The influence of relationship conflict, employee turnover intention, and employee performance

This study discusses the influence of relationship conflict, turnover intention, and employee performance of Gladish Medical Center General Hospital on work burnout as a mediator. The purpose of this study is to examine and analyze the influence of relationship conflict on work burnout as a mediator on turnover intention and employee performance of Gladish Medical Center General Hospital Pesawaran. Researchers use census technique with 70 respondents who are employees of Gladish Medical Center General Hospital Pesawaran. The analytical test uses SmartPLS v.2.0 with SEM (Structural Equation Modelling) analysis method. The results reveal that relationship conflict has a positive and significant influence on turnover intention. Work burnout is proven to mediate the influence of relationship conflict on turnover intention. While relationship conflict has no significant influence on employee performance. Work burnout is proven to mediate the influence of relationship conflict on employee performance. Relationship conflict has a positive and significant influence on work burnout. Work burnout has a positive and significant influence on turnover intention. Work burnout has a negative and significant influence on employee performance.

How organizational citizenship behavior is promoted among nurses: A moderated mediation model

BACKGROUND: Health care environment relies to a great extent on positive nursing behaviors. So in this study, individual difference factors were taken into account in explaining organizational citizenship behavior by integrating trait theory, conservation of resource theory, and affective event theory. OBJECTIVE: The present study examines whether work burnout mediates the relationship between the extraversion trait and organizational citizenship behavior, then investigating whether the mediating effect is moderated by emotional contagion. METHOD: The study employs cross-sectional design and questionnaire-based survey was used to collect the data from 311 nurses working in private hospitals. RESULTS: The findings reveals that extraversion trait is positively related to organizational citizenship behavior. Then, work burnout partially mediates the relationship between extraversion and organizational citizenship behavior. Further, moderated mediation analysis discloses the indirect effect of extraversion on organizational citizenship behavior through work burnout is a decreasing function of emotional contagion. CONCLUSION: The study reports extravert nurses are likely to exhibit more organizational citizenship behavior through reduced work burnout. However, nurses should maintain low level of emotional contagion to have stronger mediating effects. Training should be provided to nursing staff to understand and handle the level of emotional contagion exist among them unconsciously.

Psychological empowerment and work burnout among rural teachers: Professional identity as a mediator

We examined the relationship between psychological empowerment and work burnout as mediated by professional identity. Participants were 650 primary and secondary school teachers from nine rural provinces in China. The results indicate that both psychological empowerment and professional identity were significantly and negatively related to work burnout, and that psychological empowerment was significantly and positively associated with professional identity. Furthermore, professional identity partially mediated the relationship between psychological empowerment and work burnout. These findings advance research on the psychology of professional identity by clarifying the relationship between psychological empowerment and work burnout.

Contribution of Workload and Compensation to Teacher's Burnout

This research was conducted to show the contribution of workload and compensation to teacher burnout in Cilacap Regency. The methodology in this study is the quantitative approach with multiple linear regression models. The sample was conducted on 142 teachers in Cilacap Regency. The research instrument is a closed questionnaire on google form based on the Likert scale. Hypothesis testing is obtained from the t-test and the F test. The results show several conclusions: 1) Workload contributes positively and significantly to teacher’s burnout in Cilacap Regency, which means increasing workload will increase teacher’s burnout. 2) Compensation has a negative and significant contribution to teacher work burnout in Cilacap Regency, which means an increase in compensation will decrease teacher work burnout. 3) Workload and compensation contribute to teacher work burnout in Cilacap Regency with a determination coefficient value of 0.439 or 43.9%, which means that workload and compensation contribute together to burnout by 43.9%.

Job demands-resources model, transformational leadership and organizational performance: a multilevel study

PurposeThe purpose of this paper is to integrate an extended by personal resource job demands-resources (JD-R) model in the relationship between transformational leadership and organizational performance. It is argued that the responsive, supportive and developmental leader's style will reduce employees' levels of burnout and increase their levels of work engagement and ultimately will increase organizational performance expressed by productivity, growth and creativity.Design/methodology/approachThe hypotheses were tested among a national sample of 1,011 employees in 107 Greek public and private organizations operating within an environment of economic and financial crises. The operational model was tested using a multilevel structural equation modelling.FindingsIt appeared that job demands and work burnout and job resources and work engagement, serially and fully mediated the relationship between transformational leadership and organizational performance. Further, it is found that personal resources negatively and fully mediate the relationship between job resources and work burnout and positively and partially mediate the relationship between job resources and work engagement.Research limitations/implicationsData were collected using a cross-sectional design, not allowing dynamic causal inferences.Practical implicationsConsidering that the transformational leadership style reduces employees' levels of burnout and increases their levels of work engagement and accordingly improves organizational performance, organizations are well advised to encourage this leadership style.Social implicationsTransformational leadership by balancing job demands and job resources could have a positive impact on employee well-being.Originality/valueThe study, using multilevel testing, demonstrates that the extended JD-R model can be integrated into the transformational leadership– organizational performance relationship.

Alone in the Gym: A Review of Literature Related to Physical Education Teachers and Isolation

Feelings of isolation have long been found to be experienced by many teachers, particularly by those within some specialist disciplines, including physical education (PE). The potential effects of teacher isolation are undesirable and plentiful. They include a lessening of interest in one’s work, burnout, and/or an absence of community connection. Given the uniqueness of their discipline, PE teachers may especially be impacted by the following: Their discipline is “low status” and marginalized, they are frequently both physically and psychologically isolated from their peers, and they often are one of very few PE specialists in a school. Given these sorts of unique challenges for PE teachers, the authors undertook a scoping review of literature in order to gather and provide a comprehensive and up-to-date account of peer-reviewed literature related to PE teachers and isolation, as well as offer implications for PE research and practice.