scholarly journals “I AM TIRED” – Job Burnout and Citizenship Behaviour in an Organization: Occupational Commitment as a Mediator in a Malaysian Private University

2020 ◽  
Vol 7 (2) ◽  
Author(s):  
I-Chi Chen ◽  
Ng Lee Peng ◽  
Chong Chin Ann
Keyword(s):  
High Pressure ◽  
Organizational Citizenship ◽  
Emotional Exhaustion ◽  
Academic Staff ◽  
Private University ◽  
Negative Influence ◽  
Sem Analysis ◽  
Job Burnout ◽  
Occupational Commitment ◽  
The Relationship

Today, academics are under high pressure to equip themselves to satisfy various demands. The aim of this study is to investigate the relationship between job burnout, occupational commitment, and organizational citizenship behaviour (OCB) among academics at a private university in Malaysia. The present study was applied on the basis of PLS-SEM analysis. A total of 620 academics from two campuses of a private university participated in the study. The results indicate that emotional exhaustion is the most stressful indicator of job burnout. Secondly, job burnout was found to exert a significant negative influence on OCB as well as occupational commitment. Finally, occupational commitment was found to be a mediator between job burnout and OCB. In summary, this study aims to improve the professional commitment and OCB of academic staff by addressing job burnout.

The influence of Herzberg’s motivator factor on employees’ organizational citizenship behaviour

2016 ◽  
Vol 2 (1) ◽  
pp. 1
Author(s):  
Noorlaila Yunus ◽  
Cairul Azwa Azimi
Keyword(s):  
Organizational Citizenship ◽  
Significant Relationship ◽  
Civic Virtue ◽  
Negative Influence ◽  
Western Countries ◽  
Achievement Growth ◽  
Independent Variable ◽  
Research Questions ◽  
The Relationship

Organizational Citizenship Behaviour (OCB) has been widely studied across the boarders especially in the western countries. This workplace voluntary behaviour is associated with many predictors that may bring whether major, minor or negative influence towards the engagement of employees’ OCB. Basically, this study is focusing on motivation as the predictor or independent variable that influence employees’ engagement on the OCB (altruism, conscientiousness, courtesy, civic virtue and sportsmanship) behaviour. Herzberg’s motivator factor (achievement, advancement, recognition and growth) has been chosen as the independent variable. A total of 150 questionnaires were distributed conveniently to respondents. With 125 questionnaires returned, researcher was able to analyze the data based on the research questions and hypotheses developed. The findings showed moderate and weak, significant relationship between the variable excluding the relationship between independent variable and civic virtue and sportsmanship. Thus, Herzberg’s motivator factor was not a predictor to civic virtue and sportsmanship behaviour. However for the strongest predictor; achievement, growth and growth are strongly predicts the altruism, conscientiousness and courtesy behaviour respectively. However, with the absence of relationship between independent variable and civic virtue as well as sportsmanship, therefore the strongest predictor cannot be determined as the value recorded was below the criterion.

scholarly journals Correlation between Job Burnout and Fear of COVID-19 among ICU and CCU Nurses

2021 ◽  
Author(s):  
F. Golabi ◽  
M. B. Alizadeh Aghdam ◽  
H. Akbarian ◽  
M. M. Hosseini Mazraehshadi
Keyword(s):  
Nursing Care ◽  
Emotional Exhaustion ◽  
Maslach Burnout Inventory ◽  
Job Burnout ◽  
Personal Accomplishment ◽  
Occupational Burnout ◽  
Major Factors ◽  
The Relationship ◽  
Quality Of Nursing

Abstract Background: Occupational burnout among nurses is one of the major factors which affect the quality of nursing care. Assessing the relationship between burnout and its associated factors is one of the most basic things that should be done so that later, actions can be taken to reduce burnout. Fear of COVID-19 is one of the factors that can increase burnout of nurses during the Coronavirus Disease 2019(COVID-19) pandemic.Aim: To investigate the relationship between job burnout and fear of COVID-19 among ICU and CCU nurses.Methods: The Maslach Burnout Inventory (MBI) and the Fear of COVID-19 Scale (FCV-19S) were distributed to ICU and CCU nurses (n = 170) at Shahid Madani Cardiac Hospital, Tabriz, Iran, and the correlation between job burnout and fear of COVID-19 was calculated.Results: The results show that the level of emotional exhaustion and reduced personal accomplishment among participants of this study is average, and depersonalization is at a low level. Also, the level of fear of coronavirus is below average among the respondents. The research showed that emotional exhaustion and fear of COVID-19 were positively correlated (p < 0.05), but there was not any significant correlation between depersonalization and fear of Coronavirus; as the relationship between reduced personal accomplishment and fear of COVID-19. In addition, there were significant correlations between age and reduced personal accomplishment, as well as marital status and reduced personal accomplishment (p < 0.05). On the other hand, the results showed that there were not any significant correlations between gender and burnout dimensions, nor between educational degree and burnout dimensions.Conclusion: As job burnout reduces the quality of nursing care, managers must take strategies that reduce job burnout. One of the strategies that they can take is to reduce the fear of COVID-19 by taking wise strategies.

scholarly journals The Mediating Role of Emotional Exhaustion and Job Satisfaction on the Relationship Between Job Demands and Instigated Workplace Incivility

2017 ◽  
Vol 54 (2) ◽  
pp. 187-207 ◽  
Author(s):  
Vui-Yee Koon ◽  
Pui-Yi Pun
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Academic Staff ◽  
Job Demands ◽  
Workplace Incivility ◽  
Future Research ◽  
Snowball Sampling ◽  
Integrative Framework ◽  
Uncivil Behavior ◽  
The Relationship

High job demands are considered a risk factor for uncivil behavior in the workplace but the mechanism behind this relationship remains unclear. The current study aimed to analyze emotional exhaustion and job satisfaction as sequential mediators of the relationship between job demands and instigated workplace incivility within the integrative framework of affective events theory and the job demand–control model. Data were collected from 102 university academic staff in Klang Valley, Malaysia, via snowball sampling method. The results supported the predicted three-path mediation model with age, gender, and employment contract type as covariates. High job demands led to emotional exhaustion, which, in turn, led to a decrease in job satisfaction level and as a result gave rise to instigated workplace incivility. Implications, limitations of these findings, and directions for future research are further discussed on how to enhance and establish a civil and respectful workplace.

scholarly journals Correlation between job burnout and Fear of COVID-19 among ICU and CCU Nurses (Case study: Shahid Madani Cardiac Hospital, Tabriz, Iran)

2021 ◽  
pp. 024-028
Author(s):  
Golabi Fatemeh ◽  
Alizadeh Aghdam Mohammad Bagher ◽  
Akbarian Hamed ◽  
Hosseini Mazraehshadi Mir Mojtaba
Keyword(s):  
Nursing Care ◽  
Emotional Exhaustion ◽  
Maslach Burnout Inventory ◽  
Job Burnout ◽  
Personal Accomplishment ◽  
Occupational Burnout ◽  
Major Factors ◽  
The Relationship ◽  
Quality Of Nursing

Background: Occupational burnout among nurses is one of the major factors which affect the quality of nursing care. Assessing the relationship between burnout and its associated factors is one of the most basic things that should be done so that later, actions can be taken to reduce burnout. Fear of COVID-19 is one of the factors that can increase the burnout of nurses during the Coronavirus Disease 2019(COVID-19) pandemic. Aim: To investigate the relationship between job burnout and fear of COVID-19 among ICU and CCU nurses. Methods: The Maslach Burnout Inventory (MBI) and the Fear of COVID-19 Scale (FCV-19S) were distributed to ICU and CCU nurses (n = 170) at Shahid Madani Cardiac Hospital, Tabriz, Iran, and the correlation between job burnout and fear of COVID-19 was calculated. Results: The results show that the level of emotional exhaustion and reduced personal accomplishment among participants of this study is average, and depersonalization is at a low level. Also, the level of fear of coronavirus is below average among the respondents. The research showed that emotional exhaustion and fear of COVID-19 were positively correlated (p < 0.05), but there was not any significant correlation between depersonalization and fear of Coronavirus; as the relationship between reduced personal accomplishment and fear of COVID-19. In addition, there were significant correlations between age and reduced personal accomplishment, as well as marital status and reduced personal accomplishment (p < 0.05). On the other hand, the results showed that there were not any significant correlations between gender and burnout dimensions, nor between educational degree and burnout dimensions. Conclusion: As job burnout reduces the quality of nursing care, managers must take strategies that reduce job burnout. One of the strategies that they can take is to reduce the fear of COVID-19 by taking wise strategies.

scholarly journals INTERACTIVE EFFECT OF PERCEPTIONS OF POLITICS (POP) AND IMPRESSION MANAGEMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND JOB BURNOUT

2014 ◽  
Vol 02 (01) ◽  
pp. 49-57
Author(s):  
Humera Akbar ◽  
◽  
Khurram Shahzad ◽  
Keyword(s):  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Job Burnout ◽  
Citizenship Behavior ◽  
Future Research ◽  
The Relationship

This paper aims at investigating the direct and interactive effect of perception of organizational politics (POP) and impression management on organizational citizenship behavior and job burnout. We proposed after review of literature that POP is negatively related to organizational citizenship behavior and is positively related to job burnout. We also hypothesized that impression management weakens both these relationships. Data was collected from 151 teachers of Pakistan through questionnaires consisting of standardized scales. Moderated regression analysis was used to analyze the data. Our findings showed a significant negative relationship between POP and organizational citizenship behavior and a significant positive relationship between POP and job burnout. It was also confirmed that impression management negatively moderates the relationship between POP and organizational citizenship behavior while no moderating effect of impression management was found in the relationship between organizational politics and job burnout. Limitations of the study along with directions for future research and implications for organizational managers have been discussed.

scholarly journals The Mediating Effect of Person-Organization Value Fit on the Relationship Between University branding and Academic Staff Citizenship Behavior

2021 ◽  
Vol 10 (1) ◽  
pp. 313
Author(s):  
Bassant Adel Mostafa ◽  
Azza Abd-Elqader El-Borsaly ◽  
Eglal Abd-Elmoneim Hafez ◽  
Sally Ali Hassan
Keyword(s):  
Higher Education ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Staff ◽  
Education Sector ◽  
Citizenship Behavior ◽  
Employer Branding ◽  
Staff Members ◽  
The Relationship ◽  
Value Fit

Nowadays, research on employer branding is still growing. A specific focus on branding in the higher education sector is still limited, so this research investigates how employer branding impacts organization citizenship behavior and whether person-organization value fit mediates this relationship on a sample of 332 academic staff members working in the private higher education sector in Egypt. The data collection was performed using a self-administered survey. The research employs correlation and regression analysis to test the research hypotheses.  First, the results revealed a moderately significant effect of employer branding practices on organizational citizenship behavior. Second, person-organization value fit has a positive significant mediation effect on the relationship between employer branding and organizational citizenship behavior. These results will help private universities determine to what extent investing in building a strong employer brand will help retain academic staff members.   Received: 7 October 2020 / Accepted: 11 December 2020 / Published: 17 January 2021

scholarly journals Investigating the Relationship between Emotional Intelligence and Social Support with Burnout in Nurses in Intensive Care Units

2020 ◽  
Author(s):  
Sadegh Safa'i Kochaksaraei ◽  
Mohammad Ali Heidari Gorgji ◽  
Tahere Yaghoobi ◽  
Jamshid Yazdani Cherati ◽  
Hedayat Jafari
Keyword(s):  
Social Support ◽  
Emotional Intelligence ◽  
Intensive Care ◽  
Intensive Care Units ◽  
Emotional Exhaustion ◽  
Pearson Correlation ◽  
Individual Performance ◽  
Job Burnout ◽  
The Relationship

Background and purpose: Since job burnout affects the patientschr('39') quality of care, it is useful to identify more effective factors in improving the quality of services. The aim of this study was to investigate the relationship between emotional intelligence and social support with job burnout among nurses. Materials and Methods: This was a descriptive and cross-sectional study conducted in the winter of 2018. The research population included 214 nurses of intensive care units in the medical and educational center of Mazandaran University of Medical Sciences by census sampling method. Data were gathered using Bradbury and Graveschr('39') social intelligence, Philips et al.’s social support, and Maslach and Jackson’s burnout questionnaires. For analyzing the research hypotheses, Pearson correlation, linear regression, and Sobel test were used.   Findings: Two of the nurses exhibited low emotional intelligence (%0.93), while two of them had average (%0.93) and 210 had high emotional intelligence (%98.13). 18.22% had low burnout, 73.36% had average and 8.41% had high burnout rate. The correlation between emotional intelligence with social support was 0.125, and the probability was greater than 0.05. The correlation between emotional exhaustion and perceived social support, personality deprivation, individual performance, and job burnout were found to be 0.012, 0.07, -0.045, and 0.015, respectively; whereas probability values for all of these relationships were more than 0.05. The correlation between emotional intelligence and emotional exhaustion, personality deprivation, individual function, and burnout were -0.263, -0.125, -0.313, and -0.335, respectively. The probability values except for the personchr('39')s depersonalization variable, for other relationships, were also less than 0.05, and the relationship was documented to be significant. Conclusion: There was a significant and inverse relationship between emotional intelligence and job burnout, but there was found not a significant relationship between social support with job burnout, and emotional intelligence with social support.

Educator organizational citizenship behavior and job satisfaction moderation in the GCC expatriate-dominated market

2019 ◽  
Vol 27 (1) ◽  
pp. 19-35 ◽  
Author(s):  
Nabeel Sawalha ◽  
Yunus Kathawala ◽  
Ihab Magableh
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Characteristics ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Content Type ◽  
Task Identity ◽  
The Relationship

PurposeThis paper aims to explore the relationship between job characteristics (JC) and organizational citizenship behavior (OCB) moderated by job satisfaction (JS) among educators in the higher education institutions in the countries of the Gulf Cooperation Council (GCC), including Saudi Arabia, Kuwait, Bahrain, Qatar, United Arab Emirates and Oman, taking into consideration that most educators at the higher education institutions in this area are expatriates.Design/methodology/approachA sample of 157 faculty members and instructors was used. Five job characteristics (skill variety, task identity, task significance, autonomy and feedback) and five OCB behaviors (altruism, civic virtue, courtesy, conscientiousness, and sportsmanship) were studied. The overall job satisfaction was measured with seven general items adopted from Al-Damour and Awamleh (2002). Data were collected voluntarily using social media network announcements and pencil and paper. Structural equation modeling (SEM) analysis was used in testing this moderation relationship.FindingsResults showed that job satisfaction plays a significant moderating effect in enhancing the relationship between four out of the five job characteristics (feedback, skill variety, task identity and autonomy) and only two out of five OCB behaviors, namely, altruism and courtesy. Also, culture showed no significant impact on results.Research limitations/implicationsUsing a self-reporting tool, the respondents could give biased responses that might influence results. In addition, the use a complex relationship to establish a causality relationship among many variables measured with many items did make it difficult and sometimes errored out using SEM analysis.Practical implicationsThis study delivers important suggestions to the management of these institutions as well as higher education administration about how to enhance their educators’ OCBs as a source of competitive advantage taking into consideration that expatriates work within certain legal and social contexts.Originality/valueWith very limited related research covering this region, this study provides an insight into how educators’ OCBs can be enhanced within unique employment structures and policies designed for expatriate educators in the GCC countries.

The impact of transformational leadership on organizational citizenship behaviour: Evidence from Malaysian higher education context

2020 ◽  
pp. 1-13
Author(s):  
Yaser Hasan Salem Al-Mamary
Keyword(s):  
Higher Education ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Research Universities ◽  
Academic Staff ◽  
The Relationship ◽  
Significant Direct Effect

BACKGROUND: Research on Transformational leadership has received attention among scholars, particularly in the field of management. However, the discussion about this issue in the context of higher education is still limited, particularly in the context of Research Universities in Malaysia. Therefore, this study is conducted to address this gap. OBJECTIVE: This study aims to examine the role of organizational commitment in mediating the relationship between transformational leadership and organizational citizenship behaviour (OCB). METHODS: The study was conducted by a structured survey questionnaire on 250 academic staff in Malaysian public universities (MRUs). Structured Equation Modeling (SEM) via SmartPLS software was utilized to examine study hypothesis. RESULTS: The findings of this study showed that transformational leadership has significant direct effect on organizational commitment and organizational commitment has significant direct effect on OCB. These results highlight the importance of mediating role of organizational commitment in predicting transformational leadership –OCB relationship. CONCLUSIONS: The leaders in Malaysian research universities could utilize these findings by setting up strategies to promote transformational leadership and maximize the feeling of academic staff of being committed; this will enhance citizenship behaviour of academic staff. It adds empirical evidence in the existing literature that organizational commitment has a mediation effects on the relationship between transformational leadership and organizational citizenship behaviour, especially in the Malaysian higher education context.

scholarly journals The relationship between burnout and job satisfaction among psychiatric nurses

2019 ◽  
Vol 10 (3) ◽  
pp. 8
Author(s):  
Sahar Behilak ◽  
Ayat Saif-elyazal Abdelraof
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Significant Negative Correlation ◽  
Job Burnout ◽  
Staff Nurses ◽  
University Hospital ◽  
Personal Factors ◽  
Satisfaction Scale ◽  
Low Level ◽  
The Relationship

Objective: One of the core concerns in psychiatric nursing is job burnout among nurses, because burnout had harmful impacts on both nurses’ health and their ability to cope with job demands. Moreover, long term job stress can cause burn out and reduce their level of satisfaction. Aim: The aim of the study was to explore the relationship between burnout aand job satisfactions among psychiatric nurses.Methods: Descriptive correlation design was utilized. The study was conducted at Psychiatric Department in Tanta University Hospital and Tanta Mental Health Hospital. The study sample consisted of 50 staff nurses. Tools were utilized for collection of data: First, the Burnout Inventory by Maslach; Second, the Job Satisfaction scale. It measured the general job satisfaction of the nursing staff. This scale has five domains: Personal factors, Work organization, Content and amount of work, Working unit and Leadership.Results: It was found that the majority of nurses had job dissatisfaction. In relation to staff nurses’ burnout, staff nurses’ job burnout and its components were found. It was observed that the majority of nurses had high burnout. Regarding burnout components, specifically, in relation to emotional exhaustion, it was found that the majority of nurses experienced high emotional exhaustion and depersonalization compared low accomplishment. It was found that there was significant negative correlation between burnout and job satisfaction, the highest frequency of nurses had high burnout and had low level of job satisfaction.Conclusions: The highest frequency of nurses had high burnout and had low level of job satisfaction. It recommended newly developed interventions to alleviate nurses’ burnout and increase job satisfaction, thereby enhancing the quality of healthcare. So, further support of managers in the prevention of burnout is a necessity. Thus, it will enhance creativity, job satisfaction, self-worthiness, and service quality.

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