Work Related Well-Being: Burnout, Work Engagement, Occupational Stress and Job Satisfaction Within a Medical Laboratory Setting

Abstract

This study investigated work-related well-being in a medical laboratory setting. A cross-sectional survey design was used to gather data from a convenience sample of 202 medical laboratory staff (females = 35.64%; majority ethnicity = Indian). Participants completed the Burnout Inventory-General Survey (MBI), Utrecht Work Engagement Scale (UWES), Job Demands-Resources Scale (JDRS) and the revised Minnesota Job Satisfaction Questionnaire (MSQ) were used. Pearson product-moment correlation coefficients were used to specify the relationships between the variables. Structural equation modeling (SEM) was used to test the models of work-related well-being. The results provided support for a four-factorial model of work-related well-being consisting of burnout (exhaustion and cynicism), engagement (vigour and dedication), occupational stress (job demands and lack of job resources) and job satisfaction (intrinsic and extrinsic satisfaction). Job satisfaction characterizes work-related well-being the most and work engagement the least.

Building an Exploratory Model for Part‐time Sales Associates’ Turnover Intentions

“…Overall, the data on relationships among job performance, job satisfaction, burnout, and turnover intention of part-time apparel associates paralleled the findings of researchers studying full-time employees. Job performance of part-time workers influenced their job satisfaction (Brown et al, 1993) and both job satisfaction (Schaufeli et al, 2008) and work engagement (Narainsamy & Westhuizen, 2013) were negatively related to burnout. In addition, work engagement was negatively related to burnout and burnout had a direct influence on turnover intention (Kim & Stoner, 2008).…”

“…Bakker and Demerouti (2008) found that work engagement had a positive effect on job performance for human resource employees. Narainsamy and Westhuizen (2013), in a study of employees in a medical laboratory, found that burnout negatively affected work engagement. Nurses who experienced an imbalance between their work effort and rewards were more likely to feel emotionally exhausted than nurses who did not (Bakker, Killmer, Siegrist, & Schaufeli, 2000).…”

Job Demands and Resources as Antecedents of Work Engagement: A Diagnostic Survey of Nursing Practitioners

“…Though the JDRS has not been applied nearly as much as the UWES and empirical validation information pertaining to the instrument is consequently less common, the reliability of the measuring instrument has been reported to be acceptable. Narainsamy and Van der Westhuizen (2013) reported that the job demands and resources scale analysis resulted in a Cronbach's alpha coefficient of .70 in a study within the medical laboratory setting. Similar results were reported by Jackson and Rothmann (2005) who grouped the 16 job demand and resources into 6 subscales and reported Cronbach's alphas between .71…”

The influence of job satisfaction, resilience and work engagement on turnover intention among village doctors in China: a cross-sectional study

“…Work engagement is defined as a positive, affectivemotivational state of work-related well-being, with the characteristics of vigour, dedication and absorption [7,29]. In countries or regions with limited medical resources, the work engagement of medical staff, in contrast to job burnout and high turnover intention, is recognized as an irreplaceable and much-desired organizational asset [30]. Personal characteristics such as psychological status, job identity and personality affect work engagement.…”