Associations Between Perceptions of the Work Environment and Job Burnout Based on MIMIC Models Among 679 Knowledge Workers

Guan, Ming

doi:10.1177/2158244021999384

Cited by 3 publications

(3 citation statements)

References 91 publications

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“…In a study conducted by Guan (2021) posited that employees who achieved the significant level of job happiness tend to be effective, productive and motivated. Notwithstanding, it is clear that employee job happiness is considered to be important, aspect in organization.…”

Section: Discussionmentioning

confidence: 99%

The Study of Working Engagement and Working Environment towards Job Happiness in the Malaysian Hotel Industry

Lahap¹

2022

ijcsrr

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This paper presents a study on work engagement and working environment towards job happiness among 3 to 5 stars hotel employees in Penang. The main purpose of the study is to broaden and deepen the understanding of job happiness among hotel employees especially within the hospitality industry in Malaysia. Working engagement can be defined as when an employee feels strongly engaged with the organization due to several reasons. The work place, surrounding, company system, policies, structure and procedure is called working environment. Job happiness is an essential aspect to any organization, because it impacting employee job performance, job satisfaction and job productivity. In this research stratified sampling was employ and of total number of 370 questionnaires were distributed via online, as a result 280 usable questionnaires were successfully gathered with the return rate of 75.6 percent. The raw data were analysed by using linear regressions. To conclude, it can be proposed that this research will benefit the practitioner, academician and researcher for the purpose of daily operation and future research. In conclusion, this study further confirmed that working engagement, working environment and job happiness was proven to have a strong relationship.

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Section: Discussionmentioning

confidence: 99%

The Study of Working Engagement and Working Environment towards Job Happiness in the Malaysian Hotel Industry

Lahap¹

2022

ijcsrr

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“…Even if a wide range of studies have been thus far fulfilled regarding OB all over the world and in Iran, as highlighted in the literature, working environments are completely different in each setting over the course of the pandemic as the most important factor shaping HCWs’ functions. As stated in the survey by Guan, OB could be significantly associated with the working environment perceptions [ 29 ]. Some limitations mentioned in the related literature in Iran have been also small sample size, no sample selection from other regions of the country [ 28 ], as well as limited socio-demographic and work-related data assessments [ 30 ].…”

Section: Introductionmentioning

confidence: 99%

Occupational burnout in Iranian health care workers during the COVID-19 pandemic

et al. 2022

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Background and aim Health care workers (HCWs), mostly frontliners, are encountering numerous physical and psychosocial stressors, and even managing some conflicts over the course of the novel coronavirus disease 2019 (COVID-19). In this respect, the present study was to investigate the prevalence rate of occupational burnout (OB) in such workers during this pandemic. Materials and methods This cross-sectional study was conducted between April 6 and May 30, 2020, via an online survey in 31 provinces of Iran, on HCWs selected based on convenience sampling method. For data collection, a socio-demographic information form and the Maslach Burnout Inventory (MBI) was utilized. Descriptive statistics, Chi-square test, and multivariate regression analysis were also applied to test the research hypotheses. Results In total, 7626 HCWs participated in the present study. Accordingly, 73.2 and 26.8% of the workers were female and male, respectively. As well, 57.8% of the respondents were nurses and 14.4% of the cases were clinicians. Moreover, 44.8% of the participants had thus far worked in isolation wards and 40.3% of these individuals reported working for 4–8 hours with COVID-19 patients. The prevalence rate of OB was 18.3%. Besides, 34.2, 48.7, and 56.1% of the respondents had severe levels of emotional exhaustion (EE), higher depersonalization (DP), and decreased sense of personal accomplishment (PA), respectively. Besides, the HCWs at the age range of 20 to 30, having female gender, no children, and a bachelor’s degree, and working in isolation wards showed the higher levels of OB with reference to the Chi-square test results (p < 0.001). Accordingly, the statistical test outcomes demonstrated that a history of physical illnesses (p = 0.001) and psychiatric disorders (p = 0.044) could be the best predictor of OB throughout the first peak of the COVID-19 pandemic. Conclusion Regarding the high prevalence rate of OB among the HCWs and the remaining COVID-19 journey in Iran, health care managers are recommended to orient the required management and coping strategies toward improving mental health in these individuals.

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“…Data states that there may be populations of workers that are more at risk of suffering burnout. Common industries cited are healthcare workers and caregivers (Angermeyer, Bull, Bernert, Dietrich, & Kopf, 2006), individuals in the service industries (Babakus, Yavas, & Ashill, 2010), and employees classified as "know-Open Journal of Business and Management ledge workers" (Guan, 2021). These are individuals whose professional outcomes are intangible, such as communication, problem-solving, and strategy.…”

Section: Introductionmentioning

confidence: 99%

Examining Cognitive-Based Stress Management Interventions in Private Sector Workplaces

Ferszt¹

2022

OJBM

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Objective: Review literature regarding the efficacy of stress management interventions in the private sector workplace. As stress is deemed to have a cognitive variable, the paper focuses exclusively on interventions that had a cognitive-based program. This is the first review paper to examine the private sector workplace exclusively. Method: Search from 2000 to date for any studies evaluating cognitive-based stress management interventions in the private sector workplace. Studies can include either an in-person/group delivery or individual/via web delivery. Sixteen studies were identified. Results: There is high heterogeneity across the studies in demographics, design, population samples, and program length. Except for one study, all programs showed medium to high significance effect sizes on the primary measure of reduced perception of stress. A select number of studies showed greater increases at six months+ follow-up data collection points. There was no consistent data regarding whether online or in-person delivery was more effective. Conclusions: Stress management interventions can be a useful tool to provide employees with the cognitive skills required to combat and prevent stress. The choice of the correct tool for the organization's specific needs may be of significance for efficacy. Thorough consideration of implementation and evaluation of the program is advised for maximum efficacy. With consistent usage of the skills learned, employees may see not only an increase in their stress management skills over time but also an increase in their sense of self-efficacy. Increased self-efficacy may lead to positive improvements in other areas of their life beyond the professional sphere.

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Associations Between Perceptions of the Work Environment and Job Burnout Based on MIMIC Models Among 679 Knowledge Workers

Cited by 3 publications

References 91 publications

The Study of Working Engagement and Working Environment towards Job Happiness in the Malaysian Hotel Industry

The Study of Working Engagement and Working Environment towards Job Happiness in the Malaysian Hotel Industry

Occupational burnout in Iranian health care workers during the COVID-19 pandemic

Examining Cognitive-Based Stress Management Interventions in Private Sector Workplaces

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