Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations

Gabel-Shemueli, Rachel; Dolan, Simon L.; Ceretti, Adriana Suárez; Prado, Pamela Nuñez del

doi:10.1002/smi.2667

Cited by 42 publications

(44 citation statements)

References 58 publications

(95 reference statements)

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“…In this sense, regarding burnout, Gabel Shemueli, Dolan, Suárez Ceretti, and Nuñez del Prado (2016) found that it fully mediated the relationship between work overload and TI of nurses from Spain and Uruguay. In a similar vein, Amponsah-Tawiah, Annor, and Arthur (2016) observed, in a multi-occupational Ghanaian sample, that commuting stress was indirectly related to job satisfaction and TI via burnout.…”

Section: Literature Review and Hypothesesmentioning

confidence: 85%

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

2018

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Turnover intentions (TI) stand as an insidious problem that impacts on the functioning of organizations and the well-being of their members. Currently, there is a growing interest in identifying the explanatory mechanisms of TI, in order to strengthen and retain valued employees for organizations. In line with this trend, the aim of the present study was to test an integrative serial multiple mediation model that examined the possible mediating role of burnout and job satisfaction in the relationships between organizational justice and TI. To achieve this objective, a cross-sectional empirical study was carried out on a multi-occupational sample of 408 Argentine employees (219 women and 189 men). Participants completed a self-report questionnaire comprising previously validated measures for the target population. Structural equation modeling showed that perceptions of distributive, procedural, and interpersonal justice have negative indirect effects on TI through burnout and job satisfaction, while perceptions of informational justice exert such effects on TI only through job satisfaction. These results indicate that distributive, procedural, and interpersonal justice perceptions relate to lower levels of burnout, which in turn promote greater job satisfaction and lower TI among employees. In addition, informational justice perceptions are positively related to job satisfaction, leading to a decrease in employees’ TI. Findings are discussed in light of their theoretical and practical implications. Managers and human resource professionals could consider the research results in their attempts to design and implement talent retention strategies within organizations.

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Section: Literature Review and Hypothesesmentioning

confidence: 85%

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

2018

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“…The study of burnout in healthcare professionals is important as it has impacts at the level of the individual provider [3][4][5], the patient [6][7][8][9], and the organization [5,[10][11][12]. As nurses make up the largest group of healthcare professionals, there have been a number of studies that have explored contributing factors [13] and interventions for their burnout [14].…”

mentioning

confidence: 99%

What is known about paediatric nurse burnout: a scoping review

et al. 2020

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Burnout in healthcare providers has impacts at the level of the individual provider, patient, and organization. While there is a substantial body of literature on burnout in healthcare providers, burnout in pediatric nurses has received less attention. This subpopulation may be unique from adult care nurses because of the specialized nature of providing care to children who are typically seen as a vulnerable population, the high potential for empathetic engagement, and the inherent complexities in the relationships with families. Thus, the aim of this scoping review was to investigate, among pediatric nurses, (i) the prevalence and/or degree of burnout, (ii) the factors related to burnout, (iii) the outcomes of burnout, and (iv) the interventions that have been applied to prevent and/or mitigate burnout. This scoping review was performed according to the PRISMA Guidelines Scoping Review Extension. CINAHL, EMBASE, MEDLINE, PsycINFO, ASSIA, and The Cochrane Library were searched on 3 November 2018 to identify relevant quantitative, qualitative, and mixed-method studies on pediatric nurse burnout. Our search identified 78 studies for inclusion in the analysis. Across the included studies, burnout was prevalent in pediatric nurses. A number of factors were identified as impacting burnout including nurse demographics, work environment, and work attitudes. Similarly, a number of outcomes of burnout were identified including nurse retention, nurse well-being, patient safety, and patient-family satisfaction. Unfortunately, there was little evidence of effective interventions to address pediatric nurse burnout. Given the prevalence and impact of burnout on a variety of important outcomes, it is imperative that nursing schools, nursing management, healthcare organizations, and nursing professional associations work to develop and test the interventions to address key attitudinal and environmental factors that are most relevant to pediatric nurses.

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“…Burnout, and its effects on staffing procedures and performance management, has been studied for several decades. Few topics in the realm of organizational research are of more importance; burnout has been linked to decreased job satisfaction and job performance, and is thought to be a driver of negative outcomes for employees, including increased absences from work (Jourdain & Chênevert, ), intentions to quit (Shemueli, Dolan, Ceretti, & Prado, ) and both mental and physical health issues (Bakker & Costa, ; Glaser & Kiecolt‐Glaser, ; Ross‐Adjie, Leslie, & Gillman, ).…”

Section: Overviewmentioning

confidence: 99%

“…Fortunately, nursing management may have the ability to prevent or reduce burnout by influencing its antecedent factors. The relationship between stress, burnout, and turnover is outlined by the job demands‐resources model, or JD‐R model (Shemueli et al., ). Shemueli and colleagues presented and tested this model, which links job demands (e.g., workload, psychological strain, and other individual costs of working), and job resources (e.g., physical and social assets, “tools,” and mechanisms that help individuals deal with job demands).…”

Section: Overviewmentioning

confidence: 99%

“…Consistent with this line of thinking, researchers have explored team‐focused interventions and their efficacy in preventing or reducing burnout. Work teams, like all groups, confer benefits to individuals by providing resources and support (Morgeson, Garza, & Campion, ; Shemueli et al., ). Enhancing these properties in teams is one of the main goals of this type of intervention.…”

Section: Overviewmentioning

confidence: 99%

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Burnout in ER nurses: Review of the literature and interview themes

Abellanoza

Provenzano-Hass

Gatchel

2018

J Appl Biobehavioral Res

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Burnout is especially disruptive among emergency room (ER) nurses. This report covers the influencing factors and outcomes related to burnout in ER nursing populations, with the goal of providing helpful information to a professional audience. The present article includes a literature review on burnout as it occurs in the ER. Interviews from a small sample of ER nurses (n = 5) are analyzed through a combination of deductive thematic analysis and computerized text analysis. Research from various related fields have been pooled together and briefly described. Experiences, comments, and recommendations concerning burnout collected from interviews seem to align with findings from empirical research, and recommendations given by interview nurses closely resemble the recommendations given by researchers. Sentiment analysis revealed a pattern of positive word use when the nurses discussed resources, and a pattern of negative word use when workload was discussed. A better understanding of burnout, both anecdotal and empirical, is valuable information for any professional who works in the ER. Many options exist for reducing or mitigating burnout, including interventions at the individual, team, and organizational levels. More involvement of ER nurses in burnout reduction strategies should be made a priority.

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Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations

Cited by 42 publications

References 58 publications

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

What is known about paediatric nurse burnout: a scoping review

Burnout in ER nurses: Review of the literature and interview themes

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