The moderating role of work pressure on the relationships between emotional demands and tension, exhaustion, and work engagement: an experience sampling study among nurses

Riedl, Elisabeth M.; Thomas, Joachim

doi:10.1080/1359432x.2019.1588251

Cited by 54 publications

(43 citation statements)

References 76 publications

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“…In line with previous results, emotional demands represent a category of job demands particularly crucial in the healthcare sector. They entail the requirement to perform efficiently even when facing situations particularly intense in emotional terms: interacting with suffering patients and families, dealing with the dramatic consequences of unsuccessful procedures, and containing strong emotional reactions (Van Keer et al, 2015;Riedl and Thomas, 2019). The mediating model tested in the current research corroborated the assumption that the relationship between conflictual relationships with families and the frequency of exhaustion symptoms can be explained through the amplified amount of emotional demands.…”

Section: Discussionmentioning

confidence: 99%

Hard Enough to Manage My Emotions: How Hardiness Moderates the Relationship Between Emotional Demands and Exhaustion

2020

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The frequency of conflicts with patients' families is one of the main contributors to the amount of emotional demands that healthcare professionals must tackle to prevent the occurrence of burnout symptoms. On the other hand, research evidence suggests that hardiness could enable healthcare professionals to handle their responsibilities and problems effectively. Based on the health impairment process of the Job Demands-Resources model, the main goal of this study was to delve deeper into the relationship between conflict with patients' families, emotional demands, and exhaustion, as well as to test the buffering role of hardiness. Data were collected from a sample of N = 295 healthcare professionals working in a private hospital in Northern Italy. Most of them were women (78.6%) with a mean age of 40.62 years (SD = 9.50). The mediation of emotional demands within the association between conflict with families and emotional exhaustion and the moderating role of hardiness was tested using a bootstrapping approach. In the current sample, emotional demands mediated the association between conflict with families and exhaustion among healthcare professionals. Moreover, this relationship decreased among individuals with higher levels of hardiness. These findings contribute to the current understanding of the negative impact played by conflict with families on healthcare professionals' psychological well-being. Furthermore, they corroborated the role of hardiness as a personal resource that could prevent the occurrence of burnout symptoms. In addition to manage-and decrease-episodes of conflict with patients and their families, organizations in the healthcare sector should develop interventions aimed at fostering employees' hardiness and, consequently, tackle job demands ingrained in their profession (i.e., emotional demands).

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Section: Discussionmentioning

confidence: 99%

Hard Enough to Manage My Emotions: How Hardiness Moderates the Relationship Between Emotional Demands and Exhaustion

2020

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“…The JD-R model emphasizes that the selection of concrete demands and resources for scholarly work is dependent on the occupational sector wherein specific research is conducted [16]. Based upon earlier research within the nursing sector [4], and following the theoretical framework by Bakker, Demerouti, and Euwema [15], we concluded that these categories of job demands and job resources [30,31,32,33,34] were crucial in the light of work-related outcomes, in our case burnout, and, subsequently, occupational turnover intention.…”

Section: Theorymentioning

confidence: 99%

Section: Theorymentioning

confidence: 99%

“…All in all, building upon the JD-R model, we argue that job demands are costly [51] as workers, in our case nurses, who are confronted with high job demands are necessitated to spend time and energy to engage in performance-protection strategies by investing psychological and physiological resources [32]. Following the Conservation of Resources (COR) theory [52], it is this depletion of resources, due to coping with high demands, that evokes stress [32]. Specifically, COR theory is built upon the concept of resources, which refer to things that people value, such as objects, but also conditions (for instance the quality of the relationship with one’s supervisor, and developmental opportunities at work), personal characteristics (i.e., one’s age) and energies, and social support from one’s supervisor and close colleagues [53].…”

Section: Theorymentioning

confidence: 99%

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Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession

Heijden

Mahoney

2019

IJERPH

151

135

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This longitudinal study among Registered Nurses has four purposes: (1) to investigate whether emotional, quantitative and physical demands, and family-work conflict have a negative impact on nurses’ perceived effort; (2) to investigate whether quality of leadership, developmental opportunities, and social support from supervisors and colleagues have a positive impact on meaning of work; (3) to investigate whether burnout from the combined impact of perceived effort and meaning of work mediates the relationship with occupational turnover intention; and (4) whether the relationships in our overall hypothesized framework are moderated by age (nurses categorized under 40 years versus ≥ 40 years old). In line with our expectations, emotional, quantitative, and physical demands, plus family-work conflict appeared to increase levels of perceived effort. Quality of leadership, developmental opportunities, and social support from supervisors and colleagues increased the meaning of work levels. In addition, increased perceived stress resulted in higher burnout levels, while increased meaning of work resulted in decreased burnout levels. Finally, higher burnout levels appeared to lead to a higher occupational turnover intention. Obviously, a nursing workforce that is in good physical and psychological condition is only conceivable when health care managers protect the employability of their nursing staff, and when there is a dual responsibility for a sustainable workforce. Additionally, thorough attention for the character of job demands and job resources according to nurses’ age category is necessary in creating meaningful management interventions.

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“…Nursing staff is a key element in delivering high‐quality health care: a direct relation has been found between nurses’ workload and patient outcomes (Aiken, ) and nurse assessed quality of care (Bogaert Van, Clarke, Willems, & Mondelaers, ; Van Bogaert et al, ). There is also a relation between workload and employee engagement and performance (Montgomery, Spanu, Baban, & Panagopoulou, ; Riedl & Thomas, ; Schaufeli & Bakker, ; Schaufeli, Bakker, & Van Rhenen, ; Van Bogaert et al, ) and excessive workload is a predictor for burnout (Ohue, Moriyama, & Nakaya, ; Spence Laschinger, Grau, Finegan, & Wilk, ) and absenteeism (Mudaly & Nkosi, ). Retaining nursing staff is important because nursing staff is increasingly scarce (World Health Organization, ; Zhang et al, ).…”

Section: Introductionmentioning

confidence: 99%

Balancing workload of nurses: Linear mixed effects modelling to estimate required nursing time on surgical wards

et al. 2019

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AimQuantifying the relation between patient characteristics and care time and explaining differences in nursing time between wards.DesignAcademic hospital in the Netherlands. Six surgical wards, capacity 15–30 beds, 2012–2014.MethodsLinear mixed effects model to study the relation between patient characteristics and care time. Estimated marginal means to estimate baseline care time and differences between wards.ResultsNine patient characteristics significantly related to care time. Most required between 18 and 35 min extra, except “two or more IV/drip/drain” (8) and “one‐on‐one care” (156). Care time for minimum patient profile: 44–57 min and for average patient profile: 75–88 min. Sources of variation: nurse proficiency, patients, day‐to‐day variation within patients. The set of characteristics is short, simple and useful for planning and comparing workload. Explained variance up to 36%. Calculating estimated means per ward has not been done before. Nurse proficiency is an important factor.

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The moderating role of work pressure on the relationships between emotional demands and tension, exhaustion, and work engagement: an experience sampling study among nurses

Cited by 54 publications

References 76 publications

Hard Enough to Manage My Emotions: How Hardiness Moderates the Relationship Between Emotional Demands and Exhaustion

Hard Enough to Manage My Emotions: How Hardiness Moderates the Relationship Between Emotional Demands and Exhaustion

Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession

Balancing workload of nurses: Linear mixed effects modelling to estimate required nursing time on surgical wards

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