Magister Public Health - MPH / Burnout is a condition of emotional exhaustion (EE), depersonalization (DP), and a reduced sense of personal accomplishment (PA) that can occur among individuals who work with people in some capacity. Burnout is more prevalent in the helping professions, and high levels of burnout have been documented in all categories of nurses. A descriptive and analytical quantitative cross-sectional study was conducted to measure the level of burnout and its possible associated factors among nurses of two district hospitals in Kigali City. All 126 nurses working in the maternity and paediatric sections of Muhima and Kibagabaga District Hospitals were included in the study. A self-administered questionnaire was used to collect socio-demographic and workplace information as well as responses to 22 questions in the Maslach Burnout Inventory (MBI), which assesses burnout along its three dimensions of emotional exhaustion, depersonalisation and reduced personal accomplishment. Descriptive statistics such as percentage, mean score, and standard deviation were computed for each burnout category and Chi-square test statistic was performed to test the relationship between burnout (dependent variable) and personal factors, workplace demands, and access to resources (independent variables); and between burnout and hospital and service (paediatric or maternity). Of the 126 questionnaires distributed, 102 (81%) were returned and useable for analysis. The average age of respondents was 29.7 years and female nurses represented the majority (88.2%) of our sample. Just over half (52.9%) were married and 53.9% had at least on child. The average years of experience as a nurse was 5.6 years, while the average years of experience in the hospital was 4 years. High burnout was found with high levels of EE in 43.1% of respondents, high levels of DP in 48.0%, and low level of PA in 34.3%. Burnout was associated with being young and inexperienced, having less training, having at least one child, working longer hours, experiencing workloads as demanding, poor perceived control of the work, perceived staff shortages and workplace conflicts. However, good communication, job satisfaction and trust in colleagues and in hospital management, appeared to be protective for all three dimensions of burnout. In conclusion, burnout was found to be associated with personal, workplace demands and environmental factors. Improvement of nursing work conditions, conflict prevention and improved communication between hospital managers and staff would be expected to prevent burnout among nurses working in paediatric and maternity wards of Muhima and Kibagabaga District Hospitals.

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Yes / Given the devastating impact of austerity upon employment in the public sector and the re-prioritising of union funds, it is essential for PCS to continue to develop new and innovative ways of offering support to their officials in respect of their existing roles as well as their potential development into decision making positions and onto committees. Moreover, true influence and representation within the workplace is achieved through an effective voice within the union and as such PCS must continue to promote gender proportionality throughout decision making structures and leadership roles at all levels. Mentoring as a support strategy within business and the third sector has received much attention in recent years and is reportedly positively associated with career and job satisfaction, expectations for advancement, intention to stay (increased tenure), being better able to deal with negative work scenarios and conflict, improved confidence, feeling better prepared and supported and feeling better integrated into a wider organisation or network. This research report, therefore, ultimately seeks to generate empirical evidence to support the development of a national PCS mentoring programme as a means of providing support and encouraging the development of all officials whilst also providing a means for female officials to better circumvent barriers to activism and development. This report presents the headline findings from a large scale survey of almost 500 PCS lay officials and concludes that where informal mentoring already occurs officials receive tangible developmental benefits, moreover there is universal support for the development of a national PCS mentoring programme.

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Background: Burnout and physician wellness are becoming increasingly topical. While some surveys have been performed with South African anaesthesiologists, these have been conducted in limited samples. While Burnout is often measured, there is a paucity of research on contributory risk and protective factors. Method: A contextual, prospective, cross-sectional study was conducted. The Maslach Burnout Inventory-Human Services Survey (MBI-HSS) and the Areas of Work-Life Survey (AWS) were used to assess Burnout and contributory organizational risk factors amongst state-employed anaesthesiologists working at Groote Schuur Hospital. Results: Out of a possible 127 members of staff (Medical officers, Registrars and Consultants), 81 responded with 75 completing the full survey (59% response rate). Only 4% of respondents were classified as “burnt out”, defined as scoring 8 high in all three domains of Burnout: High Emotional Exhaustion and Depersonalization and Low Personal Accomplishment. However, 67% of respondents scored high for at least one of the components of Burnout, indicating the majority of the respondents are at risk for developing clinically significant Burnout. The Areas of Work-Life survey showed that respondents found their workload inappropriate. However, responses for the categories of Control, Reward, Community, Fairness and Values were all in the acceptable range. Conclusion: While the overall rate of Burnout was low, the majority of respondents were at risk of developing Burnout. High perceived workload appeared to be a particular contributory factor. Protection against Burnout in this group may be provided by a combination of few organisational risk factors together with feelings of personal accomplishment.

Burnout is a topic that is drawing an increasing amount of attention in the social work field. The compassion and emotional energy that is used daily by these service providers can cause them to experience emotional exhaustion, depersonalization, and reduced personal accomplishment. The effects of burnout are detrimental on several levels. Staff will experience decreased interest and efficiency in their work and may even leave their place of employment. Clients will not receive the help that they require and agencies will suffer from staff turnover and lowered productivity. Utilizing a survey including a burnout inventory and spirituality inventory, data was gathered regarding burnout and the spiritual attitudes and practices of 133 service providers. Results show that there is a negative significant relationship between depersonalization and spirituality. There was a positive significant relationship between personal accomplishment and spirituality. The correlation showed that personal accomplishment was negatively related to emotional exhaustion as well as depersonalization. These results are consistent with the literature in the way that it demonstrates that the use of spiritual beliefs and practices can reduce the effects of burnout on social workers.

The purpose of this study is to integrate the past studies of the consequences of emotional labor via meta-analysis. We tested the relationships between emotional labor, job pressure, job attitudes, and job performance outcomes. Besides, we analyzed the effects of three potential moderators on above relationships: service categories (service relationship/service encounter) and sources of performance ratings (self-rating/ independent-rating). We included 31 independent studies in our meta-analysis and applied Hunter & Schmidt¡¦s (2004) approach to calculate the effect size for testing our hypothesis. Results revealed that surface acting was positively related to emotional exhaustion and negatively related to organization commitment. In addition, deep acting was positively related to job satisfaction, organization commitment and service performance. Finally, Service categories moderated the relationships between surface acting, job satisfaction and service performance. Implication for practices and suggestion for future research are also discussed.

Migrant workers in China tend to suffer from inferior status and hardship in the workplace. Domestic private enterprises have become highly market-oriented and have been criticized for exploiting workers; however, some of them have started to pay increasing attention to motivating and retaining workers. The well-being of migrant workers is worthy of study. This study collected survey data from migrant workers in two Chinese private enterprises in the cosmetics industry, aiming to probe how a harmonious and supportive working environment may benefit workers. It is argued that HR???s assistance to line managers can be conveyed to workers via supervisors, leading to perceptions of a supportive working system (represented by the behaviour of HR, managers and supervisors). This kind of system is likely to promote employees??? identification with the organisation and social exchanges with organisational members. Further, these may improve workers??? psychological state and cooperative worker relations. This thesis starts by presenting migrant workers??? experience and discussing how HRM is practised in Chinese private enterprises. Studies of organisational support are introduced as a foundation to explore the influences of HR on employee outcomes???emotional exhaustion and co-worker assistance???through the mechanism of supervisor support. The results validate the substantial role of effective HR assistance to line managers and the role of the supportive supervisor in improving employees??? well-being and in facilitating helping behaviour among co-workers. Finally, implications for management practices and future research are considered.

Purpose: The purpose of this study was three-fold. Firstly, it examined whether there was a positive relationship between the two burnout dimensions of emotional exhaustion and depersonalisation, for career women in particular. Secondly, this relationship was further examined by considering whether stressful life events and racial differences moderated the association between emotional exhaustion and depersonalisation. Thirdly, racial differences in depersonalisation were assessed. Motivation for study: In the fast paced environment of the 21st century, individuals are faced with increased demands which they need to address at an ever-increasing rate. This can translate into burnout, which is quickly becoming an epidemic. Existing theories on burnout postulate that burnout and its dimensions develop in a specific order, in that depersonalisation develops from increased levels of emotional exhaustion. Although several studies have tested this theory, limited research exists on how the relationship between emotional exhaustion and depersonalisation may be influenced by negative factors outside of the work environment (i.e., stressful life events). In addition, the relationship between the burnout dimensions has not been assessed in relation to racial differences in the unique cultural context of South Africa. Studies have shown that burnout is detrimental both on an individual and collective level, and can result in extensive cost implications for organisations. Therefore, this research could assist organisations, perhaps including South African organisations, to understand which factors may accelerate the occurrence and development of burnout and its dimensions. Subsequently, organisations may be advised to introduce tailored interventions to reduce or prevent burnout from occurring. Research design, approach, and method: A post-positivistic quantitative research strategy was used with a sample of 31 female participants, aged between 25 and 60 years of age. Participants were employed at a higher education institution in South Africa. Data were obtained through the use of an online questionnaire consisting of three measurement scales: the emotional exhaustion and depersonalisation scales from the Maslach Burnout Inventory General survey, and a stressful life events checklist. Data were analysed through the use of hierarchical multiple regression analysis and a one-way ANOVA. Main Findings: The results contradicted previous studies on burnout dimensions as the relationship between emotional exhaustion and depersonalisation was not significant. Furthermore, both stressful life events and race did not have a significant impact on the relationship between emotional exhaustion and depersonalisation. Finally, the different racial groups assessed in this study did not differ significantly in terms of levels of depersonalisation. Practical Implications: Based on the findings of this study, organisations should not gear burnout interventions toward specific groups of women, that is, women experiencing greater stressful life events or women from specific racial groups, as these factors do not appear to have an influence on the occurrence of burnout or its dimensions. In addition, the occurrence of depersonalisation does not seem to be avoided by addressing levels of emotional exhaustion in women. Contribution/value-add: The study makes a knowledge contribution to the existing gap in burnout research regarding the development of emotional exhaustion and depersonalisation, and the impact that stressful life events and race can have on this relationship. Even though the hypotheses were not supported, it adds value by equipping organisations with additional information regarding which factors to include or exclude when designing interventions to address burnout. / Mini Dissertation (MCom)--University of Pretoria, 2016. / Human Resource Management / MCom / Unrestricted

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