain how job resources contribute to the energetic aspect of burnout and engagement among nurses. Providing nurses with more social job resources, such as coworker and supervisor support, could activate their levels of personal meaningfulness and thus enhance their levels of well-being at work. [ABSTRACT FROM AUTHOR]

The present study examines the role of daily difficulties in emotion regulation at work in nurse's daily well-being and how certain job resources and recovery experiences influence this relationship. We hypothesized that daily difficulties to regulate emotions at work would be significantly and positively related to emotional exhaustion at work in the afternoon, and to fatigue and negative affect at home at night. Moreover, we hypothesized that coworker and supervisor support and psychological detachment and relaxation would buffer the negative impact of these difficulties on the outcomes. Nurses (N = 74) from various Spanish hospitals and primary health care centers completed a general questionnaire and a diary booklet over 5 consecutive workdays at 2 different moments, after work and at night (N = 370 observations). The results of multilevel analyses showed that nurses' daily difficulties in emotion regulation have a direct effect on daily emotional exhaustion at work, and on fatigue and negative affect at home at night. We also found that coworker support, psychological detachment and relaxation minimize the unfavorable effects on well-being of difficulties in emotion regulation. Limitations and implications for nursing and other health occupations are mentioned. [ABSTRACT FROM AUTHOR]

Abstract: Background: The experience of role stress has been linked to burnout as an important job stressor, but the impact of this stressor in the context of engagement (characterized by vigor, dedication, and absorption) has not yet been sufficiently studied among nurses. Personal resources also appear to influence the process of burnout and engagement. Objectives: This study examines the influence of role stress and personal resources (optimism, hardy personality and emotional competence) in nursing on burnout and engagement dimensions. Design and results: Cross-sectional data from 508 nurses from general hospitals in Madrid (Spain) showed that both role stress and personal resources were related to burnout and engagement dimensions, although role stress was more closely related to nursing burnout, whereas personal resources were more closely related to nursing engagement. In addition, optimism as a personal resource, showed a moderator effect on exhaustion and the three dimensions of engagement. Conclusions: The study provides additional support about role stress as an important predictor of burnout and engagement in nursing, even after controlling for personal resources and socio-demographic variables. [Copyright &y& Elsevier]

Abstract: Background: Nursing is considered as a risk profession with high levels of stress and burnout, and these levels are probably increasing. Objectives: A model of prediction of burnout in nursing that includes socio-demographic variables, job stressors, and personal vulnerability, or resistance, is proposed. Design: A cross-sectional correlational design was used. A sample of 473 nurses and student nurses in practice from three General Hospitals in Madrid (Spain) completed the “Nursing Burnout Scale”. The data were analysed using descriptive statistics, Pearson correlations, and hierarchical multiple regression. Results: The proposed model is a good predictor of the diverse burnout sub-dimensions: emotional exhaustion, depersonalisation, and lack of personal accomplishment. Significant predictors of burnout included age, job status, job stressors (workload, experience with pain and death, conflictive interaction, and role ambiguity), and hardy personality (commitment, control, and challenge). Conclusions: Identifying an integrative process of burnout among nurses is an essential step to develop effective managerial strategies so as to reduce the burnout problem. Specifically, the present study suggests that intervention aimed at reducing the risk for burnout may achieve better results if it includes enhancement of workers’ hardy personality rather than just decreasing environmental stressors. [Copyright &y& Elsevier]