The Influence of Compassion Fatigue on Job Performance and Organizational Citizenship Behaviors: The Moderating Effect of Person–Job Fit

Chu, Li-Chuan

doi:10.1111/jnu.12644

Cited by 10 publications

(11 citation statements)

References 38 publications

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“…A high score indicated a high level of compassion fatigue. Evidence of criterion validity was evidenced from a sample of 263 registered nurses employed by hospitals in Taiwan [ 61 ].…”

Section: Methodsmentioning

confidence: 99%

Effect of compassion fatigue on emotional labor in female nurses: Moderating effect of self-compassion

Chu

2024

PLoS ONE

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Emotional labor is common in nursing but may be affected by the mental state of nurses. This study explored the effect of compassion fatigue on emotional labor and whether self-compassion moderates this effect of compassion fatigue. Methods: A two-stage survey design with a convenience sample. Participants were female nursing staff recruited from emergency departments, intensive care units, ward nursing units, and outpatient departments of medical centers, regional hospitals, and district hospitals in Taiwan. A total of 300 questionnaire copies in each of the first and second stages were distributed, and 272 pairs of responses were retrieved (valid response rate = 91%). The reliability and validity of the questionnaire were tested, and confirmatory factor analysis was conducted with AMOS 21. The proposed hypotheses were verified using hierarchical regression conducted with SPSS version 25.0. Results: This study revealed that compassion fatigue positively predicted surface acting (β = 0.12, p < 0.05) and negatively predicted deep acting (β = −0.18, p < 0.01) and expression of genuine emotions (β = −0.31, p < 0.01). In addition, self-compassion negatively moderates the relationships between compassion fatigue and surface acting (β = −0.12, p < 0.05), and positively moderates the relationships between compassion fatigue and expression of genuine emotions (β = 0.15, p < 0.01). Conclusions: To avoid excessive consumption of emotional resources, nurses with high compassion fatigue may employ surface acting by engaging in emotional labor without making an effort to adjust their feelings. Nurses need also be sympathized with, and such sympathy can come from hospitals, supervisors, colleagues, and, most crucially, the nurses themselves. Hospital executives should propose improvement strategies that can prevent the compassion fatigue on nurses, such as improving nurses’ self-compassion.

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“…A high score indicated a high level of compassion fatigue. Evidence of criterion validity was evidenced from a sample of 263 registered nurses employed by hospitals in Taiwan [ 61 ].…”

Section: Methodsmentioning

confidence: 99%

Effect of compassion fatigue on emotional labor in female nurses: Moderating effect of self-compassion

Chu

2024

PLoS ONE

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“…The three indicators also represent more than a measure of the work stress experienced by nurses. They are indirect measures of organizational performance and the safety of the practice environment (Chu, 2021;Sarafis et al, 2016) Since the early 1990's, as working conditions in the health system deteriorated and nurses struggled to provide quality care, interest in nurses' worklife and the indicators to measure it has steadily grown (Hemsworth et al, 2020;Schalk et al, 2010). New evidence is accumulating that points to the practice environment as having a greater impact on nurses' stress levels than individual-level factors, and that organizational interventions produce longer lasting effects than individual level strategies (Bagnall et al, 2016).…”

Section: Background and Purposementioning

confidence: 99%

The Prevalence and Predictors of Compassion Satisfaction, Burnout and Secondary Traumatic Stress in Registered Nurses in an Eastern Canadian Province: A Cross-Sectional Study

Maddigan

Brennan²,

McNaughton

et al. 2023

Can J Nurs Res

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Background The quality of Registered Nurses’ worklife is impacting nurses’ mental health, and the standard of care received by clients. Contributing factors to nurses’ stress are the trauma of continuous caring for those in great suffering, and adverse working conditions. Objectives i) to explore the prevalence of work-related stress in a provincial sample of Registered Nurses; ii) to compare the levels of compassion satisfaction, burnout and secondary traumatic stress reported by nurses in hospital, community, non-direct care settings, and, iii) to identify factors that predict levels of nursing work stress. Methods A descriptive, predictive study with a self-report survey containing demographic questions and the Professional Quality of Life Scale was emailed to over 3,300 Registered Nurses. The scale measured the prevalence of three worklife indicators, compassion satisfaction, burnout and secondary traumatic stress. Multiple linear regression identified factors that predicted the levels of the three indicators. A subgroup analysis explored the quality of worklife based on three practice environments. Findings Nurses (n = 661) reported moderate compassion satisfaction, burnout, and secondary traumatic stress. The strongest predictor, satisfaction with one's current job, predicted high compassion satisfaction and lower burnout and secondary stress. The subgroup analysis identified hospital nurses as having the most work-related stress and the lowest level of compassion satisfaction. Conclusion Innovative, collaborative action can transform nurses’ practice environments. Organizational support is essential to bring about needed improvements.

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“…Perilaku kerja sukarela ini biasanya dibatasi oleh ketahanan fisik, stress kerja akibat naik turunnya kasus paparan COVID-19 dan jumlah tenaga kesehatan yang gugur akibat risiko menjalankan tugas. Hal ini sejalan dengan hasil penelitian yang dilakukan oleh (Chu, 2021) pada perawat di Taiwan dimana stress kerja dan kesesuaian pekerja-tanggung jawab kerja (person-organization fit) berdampak tidak hanya pada kinerja kerja namun juga OCB.…”

Section: Pendahuluanunclassified

Person-Organization Fit Terhadap Organizational Commitment dan Organizational Citizenship Behavior Pada Tenaga Kesehatan di Jakarta

Christian,

Yuniarto,

Wibowo

et al. 2023

E-Bis

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Kinerja yang maksimal sering juga dikaitkan pada sejauh mana individu sebagai pekerja memberikan kontribusi terbaik pada hasil pekerjaannya. Bahkan tidak jarang dalam memberikan kontribusi yang maksimal terkadang harus melebihi peran dan beban kerja di luar tanggungan kerja. Kinerja yang baik dapat mencerminkan organizational citizenship behavior (OCB) yang positif. Penelitian ini bertujuan untuk mengetahui dan menjelaskan determinan OCB. Metode penelitian kuantitatif pada penelitian ini menggunakan survey dengan kuesioner. Kriteria partisipan pada penelitian ini yaitu tenaga kesehatan di Jakarta sebanyak 150 partisipan. Dengan menggunakan pemodelan PLS-SEM, hasil penelitian ini menjelaskan bahwa person-organization fit berpengaruh signifikan terhadap organizational commitment namun tidak pada OCB. Namun demikian, OCB dibentuk oleh organizational commitment (OC). Pada efek tidak langsung, OC berhasil memediasi hubungan POF dengan OCB. Sementara itu, POF tidak berperan sebagai pemoderasi pada OC terhadap OCB. Cakupan area penelitian yang lebih luas dan pengembangan variabel dukungan organisasi dapat dipertimbangkan untuk penelitian berikutnya.

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The Influence of Compassion Fatigue on Job Performance and Organizational Citizenship Behaviors: The Moderating Effect of Person–Job Fit

Cited by 10 publications

References 38 publications

Effect of compassion fatigue on emotional labor in female nurses: Moderating effect of self-compassion

Effect of compassion fatigue on emotional labor in female nurses: Moderating effect of self-compassion

The Prevalence and Predictors of Compassion Satisfaction, Burnout and Secondary Traumatic Stress in Registered Nurses in an Eastern Canadian Province: A Cross-Sectional Study

Person-Organization Fit Terhadap Organizational Commitment dan Organizational Citizenship Behavior Pada Tenaga Kesehatan di Jakarta

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