Employee burnout and positive dimensions of well-being: A latent workplace spirituality profile analysis

Corso, Laura Dal; Carlo, Alessandro De; Carluccio, Francesca; Colledani, Daiana; Falco, Alessandra

doi:10.1371/journal.pone.0242267

Cited by 37 publications

(34 citation statements)

References 84 publications

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“…According to the motivational process of the JD-R, job resources may play a motivational role (either intrinsic or extrinsic), thus leading to high work engagement and better job performance [ 23 , 64 ]. Furthermore, a lack of job resources precludes that job demands are met and that work goals are reached, which may result in job burnout [ 65 – 67 ]. In addition, in line with the buffer hypothesis of the JD-R, job resources may buffer the association between job demands and negative outcomes including job burnout [ 21 , 68 – 70 ].…”

Section: Introductionmentioning

confidence: 99%

The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

et al. 2021

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Safety at work, both physical and psychological, plays a central role for workers and organizations during the ongoing outbreak of COVID-19. Building on the job demands-resources (JD-R) model applied to safety at work, in this study we proposed that the perceived risk of being infected with COVID-19 at work can be conceptualized as a job demand (i.e., a risk factor for work-related stress), whereas those characteristics of the job (physical and psychosocial) that help workers to reduce or manage this risk can be conceived as job resources (i.e., protective factors). We hypothesized that the perceived risk of being infected at work is positively associated with emotional exhaustion. Furthermore, we hypothesized that job resources, in terms of safety systems, communication, decision-making, situational awareness, fatigue management, and participation in decision-making, are negatively associated with emotional exhaustion. We also hypothesized that job resources buffer the association between perceived risk and emotional exhaustion. Overall, 358 workers (meanage = 36.3±12.2 years) completed a self-report questionnaire, and the hypothesized relationships were tested using moderated multiple regression. Results largely supported our predictions. The perceived risk of being infected at work was positively associated with emotional exhaustion, whereas all the job resources were negatively associated with it. Furthermore, safety systems, communication, decision-making, and participation in decision-making buffered the relationship between the perceived risk of being infected at work and emotional exhaustion. In a perspective of prevention and health promotion, this study suggested that organizations should reduce the potential risk of being infected at work, whenever possible. At same time, those characteristics of the job that can help workers to reduce or manage the risk of infection should be strengthened.

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Section: Introductionmentioning

confidence: 99%

The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

et al. 2021

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“…Its ultimate goal is to improve the well-being, health, and performance of employees, both individually and as a group. Considering the data provided by the World Health Organization -WHO, which highlight anxiety and stress as an important risk factor for the well-being of employees and the company in general, it is essential that preventive, training, and intervention measures are adopted at the work process management level (Dal Corso et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

4 Steps for Fighting Covid-Related Anxiety: An Application of Virtual Reality in a Small Company

Mora¹,

Falco²,

Sipio³

et al. 2021

Psychological Applications and Trends

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"The need to effectively fight against work-related stress and anxiety, especially due to the COVID-19 outbreak, is crucial. Employees have been faced with two options: adapting to the online environment or risking contagion in public locations ? both stressful conditions. Therefore, recovery actions were requested by organizations. To understand recovery processes, refer to the Effort-Recovery Model and the Theory of Conservation of Resources. According to the literature, one should not be excessively exposed to work demands, but, conversely, acquire new resources, including personal ones, to recover those that have been lost. Recovery processes can be initiated through what we call recovery experiences. In recent years, literature and practice have been enriched with contributions about the use of virtual reality (VR) as a tool for combating anxiety disorders, reducing stress, and developing soft skills. VR proposes a technology that allows people to be immersed in a virtual environment and to interact with different stimuli: it can be used in combination with psychology techniques to improve health and well-being. A four-step protocol, based on VR, was proposed to a small private company to improve health and performance by learning specific recovery techniques; the protocol aimed to reduce the levels of work-related stress and anxiety, in addition to enhancing personal resources such as resilience, stress management, and self-efficacy. The participants were the employees and managers of the company (N = 14) who were administered a four-week training protocol comprising four one-hour VR-based sessions. Two sessions (the first and the third) focused on body consciousness, while the other two were psychological techniques (“Virtual Three Good Things” and “Best Possible Self”). The obtained data showed a decrease in anxiety and stress and an improvement in personal resources. Data also showed greater effectiveness of the VR-based protocol compared to similar interventions conducted without VR. Qualitative observation is relevant as it shows a great emotional impact of the VR-based protocol, as well as a high perception of efficacy. The limitations of the study are primarily related to the number of participants: further restrictions due to a regional worsening of the pandemic made an intermission necessary. Agreements are already in place with the parent company to encorauge more applications. The objectives and the protocol can be a useful contribution to support employees in managing stress. VR technology can greatly help psychologists to be effective in organizations."

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“…For example, Galea (2014) found that spirituality was related to lower burnout among nurses in difficult situations, even after adjusting for personality and well-being. In a study of 315 Italian employees (Dal Corso et al 2020), workplace spirituality had a negative direct effect on burnout and mediated the relationship between supervisor integrity on employee burnout. Hong (2012) noted the effect of perceived workplace spirituality on intention to leave in a sample of community mental health center professionals.…”

Section: Spirituality At Work As a Moderating Resourcementioning

confidence: 98%

“…Although the literature on the role of spirituality in organizations has proliferated in the past few decades (Dal Corso et al 2020), there is still a shortage of studies exploring spirituality at work as a potential buffer between job demands and negative job outcomes such as burnout and turnover intention. Therefore, within the framework of the JD-R and COR theories and based on the results of previous studies on the benefits of spirituality, we expand our mediational model by including spirituality at work as a potential moderator of the relationships between job demands, burnout, and turnover intention.…”

Section: Spirituality At Work As a Moderating Resourcementioning

confidence: 99%

The Buffering Effect of Spirituality at Work on the Mediated Relationship between Job Demands and Turnover Intention among Teachers

et al. 2021

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The purpose of this study was to examine whether spirituality at work moderates the direct and indirect (through burnout) effects of quantitative and emotional job demands on turnover intention among teachers. The sample consisted of 952 Polish primary and secondary school teachers. Burnout mediated the relationship between both types of job demands and turnover intention. In the model with quantitative job demands as an independent variable, spirituality at work moderated the second stage path of the indirect effect, i.e., the relationship between burnout and turnover intention (b = −0.022; SE = 0.004; p < 0.001; β = −0.14). In the model with emotional job demands as an independent variable, spirituality at work moderated the first and second stage paths of the indirect effect, i.e., the relationship between emotional job demands and burnout (b = −0.001; SE = 0.001; p = 0.032; β = −0.05) and the relationship between burnout and turnover intention (b = −0.020; SE = 0.004; p < 0.001; β = −0.14). In both models, the indirect effect of job demands on turnover intention through burnout weakened as spirituality at work increased. The results of the study support the inclusion of spirituality at work as a subcategory of personal resources in studies using the job demands-resources model.

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Employee burnout and positive dimensions of well-being: A latent workplace spirituality profile analysis

Cited by 37 publications

References 84 publications

The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

The perceived risk of being infected at work: An application of the job demands–resources model to workplace safety during the COVID-19 outbreak

4 Steps for Fighting Covid-Related Anxiety: An Application of Virtual Reality in a Small Company

The Buffering Effect of Spirituality at Work on the Mediated Relationship between Job Demands and Turnover Intention among Teachers

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