Dataset Information

An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout.

ABSTRACT: The goal of the present paper was to develop a valid and reliable instrument to operationalize the balance between job demands and resources in order to predict job burnout. After generating the items, we first conducted a cross-sectional study (Study 1) based on 656 participants, which provided preliminary evidence for the validity of the balance. We then conducted a longitudinal study (Study 2) based on 882 participants to improve and validate the final version of the balance. In study 1, the (im)balance between risks and resources explained a high percentage of variance in job burnout (44%) and a significant percentage in job turnover intention (27%) as well as subjective health (12%). In study 2, results indicated that a change in the balance produced significant change in job burnout scores over time. In addition, balance scores positively predicted positive outcomes (i.e., overall job satisfaction and subjective health) and negatively predicted negative outcomes (i.e., job turnover intention, counterproductive behaviors at work, depression, alcohol use, sleep disorders and somatic complaints). Findings support the usefulness of the Balance for clinicians, companies and researchers interested in assessing job demands and resources.

SUBMITTER: Bebiroglu N

PROVIDER: S-EPMC8431336 | biostudies-literature | 2021 Sep

REPOSITORIES: biostudies-literature

ACCESS DATA

Publications

An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout.

Bebiroglu Neda N Bayot Marie M Brion Benjamin B Denis Léopold L Pirsoul Thomas T Roskam Isabelle I Mikolajczak Moïra M

International journal of environmental research and public health 20210906 17

The goal of the present paper was to develop a valid and reliable instrument to operationalize the balance between job demands and resources in order to predict job burnout. After generating the items, we first conducted a cross-sectional study (Study 1) based on 656 participants, which provided preliminary evidence for the validity of the balance. We then conducted a longitudinal study (Study 2) based on 882 participants to improve and validate the final version of the balance. In study 1, the ...[more]

PMID: 34502004

Similar Datasets

Project description:Conflicting perspectives on whether mixed emotions are adaptive states which promote integrative processes or uncomfortable states which are agonizing make divergent predictions on whether mixed emotions in daily life are conducive towards psychological well-being. We examined this across three studies. Study 1 (N = 335, 135 males; M age = 41.31) examined associations between state mixed emotions and psychological well-being. Study 2 (N = 389; 160 males; M age = 40.86) examined associations between workplace-specific mixed emotions and workplace ill-being assessed based on burnout. Both direct measures and indirect measures were examined in Study 1 and 2, allowing some comparison of methodological issues related to their predictive validity. Study 3 (N = 3444; 1587 males; M age = 55.34) examined bidirectional relationships between an index of emotional ambivalence and psychological well-being about ten years later, controlling for baselines. Demographic covariates, positive emotions, and negative emotions were controlled for in all studies. Analyses were performed using latent variable structural equation modelling. After adjusting for all covariates, the direct measures of mixed emotions predicted poorer psychological well-being (Study 1) and greater burnout (Study 2). However, indirect measures were found to suffer from relatively greater multicollinearity and poorer predictive validity upon controlling for positive and negative emotions. In Study 3, emotional ambivalence predicted poorer long-term psychological well-being, while psychological well-being also predicted lower emotional ambivalence, supporting bidrectionality. The findings provide preliminary evidence that naturalistically experienced mixed emotions may be conflicting and unpleasant, with potentially negative implications for psychological well-being over and above positive and negative emotions.Supplementary informationThe online version contains supplementary material available at 10.1007/s10902-021-00493-z.

Project description:ObjectiveAlthough burnout has been linked to negative workplace-level effects, prior studies have primarily focused on individuals rather than job-related characteristics. This study sought to evaluate variation in burnout between agencies and to quantify the relationship between burnout and job-related demands/resources among emergency medical services (EMS) professionals.MethodsAn electronic questionnaire was sent to all licensed, practicing EMS professionals in South Carolina. Work-related burnout was measured using the Copenhagen Burnout Inventory. Multivariable generalized estimating equations were used to estimate odds ratios (ORs) for specific job demands and resources while adjusting for confounding variables. Composite scores were used to simultaneously assess the relationship between burnout and job-related demands and resources.ResultsAmong 1271 EMS professionals working at 248 EMS agencies, the median agency-level burnout was 35% (interquartile range [IQR]: 13% to 50%). Job-related demands, including time pressure, were associated with increased burnout. Traditional job-related resources, including pay and benefits, were associated with reduced burnout. Less tangible job resources, including autonomy, clinical performance feedback, social support, and adequate training demonstrated strong associations with reduced burnout. EMS professionals facing high job demands and low job resources demonstrated nearly a 10-fold increase in odds of burnout compared with those exposed to low demands and high resources (adjusted OR [aOR]: 9.50, 95% confidence interval [CI]: 6.39-14.10). High job resources attenuated the impact of high job demands.ConclusionThe proportion of EMS professionals experiencing burnout varied substantially across EMS agencies. Job resources, including those reflective of organizational culture, were associated with reduced burnout. Collectively, these findings suggest an opportunity to address burnout at the EMS agency level.

Project description:AimCalculating a modelled workload based on objective measures. Exploring the relation between this modelled workload and workload as perceived by nurses, including the effects of specific job demands, job resources and personal resources on the relation.DesignAcademic hospital in the Netherlands. Six surgical wards, capacity 15-30 beds. Data collected over 15 consecutive day shifts.MethodsModelled workload is calculated as a ratio of required care time, based on patient characteristics, baseline care time and time for non-patient related activities, and allocated care time, based on the amount of available nurses. Both required and allocated care time are corrected for nurse proficiency. Five dimensions of perceived workload were determined by questionnaires. Both the modelled and the perceived workloads were measured on a daily basis. Linear mixed effects models study the longitudinal relation between this modelled and workload as perceived by nurses and the effects of personal resources, job resources and job demands. ANOVA and post-hoc tests were used to identify differences in modelled workload between wards.ResultsModelled workload varies roughly between 70 and 170%. Significant differences in modelled workload between wards were found but confidence intervals were wide. Modelled workload is positively associated with all five perceived workload measures (work pace, amount of work, mental load, emotional load, physical load). In addition to modelled workload, the job resource support of colleagues and job demands time spent on direct patient care and time spent on registration had the biggest significant effects on perceived workload.ConclusionsThe modelled workload does not exactly predict perceived workload, however there is a correlation between the two. The modelled workload can be used to detect differences in workload between wards, which may be useful in distributing workload more evenly in order prevent issues of over- and understaffing and organizational justice. Extra effort to promote team work is likely to have a positive effect on perceived workload. Nurse management can stimulate team cohesion, especially when workload is high. Registered nurses perceive a higher workload than other nurses. When the proportion of direct patient care in a workday is higher, the perceived workload is also higher. Further research is recommended. The findings of this research can help nursing management in allocating resources and directing their attention to the most relevant factors for balancing workload.

Dataset Information

An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout.

Publications

An Instrument to Operationalize the Balance between Risks and Resources and Predict Job Burnout.

Similar Datasets

OmicsDI is part of the ELIXIR infrastructure

Tweets