Job demands and perceived distance in leader-follower relationships: A study on emotional exhaustion among nurses

Garzaro, Giacomo; Gatti, Paola; Caputo, Andrea; Musso, Fabiola; Clari, Marco; Dimonte, Valerio; Cortese, Claudio Giovanni; Pira, Enrico

doi:10.1016/j.apnr.2021.151455

Cited by 3 publications

(2 citation statements)

References 38 publications

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“…Engaged leaders foster a work context where employees thrive [92], so it is important to study the ability of nurse leaders to affect nurses' well-being due to their key role. The role of nurse leaders is fundamental since they are one of the main sources of nurses' engagement [93] and satisfaction [94], acting also as a protection against nurse exhaustion [95]; consequently, nurses could provide good patient quality of care [96]. From a practical point of view, these considerations suggest that health care management should focus on improving training activities for nurse leaders regarding leadership topics and on having engaged nurse leaders who feel that they master the necessary resources to cope with everyday work.…”

Section: Discussionmentioning

confidence: 99%

Leaders’ Role in Shaping Followers’ Well-Being: Crossover in a Sample of Nurses

Caputo

Gatti

Clari

et al. 2023

IJERPH

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The link between well-being at work and leadership has received considerable attention. Leaders have the power to influence followers not only due to formal position, but also their positive behaviors could reinforce the followers’ positive working experience. Following the crossover model (Westman, 2001), this study investigates whether leaders’ work-related positive psychological states (i.e., work engagement) cross over to those of the followers (i.e., work engagement and job satisfaction) through the mediation of the latter’s perception of transformational leadership. We used MPlus 8 to test two multilevel mediations in a sample of 1505 nurses nested in 143 groups led by as many leaders (87.19% of nurses and 56.50% of head nurses of the entire population). Results show that while there is not a crossover of leader work engagement to nurse work engagement, manager work engagement can cross over to nurse job satisfaction, enhancing their well-being through transformational leadership behaviors. This study adds further insights both on crossover theory and on the importance of leaders in expanding and transferring resources to followers at work. Fostering work engagement at a managerial level in the healthcare sector could be the driver to facilitate the well-being of nurses at work, address negative outcomes, and promote positive ones.

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Section: Discussionmentioning

confidence: 99%

Leaders’ Role in Shaping Followers’ Well-Being: Crossover in a Sample of Nurses

Caputo

Gatti

Clari

et al. 2023

IJERPH

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“…Quantitative demands refer to the number of tasks nurses have to achieve during their work and whether they have sufcient time to complete these tasks in a satisfactory manner [26]. Cognitive demands are tasks or duties requiring the nurses' mental efort [26,27]. Besides that, haematology nurses experience emotional demands when they manage the emotions of patients and their loved ones at work [26].…”

Section: Outcome Measures and Instrumentsmentioning

confidence: 99%

Influence of Perceived Job Demands on Professional Quality of Life and Turnover Intentions of Haematology Nurses: A Cross-Sectional Study

Tan,

Zhou,

Thian

et al. 2024

Journal of Nursing Management

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Background. Haematology nurses in Singapore experience a highly stressful work environment and increased workload due to the growing number of patients and complex treatment regimens. High job demands can lead to burnout and high staff turnover rates, which compromises the quality of patient care. Aims. To assess perceived work demands, levels of social support from colleagues, professional quality of life (ProQOL), and turnover intentions among haematology nurses and examine whether demographic and occupational characteristics, perceived job demands, and support were associated with ProQOL and turnover intentions. Design. A descriptive, correlational, and cross-sectional design was used in this study. Methods. A convenience sample of 60 haematology nurses working at a tertiary hospital in Singapore completed a self-administered survey. Perceived job demands, support from colleagues, ProQOL, and turnover intentions were measured using the Copenhagen Psychosocial Questionnaire (COPSOQ III), Professional Quality of Life Scale version 5 (ProQOL5), and Turnover Intention Scale (TIS-6). Descriptive statistics, chi-square test, and multiple linear regressions were employed for data analysis. Results. Haematology nurses face high cognitive and emotional demands and receive high levels of support from colleagues at work. The majority of the participants reported moderate to high levels of compassion satisfaction (78.3%), burnout (76.7%), and secondary traumatic stress (81.7%). 53.3% of the participants expressed their intention to leave. Perceived job demands were significant predictors of haematology nurses’ ProQOL and turnover intentions. Compassion fatigue also significantly predicts turnover intentions. Conclusion. The high levels of burnout and secondary traumatic stress reported by haematology nurses highlight an urgent need to implement strategies to help nurses cope with the high work demands and reduce their levels of compassion fatigue. Implications for Nursing Management. The findings in this study can help nursing leaders understand haematology nurses’ perceived job demands and ProQOL, to develop strategies to improve the workplace environment and retention.

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