Job Demands and Resources, Burnout, and Psychological Distress of Employees in the Chinese Non-profit Sector

Deng, Guosheng; Huang, Chien‐Chung; Cheung, Shannon; Zhang, Congcong

doi:10.3389/fpsyt.2021.790064

Cited by 6 publications

(10 citation statements)

References 53 publications

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“…Job demands were assessed by the Lequeurre et al’s Questionnaire sur les Ressources et Contraintes Professionnelles (QRCP) [ 65 ], which showed good reliability in the Chinese context [ 66 ]. Three dimensions of JD were assessed, including pace and amount of workload, emotional workload, and changes in the tasks.…”

Section: Methodsmentioning

confidence: 99%

Mindfulness Practice and Job Performance in Social Workers: Mediation Effect of Work Engagement

Huang

Zhang

et al. 2022

IJERPH

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Despite a rapid increase in the work force over the last decade, the social work labor force is still suffering through high amounts of stress and burnout that could negatively affect work engagement and job performance in China. A potential solution worth exploring, however, is the practice of mindfulness, a concept based on expanding one’s awareness to target focus without judgement. Using 537 social workers from street-level social work service stations in Guangzhou, China, this paper examines the relation between mindfulness practice and job performance, and whether work engagement mediated the relation through the application of the job demand and resources theory. The findings indicate that that mindfulness practice directly increases work engagement (Beta = 0.33) and has an indirect effect on job performance (Beta = 0.21) through its effect on work engagement that fully mediated the relation between mindfulness practice and job performance. In contrast to formal mindful practices (Beta = 0.13), informal mindful practices (Beta = 0.22) encompass a broader impact on employee performance. The findings suggest that mindfulness practice can effectively be used in workspaces to enhance engagement and performance of social workers in China.

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Section: Methodsmentioning

confidence: 99%

Mindfulness Practice and Job Performance in Social Workers: Mediation Effect of Work Engagement

Huang

Zhang

et al. 2022

IJERPH

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“…Researchers dealing with the problem of job burnout in NPOs have looked into, among others, predictive indicators of this phenomenon in nonprofit organisations, breaking them down into two general categories: individual personality factors and organisational environment factors (Pomerantz, 1991). Deng et al (2021) examined the effects of job demands and job resources on job burnout and psychological distress experienced by nonprofit employees. Job burnout among people performing certain professions in nonprofit organisations was also examined, e.g.…”

Section: Job Burnoutmentioning

confidence: 99%

“…In such conditions, it is easy to experience burnout. According to Deng et al (2021), employees in nonprofits are marked by high burnout rates. This was also confirmed by comparative studies carried out among managers of nonprofit, for-profit and public organisations, in which the highest rate of professional burnout was reported among NPOs leaders (Seiler and Bortnowska, 2021).…”

Section: Introductionmentioning

confidence: 99%

Organisational Citizenship Behaviours and job burnout among employees of nonprofit organisations

Bortnowska,

Seiler

2024

Management

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Organisational citizenship behaviours (OCBs) are behaviours that go beyond the formal role and are organizationally functional. They may be linked, among others, to job burnout. This relationship has been studied in for-profit and public organisations. No such studies have been found for nonprofit entities operating in different areas. The aim of the article is to verify whether there is a relationship between job burnout and organisational citizenship behaviours among employees of nonprofits. To this end, survey research was conducted in 2022. A statistical analysis of the obtained data was performed using the Statistica software. It was found that the relationship under analysis does not occur in NPOs.

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“…The provision of fringe benefits such as health benefits and rewards to overcome the impact of work demands is very high. With the compensation of health benefits, namely the existence of adequate health workers, rewards from superiors, and a very supportive work environment, the existence of fringe benefits, mental and physical health diseases can be an alternative in the application of job resources (Stevens & Martineau, 2021;Deng et al, 2021;Herr et al, 2021;Ketels et al, 2019).…”

Section: How Can Job Resources Affect Employee Performance In An Orga...mentioning

confidence: 99%

Job Demands – Job Resource: Systematic Lyterature Review

Prilatama,

Pramita,

Sopiah

2023

MARGINAL

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This systematic literature review aims to summarize various studies on the relationship between job demands and job resources. This research utilized the SLR (Systematic Literature Review) method. Journals were obtained from Publish or Perish by selecting Scopus sources. The keywords used were "job demands" and "job resources" and after conducting the search from Publish or Perish, a total of 200 records were filtered within the years 2018-2023. Subsequently, these records were verified, resulting in 30 articles that met the criteria. The results indicate that job demands can deplete physical, psychological, and cognitive resources, which can have negative consequences for employees. In contrast, job resources can fulfill basic psychological needs, increase employee engagement, and foster creativity.

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Job Demands and Resources, Burnout, and Psychological Distress of Employees in the Chinese Non-profit Sector

Cited by 6 publications

References 53 publications

Mindfulness Practice and Job Performance in Social Workers: Mediation Effect of Work Engagement

Mindfulness Practice and Job Performance in Social Workers: Mediation Effect of Work Engagement

Organisational Citizenship Behaviours and job burnout among employees of nonprofit organisations

Job Demands – Job Resource: Systematic Lyterature Review

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