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Copyright of European Journal of Social Work is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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]

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]

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]

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]

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]

Copyright of Journal of Research in Developmental Social Work is the property of Beni Suef University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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]

The gender gap in job burnout research indicates that women score higher on job burnout. However, this gender difference has rarely been studied from developmental perspectives. Moreover, the underlying gender differences in job resources—driven by gendered socialization in early career years—have been under-investigated. The present study examined the trajectory of early career job burnout, gender differences in job burnout development, and gendered job resources. Results from latent growth curve modeling (N = 619, 65.3% women, ages 26–34), using the longitudinal data from three time points (2013–2020), showed that the trajectory of job burnout was decreasing in early career years, and this pattern did not vary between genders. As expected, women scored higher in job burnout. Gender differences in job resources were found: parenthood status only prevented job burnout for women, whereas income and partner support only prevented job burnout for men. Belongingness to the workplace prevented job burnout for both genders. Findings suggest that young adults make use of job resources from their socialization in early career years and experience a decreasing pattern of job burnout. The current gender gap in job burnout may be explained by gender differences in socialization and roles in early career transitions. [ABSTRACT FROM AUTHOR]

Job burnout (as an independent variable) and job performance (as a dependent variable) are often correlated, and one of the main arguments is that psychological counseling can mitigate job burnout, which in turn influences job performance. This article aims to introduce a new perspective on the subject by establishing a new paradigm in the field. It also explores the role of psychological counseling as a precautionary measure. Furthermore, it aligns with the United Nations Sustainable Development Goals (SDGs) 3 and 8, which seek to enhance public health, collective well-being, and decent work or at least equitable workplace conditions. Adopting a quantitative analysis method, this study used panel data from 2020 to 2023 and group regression to analyze these data. The instruments comprise job performance (KPI) and mental health records. This study revealed that job burnout as experienced by academics is regulated by their job performance (β = −0.013, p < 0.001. This study revealed that academics' job performance remained unchanged despite the number of psychological counseling and interventions conducted, so consequently, psychological counseling and interventions do not affect performance directly. This research contributes to the literature by utilizing a novel measurement approach. It is concluded that competency is the key to having a decent work environment and staff experiencing collective well-being. [ABSTRACT FROM AUTHOR]

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.

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]

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]

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.

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

Abstract Background Job burnout is a prevalent and emerging challenge in the primary medical system, causing mass turnover, especially of primary medical staff. Little attention has been paid to the different dimensions of job burnout (emotional exhaustion, personality disintegration, and reduced sense of achievement), which may hinder efforts to tackle high turnover intention among primary medical staff. From the perspective of conservation of resources theory, social support and psychological capital are basic resources with potential to diminish job burnout and thus lower turnover intention. However, there is insufficient research evidence on the relationships between social support, psychological capital, and the three dimensions of job burnout within the primary medical system. Objectives Focusing on primary medical staff, this study conducts a path analysis to examine the correlations between two types of resources (social support and psychological capital) and the three dimensions of job burnout, and to test the impact of the latter on turnover intention. Based on the results, effective management strategies to improve the work stability of primary medical staff are proposed. Methods Multi-stage cluster random sampling was used to select participants in Anhui Province, China. Data were collected using a self-administered questionnaire containing measures of the main variables and demographic questions. In total, 1132 valid questionnaires were returned by primary medical staff. Structural equation modeling was used for path analysis of the data. Results Social support was negatively associated with emotional exhaustion (β = − 0.088, P = 0.020), personality disintegration (β = − 0.235, P

Abstract Background The rapid development of the telecommunications industry in the post-COVID-19 era has brought tremendous pressure to employees making them a high-risk group for job burnout. However, prior research paid less attention to the burnout of employees. Furthermore, social support and gender have separate effects on job burnout. This study explores the mechanism of stress perception on job burnout and examines the roles of social support and gender amid it. Method This cross-sectional study was conducted from June 2023 to August 2023 in mainland China. A total of 39,507 were recruited by random sampling and online questionnaires, and 28,204 valid questionnaires were retained. SPSS (version 26.0) and PROCESS (Model 4 & 7) were used for correlation analysis, mediation analysis, and mediated moderation analysis. Result Stress perception can positively predict the level of job burnout of employees in the telecommunications industry, and social support plays a partial mediating role, accounts for 8.01% of the total effect, gender moderates the first half of the path in this mediation model. At the same pressure level, female can perceive more social support than male. Conclusions Under high pressure background, employees’ job burnout varies depending on gender and the perception of social support. Therefore, telecommunications industry managers should adopt decompression measures and targeted social support resources for different groups.

This study aims to analyze the effects of job burnout and cyberloafing on educator performance and the role of job burnout on cyberloafing, moderated by organizational commitment. This research employs a quantitative approach to validate hypotheses involving educators from the State University with Legal Entity Status in West Java, using a sample of 377 respondents and a questionnaire instrument adapted from various previous studies. Data was collected through questionnaires and analyzed using the Partial Least Square Equation Modeling (PLS-SEM) technique with SmartPLS software. The results indicate that job burnout has a significant positive effect on cyberloafing, suggesting that higher levels of job burnout correspond to an increased tendency for cyberloafing. Meanwhile, organizational commitment is an effective moderator in reducing the negative impact of job burnout on cyberloafing, which in turn helps improve employee performance. Thus, the study demonstrates that job burnout increases cyberloafing behaviour and decreases employee performance, yet organizational commitment can act as an effective moderator to mitigate these negative impacts. The implications of this research suggest that educational organizations can reduce the negative impact of burnout and cyberloafing on educator performance by promoting organizational commitment. This can contribute to creating a healthier and more productive work environment.

Abstract Background Existing researches on nurses’ work engagement and job burnout have mostly stayed at the individual level, and limited researches test the cross-level effects of psychosocial safety climate (PSC). The study aimed to explore the cross-level mediating effect of organization-based self-esteem (OBSE) and the moderating effect of psychological detachment between the relationship of PSC and work engagement and job burnout in nurses. Methods The cross-sectional study was conducted during November to December 2022 at a tertiary hospital in a northeastern province of China. Data was collected from 1832 nurses through an online questionnaire. Correlation analyses and hierarchical linear modeling were used to test study hypotheses. Results The results showed that PSC was positively associated with work engagement, and negatively associated with job burnout. OBSE mediated the effect of PSC on work engagement, as well as job burnout. Additionally, psychological detachment played a moderating role between PSC and work engagement, but no moderating effect was found between PSC and job burnout. Conclusions PSC at the organizational level increases work engagement and reduces job burnout by stimulating nurses’ high levels of OBSE. Psychological detachment, as a situational factor, enhances the positive influence of PSC on work engagement. The implementation of measures to improve the PSC levels of the organization, and the levels of OBSE and psychological detachment among nurses could help to promote their good work performance.

This research examined the factors leading to burnout and job embeddedness, and consequently, to the quiet quitting intention among young hotel staff in China. These determinants included employee engagement, affective organizational commitment, quality of work life, and work overload. The data were gathered through an online survey and 585 valid responses were obtained. Partial least squares structural equation modeling (PLS-SEM) was applied to assess the connections. The results indicated that affective organizational commitment and quality of work life had a significant positive impact on job embeddedness, whereas employee engagement, affective organizational commitment, quality of work life, and work overload had a significant negative effect on job burnout. Additionally, higher levels of job burnout and lower levels of job embeddedness are associated with a greater quiet quitting intention among Gen Z staff in the Chinese hotel industry. For this reason, hotel management should emphasize employee engagement, affective organizational commitment, quality of work life, and maintaining a manageable workload to enhance job embeddedness and reduce job burnout and quiet quitting intention among Gen Z staff in the Chinese hotel industry. [ABSTRACT FROM AUTHOR]

Aims Design Methods Results Conclusion Implication Reporting Method Public Contribution To identify correlations among job burnout, structural empowerment, and patient safety culture (PSC), and to explore the potential moderating effect of structural empowerment on the associations between burnout and PSC.The study used a cross‐sectional survey design.Convenient sampling was employed. We conducted an anonymous online survey in January 2024 among nurses employed at hospitals in three regions of China. Job burnout, structural empowerment, and perceptions of PSC were assessed. A total of 1026 useable surveys were included in the analyses. Descriptive statistics were performed using SPSS software. A latent structural equation modeling approach using Mplus software was used to analyze the moderating effect.The proposed hypothetical model was supported. Job burnout had a strong direct negative effect on structural empowerment and PSC. Structural empowerment had a significant moderating effect on the relationship between job burnout and PSC.The empirically validated moderation model and study results suggest that managers of healthcare organisations can improve patient safety and care quality by fostering empowerment and providing sufficient support to clinical nurses.The findings of this study suggest that providing more support, resources, and information is likely to be effective in weakening the detrimental impact of job burnout on PSC. This study provides insights into the possible approaches that may improve patient safety. To control the impact of nurses' burnout on care quality, nurse managers should increase empowerment as well as staff nurse engagement.We have adhered to relevant EQUATOR guidelines and conducted an observational study, following the STROBE checklist.During the data collection phase of this study, clinical caregivers participated in completing the online survey. [ABSTRACT FROM AUTHOR]

Objective To investigate the influence of social support, self - efficacy and coping style on job burnout of telecommunication employees, and to provide practical guidance for reducing job burnout of telecommunication employees. Methods This study used stratified random sampling to conduct a questionnaire survey among 8073 telecommunication employees, using Social Support Scale, Coping Style Scale, General Self - Efficacy Scale and Job Burnout Scale. Pearson correlation analysis and SPSS PROCESS model 6 were used to construct a chain mediating effect model to study the mediating path of social support on job burnout of telecommunication employees. Results Self - efficacy and coping style had a significant mediating effect on social support and job burnout, and the effect sizes were - 0. 072 (95% Cl: - 0. 08 - - 0. 608) and - 0. 204 (95% CI: - 0.221 - - 0. 189), respectively. Self - efficacy and coping style played a significant chain mediating role in the effect of social support on job burnout of telecommunication employees, and the effect size was - 0. 034 (95% CI: - 0. 039 - - 0. 029). Conclusion Social support, self - efficacy and coping style are important factors affecting job burnout of telecommunication employees. Self - efficacy and coping style play a chain mediating role between social support and job burnout. The results of this study suggest that increasing social support for telecommunication employees, promoting them to form positive coping styles and improving their self - efficacy are important ways to alleviate their job burnout. [ABSTRACT FROM AUTHOR]

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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<0.05) and higher levels of job burnout (t=-2.64, p<0.01) compared to male residents. Residents in the standardized training stage experienced higher levels of job burnout compared to those who had completed the training, as indicated by t-values of -3.21, -2.13, and − 2.80 (p<0.05). Significant correlations (p ≤ 0.01) were found among self-efficacy, resilience, and burnout. Additionally, our findings indicated that pediatric residents' self-efficacy can positively predict job burnout and its three dimensions through a major mediating effect of resilience. Conclusions: The findings regarding the mediating effect of resilience on the influence of self-efficacy on burnout, and their association with gender and residency status, have practical implications for interventions aimed at reducing burnout and improving the well-being of pediatric residents. [ABSTRACT FROM AUTHOR]

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 < 0.01) and professional ethics (r = 0.44, p < 0.01) with organizational commitment. Also, there were significant negative correlations between organizational ethics (r=-0.532, p < 0.01) and professional ethics (r=-0.602, p < 0.01) with job burnout. Conclusion: Considering the importance of compliance with ethics in the workplace by nursing staff and its consequences such as increasing organizational commitment and reducing job burnout, it is suggested that hospital managers emphasize the compliance with ethics in the workplace as a model. They can also familiarize nursing staff with the principles and basics of organizational and professional ethics by holding training courses. [ABSTRACT FROM AUTHOR]

Background: To determine the relationship between effort-reward imbalance (ERI) and quality of working life (QWL) among medical caregivers and the mediating role of job burnout. Methods: This was a cross-sectional survey. A total of 787 medical caregivers at seven hospitals from Sichuan and Chongqing, China, between May to September 2023 were included in this observational study. The General Information Questionnaire, Effort-Reward Imbalance Questionnaire (ERI), Maslach Burnout Inventory-General Survey (MBI-GS), and Quality of Working Life Scale (QWL7-32) were used for data collection. SPSS 26.0 and PROCESSv3.3 were used for all data analyses, including descriptive statistics. Results: A total of 820 questionnaires were distributed, of which only 787 were valid (return rate; 95.98%). The QWL score of medical caregivers was 126.94 ± 16.69. However, QWL scores were significantly different depending on age, number of children, family support status, department, years of experience, night shift status, number of night shifts per month, number of hours worked per day, monthly income, and occurrence of errors or adverse events (p < 0.05). Furthermore, job burnout and ERI were negatively correlated with QWL (p < 0.01). Job burnout mediated (95% CI = -0.365, -0.260) the relationship between ERI and QWL, accounting for 58.65% of the total effect. Conclusion: Medical caregivers have a medium level of QWL. Job burnout partially mediates the relationship between ERI and QWL. Medical caregiver managers can improve QWL by directly intervening in occupational stress and indirectly intervening in job burnout. [ABSTRACT FROM AUTHOR]

The current study used the job demands–resources model and survey data from prison officers in India in order to examine how workplace variables are associated with three job burnout dimensions of emotional exhaustion, depersonalization, and reduced sense of work accomplishment. Job demands make the job more difficult and are generally linked to negative outcomes, while job resources make the job less difficult and are generally linked to positive outcomes. The job demands for the current study were role overload, routinization, and fear of being victimized at work, and the job resources were training views, instrumental communication, and job autonomy. Based on ordinary least squares regression results of surveys from 168 officers from a prison in the Haryana State of India, this study found that role overload was associated with higher levels of all three burnout dimensions, while routinization was only associated with higher levels of emotional exhaustion. Curiously, fear of victimization was associated with lower levels of depersonalization and reduced sense of work accomplishment. Instrumental communication was associated with lower levels of all three burnout dimensions, while training views and job autonomy had no significant effects on any burnout dimension. [ABSTRACT FROM AUTHOR]

Objective To investigate the situation and influencing factors of job burnout among manufacturing employees in Guangdong Province and analyze the relationship between occupational stress, psychological capital, and job burnout. Methods In September 2020, a cross -sectional survey was conducted among 1 437 employees in four manufacturing enterprises in Guangdong Province using a convenient sampling method. The questionnaires of the Core Occupational Stress Scale, the Psychological Capital Questionnaire, and the Maslach Burnout Inventory-General Survey were used to investigate their occupational stress, psychological capital, and job burnout. The multiple linear regression analysis method was used to analyze the influencing factors of job burnout and the mediating role of psychological capital in occupational stress and job burnout. Results The rate of job burnout among these manufacturing employees in Guangdong Province was 60.4% (868/1 437). There was a positive correlation between job burnout and occupational stress (r = 0.568, P < 0.001) and a negative correlation with psychological capital (r = -0.339, P < 0.001); occupational stress was negatively correlated with psychological capital (r = -0.250, P < 0.001). Psychological capital played a partial mediating role between occupational stress and job burnout. The results of multiple linear regression analysis showed that the average score of job burnout increased by 0.083 points for each point increase in occupational stress; the average score of job burnout decreased by 0.267 points for each point increase in psychological capital (P < 0.001). Conclusions The manufacturing employees in Guangdong Province had a high prevalence of job burnout. Occupational stress could directly affect job burnout and indirectly affect job burnout through psychological capital. Effective interventions should be implemented to reduce the level of occupational stress or improving the psychological capital of manufacturing workers to reduce the risk of job burnout. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Aims: The present study aimed to explore the effects of a guided self‐help mindfulness intervention on psychological resilience and job burnout among psychiatric nurses. Background: Psychiatric nurses work in challenging and potentially high stress settings. Mindfulness interventions can improve psychological resilience and reduce job burnout of nurses. However, face‐to‐face delivery of mindfulness interventions may be inconvenient for individuals. Guided self‐help interventions may be more accessible. Methods: This randomized controlled trial was conducted from January to August 2022. One hundred and eighteen psychiatric nurses were randomized into the intervention and control groups. The individuals in the intervention group received an 8‐week guided self‐help mindfulness intervention, while the individuals in the control group received a psycho‐educational brochure. The Five Facet Mindfulness Questionnaire, the Connor‐Davidson Resilience Scale and the Maslach Burnout Inventory‐Human Services Survey were used to evaluate the levels of mindfulness, psychological resilience and job burnout, respectively. Results: After an 8‐week intervention, compared with the control group, the levels of mindfulness and psychological resilience were higher, while the level of job burnout was lower in the intervention group. Conclusions: The guided self‐help mindfulness intervention can improve psychological resilience and reduce job burnout among psychiatric nurses. Summary statement: What is already known about the topic? Mindfulness‐based interventions can improve psychological resilience and reduce job burnout of nurses.A growing body of studies has begun incorporating self‐help strategies with mindfulness‐based interventions.There are few studies exploring the use of the guided self‐help mindfulness interventions for Chinese psychiatric nurses and the associated effects on psychological resilience and job burnout. What this paper adds? The guided self‐help mindfulness intervention reduced job burnout and improved psychological resilience compared with psycho‐education intervention. Implications of this research Self‐guided mindfulness interventions can be used to improve psychological resilience and reduce job burnout among psychiatric nurses.In the future, the impact of self‐help mindfulness interventions on the mental health of nurses in other specialties can be trialled. [ABSTRACT FROM AUTHOR]

Due to the particularity of the work of the prison police, the prevalence of depression is increasing. To explore the influence mechanism of prison police depression, this study used questionnaire to measure burnout, work–family conflict, and depression of prison police in two follow-ups with 6-month intervals, and the number of valid subjects was 118. Cross-lagged analysis and longitudinal mediation analysis were used for data processing. The results showed that job burnout and depression among prison police can influence and predict each other. Work–family conflict significantly positively predicted depression. Burnout and work–family conflict are important predictors of changes in depression among prison police. The policy and practice implications of the findings are discussed at the end of the study. [ABSTRACT FROM AUTHOR]

This study examined the relationship between intercultural communication competence (ICC) and job burnout, as well as the mediating effects of job stress, using data collected from employees (n = 1,064) from a Chinese multinational corporation in Brunei. Through regression analysis and mediation effect tests, we found that ICC was negatively associated with job burnout (ß = -0.19, p < 0.001) and job stress (ß = -0.08, p < 0.001). Job stress was positively associated with job burnout (ß = 0.65, p < 0.001). Job stress played a partial mediating role between ICC and job burnout. The total effect of ICC on job burnout was -0.19, the direct effect was -0.14, and the indirect effect of ICC via job stress was -0.05. The findings call for ICC training for employees in multinational corporations. [ABSTRACT FROM AUTHOR]

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 < 0.001). Specifically, depersonalization and personal accomplishment directly and indirectly affect safety participation through resilience and safety compliance (P < 0.001). Resilience had the highest direct and total effect coefficients on safety compliance (0.692 and 0.692), while emotional exhaustion exhibited the highest indirect coefficients (− 0.505). Regarding safety participation, the highest direct coefficient was associated with personal accomplishment (0.406), and the greatest indirect and total coefficients with depersonalization (− 0.370 and − 0.588). By recognizing the differential impacts of various burnout dimensions, tailored interventions can be developed to address specific facets of burnout, thus optimizing safety initiatives. Moreover, the pivotal role of resilience unveils a promising avenue for mitigating the adverse effects of burnout on unsafe behaviors. [ABSTRACT FROM AUTHOR]

Environmental sustainability has become an increasingly urgent concern for organizations. While research explores various methods for promoting employee green behaviors (EGBs), the impact of these behaviors on employees themselves remains under-investigated. This study reveals that the interpersonal impacts of voluntary and compulsory EGBs differ significantly, despite their seemingly equivalent function. Drawing upon self-determination theory and utilizing three-wave data from 231 employees, we propose and test a process model that delineates how these two EGB forms exert contrasting effects on job engagement, burnout, and fatigue through affective organizational commitment and perceptions of environmental policies hindering productivity. Our findings offer a deeper understanding of the motivational underpinnings and downstream outcomes of EGBs. They also highlight the potential for negative consequences when organizations fail to distinguish between EGBs arising from voluntary endorsement and those driven by external compliance. As organizations strive to embed sustainability within their operations, they must prioritize fostering voluntary EGBs, aligning efforts with employees' personal values, rather than resorting to coercive measures. [ABSTRACT FROM AUTHOR]