Correlates of burnout among public service lawyers

Jackson, Susan E.; Turner, Jon; Brief, Arthur P.

doi:10.1002/job.4030080406

Cited by 184 publications

(119 citation statements)

References 15 publications

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“…A review of the relevant studies supports the latter alternative, suggesting a fairly consistent pattern in this regard. This pattern was found, for example, by Schwab and Iwanicki (1982) in a sample of school teachers; by Jackson, Turner and Brief (1987) in a sample of public service lawyers; and by Leiter and Maslach (1988) in a sample of nurses. In some studies, however, all three components were about equally aected (e.g.…”

Section: Discussionmentioning

confidence: 68%

Predicting burnout with a hassle-based measure of role demands

Zohar¹

1997

J. Organiz. Behav.

110

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SummaryThe paper presents a hassle-based measure of job demands, whose scales of hasslescon¯ict, hassles-ambiguity and hassles-overload consist of items pertaining to such role episodes. Hierarchical multiple regression is used to test the incremental validity of the new variables. This was done with a statistical model where the role stressor variables (i.e. role con¯ict, role ambiguity, and role overload) were entered ®rst, followed by the three equivalent hassle variables. The data indicate that the new Role Hassles Index (RHI) shows a substantial R P increment with regard to the MBI's exhaustion and depersonalization scales, but not in regard to self-accomplishment. These data are interpreted as supporting a balance model of burnout, specifying that exhaustion is an outcome of daily demand level on the one hand, and recovery availability on the other.

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Section: Discussionmentioning

confidence: 68%

Predicting burnout with a hassle-based measure of role demands

Zohar¹

1997

J. Organiz. Behav.

110

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“…Often referred to as 'compassion fatigue,' emotional exhaustion is believed to result from emotionally charged interactions with others. Depersonalization refers to the development of negative, cynical attitudes (Jackson, Turner, & Brief, 1987) about one's work, coworkers, and customers. Research suggests that employees experiencing depersonalization may withdraw from their work (Maslach & Pines, 1977).…”

Section: Three Components Of Burnoutmentioning

confidence: 99%

Burnout Contagion in Supervisor-Subordinate Dyads

Chullen

2014

BMR

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Employee burnout has an extensive history in applied psychology, with decades of research and hundreds of studies examining both its antecedents and consequences. Despite these advancements, and although theoretical models of burnout have cited the importance of supervisory behavior as a factor contributing to the deleterious effects of organizational role stressors, little empirical research has systematically measured supervisory burnout in relation to subordinate burnout. Without a thorough understanding of the relationship between supervisor and subordinate burnout organizations may struggle to properly develop intervention strategies aimed at reducing and eliminating burnout within the workforce. Drawing on emotional contagion theory and the interactional psychology framework, this study proposes and tests a model articulating the processes by which supervisor burnout leads to subordinate burnout. Utilizing a sample of 93 supervisor-subordinate dyads, results indicate that supervisor burnout influences subordinate burnout via the emotional contagion process and that subordinate susceptibility to emotional contagion serves as an important individual difference variable that moderates this relationship. Implications for theory and practice as well as future directions are discussed.

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“…Research has shown that emotional exhaustion (a core dimension of burnout) is linked to reduced job satisfaction (Burke & Greenglass, 1995;Maslach & Jackson, 1986;Pines, Aronson, & Kafry, 1981;Wolpin, Burke, & Greenglass, 1991); reduced organizational commitment (Jackson, Turner, & Brief, 1986;Leiter & Maslach, 1988;Sethi, Barrier, & King, 2004); and high turnover and turnover intention (Firth & Britton, 1989;Jackson et al, 1986). The research literature suggests that technology professionals are particularly vulnerable to work exhaustion (Kalimo & Toppinen, 1995;Moore, 2000a).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Quality of working life and turnover intention in information technology work

Korunka

Hoonakker²,

Carayon

2008

Hum Ftrs & Erg Mfg Svc

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High turnover has been a major issue in information technology (IT) organizations. A conceptual model to explain turnover was developed and tested in two national samples of IT and IT manufacturing work. The model postulates that quality of working life mediates the relations between job/organizational characteristics and turnover intention. The American sample consisted of 624 IT employees of five IT organizations. The Austrian sample consisted of 677 employees from an international IT production company (IT manufacturing work). A similar questionnaire was used in both studies. The model was tested with path analysis. A core model with main pathways between job demands and supervisory support to emotional exhaustion, and between emotional exhaustion and job satisfaction to turnover intention was confirmed in the national samples and in subsamples of demographics and job types.

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Correlates of burnout among public service lawyers

Cited by 184 publications

References 15 publications

Predicting burnout with a hassle-based measure of role demands

Predicting burnout with a hassle-based measure of role demands

Burnout Contagion in Supervisor-Subordinate Dyads

Quality of working life and turnover intention in information technology work

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