Stress and burnout among workers are reaching epidemic proportions, resulting in loss of millions in revenue due to absenteeism and corresponding reduction in productivity. The question as to whether the participants of this study experience low levels of work wellness (i.e., low burnout and high work engagement) or not, is not easy to answer. Therefore, research is needed regarding the understanding of how burnout manifests itself, as well as underlying factors contributing to the work engagement of managers and their relationship with job demands and resources thereof. The objective of this study was to investigate which job demands and job resources will predict burnout and work engagement of managers in the packaging manufacturing sector and how different job characteristics will affect their levels of engagement. A cross-sectional survey design was used. The study population (N = 90) consisted of managerial staff from various divisions of a national packaging manufacturing company in South Africa. The Maslach Burnout Inventory - General Survey, the Utrecht Work Engagement Scale, the Job-Demands-Resources Questionnaire and a biographical questionnaire were administered. The reliability of the measuring instruments was assessed with the use of Cronbach alpha coefficients. Descriptive statistics were used to analyse the data. Pearson correlations and multiple regression analyses were used to assess the relationships between burnout, job demands, job resources and work engagement. The results showed that exhaustion was positively related to job demands (work overload). Both exhaustion and cynicism were negatively related to a lack of job resources such as organisational support and growth opportunities. Managers with low opportunities to learn, little work independence, poor relationship with colleagues, poor relationship with immediate supervisor, limited access to information, poor communication, insufficient participation, lack of contact possibilities, poor remuneration and limited career possibilities were found to experience high burnout and less work engagement, presumably because stimuli from the environment did not promote growth, self-development, personal accomplishment and meaning for the manager. The results showed that both job demands and job resources contributed to burnout and work engagement. Recommendations for future research have been made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Stress and burnout among workers are reaching epidemic proportions, resulting in loss of millions in revenue due to absenteeism and corresponding reduction in productivity. The question as to whether the participants of this study experience low levels of work wellness (i.e., low burnout and high work engagement) or not, is not easy to answer. Therefore, research is needed regarding the understanding of how burnout manifests itself, as well as underlying factors contributing to the work engagement of managers and their relationship with job demands and resources thereof. The objective of this study was to investigate which job demands and job resources will predict burnout and work engagement of managers in the packaging manufacturing sector and how different job characteristics will affect their levels of engagement. A cross-sectional survey design was used. The study population (N = 90) consisted of managerial staff from various divisions of a national packaging manufacturing company in South Africa. The Maslach Burnout Inventory - General Survey, the Utrecht Work Engagement Scale, the Job-Demands-Resources Questionnaire and a biographical questionnaire were administered. The reliability of the measuring instruments was assessed with the use of Cronbach alpha coefficients. Descriptive statistics were used to analyse the data. Pearson correlations and multiple regression analyses were used to assess the relationships between burnout, job demands, job resources and work engagement. The results showed that exhaustion was positively related to job demands (work overload). Both exhaustion and cynicism were negatively related to a lack of job resources such as organisational support and growth opportunities. Managers with low opportunities to learn, little work independence, poor relationship with colleagues, poor relationship with immediate supervisor, limited access to information, poor communication, insufficient participation, lack of contact possibilities, poor remuneration and limited career possibilities were found to experience high burnout and less work engagement, presumably because stimuli from the environment did not promote growth, self-development, personal accomplishment and meaning for the manager. The results showed that both job demands and job resources contributed to burnout and work engagement. Recommendations for future research have been made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

The problem of this investigation was threefold: ascertaining differences in degrees of burnout as a function of registered nurses' educational tracks in Texas, ascertaining degrees of burnout for registered nurses as a function of job tenure, and examining certain demographic variables and their relationships with registered nurses' educational tracks. Nurses were classified by educational track (diploma, associate degree, baccalaureate degree) and employment (full time, part time, not active). The instrument employed comprised the Pines and Aronson Tedium-Burnout Diagnosis, for which reliability and validity were previously established, and a demographic questionnaire.

This study examines the role of service worker customer orientation (CO) as a buffer against the detrimental effects of job burnout on job performance and turnover intentions. Data collected from frontline bank employees serve as the study setting. The tenets of the attribution theory are used in developing the study hypotheses. Results show that CO moderates the detrimental effects of job burnout on both job performance and turnover intentions, where the effects of job burnout on both outcomes are weaker for frontline employees with higher CO. Hiring employees high on CO for frontline positions should pay dividends in managing burnout and its negative consequences on job performance and turnover intentions.

Indiana University-Purdue University Indianapolis (IUPUI) / Within the mental health field, provider burnout is widespread and associated with far-reaching negative outcomes for providers, consumers, and organizations. Over the past four decades, various burnout interventions have been tested and found to be minimally effective, leading several researchers to suggest an increased focus on targeted recruitment (i.e., targeting providers who are most likely to benefit from a particular burnout intervention approach) and/or modifications to the interventions (e.g., format and content). Accordingly, the present study examined several person-related and intervention-related variables that were hypothesized to be predictive of response to BREATHE, a burnout intervention for mental health providers. Data from four prior studies that assessed the effectiveness of the BREATHE intervention were amalgamated. For the primary analyses, hierarchical linear regression was used to determine whether the person-related and/or intervention-related variables were predictive of treatment response. Additionally, the BREATHE studies were examined to determine whether the intervention became less effective at reducing burnout with each subsequent iteration. With respect to person-related predictors of response to the BREATHE intervention, age and turnover intentions were significant. Specifically, younger participants had higher post-intervention levels of depersonalization than older participants (β = -.13, p = .023), and higher baseline intentions to turnover were associated with greater post-intervention levels of emotional exhaustion (β = .11 p = .041) and depersonalization (β = .12, p = .023). In terms of intervention-related predictors of treatment response, participants who received the BREATHE intervention in a multi-session format had higher post-treatment levels of emotional exhaustion than those who received the BREATHE intervention in a single session format (β = .13, p = .015). Notably, across these primary analyses, baseline levels of burnout (i.e., emotional exhaustion, depersonalization, and personal accomplishment) were consistently the strongest predictors of post-intervention levels of burnout. Lastly, the data suggests that the BREATHE intervention became less effective with subsequent iterations. For example, earlier BREATHE studies had larger effect sizes than more recent studies. Additionally, there was a significant difference between the studies with respect to the change in emotional exhaustion (F(3, 230) = 4.86, p = .001, η2 = .06), such that participants in the first BREATHE study had a significantly larger reduction in emotional exhaustion than participants in the three subsequent studies. The present study was the first to examine potential predictors of response to the BREATHE intervention. Although the hypotheses were not supported, the implications of these findings are discussed and suggestions for future research directions are provided.

Indiana University-Purdue University Indianapolis (IUPUI) / The Saudi Arabian government launched Vision 2030 in 2016 that will have repercussions for all aspects of society. The Saudi nonprofit sector has undergone massive and unprecedented reform ever since. Professionalism is a major tool for this reform, prompting an increasing need for research on the topic of organizational professionalism. This dissertation examines how to define and measure organizational professionalism and its implications in the Saudi nonprofit sector. After introducing key concepts and historical context in Chapter 1, I include three articles that address these themes. Using grounded theory methodology, in Chapter 2, I focus on how nonprofit workers in Saudi Arabia define professionalism. In Chapter 3, I develop, test, and validate a professionalism scale from Saudi nonprofit workers’ perspective. In Chapter 4, I examine implications of professionalism on Saudi nonprofit employees’ work-related wellbeing: job satisfaction, turnover intention, and job burnout. In the Conclusion (Chapter 5), I discuss results along with potential implications for policies and practice, recommendations, limitations, and directions for future research.

This study investigated the effects of an individually administered versus a group-administered stress management training program on various measures of stress, job satisfaction, and burnout among mental health workers. A total of 36 subjects, who were employed in Texas community mental health facilities, participated in the study. The subjects were randomly assigned to one of three groups: an experimental group (N = 12) which received training on an individual basis, an experimental group (N = 12) which received training in small groups of four to six subjects, and a control group (N = 12) which did not receive training. Both didactic and experimental modes were utilized during the six-week training program. All experimental subjects practiced relaxation daily and were exposed to a broad range of coping skills for stress management.This study investigated the effects of an individually administered versus a group-administered stress management training program on various measures of stress, job satisfaction, and burnout among mental health workers. A total of 36 subjects, who were employed in Texas community mental health facilities, participated in the study. The subjects were randomly assigned to one of three groups: an experimental group (N = 12) which received training on an individual basis, an experimental group (N = 12) which received training in small groups of four to six subjects, and a control group (N = 12) which did not receive training. Both didactic and experimental modes were utilized during the six-week training program. All experimental subjects practiced relaxation daily and were exposed to a broad range of coping skills for stress management.

Empirical research exploring the complex phenomenon of job burnout is still considered to be in its infancy stage. One clearly established stream of research, though, has focused on the antecedents of the three job burnout components: emotional exhaustion, depersonalization, and personal accomplishment. In particular, situational characteristics have received a great deal of attention to date. Four situational factors: (1) role ambiguity, (2) role conflict, (3) quantitative role overload, and (4) organizational support were included in this analysis to test their significance as predictors of job burnout. Another set of antecedents that has received far less attention in job burnout research is personal dispositions. Individual differences, most notably personality traits, may help us understand why some employees experience burnout whereas others do not, even within the same work environment. Four personality characteristics: (1) self-esteem, (2) locus of control, (3) communal orientation, and (4) negative affectivity were included to test their significance as predictors of job burnout. An on-site, self-report survey instrument was used. A sample of 149 human service professionals employed at a large government social services department voluntarily participated in this research. The main data analysis techniques used to test the research hypotheses were canonical correlation analysis and hierarchical analysis of sets. While role ambiguity showed no significant associations with any of the three job burnout components, the remaining situational factors had at least one significant association. Among all the situational characteristics, quantitative role overload was the strongest situational predictor of emotional exhaustion and depersonalization, while organizational support was the strongest situational predictor of personal accomplishment. The personality predictor set as a whole showed a significant relationship with each of the job burnout components, providing strong proof that dispositional effects are important in predicting job burnout. Among all the personality characteristics, negative affectivity was the strongest personality predictor of emotional exhaustion and depersonalization, while communal orientation was the strongest personality predictor of personal accomplishment. Comparisons between the personality and situational predictor sets revealed that personality characteristics were the stronger predictor for all three of the job burnout components. No interactions among the situational and personality predictors proved significant.

Purpose: The purpose of this paper is to examine whether hope as a personal resource moderates the relationships between job burnout and frontline bank employees' in-role and extra-role performances. Design/methodology/approach: Frontline employees of several banks throughout the Turkish Republic of Northern Cyprus serve as the study setting. Findings: Results of the study reveal that burnout is significantly related to frontline employees' in-role and extra-role performances and that hope moderates these relationships. Research limitations/implications: Though common method bias does not appear to be a potential threat to the magnitude of relationships, in future studies using multiple-informants (e.g. performance data from supervisors or customers) would be useful. In addition, replication studies among front employees in other countries would be beneficial for further generalizations. Practical implications: Management of the banks should consider the personality traits of the individuals during the selection process. This is important, since hope reduces the detrimental impact of burnout on performance outcomes. Management should also retain employees high in hope, because such employees can create a positive work environment and serve as role models to their colleagues with low hope. Originality/value: Empirical research in the banks services literature pertaining to the effect of hope on extra-role performance and hope as a moderator of the impact of burnout on in-role and extra-role performances is scarce. Therefore, this study adds to the literature in this research stream by investigating the aforementioned relationships.

Purpose: The purpose of this paper is to examine whether hope as a personal resource moderates the relationships between job burnout and frontline bank employees' in-role and extra-role performances. Design/methodology/approach: Frontline employees of several banks throughout the Turkish Republic of Northern Cyprus serve as the study setting. Findings: Results of the study reveal that burnout is significantly related to frontline employees' in-role and extra-role performances and that hope moderates these relationships. Research limitations/implications: Though common method bias does not appear to be a potential threat to the magnitude of relationships, in future studies using multiple-informants (e.g. performance data from supervisors or customers) would be useful. In addition, replication studies among front employees in other countries would be beneficial for further generalizations. Practical implications: Management of the banks should consider the personality traits of the individuals during the selection process. This is important, since hope reduces the detrimental impact of burnout on performance outcomes. Management should also retain employees high in hope, because such employees can create a positive work environment and serve as role models to their colleagues with low hope. Originality/value: Empirical research in the banks services literature pertaining to the effect of hope on extra-role performance and hope as a moderator of the impact of burnout on in-role and extra-role performances is scarce. Therefore, this study adds to the literature in this research stream by investigating the aforementioned relationships.