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This Special Issue aims to extend the Job Demands-Resources (JD-R) theory from both a theoretical and practical perspective by identifying new factors or processes previously unexplored in the theory, opening pathways for future research and organizational interventions. Additionally, the Special Issue mostly focuses on workers in the service sector who are exposed to both traditional and specific psychosocial factors, sometimes exacerbated by the COVID-19 pandemic, the widespread use of information and communication technologies, and flexible work arrangements. The Special Issue features a literature review, a methodological study on scale adaptation and validation, and seven empirical articles employing both quantitative and qualitative methods. These contributions explore the role of personality traits (e.g., extroversion), personal resources (e.g., harmonious passion, emotional regulation, and resilience), and leadership in the motivational and health impairment processes of the JD-R theory. They also examine the complex, sometimes double-edged nature of some psychosocial factors, such as interactions with students, relationships with the care recipients and their relatives, and job autonomy. We believe that this Special Issue meets the current demands of the literature while addressing the practical needs of organizations. [ABSTRACT FROM AUTHOR]

The current cohort of social work students in the United States face a unique challenge. They are preparing to enter the workforce to face a society reeling from gun violence, mental health crises, racialized police brutality, significant job loss, unattainable housing, and an ongoing opioid epidemic, to name a few. The COVID-19 pandemic has left society with heightened mental health concerns. The demand for social workers is projected to grow by 9% over the next ten years. However, three-fourths of social workers experience burnout during their careers. Preparing new social workers for potential workplace challenges that impede healthy and sustainable employment is essential. The aim of this manuscript, in the form of a field guide, is to share the extant literature about the social work labor market; toxic workplace environments, job burnout, and vicarious trauma; practical ways to assess and reflect on your current reality; and how to best advocate for a healthy and vibrant social work career. Educators and supervisors may use this manuscript to engage soon-to-be or recent MSW graduates in discussions such as how they can identify unhealthy work environments, symptoms of vicarious trauma, and salary negotiation methods, all while providing tips for how to adapt and adjust to your surroundings in order to prioritize a healthy workplace as a form of self-care. [ABSTRACT FROM AUTHOR]

Prison officers have a demanding job and are at risk of burnout. The literature indicates that workplace variables are related to burnout, but there are gaps in the literature that need to be addressed, including the need for additional research on the association of organizational justice with officer burnout. Organizational justice theory holds that employees expect to be treated fairly by their organizations and that psychological strain occurs if they are not, and this strain increases the chances of job burnout. The current study examined how distributive and procedural justice views, which are dimensions of organizational justice, were related to the emotional exhaustion burnout of Nigerian prison officers. Data were collected from 120 officers stationed at medium-security prison in southeast Nigeria. Both procedural justice and distributive justice were significantly associated with lower emotional exhaustion burnout. The current findings support the postulation that workplace fairness is associated with lower levels of job burnout. [ABSTRACT FROM AUTHOR]

We sought to understand better how to alleviate job burnout among grassroots civil servants. Specifically, we studied how professional group identification alleviated their sense of relative deprivation and enhanced their motivation for public service to reduce their burnout. We conducted a vignette experiment (N = 151) and an online survey (N = 439) on grassroots civil servants in China. In the experiment, we manipulated professional group identification to influence burnout in both experimental and control groups. In the survey, we used scales to measure the variables we were concerned about, and used the process plug-in of SPSS to analyze and compare the mediating effects. Results revealed that higher professional group identification led to lower job burnout, and public service motivation (PSM) and group relative deprivation (GRD) played mediating roles in the causal relationship. This study examined the dual pathways through which professional group identification mitigated job burnout, surpassing current understanding of the relationship between identification and job burnout. With greater validity than ever, we provide an original perspective on alleviating job burnout in public organizations. [ABSTRACT FROM AUTHOR]

Teacher turnover presents a significant challenge in education. Despite recognizing the importance of examining turnover intention to address this issue, exploring the interplay between multiple job demands and turnover intention is lacking within the framework of the job demands-resources theory. To fill this gap, the present study theoretically examined the relationship among personal resources (career adaptability), job burnout, turnover intention, and various job demands (teaching–research and work–family conflicts). Data were collected through an online survey of 875 Chinese university teachers, and the conceptual model was estimated using maximum likelihood estimation. The results revealed that work–family and teaching–research conflicts directly predict teachers' turnover intentions and that job burnout mediates between multiple job demands and turnover intentions. Furthermore, career adaptability moderates the mediating role of burnout. These findings offer innovative ideas for mitigating and preventing faculty turnover intentions. [ABSTRACT FROM AUTHOR]

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 < 0.01), and was significantly positively correlated with presences (r = 0.465, P < 0.01). Psychological capital was significantly negatively correlated with presences (r=-0.495, P < 0.01). In addition, psychological capital was identified as a partial mediating effect between job burnout and preseneeism in the mediation model, and the mediating effect was 0.279, accounting for 48.18% of the total effect. Conclusion: The job burnout of anesthesia nurses has reached a moderate level, and job burnout can positively predict preseneeism. Psychological capital partially mediates the positive effect of job burnout on preseneeism, and the improvement of its level has a positive effect on reducing job burnout and preseneeism of anesthesia nurses. Therefore, enhancing psychological capital has become an important way to relieve the occupational stress and improve work efficiency of anesthesia nurses. [ABSTRACT FROM AUTHOR]

Introduction: Job burnout is a common issue in most professions, and it can have adverse effects on employees, their families, clients, and organizations. It is essential to address and resolve job burnout syndrome. More research is needed to understand the underlying psychological mechanisms involved in job burnout. This study introduces the concept of primary psychological need frustration to explore its impact on the psychological processes involved in job burnout. Methods: This study adopted a qualitative research methodology based on purposive sampling and convenience sampling principles. Eight grassroots senior counselors with over 13 years of teaching experience at a Chinese university were selected as the study cases. The data were gathered through semi-structured interviews and analyzed thoroughly via cluster analysis, which involved examining the text data word by word, sentence by sentence, line by line, and fragment by fragment. NVivo 11 software was used to register and code the text data. Results: The study revealed that the subjects experienced high levels of frustration with their basic psychological needs. This frustration was evident in the coexistence of negative job characteristics and a lack of autonomy, a hostile professional environment and a lack of competence, and the negative behavior of others and relationship frustration. The study also revealed that the four types of primary psychological need frustration were strongly linked to job burnout: A lack of control motivation or motivation, the pursuit of external goals, negative behavior patterns, and the causal orientation of a controlled style. These factors positively predicted various dimensions of job burnout and positively affected the frustration of basic psychological needs. Conclusion: This study effectively explains the psychological process behind why individuals experience severe job burnout in a controlled organizational environment due to frustration with basic psychological needs. This study also highlights the internal causal relationship between primary psychological needs, frustration, and job burnout. This insight can help employees and organizations prevent and detect early job burnout syndrome and enhance employees' occupational well-being and organizational vitality. [ABSTRACT FROM AUTHOR]

Background: Empathy fatigue refers to the excessive empathy required of medical staff in the process of helping patients, which can produce traumatic experiences and emotional exhaustion. Severe empathy fatigue can even lead to medical disputes and errors, exacerbating increasingly tense doctor–patient relationships. Most studies on empathy fatigue focus on nurses, with few studies on physicians. Methods: A cross-sectional questionnaire was used to assess empathy fatigue among physicians in public tertiary general hospitals in southwest China using convenience sampling. Results: A total of 562 physicians participated in the survey; average empathy satisfaction scores were 32.1 ± 6.85, 28.2 ± 5.30, and 26.2 ± 6.04 for empathy satisfaction disorder, job burnout, and secondary traumatic stress domains, respectively. We identified 291 (51.8%) physicians with severe empathy fatigue. Working two or three night shifts per week was associated with severe empathy fatigue. In total, 424 (75.4%) physicians had thoughts of resigning. Weekly rest time, empathic satisfaction disorder, job burnout, and secondary traumatic stress disorder influenced thoughts of resigning. Conclusions: The majority of hospital physicians experience empathy fatigue and have considered resigning; this study provides reference data that demonstrate the extent of this issue. Efforts are urgently needed to address empathy fatigue in physicians and, therefore, increase physician retention. [ABSTRACT FROM AUTHOR]

Background: Primary and secondary school teachers are a high-risk group for job burnout, and how to alleviate their job burnout has become an increasingly urgent issue. Previous studies have paid less attention to the differential effects of the bidirectional interaction between work and family on the job burnout of the teachers. This study aim to explore the different impact of work–family conflict and family–work conflict on job burnout among primary and secondary school teachers, as well as its underlying mechanisms. Methods: This study selected 2,184 primary and secondary school teachers in China (Mage = 37.26; SD = 9.40) as participants using a random sampling method. Using the SPSS Process 4.0 macro plugin constructed a moderated mediation model, the study explored the relationships between two different forms of work–family conflict, depression, cognitive reappraisal, and job burnout. Results: The study results indicated that both forms of work–family conflict were significantly positively related to the job burnout, and this relationship was influenced by the mediating role of depression. Furthermore, cognitive reappraisal moderated the relationship between depression and job burnout. Conclusion: This study revealed the potential pathways influencing job burnout among primary and secondary school teachers in the Chinese cultural context. Focusing on and alleviating work–family conflicts for primary and secondary school teachers is crucial for mitigating their occupational burnout. Additionally, teachers should also carefully and reasonably use cognitive reappraisal as an emotional regulation strategy to adjust the impact of depression on occupational burnout. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Design Methods Results Conclusion Impact Reporting Method Patient or Public Contribution The main purpose of this study was to investigate the potential mediating role of job burnout in the relationship between organisational support and quiet quitting among nurses. Additionally, this study aimed to determine the associations between organisational support, job burnout and quiet quitting.This study was a descriptive, cross‐sectional study.This descriptive and cross‐sectional study included a total of 383 nurses. The convenience sampling method was used, and the study was conducted in Türkiye. Self‐reported measures, which included organisational support, job burnout and the quiet quitting scale, were completed by using an online version of the scale.Statistically significant associations were found between organisational support, job burnout and quiet quitting. Organisational support had a significant negative effect on quiet quitting. Additionally, job burnout had a positive effect on quiet quitting behaviour. Moreover, job burnout partially mediated the relationship between organisational support and quiet quitting.The findings highlight the importance of considering job burnout as a critical factor in mitigating the positive effect of organisational support on quiet quitting. Prioritising the job burnout of healthcare workers plays a significant role in reducing quiet quitting behaviour through organisational support.This study focused on how organisational support and burnout interact with quiet quitting, which is a current issue among nurses, and explained the mediating role of job burnout in the relationship between organisational support and quiet quitting. The main findings of this research provide evidence that organisational support influences quiet quitting behaviour. Similarly, job burnout affects quiet quitting behaviour. Moreover, job burnout plays a mediating role in the relationship between organisational support and quiet quitting behaviour. It has been proven that job burnout is a significant barrier to the impact of organisational support in reducing quiet quitting behaviour. This research will have an impact on the management and strategic planning of healthcare organisations.STROBE reporting method has been followed.No patient or public contribution. [ABSTRACT FROM AUTHOR]

Background: Village clinic doctors are an integral part of the rural healthcare workforce. With the advancement of science and technology and the coronavirus disease 2019 (COVID-19) pandemic, the prevalence of remote work and the use of information and communication technologies (ICT) have increased significantly. However, these developments have also had an impact on the work family balance and mental well-being of village clinic doctors. The study aimed to explore how work-family conflict affected job burnout and what the role of ICT use was in this relationship. Methods: This was a cross-sectional study. Data were collected collected through an anonymous self-administered questionnaire survey conducted in December 2021 in Shandong Province, China. A total of 1,093 village clinic doctors participated in the survey. The data were analyzed using multiple linear regression and the PROCESS macro in SPSS. Results: The results showed that an inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors. Specifically, the squared term of work-family conflict had a negative coefficient (-0.324). The slope was positive (SL=2.291) at the low end of the X-range and negative (SH=-0.379) at the high end. The turning point occurred at X = 1.227(-2.309 ≤ X ≤ 1.812). Additionally, ICT use positively moderated between work-family conflict and job burnout (β1β4-β2β3 = 0.217, β4 > 0). Conclusions: The work-family conflict has an inverted U-shaped effect on job burnout, while the use of ICT positively moderates this relationship between work-family conflict and job burnout. Policymakers should pay attention to the effects of ICT use and work-family conflict on job burnout among village clinic doctors. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

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Background: Existing research indicates that the personality traits of miners influence their emotional regulation strategies, and these strategies in turn affect their performance in work fatigue. However, whether there is an intermediary or moderating role among these factors remains unclear. Additionally, while some studies suggest an increased likelihood of unsafe behavior among miners following fatigue, physiological data concerning their cognition remains incomplete and requires further exploration. This study aims to explore the mediating and moderating effects of emotional regulation strategies among miners regarding their personality traits and work fatigue, and to expand understanding of the cognitive and physiological data related to miners’ risk decision-making following fatigue. Method: Fifty adult miners (Mage  =  25, aged 18–40, 100% male) were selected as participants. Emotional regulation tendency, significant levels of personality traits based on the Big Five Personality Traits questionnaire, and the three-dimensional levels of work fatigue were measured using emotional regulation strategy scale, Big Five Personality Traits questionnaire, and work fatigue scale, respectively. The eye–brain consistency hypothesis posits that eye movement trajectories and fixation points reflect the brain’s cognitive processes and focus. Therefore, combining eye-tracking experiments, miners’ preferences in risk decision-making were further measured. Results: Expressive suppression strategies mediated between conscientiousness and depersonalization; expressive suppression strategies moderated between agreeableness and emotional exhaustion. In eye-tracking physiological experiments, significant differences were found in eye movement data among miners with varying levels of emotional exhaustion. Conclusion: Preferences in emotional regulation strategies play mediating and moderating roles between miners’ Big Five Personality Traits and work fatigue. The levels and dimensions of work fatigue are influenced not only by personality traits but also by individual tendencies in emotional regulation strategies, which significantly affect performance in risk decision-making. The findings of this study can further enrich theories related to work fatigue among miners and provide insights for personalized safety management in mining. [ABSTRACT FROM AUTHOR]

Certain studies have explored the relationship between job burnout and preparedness in other geographic contexts, but understanding the unique challenges faced by teachers during the resumption of face-to-face classes, seemed to have been less attended, although there was limited research on the relationship between levels of preparedness and job burnout among teachers in the context of the resumption of face-to-face classes. Conducted in December 2022, this study aimed to determine the relationships of levels of preparedness and job burnout and each of these variables with the work-life balance of teachers during the resumption of face-to-face classes in Initao South District. A total of 104 respondents participated in the study. Data were collected using adopted with modification sets of instruments, including Revised School Safety Assessment Tool, Maslach Burnout Inventory-Educators Survey, and Marmol's Work-life Balance Questionnaire. It utilized explanatory-correlational design with descriptive statistics and Pearson's product-moment correlation coefficient as data analysis tool. Results revealed that during the resumption of the face-to-face classes the level of preparedness and work-life balance of the respondents were high, correspondingly their level of job burnout was low. The correlation test yielded a highly significant positive relationship between the respondents' level of preparedness and work-life balance, while their level of job burnout had significantly negative relationship with their work-life balance. [ABSTRACT FROM AUTHOR]

This paper examines the impact of police officers' Public Service Motivation on Self-Efficacy, as well as the moderating effects of Job Burnout and Organizational Support. The aim is to deepen our understanding of the complexities in police work and to provide a theoretical basis for enhancing the performance of police officers. Utilizing the Public Service Motivation Scale, Self-Efficacy Scale, Job Burnout Scale, and Organizational Support Scale, we conducted a questionnaire survey among 519 police officers across China's capital, central, western regions, and coastal areas. The findings indicate that public service motivation significantly and positively affects police officers' self-efficacy (B = 0.653, p < 0.001), aligning with existing studies and highlighting the importance of public service motivation in the police profession.Additionally, job burnout was found to negatively moderate the relationship between public service motivation and self-efficacy (B=-0.206, p < 0.001), offering a new perspective for enhancing the effectiveness of police officers. Moreover, organizational support was observed to positively moderate this relationship (B = 0.137, p < 0.01), emphasizing its crucial role in improving police officers' self-efficacy. Overall, these findings confirm the significant influence of organizational environmental factors on the relationship between police officers' work motivation and their sense of efficacy, providing new theoretical and empirical support for understanding and improving the work effectiveness of police officers. [ABSTRACT FROM AUTHOR]

Background: Primary and secondary school teachers are a high-risk group for job burnout, and how to alleviate their job burnout has become an increasingly urgent issue. Previous studies have paid less attention to the differential effects of the bidirectional interaction between work and family on the job burnout of the teachers. This study aim to explore the different impact of work-family conflict and family-work conflict on job burnout among primary and secondary school teachers, as well as its underlying mechanisms. Methods: This study selected 2,184 primary and secondary school teachers in China (Mage = 37.26; SD = 9.40) as participants using a random sampling method. Using the SPSS Process 4.0 macro plugin constructed a moderated mediation model, the study explored the relationships between two different forms of work-family conflict, depression, cognitive reappraisal, and job burnout. Results: The study results indicated that both forms of work-family conflict were significantly positively related to the job burnout, and this relationship was influenced by the mediating role of depression. Furthermore, cognitive reappraisal moderated the relationship between depression and job burnout. Conclusion: This study revealed the potential pathways influencing job burnout among primary and secondary school teachers in the Chinese cultural context. Focusing on and alleviating work-family conflicts for primary and secondary school teachers is crucial for mitigating their occupational burnout. Additionally, teachers should also carefully and reasonably use cognitive reappraisal as an emotional regulation strategy to adjust the impact of depression on occupational burnout. [ABSTRACT FROM AUTHOR]

Job burnout and work pressure are pivotal concerns in human resource management and workplace mental health, profoundly impacting organizational sustainability and individual well-being. Grounded in the person-environment fit theory, this empirical study quantitatively investigates the psychological mechanisms of person-job fit and person-organization fit in job burnout, highlighting the mediating role of work pressure. To test our hypotheses, we investigated 477 employees from 63 IT enterprises around China's Pearl River Delta region. The findings reveal that person-job fit is negatively associated with job burnout and work pressure, while work pressure positively influences job burnout, partially mediating the relationship between person-job fit and job burnout. Similarly, person-organization fit negatively affects job burnout and work pressure. However, its direct influence on job burnout is insignificant, indicating that work pressure fully mediates the relationship between person- organization fit and job burnout. These findings are consistent with the person-environment fit theory, enhancing our understanding of how individuals fit with their jobs and how organizations affect job burnout through work pressure. This study offers valuable insights for organizations seeking to mitigate burnout and promote employee well-being. [ABSTRACT FROM AUTHOR]

Aims and Objectives: This study explores the situation of workload, work–family conflict and job burnout among primary health workers in China in the context of COVID‐19 and identifies the mediating effect of work–family conflict between workload and job burnout. Background: Since the breakout of the COVID‐19 pandemic, primary health workers have been working on the frontline of the epidemic and may experience increasing workload, work–family conflict and job burnout. It is important to focus on the issue of how to alleviate job burnout of primary health workers. Design: A cross‐sectional study (STROBE) was used. Methods: Data were collected from 785 primary health workers in China. Multiple regression analysis was used to examine the mediating effect of work–family conflict between workload and job burnout. Results: 18.7%, 10.4% and 39.5% of respondents had high job burnout in the dimensions of emotional exhaustion, depersonalization and personal accomplishment, respectively. 34.6% of the respondents had high or very high workload, and 12.8% of the respondents had high or very high work–family conflict. Results of multiple regression analysis indicated that work–family conflict mediated the relationship between workload and job burnout. Workload (β =.163, CI =.207–.549) and work–family conflict (β =.211, CI =.311–.640) positively influenced job burnout, and workload (β =.428, CI =.375–.508) positively influenced work–family conflict. Conclusion: The study indicated that primary health workers experienced a high level of job burnout, especially in the personal accomplishment dimension. Furthermore, this study verified the mediating effect of work–family conflict between workload and job burnout. Relevance to Clinical Practice: Some interventions for alleviating workload, work–family conflict and job burnout should be taken, including workplace assistance programmes, family‐friendly policies and a well‐integrated healthcare system. No Patient or Public Contribution: This study does not involve patient or public contribution in any part. Impact Statement: Nurses and other primary health workers are health gatekeepers of residents and play a vital role in the healthcare system. Due to the breakout of COVID‐19, they have taken more work and are more vulnerable to work overload, work–family conflict and the consequent job burnout. Some interventions should be taken to effectively alleviate their job burnout and improve their health and performance. [ABSTRACT FROM AUTHOR]

Objective: To analyze the correlation of job efficacy, mental health and job burnout of nursing staff in interventional operating room. Methods: A total of 110 nursing staff in the interventional operating room from August 2020 to February 2023 were selected as the observation objects, and all of them were evaluated by Symptom Checklist-90 (SCL-90), Job Efficacy Scale, and Marquis Burnout Inventory (MBI) to assess their mental health. According to the MBI scale, they were divided into a mild group (n=33), a moderate group (n=59), and a severe group (n=18) to compare the high and low scores of SCL-90 scale and job efficacy scale. Pearson correlation was used to analyze the correlation among job efficacy scale of nursing staff, SCL-90 scale and MBI scale. Results: A total of 100 nursing staff of interventional operating room were all performed by SCL-90 scale with a total score of (222.68 ± 28.61), job efficacy scale with a total score of (23.37 ± 2.58), and MBI scale with a total score of (7.90 ± 1.04). The proportion of mild, moderate and severe job burnout accounted for 30.00%, 53.64% and 16.36% respectively. The low scores of job efficiency of nursing staff in the severe group of job burnout accounted for 83.33%, which was significantly higher than the mild and moderate groups, accounting for 39.39% and 42.37% respectively; the high scores of job efficiency of nursing staff in the mild group of job burnout accounted for 69.70%, which was significantly higher than the moderate group and severe group, accounting for 38.98% and 38.89%, respectively and the difference was statistically significant (P<0.05). Pearson correlation analysis showed that job efficacy scale was significantly negatively correlated with MBI scale of nursing staff (r=-0.513, P<0.05), and SCL-90 scale was significantly positively correlated with MBI scale (r=0.627, P<0.05). Conclusion: Job burnout of nursing staff in intervention operating room is closely related to job efficacy and mental health. It is suggested to focus on the psychological status and the sense of job efficacy of nursing staff in intervention operating room to create a good professional environment and improve the quality of nursing personnel training. [ABSTRACT FROM AUTHOR]

In recent years, with the increase in work intensity and the more complex working environment in the construction industry, the problem of job burnout among construction workers has become increasingly prominent. Job burnout not only affects workers' physical health and work efficiency, leading to more serious safety hazards, but also deeply affects the well-being of construction workers. This study adopts an alternative perspective to explore the impact of professional sports event attendance on construction workers' job burnout and to analyze the mediating role of leisure spillover in this process. Through a questionnaire survey of construction workers, 641 data points were collected for empirical statistical analysis. The results of the study show that the attention of construction workers' sports career events can effectively reduce job burnout, and that leisure spillover plays a partial mediating role in this process. This study verifies the positive role of sports career events in promoting construction workers' mental health through empirical analysis and provides practical references for occupational health management and the mental health development of construction worker groups. [ABSTRACT FROM AUTHOR]

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.

Abstract Background Empathy fatigue refers to the excessive empathy required of medical staff in the process of helping patients, which can produce traumatic experiences and emotional exhaustion. Severe empathy fatigue can even lead to medical disputes and errors, exacerbating increasingly tense doctor–patient relationships. Most studies on empathy fatigue focus on nurses, with few studies on physicians. Methods A cross-sectional questionnaire was used to assess empathy fatigue among physicians in public tertiary general hospitals in southwest China using convenience sampling. Results A total of 562 physicians participated in the survey; average empathy satisfaction scores were 32.1 ± 6.85, 28.2 ± 5.30, and 26.2 ± 6.04 for empathy satisfaction disorder, job burnout, and secondary traumatic stress domains, respectively. We identified 291 (51.8%) physicians with severe empathy fatigue. Working two or three night shifts per week was associated with severe empathy fatigue. In total, 424 (75.4%) physicians had thoughts of resigning. Weekly rest time, empathic satisfaction disorder, job burnout, and secondary traumatic stress disorder influenced thoughts of resigning. Conclusions The majority of hospital physicians experience empathy fatigue and have considered resigning; this study provides reference data that demonstrate the extent of this issue. Efforts are urgently needed to address empathy fatigue in physicians and, therefore, increase physician retention.

Abstract Background Village clinic doctors are an integral part of the rural healthcare workforce. With the advancement of science and technology and the coronavirus disease 2019 (COVID-19) pandemic, the prevalence of remote work and the use of information and communication technologies (ICT) have increased significantly. However, these developments have also had an impact on the work family balance and mental well-being of village clinic doctors. The study aimed to explore how work-family conflict affected job burnout and what the role of ICT use was in this relationship. Methods This was a cross-sectional study. Data were collected collected through an anonymous self-administered questionnaire survey conducted in December 2021 in Shandong Province, China. A total of 1,093 village clinic doctors participated in the survey. The data were analyzed using multiple linear regression and the PROCESS macro in SPSS. Results The results showed that an inverted U-shaped relationship between work-family conflict and job burnout among village clinic doctors. Specifically, the squared term of work-family conflict had a negative coefficient (-0.324). The slope was positive (SL=2.291) at the low end of the X-range and negative (SH=-0.379) at the high end. The turning point occurred at X = 1.227(-2.309 ≤ X ≤ 1.812). Additionally, ICT use positively moderated between work-family conflict and job burnout (β1β4-β2β3 = 0.217, β4 > 0). Conclusions The work-family conflict has an inverted U-shaped effect on job burnout, while the use of ICT positively moderates this relationship between work-family conflict and job burnout. Policymakers should pay attention to the effects of ICT use and work-family conflict on job burnout among village clinic doctors.

Abstract Background In Jordan, nurses consider a primary providers of direct patient care, and play a multifaceted role in ensuring healthcare quality. The study aimed to examines the moderating effect of job satisfaction in the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality. Methods A cross-sectional research approach was adopted among 311 from Registered Nurses (RN) across Jordanian hospitals. Job satisfaction, workload scale and job burnout scale were shared between March and April 2023. Results The overall findings indicate that workload, job burnout, and turnover intention are negatively and significantly related to healthcare quality, and that job satisfaction moderates the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality. These findings have broad implications for healthcare organizations, emphasizing the pivotal role of job satisfaction in mitigating the negative effects of workload, burnout, and turnover intentions among nurses. Consulsion Strategies to enhance job satisfaction, such as reducing work-related stress and fostering supportive work environments, should be prioritized by healthcare policymakers and institutions to ensure the delivery of high-quality patient care.

Abstract Background High nursing staff turnover is a critical issue that negatively impacts the quality of care and patient safety. Turnover intentions, a key predictor of actual turnover, reflect an individual’s likelihood of leaving their current position. Understanding the underlying mechanisms driving nurse turnover intentions is crucial for developing targeted interventions to stabilize the nursing workforce globally. Objectives This study aims to explore the relationship between moral resilience, job burnout, and turnover intentions among nurses, focusing on the mediating role of job burnout in this relationship. Design This study employed a quantitative, cross-sectional design. Methods A convenience sample of 322 registered nurses was recruited from two tertiary hospitals in China between August and October 2023. Data were collected using the Chinese version of the Rushton Moral Resilience Scale (Chi-RMRS), the Maslach Burnout Inventory (MBI), and the Turnover Intention Scale. Data analyses were conducted using SPSS 26.0 and Amos 21.0. The study followed the STROBE guidelines for observational research. Ethical consideration Before the commencement of data collection, the Institutional Review Board of Hunan Traditional Chinese Medical College (YXLL202401004) granted ethical approval. Results The proposed model exhibited an excellent fit to the data, with fit indices as follows: χ2/df = 1.819, CFI = 0.977, TLI = 0.961, RMSEA = 0.072 (90% confidence interval [CI]: 0.033 to 0.107). The structural equation model revealed that moral resilience was inversely associated with job burnout and turnover intentions. Furthermore, job burnout fully mediated the relationship between moral resilience and turnover intentions (β = −0.473, p = 0.007). Further analysis indicated that the depersonalization component of job burnout was the sole mediator in the relationship between moral resilience and turnover intention (β = -3.934, 95% CI [-5.837, -1.932]). Conclusion The findings indicate that moral resilience among nurses is negatively associated with turnover intentions, with this effect fully mediated by the depersonalization dimension of job burnout. Enhancing moral resilience in nurses may be valuable strategy for healthcare administrators to mitigate job burnout and subsequently reduce turnover intentions.

Abstract Background Adherence to ethical principles and standards in all health professions, especially in the nursing, can have positive outcomes. This study was conducted with the aim of investigating the correlation between organizational ethics and professional ethics with organizational commitment and job burnout in nursing staff. Methods This cross-sectional study was conducted on the nurses working in Shahid Montazeri hospital in Najafabad city. Participants were selected by census method. An online questionnaire was used to collect the data, which consisted of demographic information, Hunt et al.‘s organizational ethics questionnaire, Petty’s professional ethics inventory, Maslach and Jackson’s job burnout questionnaire and Allen and Mayer’s organizational commitment questionnaire. Data were analyzed using t-test, one-way analysis of variance, Pearson correlation coefficient and structural equation modeling (SEM) with SPSS-27 and Amos-23 statistical software. Results A total of 197 subjects with the mean age of 34.67 ± 7.74 years participated in this study. Most of the participants were female (89.3%) and married (77.2%). The majority of them had a bachelor’s degree (86.3%) and 61.4% of the participants participated as a nurse. There were significant positive correlations between organizational ethics (r = 0.551, p

Abstract Background The purpose of this study was to explore the job burnout of primary healthcare workers in Guangzhou during the prevention and control of COVID-19 epidemic and its influencing factors from the perspective of institutional operation and management in 2021–2022. Methods A cross-sectional study involved 866 primary healthcare workers from different districts of Guangzhou, China. The Chinese version of the Maslach Burnout Inventory-General Survey (MBI-GS) was utilized to assess job burnout. From the perspective of organizational operation and management, the possible causes of job burnout among primary healthcare workers during COVID-19 have been categorized into 7 major aspects. Univariate and multivariate logistic regression analyses were conducted to identify influencing factors for job burnout in primary healthcare workers. Results The detection rate of job burnout among primary healthcare workers was 78.29%. Men (OR = 2.39) and whose institution was located in urban–rural fringe (OR = 1.56) were more likely to detect job burnout. Conversely, institution heads showed a lower risk of job burnout. From the perspective of institutional operation and management, workers who were not satisfied with personnel management (OR = 2.41), materials and vehicles (OR = 2.89), subsidies and compensation (OR = 2.18), humanistic care (OR = 2.11), superior management (OR = 8.32) were found to have a higher risk of job burnout. Conclusion The detection rate of job burnout among primary healthcare workers in Guangzhou was relatively high during the period of COVID-19. When there is another sudden major epidemic, the managers of institutions can focus on and deal with the problems related to the operation and management of institutions such as personnel management, materials and vehicles, subsidies and compensation, humanistic care, and superior management, so as to provide logistical support for the workers and alleviate their job burnout.

This study is proposed to examine the effects of job burnout on employees’ performance, job satisfaction, turnover intention, and employee engagement in the commercial industry in Istanbul/Turkey. Due to the consequences of job burnout, organizations need to observe factors that lead to burnout to avoid the impact of the job burnout on the performance of employees. Exploring the impact of job burnout phenomenon on employees’ performance was essential in organizations. The primary data was collected via Online Google forms which included 177 participants residing in Istanbul city. Data was collected based on virtual snowball sampling. Spearman correlation analysis was applied to primary data to investigate the job burnout’s impact on the previously mentioned variables. The results find that job burnout had a statistical influence on employee performance, job satisfaction, turnover intention, and employee engagement. According to our results and findings, a negative relationship was found between job burnout and the performance of employee, it was also found a negative relationship between job burnout and job satisfaction, a positive relationship between job burnout and turnover intention, and a negative relationship between job burnout and employee engagement. The conclusion of the research will assist organizations in understanding the causes of job burnout and considering any possible impact burnout may have on employee performance, job satisfaction, turnover intention, and employee engagement.

In order to explore the formation mechanism of job burnout of coal mine safety managers, based on the job demand-resource model and grounded theory, the research conducted in-depth interviews with coal mine safety managers, built a JD-R theoretical model of coal mine safety managers’ job burnout and proposed relevant hypotheses. The results show that: among the demographic variables, working age, position and working time will affect job burnout; job demands and role pressure negatively predict job burnout, while job resources and organizational justice positively predict job burnout of coal mine safety managers. The mediating effect of role stress on job demand and job burnout was 0.276, and the mediating effect of organizational justice on job resource and job burnout was -0.365.

BackgroundAfter working in a harsh occupational hazard environment for a long time, open-pit coal mine workers are under tremendous physical and mental pressure, which is prone to presenteeism behavior. objectiveTo identify the relationships between presenteeism, job burnout, and social support of open-pit coal miners, and verify potential mediating effect of job burnout between social support and presenteeism. MethodsIn 2020—2021, a questionnaire survey was conducted among employees of 6 open-pit coal mining enterprises in Xinjiang by stratified cluster random sampling. Job Burnout Questionnaire, Job Content Questionnaire, and Presenteeism Behavior Scale were used to evaluate burnout, social support, and presenteeism behavior in the study subjects. SPSS 26.0 software was used for t test, F test, correlation analysis, and mediating effect test. ResultsA total of 1199 questionnaires were distributed and 1083 valid questionnaires were recovered, with an effective recovery rate of 90.3%. The M (P25, P75) scores of presenteeism behavior, social support, and job burnout were 2.0 (2.0, 5.0), 24.0 (23.0, 26.0), and 45.0 (34.0, 51.0), respectively. The Spearman correlation analysis results showed that there was a significant negative correlation between social support and job burnout (\begin{document}$ r $\end{document}=−0.200, P

Abstract It is probable that resilience can play a significant role in mitigating the impact of job burnout on workplace safety outcomes. Identification of these relations and paths can be useful for reducing burnout effects and reinforcing safety behavior factors. This study seeks to explore the relationship between job burnout and unsafe behavior, with a specific focus on the mediating role of resilience. This cross-sectional study, conducted in 2023, involved 200 workers in the spinning and weaving industries in central Iran. The study used printed questionnaires distributed to study participants during their rest periods to collect data for further analysis. The questionnaires included demographic information, the Maslach burnout inventory, the Connor–Davidson Resilience Scale, and a set of safety behavior questionnaires. Subsequently, the study analyzed various dimensions of job burnout with respect to unsafety behavior by constructing a theoretical model using AMOS software. The results indicate that three burnout dimensions indirectly influence safety compliance through resilience (P

Abstract Background Burnout is prevalent among pediatric residents. Self-efficacy and resilience, as concepts of positive psychology, may be protective factors for burnout. However, no current data demonstrates the mechanism of their interaction. Objectives To investigate the pediatric residents’ status of self-efficacy, resilience, and job burnout in a university-affiliated hospital in western China. To explore relationships among them, especially the mediating effects of resilience. Methods The study was conducted with 190 pediatric residents from an A-Class women’s and children’s hospital in western China. Data included demographic characteristics, status of pediatric residents, measures of burnout (using the Physicians’ Career Burnout Questionnaire), self-efficacy (using the General Self-Efficacy Scale) and resilience (using the Connor-Davidson Resilience Scale). Multiple regression analysis and mediation analysis with bootstrapping were used to identify whether resilience mediates the relationship between self-efficacy and burnout. Results Female pediatric residents exhibited significantly lower self-efficacy (t = 2.53, p

Background Currently, primary healthcare staff are under high pressure and prone to effort-reward imbalance and burnout, which hinders the development of primary health services and has not been sufficiently emphasized. Objective To study the situation of effort-reward imbalance and burnout among primary healthcare workers, and explore the relationship between the two, so as to provide reference for improving burnout among primary healthcare workers. Methods Primary healthcare workers from primary healthcare institutions (including community health service institutions and township health centers) in 4 streets and 28 townships in Dongguan City, Guangdong Province, were selected for the survey from March to May 2022 using the convenience sampling method. The questionnaire included general information, the Maslach Burnout Inventory-General Survey (MBI-GS) and the Effort-Reward Imbalance (ERI) . With MBI-GS score as the dependent variable, the effort-reward ratio and degree of overload in the effort-reward imbalance model as the independent variables, stratified regression analysis was used to explore the effects of the effort-reward imbalance model on burnout. Results A total of 347 primary healthcare workers were included, the total score of MBI-GS for primary healthcare workers was (3.72±1.25) . Of the 347 primary healthcare workers, 93.4% were burnout, 76.7% were in effort-reward imbalance, and 35.2% were under a heavy workload. The total MBI-GS score of primary healthcare workers in effort-reward imbalance was higher than those in effort-reward balance (t=-5.20, P

Background: High nursing staff turnover is a critical issue that negatively impacts the quality of care and patient safety. Turnover intentions, a key predictor of actual turnover, reflect an individual's likelihood of leaving their current position. Understanding the underlying mechanisms driving nurse turnover intentions is crucial for developing targeted interventions to stabilize the nursing workforce globally. Objectives: This study aims to explore the relationship between moral resilience, job burnout, and turnover intentions among nurses, focusing on the mediating role of job burnout in this relationship. Design: This study employed a quantitative, cross-sectional design. Methods: A convenience sample of 322 registered nurses was recruited from two tertiary hospitals in China between August and October 2023. Data were collected using the Chinese version of the Rushton Moral Resilience Scale (Chi-RMRS), the Maslach Burnout Inventory (MBI), and the Turnover Intention Scale. Data analyses were conducted using SPSS 26.0 and Amos 21.0. The study followed the STROBE guidelines for observational research. Ethical consideration: Before the commencement of data collection, the Institutional Review Board of Hunan Traditional Chinese Medical College (YXLL202401004) granted ethical approval. Results: The proposed model exhibited an excellent fit to the data, with fit indices as follows: χ2/df = 1.819, CFI = 0.977, TLI = 0.961, RMSEA = 0.072 (90% confidence interval [CI]: 0.033 to 0.107). The structural equation model revealed that moral resilience was inversely associated with job burnout and turnover intentions. Furthermore, job burnout fully mediated the relationship between moral resilience and turnover intentions (β = −0.473, p = 0.007). Further analysis indicated that the depersonalization component of job burnout was the sole mediator in the relationship between moral resilience and turnover intention (β = -3.934, 95% CI [-5.837, -1.932]). Conclusion: The findings indicate that moral resilience among nurses is negatively associated with turnover intentions, with this effect fully mediated by the depersonalization dimension of job burnout. Enhancing moral resilience in nurses may be valuable strategy for healthcare administrators to mitigate job burnout and subsequently reduce turnover intentions. [ABSTRACT FROM AUTHOR]

AbstractThe 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]

ABSTRACT Aims Background Methods Results Conclusion Relevance to Clinical Practice Reporting Method Patient or Public Contribution This study explores the link between mindfulness, compassion competence and job burnout among nurses, and analyses the mediating role that compassion competence plays in this relationship.Understanding nurses' mindfulness, compassion competence and job burnout is important, which could help devise interventions to relieve burnout in clinical nurses.This study adopts convenience sampling method and descriptive design quantitative research. A cross‐sectional study of 513 nurses was conducted from June to October 2023 in mainland China. The Socio‐demographic Questionnaire, Mindful Attention Awareness Scale, Maslach Burnout Inventory‐Human Service Survey and Compassion Competence Scale for the Nurses were utilised to gather basic demographic information on nurses and to evaluate their level of mindfulness, compassion competence and job burnout. Descriptive statistics, Spearman's correlation analyses and structural equation model were used to analyse the data.Five hundred and thirteen valid questionnaires were gathered. Spearman's correlation analysis revealed a strong negative link between mindfulness and job burnout, and between compassion competence and burnout, and a significant positive correlation between mindfulness and compassion competence. The results of the mediation analysis revealed that the relationship between mindfulness and job burnout was partially mediated by compassion competence, and the mediating effect accounted for 18.6% of the total effect.Compassion competence performed as a partial mediator between mindfulness and job burnout among nurses. Nursing managers could enhance nurses' mindfulness level and compassion competence through Mindfulness interventions and Compassion training to reduce their burnout.This study offers a fresh viewpoint on enhancing clinical nurses' compassion competence and reducing job burnout. Healthcare organisations and medical institutions can mitigate nurses' job burnout by improving their mindfulness levels and compassion competence.The study used the STROBE checklist for reporting.All participants were nurses who completed an electronic questionnaire related to this study. [ABSTRACT FROM AUTHOR]

Background: In Jordan, nurses consider a primary providers of direct patient care, and play a multifaceted role in ensuring healthcare quality. The study aimed to examines the moderating effect of job satisfaction in the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality. Methods: A cross-sectional research approach was adopted among 311 from Registered Nurses (RN) across Jordanian hospitals. Job satisfaction, workload scale and job burnout scale were shared between March and April 2023. Results: The overall findings indicate that workload, job burnout, and turnover intention are negatively and significantly related to healthcare quality, and that job satisfaction moderates the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality. These findings have broad implications for healthcare organizations, emphasizing the pivotal role of job satisfaction in mitigating the negative effects of workload, burnout, and turnover intentions among nurses. Consulsion: Strategies to enhance job satisfaction, such as reducing work-related stress and fostering supportive work environments, should be prioritized by healthcare policymakers and institutions to ensure the delivery of high-quality patient care. [ABSTRACT FROM AUTHOR]

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Introduction: Job burnout has a high prevalence among nurses, which reduces nurses' compassion, increases medical errors, and ethical distress. Spiritual health has a positive impact on different aspects of people's jobs and lives, too. Methods & Materials: The current research was a semi-experimental type that was conducted on all nurses working in the teaching-therapeutic hospital of Lamard city (2019) who were suffering from moderate to high levels of burnout. The samples were randomly selected and assigned to two control (20 people) and intervention (20 people) groups. The tool for gathering information was questionnaires, which contained personal characteristics and job burnout of Maslach health workers. Questionnaires were completed before and immediately after the intervention. The intervention included seven training sessions in the field of spiritual health. The collected data were analyzed with SPPS 21 software. In order to compare the job burnout dimensions of the two groups before and after the intervention, independent T-test or Mann-Whitney was used, and paired T-test or Wilcoxon was used to compare before and after each group. Discussion: In various nursing texts, the design of spiritual interventions has been emphasized to enhance the spiritual health of nurses and patients. Therefore, due to the lack of executive model for spiritual care in nurses, this study can provide an appropriate model for nursing researchers and managers to examine the impact of the spiritual health program on nurses' job burnout. [ABSTRACT FROM AUTHOR]

Aim: To investigate the influence of job burnout on nurses' caring behaviors, with a specific focus on the serial mediating role of work engagement and job motivation. Background: Job burnout is a prevalent issue among nurses and poses significant challenges to their ability to deliver compassionate care. However, the underlying mechanisms that explain the relationship between job burnout and nurses' caring behaviors, which could provide valuable insights for developing targeted interventions and strategies to support nurse well‐being and ensure the consistent provision of compassionate care, remain underexplored. Methods: A cross‐sectional design was used to gather data from 520 clinical nurses working in various acute healthcare settings in the Philippines. Mediation analyses were conducted using the PROCESS Macro with Model 6. Results: Nurses exhibited high levels of caring behaviors (M = 4.219); however, they experienced moderate levels of job burnout (M = 2.342). Job burnout had a negative effect (β = −0.0603, p = 0.0482) on nurses' caring behaviors. Work engagement and job motivation sequentially mediated the relationship between job burnout and nurse caring behaviors (β = −0.0126, p < 0.05). Conclusions: Higher levels of job burnout were associated with a decreased demonstration of nurses' caring behaviors. Job burnout among nurses led to a decrease in their level of work engagement and job motivation, ultimately impacting their ability to provide caring behaviors to patients. Implications for nursing and health policy: Organizations should prioritize creating a positive work environment and implementing theory‐driven strategies to address job burnout, which can foster work engagement and job motivation among nurses, thereby providing crucial support for them in delivering high‐quality, compassionate care to patients. [ABSTRACT FROM AUTHOR]

Purpose: With the rapid development of China's social work sector, the increasing job pressures, and risks of professional burnout among social workers have become more prevalent. This study examined the relationship between Chinese social workers' attitudes toward evidence-based practice (EBP) and burnout, exploring the mediating mechanisms of evidence-based knowledge (EBK) and service quality perception (SQP). Materials and methods: We applied PROCESS 4.2 macro in SPSS to analyze the data from 5,931 social workers, testing the sequential mediation effects of EBK and SQP between their attitudes toward EBP and burnout. Results: The findings revealed: (1) Attitudes toward EBP had significant indirect positive effects on burnout; (2) EBK partially mediated the relationship between EBP attitude and burnout; (3) SQP partially mediated the relationship between attitudes toward EBP and burnout; (4) Attitudes toward EBP had a sequential mediated effect on burnout through EBK and SQP. Discussion: The findings emphasize the need to implement targeted interventions and training programs to foster positive attitudes toward EBP, promote continuous professional development, and provide access to EBP resources. Moreover, nurturing EBK and SQP could help alleviate burnout by improving social workers' ability to address client issues and enhance their sense of confidence and accomplishment. Conclusion: This study fills a research gap by providing empirical evidence on the negative correlation between Chinese social workers' attitudes toward EBP and burnout, while demonstrating the mediating roles of EBK and SQP. [ABSTRACT FROM AUTHOR]