Passionate healthcare workers in demanding intensive care units: its relationship with daily exhaustion, secondary traumatic stress, empathy, and self-compassion.

This study focuses on Intensive Care Units (ICU) and aims to test whether daily job demands are related to daily emotional exhaustion and secondary traumatic stress (STS) after work through the experience of passion at work and whether personal resources in ICU, such as empathy and self-compassion, moderate these relationships. A diary study was designed to assess day-level job demands, passion, empathy, self-compassion at work; and day-level emotional exhaustion and STS after work. The sample was 97 healthcare workers from ICU from different Spanish hospitals being selected by the snowball technique. This sample was assessed 5 days x two moments per day through a diary questionnaire. The multilevel analysis showed a negative mediational effect of harmonious passion between daily job demands and both emotional exhaustion and STS. Also, in predicting emotional exhaustion, a moderator effect of empathy on harmonious passion was found, as well as a moderator effect of self-compassion on obsessive passion. In predicting STS, a direct positive effect was found in empathy. Our findings highlight the vocational work of these healthcare workers, considering job demands as challenging and enhancing their harmonious passion to overcome the drawbacks. Moreover, empathy revealed to have a negative effect whereas self-compassion the contrary. Thus, increase the awareness on these personal resources and how to train them could be considered as valuable preventative measures.

Burnout among pilots: psychosocial factors related to happiness and performance at simulator training.

In this study among airline pilots, we aim to uncover the work characteristics (job demands and resources) and the outcomes (job crafting, happiness and simulator training performance) that are related to burnout for this occupational group. Using a large sample of airline pilots, we showed that 40% of the participating pilots experience high burnout. In line with Job Demands-Resources theory, job demands were detrimental for simulator training performance because they made pilots more exhausted and less able to craft their job, whereas job resources had a favourable effect because they reduced feelings of disengagement and increased job crafting. Moreover, burnout was negatively related to pilots' happiness with life. These findings highlight the importance of psychosocial factors and health for valuable outcomes for both pilots and airlines. Practitioner Summary: Using an online survey among the members of a European pilots' professional association, we examined the relationship between psychosocial factors (work characteristics, burnout) and outcomes (simulator training performance, happiness). Forty per cent of the participating pilots experience high burnout. Job demands were detrimental, whereas job resources were favourable for simulator training performance/happiness. Twitter text: 40% of airline pilots experience burnout and psychosocial work factors and burnout relate to performance at pilots' simulator training.

Adverse trajectories of mental health problems predict subsequent burnout and work-family conflict - a longitudinal study of employed women with children followed over 18 years.

BACKGROUND: The long-term consequence of experiencing mental health problems may lead to several adverse outcomes. The current study aims to validate previous identified trajectories of mental health problems from 1993 to 2006 in women by examining their implications on subsequent work and family-related outcomes in 2011. METHODS: Employed women (n = 439) with children were drawn from the Tracking Opportunities and Problems-Study (TOPP), a community-based longitudinal study following Norwegian families across 18 years. Previous identified latent profiles of mental health trajectories (i.e., High; Moderate; Low-rising and Low levels of mental health problems over time) measured at six time points between 1993 and 2006 were examined as predictors of burnout (e.g., exhaustion and disengagement from work) and work-family conflict in 2011 in univariate and multivariate analyses of variance adjusted for potential confounders (age, job demands, and negative emotionality). RESULTS: We found that having consistently High and Moderate symptoms as well as Low-Rising symptoms from 1993 to 2006 predicted higher levels of exhaustion, disengagement from work and work-family conflict in 2011. Findings remained unchanged when adjusting for several potential confounders, but when adjusting for current mental health problems only levels of exhaustion were predicted by the mental health trajectories. CONCLUSIONS: The study expands upon previous studies on the field by using a longer time span and by focusing on employed women with children who experience different patterns of mental health trajectories. The long-term effect of these trajectories highlight and validate the importance of early identification and prevention in women experiencing adverse patterns of mental health problems with regards to subsequent work and family-related outcomes.

Strategies used by individuals to prevent burnout.

BACKGROUND: Burnout represents a syndrome that is related to demanding job characteristics combined with the absence of resources or motivational job characteristics. The aim of this position study was to present strategies that individuals use to minimize burnout and its unfavourable effects. MATERIALS AND METHODS: The study focuses explicitly on strategies that individuals use to (i) deal with diminished resources that come with burnout, (ii) change their job characteristics such that the job becomes less demanding and more motivating and (iii) manage the interplay between the work and nonwork domains. RESULTS: Individuals seem to use coping, recovery and compensation strategies to reduce the impact of work stressors by changing the stressor or their responses to the stressor. Moreover, they use job crafting to alter the characteristics of the job such that it becomes less hindering and more motivating. Finally, individuals create boundaries between their work and nonwork domains to experience less work-family and family-work conflicts by actively detaching from work. CONCLUSIONS: Finding bottom-up strategies that individuals use to minimize burnout or its unfavourable effects may be essential to complement the top-down interventions initiated by organizations.

Factors associated with mental health status of medical residents: a model-guided study.

Residency is a stressful period in a physician's development, characterized by long work hours, time pressure, and excessive work load, that can exert negative effects on residents' mental health. Job burnout and negative work-home interference may play a major role in residents' mental health problems. The present study used the job demands-resources model as a theoretical framework to examine the way in which job demands (e.g., workload, emotional demands) and job resources (e.g., supervisor support, job autonomy) were associated with residents' mental health. From a pool of 290 medical residents, 264 (91 %) completed the questionnaires. Applying structural equation modeling techniques, the results showed that greater emotional exhaustion (ß = -.65, SE = .09, p < .001) and more work-home interference (ß = -.26, SE = .10, p < .05) were related to poor mental health. Specific job demands (i.e., high workload) and particular job resources (i.e., low opportunities for professional development and low supervisor support) were related to poor mental health not directly but only indirectly, via emotional exhaustion or work-home interference. Thus, through work-related emotional exhaustion, the impact of work conditions might be transmitted to and interfere with non-work related domains such as family life, as well as with domain-unspecific aspects of well-being, such as mental health and psychological distress. Implications of the results and suggestions for future research and practice are outlined.

Job demands-resources theory: Frequently asked questions.

Job demands-resources (JD-R) theory is commonly used to predict employee well-being, work behaviors, and performance. This article provides a short description of JD-R theory and discusses issues and questions that have been raised regarding the theory. These issues include the differences between conservation of resources theory and JD-R theory, whether a job resource can be a job demand, the impact of job resources on strain and health, the role of hindrance and challenge job demands in JD-R theory, the relationship between job demands and resources, and the likelihood of work engagement being a redundant concept. We also discuss whether JD-R theory can be falsified, the role of personality in the theory, within- and between-person effects in JD-R theory, the question whether there is a standard JD-R questionnaire, and the existence of loss and gain spirals. Finally, we discuss the use of JD-R theory in domains other than work and answer the question whether JD-R theory is universally applicable. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

A survey-based study about burnout among postgraduate medical trainees: implications for leaders in healthcare management.

Introduction: The goal of the study is to assess burnout among postgraduate medical trainees, evaluate the association with sociodemographic features and offer potential wellness strategies for leaders responsible for their education, training, management, and wellbeing. Methods: The Oldenburg Burnout Inventory was used. The web-based, voluntary, and anonymous survey was sent to postgraduate medical trainees from various specialties and all years of training in a tertiary medical center in Beirut, Lebanon. Additional questions were added after the survey regarding reporting channels for burnout and possible interventions for wellbeing. Results: The total number of valid responses are 188. The prevalence rates of high burnout are 37.2% for disengagement and 51.1% for exhaustion. There is a significant difference between the mean of exhaustion and gender (p = 0.003). There is a significant difference between the mean of disengagement and year of training (p = 0.017). There is a significant difference between the mean of exhaustion and year of training (p = 0.029). There is a significant difference between the frequency of disengagement and year of training (p = 0.027). Conclusion: The study reveals how postgraduate medical training program is impacted by the existing challenges from social, health, and financial standpoint, along with the instabilities encountered such as multiple wars and port blast in 2020 and how these variables aggravate burnout. Burnout severely impacts the education and training of PGMT and promoting wellbeing can help reverse the process. Findings contribute to establishing effective strategic interventions for leaders in healthcare management to adopt.

Sustainable employability and work engagement: a three-wave study.

Introduction: The recent concept of sustainable employability (SE), which refers to being able and enabled to achieve valuable work goals, has lately attracted substantial attention in many developed countries. Although limited cross-sectional studies found that SE in the form of capability set was positively associated with work outcomes, why and through which mechanism SE is related to crucial work outcomes remains still unexplored. Therefore, the present three-wave study aimed to (1) investigate the SE-work outcomes linkage over time, and (2) uncover the psychological pathway between SE and two work outcomes (i.e., task performance and job satisfaction) by proposing work engagement as a mediator. Methods: To test the mediation process, we approached CentERdata to collect data among a representative sample of 287 Dutch workers. We used a three-wave design with approximately a 2-month time lag. Results: The results of bootstrap-based path modeling indicated that SE was a significant predictor of task performance but not job satisfaction over time. Work engagement mediated the relationships between SE and (a) task performance and (b) job satisfaction. Discussion: These findings suggest that organizations may foster workers' task performance and job satisfaction by configuring a work context that fosters SE-allowing workers to be able and be enabled to achieve important work goals.

Assessing the artificially intelligent workplace: an ethical framework for evaluating experimental technologies in workplace settings.

Experimental technologies, including AI and robots, are revolutionising many types of work. For example, the logistics warehouse sector is witnessing a wave of new technologies, such as automated picking tools, collaborative robots and exoskeletons, affecting jobs and employees. Notably, it is not always possible to predict the effects of such new technologies, since they have inherent uncertainties and unintended consequences. Hence, their introduction into workplaces can be conceived as a social experiment. This paper aims to sketch a set of ethical guidelines for introducing experimental technologies into workplaces. It builds on Van de Poel's general framework for assessing new experimental technologies and translates that framework into a more specific context of work. We discuss its five principles: non-maleficence, beneficence, responsibility, autonomy, and justice. Each of these principles is applied to workplaces in general, and specifically to the logistics warehouse setting as a case study. A particular focus in our discussion is put on the distinctive potential harms and goods of work.

Work-family interface from a life and career stage perspective: the role of demands and resources.

Work-family conflict and enrichment are experiences that occur daily and have substantial consequences for employees, their families, and the organizations that employ them. The aim of the current review is to make a link between life and career stage, work and family conditions, and the work-family interface. The basic proposition is that life stages partly determine career development, and consequently the specific working conditions (job demands and job resources) and family conditions (family demands and family resources) that individuals are exposed to. As a result, the specific demands and resources in the work and family domains determine to what extent individuals experience that work and family are conflicting or enriching life domains. In this review we suggest that individuals in early adulthood will experience high inter-role conflict and low facilitation due to high demands and low resources in both life domains, while individuals in late adulthood will experience the opposite pattern; that is, low conflict and high facilitation due to low demands and high resources in both domains. Individuals in middle adulthood will experience high work-family conflict but also high family-work facilitation due to the presence of high job demands and resources in both life domains. Integrating life and career stage perspectives and the experience of work-family interface is of notable practical utility because it provides a mechanism to make more informed decisions about the relative need for and corresponding benefits of work-family programs.

The Life Crafting Scale: Development and Validation of a Multi-Dimensional Meaning-Making Measure.

Finding meaning in our lives is a central tenet to the human experience and a core contributor to mental health. Individuals tend to actively seek the sources of meaning in their lives or consciously enact efforts to create or "craft" meaning in different life domains. These overall "Life Crafting" behaviors refer to the conscious efforts individuals exert to create meaning in their lives through (a) cognitively (re-)framing how they view life, (b) seeking social support systems to manage life challenges, and (c) actively seeking challenges to facilitate personal growth. Specifically, these behaviors are actioned to better align life goals, personal needs, values, and capabilities. However, no psychological assessment instrument currently exists to measure overall life crafting. As such, the purpose of this paper was twofold: to conceptualize life crafting and to develop, validate and evaluate a robust measure of overall life crafting. A mixed-method, multi-study research design was employed. First, nine participants were interviewed to determine the methods or techniques used to craft meaningful life experiences. These methods/techniques were used as indicators to create an initial item pool which was then reviewed by a panel of experts to ensure face validity. Second, in Study 1, the factorial structure of the instrument was explored by gathering data from a convenience sample (N = 331), with the results showing support for a three-factor structure of life crafting, consisting of (a) cognitive crafting, (b) seeking social support, and (c) seeking challenges. Finally, in Study 2 (N = 362), the aim was to confirm the factorial structure of the Life Crafting scale and to determine its level of internal consistency, partial measurement invariance across genders, and criterion validity [meaning in life (ß = 0.91), mental health (ß = 0.91), work engagement (ß = 0.54), and job burnout (ß = -0.42)]. The results supported a second-order factorial model of Life Crafting, which comprised of three first-order factors (cognitive crafting, seeking social support, and seeking challenges). Therefore, the Life Crafting Scale can be used as a valid and reliable instrument to measure- and track the effectiveness of life crafting interventions.

Job Demands and Exhaustion in Firefighters: The Moderating Role of Work Meaning. A Cross-Sectional Study.

Emotional exhaustion and other symptoms of burnout are often found among emergency services professions, such as firefighting. Given the social importance of this activity and the high responsibility it requires, prevention and alleviation of burnout symptoms become primary concerns in ensuring the well-being of firefighters. Although work meaning is one of the factors associated with a lower risk of developing burnout, its protective role has not been studied in firefighters. Therefore, the purpose of this study was to assess the buffering role of work meaning in the health-impairment process of the Job Demands-Resources model, targeting the relationship between job demands and related emotional exhaustion. A cross-sectional survey design was used to collect data from a sample consisting of Romanian firefighters (n = 1096). Structural equation modeling indicated a positive link between job demands and exhaustion. In addition, deriving personal meaning from work was associated with lower levels of exhaustion in firefighters. A small but significant interaction effect between work meaning and job demands showed that higher levels of work meaning attenuated the positive relationship between job demands and exhaustion. In conclusion, our findings suggest that work meaning has a buffering effect on the impact of various job demands on job-related exhaustion. Nevertheless, the small effect sizes warrant further research on this topic.

The Role of Healthcare Professionals' Passion in Predicting Secondary Traumatic Stress and Posttraumatic Growth in the Face of COVID-19: A Longitudinal Approach.

COVID-19 has increased the likelihood of healthcare professionals suffering from Secondary Traumatic Stress (STS). However, the difficulty of this crisis may lead these professionals to display personal resources, such as harmonious passion, that could be involved in posttraumatic growth. The goal of this study is to examine the STS and posttraumatic growth among healthcare professionals and the demands and resources related to COVID-19. A longitudinal study was carried out in April 2020 (T1) and December 2020 (T2). The participants were 172 health professionals from different health institutions and they reported their workload, fear of contagion, lack of staff and personal protection equipment (PPE), harmonious passion, STS and posttraumatic growth. The results revealed that workload and fear of contagion in T2 were positive predictors for STS, whereas harmonious passion was a negative predictor. Fear of contagion of both times seemed to positively predict posttraumatic growth, as well as harmonious passion. One moderation effect was found concerning the lack of staff/PPE, as posttraumatic growth was higher when the workload was high, especially in those with a high lack of staff/PPE. All in all, these findings pointed out the need for preventative measures to protect these professionals from long-term negative consequences.

COVID-19 and the workplace: Implications, issues, and insights for future research and action.

The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

A job search demands-resources intervention among the unemployed: Effects on well-being, job search behavior and reemployment chances.

In this article, we evaluate the effects of a 3-day training intervention among unemployed individuals that focused on enhancing levels of reemployment crafting and psychological capital in order to increase well-being, job search behavior, and reemployment chances. A total of 146 unemployed individuals participated in a 3-day training intervention. The control group consisted of 275 unemployed individuals. General linear modeling results showed that the intervention indeed did enhance participants' levels of reemployment crafting (seeking resources and seeking challenges) and psychological capital. Moreover, the intervention had a significant and positive effect on job search behavior and goal setting, whereas a significant but protective effect was found for well-being. However, we found no significant effect of the intervention on reemployment status within 6 months after the intervention. Therefore, we conclude that the intervention seems to be a promising tool to enhance job search behavior and preserve well-being among the unemployed. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Reemployment crafting: Proactively shaping one's job search.

This article introduces the concept of reemployment crafting: the proactive, self-initiated behaviors undertaken by the unemployed to shape the environmental conditions of their job search in a way that enhances the person-environment (P-E) fit during the job search process. Using 2 longitudinal studies (Study 1: 3-wave study over a 3-month period, N = 153; Study 2: 4-day diary study, N = 189, days = 627), we investigated whether the manner in which the unemployed craft their job search is similar to the way employees craft their job. We examined whether reemployment crafting was positively related to job search performance (i.e., environmental exploration and networking behavior) and reemployment chances. Moreover, we examined whether contingency factors (i.e., social support and subjective goal attainment) affected the effectiveness of reemployment crafting. Results from both samples confirmed that the way the unemployed craft their job searches is similar to the way that employees craft their jobs. Reemployment crafting was positively related to job search performance, both within a 3-month period and within days. Moreover, reemployment crafting was especially beneficial for environmental exploration on days when social support and goal attainment were low. Last, environmental exploration was related to networking behavior, which in turn was predictive of reemployment chances. Specifically, in the diary study networking quality was related to reemployment status, while within the 3-month period, networking intensity seemed more effective. We conclude that reemployment crafting seems a promising way to enhance job search performance and ultimately the chances of finding reemployment. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Providing Services During Times of Change: Can Employees Maintain Their Levels of Empowerment, Work Engagement and Service Quality Through a Job Crafting Intervention?

By means of a quasi-experimental study, the effects of a tailor-made job crafting intervention for employees of a Dutch unemployment agency were evaluated. The intervention was designed to prevent a decrease in employee empowerment, work engagement and employee performance (i.e., the provision of services) due to organizational changes. Seventy-four employees received a 1-day training in which they set four job crafting goals for the subsequent weeks. After 6 weeks a reflection session was organized. Repeated measures ANOVA's showed that the intervention prevented a decrease in employees' feelings of empowerment. Furthermore, pre-post comparison tests showed that the control group (N = 89) experienced a significant decrease in work engagement, whereas the intervention group did not. Results showed no effect on customer-rated employee service quality. However, 1 year after the intervention, customer ratings of employee service quality were significantly higher for the intervention group compared to the control group. Although further research is needed, our results demonstrate that a job crafting intervention may be a promising tool to combat a decline in employee empowerment and work engagement during times of organizational change.

How do Employees Adapt to Organizational Change? The Role of Meaning-making and Work Engagement.

This multi-wave, multi-source study focuses on the benefits of work engagement for employee adaptation to organizational change. The change entailed the implementation of a flexible office design in an engineering firm, which caused radical change for employees. Building on conservation of resources (COR) theory and change transition models, we predict that work engagement trajectories during change are crucial for successful adaptation. The hypothesized process was that initial employee meaning-making will facilitate work engagement, which, in turn, predicts supervisor-rated adaptive performance (i.e. adaptive work-role performance and extra-role performance) via attitude-to-change. Attitude-to-change was modeled as reciprocally related to work engagement at different points in time. Weekly questionnaires were completed by 71 employees during the first five weeks of the change (296 observations). Latent growth trajectories using weekly engagement measures showed no overall growth, but did show significant variance around the slope of work engagement. Meaning-making and attitude-to-change at the onset were positively related to initial levels, but not to growth of work engagement. Meaning-making was indirectly related to short-term attitude-to-change via work engagement. Short-term attitude-to-change was predictive of supervisor-rated adaptive performance and long-term attitude-to-change. Finally, work engagement (slope) predicted long-term attitude-to-change and supervisor-rated extra-role performance via short-term attitude-to-change. Taken together, the study contributes to knowledge about micro-level transition processes of employee adaptation and the benefits of work engagement during change.

Workaholism, Work Engagement and Child Well-Being: A Test of the Spillover-Crossover Model.

This study examines how working parents' work attitudes (i.e., workaholism and work engagement) are associated with their child's psychological well-being. Based on the Spillover-Crossover model (SCM), we hypothesize that (a) work-to-family spillover (i.e., work-to-family conflict and facilitation) and (b) employee happiness will sequentially mediate the relationship between parents' work attitudes and their child's emotional and behavioral problems. A cross-sectional survey was conducted among Japanese dual-earner couples with pre-school child(ren). On the basis of valid data from 208 families, the hypothesized model was tested using structural equation modeling. For both fathers and mothers simultaneously, workaholism was positively related to work-to-family conflict, which, in turn, was negatively related to happiness. In contrast, work engagement was positively related to work-to-family facilitation, which, in turn, was positively related to happiness. Fathers' and mothers' happiness, in turn, were negatively related to their child's emotional and behavioral problems. Results suggest that parents' workaholism and work engagement are related to their child's emotional and behavioral problems in opposite ways, whereby parents' spillover and happiness mediate this relationship. These findings support the SCM and suggest that decreasing workaholism and improving work engagement may not only improve employees' happiness, but also decrease their child's emotional and behavioral problems.

Workaholism and relationship quality: a spillover-crossover perspective.

This study of 168 dual-earner couples examined the relationship between workaholism and relationship satisfaction. More specifically, on the basis of the literature, it was hypothesized that workaholism is positively related to work-family conflict. In addition, the authors predicted that workaholism is related to reduced support provided to the partner, through work-family conflict, and that individuals who receive considerable support from their partners are more satisfied with their relationship. Finally, the authors hypothesized direct crossover of relationship satisfaction between partners. The results of structural equation modeling analyses using the matched responses of both partners supported these hypotheses. Moreover, in line with predictions, the authors found that gender did not affect the strength of the relationships in the proposed model. The authors discuss workplace interventions as possible ways to help workaholics and their partners.