Working Hours, Job Burnout, and Subjective Well-Being of Hospital Administrators: An Empirical Study Based on China’s Tertiary Public Hospitals

Abstract

(1) Purpose: To analyze the role of job burnout in connection with working hours and subjective well-being (SWB) among hospital administrators in China’s tertiary public hospitals. (2) Methods: A multi-stage, stratified, cluster random sampling method was used to select 443 hospital administrators in six tertiary public hospitals for study. The data were collected and analyzed using the working hours measuring scale, Maslach burnout, and the subjective well-being schedule. Pearson correlation, structural equation model, and bootstrap tests were conducted to examine the association between job burnout, working hours, and SWB. (3) Results: Among the 443 respondents, 330 worked more than 8 h per day on average (76.2%), 81 had the longest continuous working time more than 16 h (18.7%), and 362 worked overtime on weekends (82.2%). The prevalence of job burnout in hospital administrators was 62.8%, among which, 59.8% have mild burnout and 3.00% have severe burnout. In the dimension of emotional exhaustion, depersonalization, and reduced personal achievement, the proportion of people in high burnout was 21.0% (91/433), 15.0% (65/433), and 45.3% (196/433), respectively. Job burnout has a mediating effect between working hours and SWB, which accounted for 95.5% of the total effect. (4) Conclusion: Plagued by long working hours and severe job burnout, the hospital administrators in China’s tertiary public hospitals may have low SWB. Working hours have a negative direct impact on job burnout and SWB, and an indirect impact on SWB through job burnout as a mediator. Targeted strategies should be taken to adjust working hours to promote the physical and mental health of hospital administrators.

Mediating role of perceived social support in the relationship between perceived stress and job burnout among midwives in the post‐COVID‐19 era

“…The structural equation model was established and modified by AMOS 21.0, to certify the following hypotheses: (1) Perceived stress has a direct effect on job burnout; (2) Social support has a direct effect on job burnout; and (3) Perceived stress has an indirect effect on job burnout through social support. As shown in Table 5, the fitting index of the initial model (M1) was not ideal, so we revised the model according to the modification indices, which was adopted by Jia et al (2021). The model fitting indexes of final model (M2) (χ2/df = 1.421, RMSEA = 0.036, CFI = 0.996, NFI = 0.986, IFI = 0.996, TLI = 0.992 and GFI = 0.986) met the criteria of goodness‐of‐fit indices, demonstrating that the model was reasonable.…”

“…In order to describe the degree of burnout objectively and accurately, a weighted burnout score with the cut‐off points was proposed, which was widely adopted in the previous studies (Jia et al, 2021; Xu et al, 2020). The equation was determined as “burnout = 0.4 * emotional exhaustion + 0.3 * depersonalization + 0.3 *reduced personal accomplishment.” The scores of eight items of reduced personal accomplishment were reversed.…”

“…Job burnout was measured by Maslach Burnout Inventory-General Scale (MBI-GS) (Maslach et al, 2001), which is one of the widely used scales in the field of burnout (Rotenstein et al, 2018). MBI-GS con- In order to describe the degree of burnout objectively and accurately, a weighted burnout score with the cut-off points was proposed, which was widely adopted in the previous studies (Jia et al, 2021;Xu et al, 2020). The equation was determined as "burnout = 0.4 * emotional exhaustion + 0.3 * depersonalization + 0.3 *reduced personal accomplishment."…”

One-Year Prevalence of Perceived Medical Errors or Near Misses and Its Association with Depressive Symptoms among Chinese Medical Professionals: A Propensity Score Matching Analysis

“…This association has been reported by previous studies [ 42 , 43 , 44 ], which is understandable. It is known that longer working hours are associated with burnout [ 45 , 46 ], which is a significant risk factor for MENM [ 47 , 48 , 49 ]. Another explanation may be that medical professionals may be fatigued by working long hours, and fatigued people are more likely to make mistakes while they are working [ 50 ].…”

Transforming the Emotional Intelligence of the Feeders in Agribusinesses into the Development of Task Performance and Counterproductive Work Behaviors during the COVID-19 Pandemic

“…In addition, previous studies have examined that COVID-19 may infect the farm employees from livestock [5][6][7], so these livestock feeders need to face daily infections from livestock, which is the second source of Indeed, to obtain a superior competitive advantage, livestock production agribusinesses vendors must motivate their livestock feeders to use their full energy for performance (e.g., TP) and should also reduce their negative behaviors (e.g., WB) due to work pressure at the same time [8] to achieve the goal of sustainable work. Previous empirical studies have investigated the organizational enhance variables that increase positive behaviors [9][10][11] and organizational intervention variables that reduce negative employee behaviors [12][13][14]. However, few studies focus on how a single variable (e.g., EI) can simultaneously handle the positive and negative behaviors of feeders in agribusiness.…”