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We explored the relationship between effort-reward imbalance and job burnout among preschool teachers in China, along with the role of psychological empowerment and teachers' employment status. Preschool teachers (N=433) completed the Effort-Reward Imbalance Questionnaire, the Psychological Empowerment Scale, and the Maslach Burnout Inventory-Educators Survey. Results showed that effort-reward imbalance significantly predicted preschool teachers' job burnout by contributing to their psychological empowerment. Further, the predictive effect of effort-reward imbalance on psychological empowerment was moderated by teachers' employment status. Thus, we can conclude that effort-reward imbalance predicts job burnout among preschool teachers through the mediating effect of psychological empowerment and the moderating effect of teachers' employment status. This study not only further reveals the mechanism underlying the relationship between effort-reward imbalance and job burnout, but will also help with the development of interventions in a wider range of job burnout situations among preschool teachers. [ABSTRACT FROM AUTHOR]

Objective: To explore the impact of adverse childhood experiences on psychosomatic symptoms and job burnout in the nursing population. Methods: Utilizing a multistage stratified cluster random sampling method, 1 661 nurses were selected. Through a 1:2 propensity score matching approach, demographic and work-related characteristics were balanced between the positive and negative groups of adverse childhood experiences. Finally, 880 cases were successfully matched (positive group: 300 cases, negative group: 580 cases). Linear regression was employed to explore the relationship between nurses' adverse childhood experiences and psychosomatic symptoms (anxiety, depression, physical symptoms), as well as job burnout. The average treatment effect among the treated (ATT) was calculated. Results: Linear regression results revealed a significant positive association between adverse childhood experiences and scores for anxiety symptoms, depression symptoms, physical symptoms, and job burnout (B1.68, 2.67, 2. 89, 5. 90; ATT = 1. 64, 2. 58, 2. 82, 5. 96, Ps <0.001). However, there was no statistically significant association with scores for a sense of inadequacy in individual achievements (P>0.05). Conclusion: Nurses who have experienced childhood adverse experiences may exhibit more severe psychosomatic symptoms and job burnout compared to those who have not experienced such adversities during childhood. [ABSTRACT FROM AUTHOR]

University counselors undertake a significant amount of repetitive and trivial work. The high-pressure, high-load nature of their duties gradually erodes their enthusiasm and consumes considerable psychological resources, leading to a higher-than-average level of job burnout among university counselors. The article examines the practical work of university counselors, analyzing and validating the moderating role of emotional intelligence in the relationship between emotional labor and job burnout. In September 2023, a survey was conducted involving 520 university counselors from 25 different types of universities, located across six provinces in eastern, central, and western China. Using the General Information Questionnaire for University Teachers, the Emotional Labor Scale, the Emotional Intelligence Scale, and the Job Burnout Scale, this empirical study investigated job burnout and mental health among counselors. The study aimed to assess the level of job burnout among university counselors and to propose suggestions for enhancing their occupational happiness. The results indicate that burnout among university counselors increases with age, with counselors aged 26–30 experiencing the highest levels of depersonalization and burnout. Furthermore, it has been observed that emotional intelligence tends to escalate with advanced educational attainment. Counselors scored higher on the dimensions of deep acting and genuine emotional expression compared to surface acting. It is recommended to address burnout from both individual and organizational dimensions, with particular focus on counselors aged 26–30. Implementing targeted training programs to enhance emotional intelligence can help reduce job burnout. Efforts should be made to transform burnout into occupational attachment, achieving harmony between the individual and their profession. [ABSTRACT FROM AUTHOR]

AbstractThis article examines the influence of workplace incivility on organizational commitment with the mediating role of job burnout and work engagement in Vietnamese business school libraries. Empirical research is conducted through collecting responses from 367 Vietnamese librarians. Linear regression analysis is used to challenge hypotheses. The results indicate that workplace incivility partially impacts on organizational commitment and job burnout. Also, job burnout mediates the relationship between workplace incivility and organizational commitment. This research broadens the theory of workplace incivility in business school libraries sector. The findings suggest several practical implications for Vietnamese business school libraries. Firstly, leaders and practitioners must establish several policies for librarians to decrease the negative influence of workplace incivility. Secondly, supervisors and leaders should provide practical training to support teachers in understanding the negative influence of workplace incivility and job burnout and finds ways to eliminate this problem. When no prior literature has investigated the association among four organizational variables in business school libraries, the findings aim to solve this gap. [ABSTRACT FROM AUTHOR]

This study aims to examine the relationship between teachers' perception of organizational justice (POJ) and their organizational citizenship behavior (OCB), and to explore the mediating role of teacher burnout (JB) in the POJ-OCB relationship. Data were collected through a survey with a sample of 1,325 teachers from two cities in China: Chongqing and Chenzhou in Hunan Province. The survey response rate was 92.01%. Descriptive statistical analysis, hierarchical regression analysis, mediation effect testing, and dominance analysis were used to analyze the data. The results indicate that procedural justice positively predicts OCB, while burnout negatively predicts OCB. Furthermore, the study reveals that JB plays a significant mediating role in the relationship between POJ and OCB, particularly in the dimensions of passion burnout and professional self-efficacy burnout. [ABSTRACT FROM AUTHOR]

Emotions in journalists’ daily work redefine objectivity and professionalism, and emotional labor has become a significant part of a journalist’s professional identity. This study, sampling 480 Chinese journalists, discusses the consequences of journalists’ emotional labor at both personal and organizational levels and highlights the significance of organizational support. It finds that cultural and industry contexts significantly influence emotional labor, with the potential negative effects of surface acting being mitigated, neutralized, or even transformed into positive forces in the Chinese context. On the other hand, deep acting may increase emotional exhaustion, yet both emotional labor strategies enhance organizational commitment. Under certain conditions, the demands of emotional labor and the behavior of engaging in it can contribute positively to an employee's organizational life. These findings assist in better supporting journalists in the era of emotional turn, enhancing individual well-being, and strengthening the competitiveness and sustainability of news organizations. [ABSTRACT FROM AUTHOR]

Job burnout is significantly related to a person’s physical and mental well-being; therefore, it makes intuitive sense that burnout would reduce a person’s life satisfaction. The current study examined the relationship between job burnout (i.e. emotional exhaustion, depersonalisation, and a reduced sense of being effective at work) and the life satisfaction of correctional staff in Nigeria. Using a sample of 120 staff at a medium-security prison, a multivariate analysis indicated emotional exhaustion and a reduced sense of being effective at work were related to lower life satisfaction. Depersonalisation, however, was not a significant predictor. Improving the well-being of correctional staff by raising the level of satisfaction with life is important, and the current results indicate that reducing burnout is one approach. [ABSTRACT FROM AUTHOR]

Objective To investigate the anxiety, depression, and stress levels of medical staff in a Grade-A tertiary specialized hospital and to construct a structural equation model to explore the relationship between negative emotions and job burnout, so as to provide a reference for promoting the mental health of medical staff. Methods A total of 461 in-service medical staff working in a Grade-A tertiary specialized hospital in Urumqi, Xinjiang were selected. Online questionnaires were used to collect the general demographic data of the subjects, such as age, gender, educational level, marital status, department and position classification, professional title, and working years. The Self-Rating Anxiety Scale (SAS) was used to evaluate the anxiety of the subjects, the Self-Rating Depression Scale (SDS) was used to evaluate the depression of the subjects, the Perceived Stress Scale (PSS) was used to evaluate the work stress of the subjects, and the Chinese Maslach Burnout Inventory (CMBI) was used to evaluate the job burnout of the subjects. Spearman correlation analysis was used to analyze the correlation between anxiety, depression, stress and job burnout of the subjects, and path analysis was used to evaluate the direct and indirect relationships and directed dependencies among anxiety, depression, stress and job burnout. Results Among the 461 subjects, most were female, aged 25-35 years, married, with a bachelor's degree, nurses, with junior professional titles, in the surgical department, operating room, and with 6-10 years of working experience. Among them, 10. 4% of the subjects had anxiety symptoms, 20. 4% had depression symptoms, and 50. 6% had stress symptoms. There were statistically significant differences in the SDS scores of the subjects with different genders, ages, marital statuses, and professional titles, and there were statistically significant differences in the PSS scores of the subjects with different ages, professional titles, and working years (all P<0. 05). 95. 4% of the subjects had job burnout, among which 20. 5% had mild job burnout, 69. 5% had moderate job burnout, and 10. 0% had severe job burnout. There were statistically significant differences in the job burnout levels of the subjects with different genders and positions (all P<0. 05). Spearman correlation analysis showed that anxiety, depression and stress were all positively correlated with job burnout (r =0. 345, 0. 327, and 0. 348, respectively; all P<0. 01), anxiety and depression were both positively correlated with stress (r =0. 555, 0. 247, respectively; all P<0. 01), and anxiety was positively correlated with depression (r = 0. 614, P<0. 01). The results of path analysis showed that stress had a direct positive impact on anxiety, depression and job burnout (β=0. 586, 0. 192, 0. 235 respectively; all P<0. 01), depression had a direct positive impact on job burnout (β=0. 217, P<0. 01), and both anxiety and stress had direct positive effects on depression (β=0. 685, 0. 192, respectively; both P<0. 001). Conclusions The incidence of job burnout among medical workers is relatively high. Work stress is the cause of anxiety, depression and job burnout among medical staff. It can directly affect the formation of job burnout among medical staff, and can also indirectly cause the occurrence of job burnout through negative emotions such as anxiety and depression. [ABSTRACT FROM AUTHOR]

The study aimed to determine predictors influencing the level of job burnout and job satisfaction among healthcare workers at Region II Trauma and Medical Center (R2TMC), focusing on organizational climate, organizational commitment levels, and personnel profiles. Through a descriptive-inferential research approach and questionnaire administration among 314 respondents, data were collected and analyzed using frequencies, means, and multiple regression analysis. The study was conducted during FY 2023--2024. Key findings revealed diversified demographic profile of participants, a strong organizational climate, high organizational commitment, concerning job burnout levels, and satisfactory job satisfaction aspects with room for improvement in terms of operating conditions. The analysis unveiled significant relationships of the independent variables to have a predictive impact on job burnout. Higher job satisfaction was found to reduce burnout whereas higher pay, a demanding organizational climate and a strong normative commitment increased burnout. Affective and normative commitment, along with rewards and recognition, increased personal accomplishment, and type of hospital service, were positively associated with job satisfaction. This indicates that employees who demonstrated strong loyalty and belonging, have received rewards and recognition, and had a sense of achievement in their work reported higher levels of job satisfaction. Conversely, emotional exhaustion, depersonalization, and gender exhibited negative beta coefficients. This suggests that lower levels of burnout and certain gender identities were associated with higher job satisfaction. A model, developed from these results to alleviate job burnout and enhance job satisfaction for healthcare workers, was suggested for pilot testing and possible implementation in specific units before hospital-wide adoption. [ABSTRACT FROM AUTHOR]

Introduction: A growing group of young and middle-aged lecturers in universities, during a time of increasing career aspirations, not only bears the significant responsibility of teaching but also serves as the backbone for promoting the high-quality development of higher education in our country. Simultaneously, they are experiencing varying degrees of workplace anxiety. Methods: This paper adopts the mixed-methods of questionnaire analysis and semi-structured interview. Firstly, it presents a questionnaire designed to assess perceptions of workplace anxiety, job performance, and job burnout. Secondly, data were collected from 506 young and middle-aged lecturers across 10 colleges and universities in the four provinces of Chongqing, Anhui, Beijing, and Hebei in China through online questionnaires. A total of 449 valid questionnaires and 56 interview transcripts were obtained. Subsequently, SPSSAU online data analysis software was employed to test the hypotheses derived from the questionnaire data using confirmatory factor analysis, correlation analysis, and Bootstrap sampling analysis. Additionally, qualitative analysis was conducted in conjunction with the interview transcripts. Results: The results indicate that, on one hand, there is a significant positive relationship between the perception of workplace anxiety and the career growth expectations of young and middle-aged university lecturers. This is evidenced by a negative correlation with their perception of job performance and a positive correlation with their perception of competitive pressure. On the other hand, self-efficacy plays a moderating role in alleviating workplace anxiety and burnout among young and middle-aged university lecturers. As their sense of self-efficacy increases, their feelings of workplace anxiety diminish. Conclusion: The increasing competition among peers has posed significant challenges to the physical and mental health of young and middle-aged university lecturers. Reforming competitive mechanisms and establishing a career support system are essential, evidence-based strategies for alleviating workplace anxiety and enhancing professional efficacy. This article explores the relationship between workplace anxiety and job burnout among young and middle-aged university lecturers, while also proposing strategies for mitigation. These insights are crucial for promoting the career development of university lecturers and safeguarding their physical and mental well-being. [ABSTRACT FROM AUTHOR]

Background: In China, migrant workers (MWs) constitute a significant vulnerable group that may be highly susceptible to depression. However, there is a lack of empirical research exploring the correlation between subjective social status (SSS) and depressive symptoms among MWs. The objective of this study is to examine the mediating roles of job fairness and job burnout, as well as to investigate potential generational differences in this association. Methods: A cross-sectional study was conducted in China among two groups of 1,158 MWs (response rate, 89.08%): first generation migrant workers (FGMWs) and new generation migrant workers (NGMWs). The survey assessed SSS, depressive symptoms, job fairness, and job burnout using a questionnaire. Structural equation model was used to primarily analyze mediating roles of job fairness and job burnout in the relationship between SSS and depressive symptoms, as well as to explore potential generational differences in this association. Results: The study findings indicate that SSS significantly predicted higher depressive symptoms among MWs. However, the relationship between SSS and depressive symptoms was mediated by job fairness or job burnout. Notably, the indirect effect of SSS on depressive symptoms through job burnout was significant for FGMWs, but not for NGMWs. Conclusion: This study fills a critical gap in understanding the connections between SSS, depressive symptoms, job fairness, and job burnout among MWs in China. It emphasizes the role of job fairness and job burnout as significant mediators that either worsen or alleviate the impact of SSS on depressive symptoms among MWs. Moreover, the findings suggest that the mediation differs significantly between FGMWs and NGMWs. These findings imply the need for different intervention methods to address the depressive symptoms of the two generations of MWs. [ABSTRACT FROM AUTHOR]

Background: Faced with a shortage of nurses in China, the factors affecting the stability of the nursing workforce require urgent attention. The workplace deviance behavior of nurses is considered an important behavior in clinical practice, which will bring negative effects and affect the development of nurse team. However, no research has been done to examine the associations among workplace deviance behavior of nurses, practice environment and job burnout. Thus, this study aimed to determine the influence of practice environment on nurses' workplace deviance behavior and confirm the mediating role of job burnout. Methods: This study was designed as a multicentre cross-sectional study, and recruited 598 nurses in China to complete a survey of the general information questionnaire, Scale of Workplace Deviance Behavior of Nurses, Practice Environment Scale, and Maslach Burnout Inventory General Survey. The model was examined using descriptive analysis, Pearson's correlation analysis, and the PROCESS Macro in SPSS 26.0. Results: The results of the correlation analysis demonstrated a significant relationship between the practice environment and work deviance behavior of nurses, as well as a negative relationship between job burnout and these two factors. Moreover, the relationship between practice environment and work deviance behavior among nurses was partially mediated by job burnout. Conclusion: A healthy practice environment and a decrease in job burnout could directly lower the work deviant behavior of nurses. Hospital managers must actively endeavor to improve the practice environment for nurses by fostering a just, fair, and supportive practice environment and by keeping lines of communication open and strong with the nursing staff. Furthermore, managers can also reduce nurses' work deviance behavior by lower their job burnout. [ABSTRACT FROM AUTHOR]

Provider burnout is a prevalent concern within the workforce. This is particularly true among behavioral providers serving autistic and neurodivergent individuals. Burnout warrants consideration given its known harmful effects on providers, their services, and the organizations within which they serve. To date, burnout has been largely conceptualized through mentalistic frameworks. This approach coupled with limited guidance on developing, implementing, and evaluating cost-effective systems- and organization-level interventions to address or reduce burnout, may contribute to findings that burnout interventions produce small and inconsistent effects. As a result, organizations may be less able or likely to invest in burnout prevention and management strategies. Organizational behavior management (OBM) may offer unique insights into addressing burnout. In this paper, we discuss how burnout may instead be conceptualized through a behavioral lens with a focus on burnout consistent behavior. We then describe the relevance of OBM practitioners in assessing burnout and functionally relevant stimuli/events (e.g. positive reinforcers, such as praise for overwork; negative reinforcers, such as escape/avoidance of aversive work tasks or client interactions), and considerations for using their existing skill set to inform the development of interventions to effectively prevent and/or manage burnout within organizations. [ABSTRACT FROM AUTHOR]

The purpose of this study is to answer the question of what might happen if workers are constantly bombarded by technological stimuli at work. It seeks to scrutinize the influence of technostress and job burnout (JB) under the moderating effect of technology acceptance. The study includes employees at Egyptian travel agencies. A random sampling method was employed. 545 questionnaires were handed out, and 343 were returned and valid for analysis. The PLS-SEM analysis method was used to test hypotheses. Results indicate that among technostressors, techno-overload and techno-complexity are important predictors of JB. It also implies that technology acceptance moderates its effect on JB. [ABSTRACT FROM AUTHOR]

The main objective of this research is to explain the influence of a toxic workplace environment and job burnout on employee turnover intention at PT. Steel Pipe Industry of Indonesia, Tbk - Unit Karawang. Furthermore, this research aims to identify the influence of a toxic workplace environment and job burnout on employee turnover intention levels at PT. Steel Pipe Industry of Indonesia, Tbk - Unit Karawang. This research uses a quantitative approach and descriptive analysis, with a sample of 110 respondents. Data collection efforts in this research were carried out using a survey method in the form of a questionnaire. The results of multiple linear regression equation modeling were obtained using SPSS for Windows software. The research results show that toxic workplace environment and job burnout have a positive effect on turnover intention. The findings in this research will help company management, policy makers and practitioners to formulate policies to reduce toxic workplace environments, job burnout and turnover intention among company employees. [ABSTRACT FROM AUTHOR]

Objectives: As a population at high risk for psychological distress, healthcare workers typically experience varying degrees of anxiety, depression, and burnout. Studies have found that depression and anxiety have a negative impact on the mental health domain of burnout in healthcare workers. However, little is known about the symptom-to-symptom interactions between these psychological outcomes. This study aims to elucidate the characteristics of depression, anxiety, and burnout networks among healthcare workers. Methods: We recruited 846 healthcare workers from March to April 2023 from three hospitals. A total of 826 healthcare workers completed the General Information Scale, the 16-item Quick Inventory of Depressive Symptomatology–Self-Report (QIDS-SR16), the Self-rating Anxiety Scale (SAS), and the Burnout Clinical Subtype Questionnaire (BCSQ)-36. The network models were constructed using network analysis. The expected influence and the bridge expected influence of nodes were calculated. The stability and accuracy of the network was assessed. Results: The results showed that the core symptoms in the symptom network mainly included QIDS8 (Energy/Fatigability), SAS3 (Easily upset or frightened), SAS11 (Dizzy), SAS8 (Tiredness), SAS10 (Tachycardia) and BCSQ3 (Worn-out), and the key nodes connecting these symptoms were QIDS2 (Sad mood), SAS20 (Have nightmares), BCSQ3 (Worn-out), SAS8 (Tiredness), QIDS8 (Energy/Fatigability), QIDS4 (Concentration/decision-making) and SAS4 (Madness). Conclusion: Unique pathways of association between burnout, depression, and anxiety were found to exist. Interventions targeting core symptoms can maximize the improvement of depression, anxiety, and burnout, provide a deeper understanding of the relationship between the three conditions, and provide a target and basis for psychological interventions to improve the emotional wellbeing of healthcare workers and enhance their mental health. [ABSTRACT FROM AUTHOR]

Despite previous research has proposed self-regulatory remedies for job burnout, burnout remains a contemporary issue, and employees find it difficult to overcome. Based on the conservation of resources theory and selected the classical self-regulation remedy — job crafting, we developed a framework to explain why employees fail to handle with burnout alone by linking job burnout to job crafting, and identify contingencies that can ameliorate the adverse effects of job burnout. Using a sample of 339 bank employees and collecting data in three waves, we found that job burnout negatively affects employees' job crafting through lower levels of recovery experiences. Organization-based self-esteem as a vital resource that employees obtain from organizations and transform into personal resources, alleviates the negative relationship between job burnout and recovery experiences, as well as the mediating effect of recovery experiences on the relationship between job burnout and job crafting. The theoretical and practical implications as well as opportunities for future research are discussed. [ABSTRACT FROM AUTHOR]

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During the career life cycle, workers may face various health problems such as occupational injuries, occupational diseases, and work-related diseases. How to comprehensively protect the health of workers is a crucial scientific issue that needs to be solved urgently. Workers show the characteristics of co-exposure to multiple occupational risks or co-existence of multiple health conditions in their occupational activities. Occupational injuries are closely related to occupational diseases and work-related diseases. To carry out prevention and control of occupational injuries in the context of "big health", we should further strengthen the systematic approach and highlight the concept of "overall process" and "all-round". That is to establish an occupational injury surveillance system covering the whole process of surveillance-assessment-intervention and the evaluation of intervention effects, and to set up the joint prevention and control strategy of occupational injuries, occupational diseases, and work-related diseases. This will promote the implementation of efficient and intensive health management at government, society, employers, workers and other levels to achieve all-round protection of workers' health. When exploring the possible effects of job burnout, occupational stress, comorbidity, and other factors on occupational injuries, the introduction of machine learning methods provides a new approach to identifying and analyzing the influencing factors of occupational injuries and to exploring potential underlying mechanisms.

Abstract This study aims to examine the relationship between teachers’ perception of organizational justice (POJ) and their organizational citizenship behavior (OCB), and to explore the mediating role of teacher burnout (JB) in the POJ-OCB relationship. Data were collected through a survey with a sample of 1,325 teachers from two cities in China: Chongqing and Chenzhou in Hunan Province. The survey response rate was 92.01%. Descriptive statistical analysis, hierarchical regression analysis, mediation effect testing, and dominance analysis were used to analyze the data. The results indicate that procedural justice positively predicts OCB, while burnout negatively predicts OCB. Furthermore, the study reveals that JB plays a significant mediating role in the relationship between POJ and OCB, particularly in the dimensions of passion burnout and professional self-efficacy burnout.

Abstract Background Medical professionals who are engaged in palliative care commonly experience negative emotions resulting from the pain and grief experienced by patients and family members, which results in enormous psychological pressure for professionals, and the risk related to job burnout is significantly greater. Objective We aimed to explore the factors influencing job burnout and resilience among palliative care professionals. Methods We conducted a qualitative study using semistructured interviews and purposeful sampling methods. Face-to-face interviews were carried out from September 2023-April 2024 in the palliative care ward of one of the top three hospitals in a province of China. A total of 22 palliative care professionals were interviewed. The interview data were coded and relevant topics were extracted and summarized from two perspectives: factors influencing job burnout among palliative care professionals and resilience to job burnout. Data analysis was guided by Colaizzi’s seven-step method. Results This study identified personal, work, institutional, and social factors affecting job burnout among palliative care professionals in China. Personal factors include the original intention of engaging in palliative care, psychological qualities, and ways of coping with stress. Work factors include work intensity and environment and the characteristics and nature of palliative care work. Institutional and social factors include promotion mechanisms, wages and benefits, government policy support and professional recognition, as well as cultural conflicts from traditional China. The factors that affect resilience include personal internal factors and external factors. Personal internal factors come from good self-regulation and emotional balance, while external factors come from an increasingly sophisticated social support system and effective intervention measures to cope with job burnout. Conclusion Our research found that many factors affect the job burnout and resilience of palliative care professionals. Promoting the construction of a professional team in palliative medicine, rational allocation of human resources, improving the welfare benefits of professionals, enhancing their social status, safeguarding their legitimate rights and interests, establishing effective emotional and social support systems, and implementing effective intervention measures in cultural contexts are all effective ways to reduce work fatigue and enhance resilience. Future research needs to investigate intervention measures to address or prevent burnout.

Introduction: In a stressful work environment, individuals experience burnout; meanwhile, social support helps to reduce burnout. Therefore, the current research has investigated the effect of organizational climate on the burnout of employees of selected healthcare centers in Arak City, considering the moderating role of social support in 2023. Methods: The current research is applied, exploratory, and developmental in terms of purpose. Random sampling and based on Cochran's formula from 134 healthcare workers working in the health center, the questionnaire was completed. Demographic information forms, Maslach's (1993) job burnout questionnaire, Halpin and Kraft's (1963) organizational climate questionnaire, and Zimmet's (1988) perceived social support questionnaire were used to collect data. The results of model structure reliability tests, Cronbach's alpha values, composite reliability values, and rho_a, which indicate the internal correlation of questions of a variable within the model, are higher than 0.7 and have acceptable structure reliability. All the values of the HTMT index were less than the permissible value of 0.9 and were at a satisfactorylevel. Consequently, this test also confirmed the divergent validity. Results: The results with P > 0.001 and a 99% confidence level of the organizational atmosphere had an inverse effect on emotional burnout and depersonalization and directly impacted individual success. The perceived social support variable did not have a moderating role on the causal relationship of organizational climate with emotional burnout and depersonalization and its direction was reversed. However, it had a strengthening role in individual success and direct direction. In other words, people with more social support have more powerful personal success and vice versa. Conclusions: Organizational climate is one of the variables of job burnout, and people with higher social support have less job burnout. Therefore, it is suggested that managers conduct in-service training focusing on the components of job burnout and perceived organizational climate. In addition, friendly relations should be established with employees to increase social support, and rewards and welfare measures should be granted.

Abstract Limited longitudinal studies can be found to describe the psychological effects of COVID-19 on healthcare workers (HCW); Therefore, the present study aimed to investigating the anxiety caused by COVID-19 (COV-anxiety) and job burnout (JB) among a sample of Iranian HCW during this pandemic longitudinally. This longitudinal study performed on 310 Iranian HCW. The data collection is done twice during 2020 and 2022. The Corona Diseases Anxiety Scale (CDAS) and the Maslach Burnout Inventory (MBI) have been used through online platform (Google Form). Using frequency tables, Paired-samples T tests, Pearson correlations as well as linear regression modeling data were analyzed through SPSS 16. While reductions observed in prevalence of COV-anxiety in time 2, the prevalence of severe levels of JB dimensions increased in time 2 compared to time (1) Negative correlations existed between JB and COV-anxiety. Moreover, using multivariate linear regressions, we found that COV-anxiety and JB were the final predictors of each other both in time 1 and (2) Despite the positive association between COV-anxiety and JB, increasing in JB levels with respect to decreasing in COV-anxiety levels highlights the existence of other risk factors that should be considered in future research.

BackgroundThe high-quality development of manufacturing in China has spurred industrial transformation and upgrading, placing higher demands on the skills of employees in the electronic manufacturing industry. This situation may induce psychological health problems such as job burnout and depressive symptoms in the employees, and also lead to insomnia, which has become a public health problem that urgently needs attention and solution. ObjectiveTo investigate the relationship between job burnout, depressive symptoms, and insomnia among employees in the electronic manufacturing industry. MethodsA total of 3034 employees from four electronic manufacturing companies in Beijing City, Shanghai City, and Guangdong Province were selected using judgment sampling from September to November 2019. The Maslach Burnout Inventory-General Survey, Patient Health Questionnaire-9, and Self-Administered Sleep Questionnaire were used to collect data. The correlation between job burnout, depressive symptoms, and insomnia was evaluated by hierarchical regression. ResultsA total of 3034 survey questionnaires were distributed, and 2614 valid questionnaires were collected, with a response effectiveness rate of 86.2%. The reporting rates of job burnout, depressive symptoms, and insomnia among employees in the electronic manufacturing industry were 47.2%, 19.5%, and 29.1%, respectively. The reporting rates of insomnia of employees in the job burnout group and depressive symptoms group were higher than those in the non-job burnout group and non-depressive symptoms group (35.3% vs. 23.6%, 47.2% vs. 24.7%, P＜0.001). The results of hierarchical regression showed that job burnout explained 2.8% of the variation of insomnia (P

Abstract Background Psychological capital can effectively alleviate job burnout and improve career autonomy and job satisfaction. However, there is a lack of research on the mediating role of psychological capital between job burnout and preseneeism in Chinese anesthesia nurses. Aims The mediating role of psychological capital between job burnout and presenteeism based on constructing structural equation models in anesthesia nurses. Methods This study was a cross-sectional study design. From June to July 2024, convenience sampling was used to conduct a questionnaire survey of 568 anesthesia registered nurses in different levels of hospitals in Sichuan Province. The self-designed general information questionnaire, Chinese version of Stanford Invisible Absence Scale (SPS-6), Psychological Capital Scale-Chinese Revised (PCQ) and Maslach Burnout Inventory-General Survey (MBI) were used to investigate the status through the form of questionnaire star. Pearson correlation analysis was used to explore the interaction among psychological capital, job burnout and presenteeism. AMOS 26.0 software was used to further verify the mediating effect of psychological capital between job burnout and preseneeism, and to construct the corresponding path relationship model. Results The scores of psychological capital, job burnout and preseneeism were 93.31 ± 14.33, 56.35 ± 17.67 and 18.96 ± 4.97, respectively. Job burnout of anesthesia nurses was significantly negatively correlated with psychological capital (r=-0.558, P

Abstract The present study adopted a meta-analysis design that incorporated structural equation modeling to explore the relationships between emotional labor (EL), job burnout (JB), and emotional intelligence (EI), and enable model validation. The results revealed that EL and JB were significantly and positively correlated, that EI was significantly and positively correlated with EL, and that EI was significantly and negatively correlated with JB. The SEM parameter estimation values were all positive, reaching the level of significance and meeting the basic fit criteria. The total effect size of EL on JB was 0.289, which was equal to the sum of the direct and indirect effect sizes (0.371–0.082). This result indicated that EL affected JB through EI, validating the presence of a moderating effect. Finally, the results were discussed, and practical suggestions were proposed.

Jiaxin Chen,1 Honglong Li,2 Yang Xin,3 Haijun Wang4 1School of Public Health, Qiqihar Medical University, Qiqihar, Heilongjiang, People’s Republic of China; 2School of Mental Health, Qiqihar Medical University, Qiqihar, Heilongjiang, People’s Republic of China; 3College of Chemistry and Chemical Engineering, Qiqihar University, Qiqihar, Heilongjiang, People’s Republic of China; 4School of General Medicine and Continuing Education, Qiqihar Medical University, Qiqihar, Heilongjiang, People’s Republic of ChinaCorrespondence: Haijun Wang, School of General Medicine and Continuing Education, Qiqihar Medical University, 333 Bukui Street, Jianhua District, Qiqihar, 161000, People’s Republic of China, Tel/Fax +86452-2663418, Email whj4830369@163.comPurpose: Job satisfaction among faculty in standardized residency training programs has been underexplored. The objective of this study is to investigate job satisfaction among these faculty members and identify associated determinants.Methods: An online cross-sectional survey was conducted with 4581 teachers in Heilongjiang Province from 18 to 30 May 2022, using a census method. The survey collected demographic information and assessed satisfaction using the Minnesota Satisfaction Questionnaire-Short Form. Predictors of job satisfaction were identified using multiple linear regression analysis in SPSS 24.0.Results: The survey achieved a 91.12% response rate (4174/4581). The average satisfaction score of the respondents teachers was 4.30± 0.70. The top three items with the highest satisfaction scores were “the chance to work alone on the job” (4.46± 0.68), “the way my job provides for steady employment” (4.45± 0.68), and “the freedom to use my own judgment” (4.43± 0.69). The lowest-scoring items “the chances for advancement on this job” (4.02± 1.03), “my pay and the amount of work I do” (4.08± 0.96), and “the praise I get for doing a good job” (4.10± 0.93). Multiple linear regression analysis revealed that geographical area, registered general subjects, age, administrative position, monthly income, daily working hours, and overtime frequency were significant factors influencing job satisfaction (P < 0.05).Conclusion: The level of job satisfaction among standardized residency training faculty in Heilongjiang Province was generally high. High satisfaction was associated with residing in economically developed areas, having registered general subjects, holding administrative positions, earning high income, working shorter few hours daily and having a low frequency of overtime.Keywords: medical education, job burnout, job satisfaction, standardized residency training