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Background With the rise and deepening of positive psychology research, theoretical research on job burnout is also deepening worldwide, and some new theoretical models are proposed, such as the burnout-engagement continuum, but there is still a lack of empirical research and application in China. Objective To analyze the current situation and influencing factors of five profiles in the burnout-engagement continuum in working populations of China: job engagement, ineffective, overextended, disengaged, and burnout. Methods From August to October 2019 and June to September 2020, a total of 27344 subjects of key occupations in six typical industries, including teachers, firefighters, manufacturing workers, medical staff, flight attendants, and traffic police, were selected from 10 provinces (cities) in the eastern, middle, and western regions of China by multistage stratified cluster sampling method for cross-sectional investigation. Maslach Burnout Inventory-General Survey and Core Occupational Stress Scale were used to evaluate job burnout and occupational stress respectively. χ2 test was used to compare rates of count data. Binary logistic regression was used for multivariate analysis of the five profiles. Results Among the subjects, 24.4%, 61.9%, 31.9%, 12.7%, and 11.8% were the prevalence rates of job engagement, ineffective, overextended, disengaged, and burnout, respectively. Flight attendants (35.7%), firefighters (29.0%), traffic police (28.5%), and manufacturing workers (26.5%) had high prevalence rates of job engagement profile. Medical stuff (62.9%) and manufacturing workers (61.8%) had high prevalence rates of ineffective profile. Teachers (39.2%), traffic police (37.2%), and medical stuff (35.5%) had high prevalence rates of overextended profile. Traffic police (17.9%), medical staff (14.3%), and teachers (13.4%) had high prevalence rates of disengaged profile. Traffic police (16.9%), medical staff (13.4%), and teachers (13.3%) had high prevalence rates of burnout profile. The results of multivariate analysis showed that gender, age, education level, marital status, weekly working hours, length of service, income per month, shift work, smoking, drinking, industry, and occupational stress entered into the regression equations of job engagement, ineffective, overextended, disengaged, and burnout. The risks of overextended (OR=1.456-2.970), disengaged (OR=1.306-4.092), and burnout (OR=1.302-4.102) among the high rating groups of the four factors of occupational stress were higher than those among the low rating groups. Flight attendants (OR=0.296) and firefighters (OR=0.329) had lower risks of burnout than teachers, and flight attendants (OR=0.392) and firefighters (OR=0.466) had lower risks of disengaged than teachers. Conclusion Among the prevalence rates of the five profiles in the burnout-engagement continuum in the 6 typical occupational populations in China, ineffective profile is the highest, followed by overextended, and burnout is the lowest. Gender, age, education level, marital status, weekly working hours, length of service, income per month, shift work, smoking, drinking, industry, and occupational stress have different effects on the five profiles, but industry and occupational stress have greater impacts on job burnout.
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Job burnout is a hot topic in occupational health psychology research at home and abroad. This paper reviewed the concept and development of job burnout, introduced the common tools measuring job burnout, indicated the problems reported in the measurement tools of job burnout, proposed suggestions on the introduction, translation, development and use of burnout measurement tools, summarized the new trend of research on job burnout abroad, and prospected the future research work of job burnout in China.
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OBJECTIVE: To explore the mediating role of psychological capital in the sense of occupational mission and work engagement in preschool teachers.METHODS: A method of stratified cluster sampling was used to select 464 preschool teachers from 16 kindergartens in a city of Hubei Province. Occupational Mission Scale, Psychological Capital Questionnaire and Job Involvement Questionnaire were used to investigate their sense of occupational mission, psychological capital and job engagement. RESULTS: The total score of occupational mission was(48.6±6.9); the total score of psychological capital was(87.1±11.8); and the total score of work engagement was(79.8±11.4). Occupational mission was positively correlated with job engagement [correlation coefficient(r) was 0.607, P<0.01].The self-efficacy, hope, tenacity and optimism were positively correlated with job engagement(r were 0.526, 0.544, 0.573, 0.415, respectively, P<0.01). The mediating effect of psychological capital on occupational mission and work engagement was 0.15, accounting for 26.8% of the total effect. CONCLUSION: The sense of occupational mission can directly or indirectly promote job engagement. The psychological capital plays a mediating role between occupational mission and job engagement.
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Objective:To study the perceived organizational support,organizational approval impact on job engagement process and influence mechanism of non-establishment staff in public hospital under the background of China's personnel sys-tem,and provide reference for hospital managers to take measures to promote the staff's job involvement. Methods:650 non-es-tablishment staffs from three tertiary public hospitals in each of the six cities of Sichuan province were surveyed by issuing or-ganizational support questionnaires,organization approval scale and work input scale. Descriptive analysis,correlation analy-sis,regression analysis were performed with the help of SPSS 19.0,a three-variable structural equation model was established by using AMOS17.0. Results:The average score of organizational support of non-establishment staffs in public hospitals was (2.80 ±1.05),the organizational approval scale was(3.73 ±1.03)and job engagement was(2.99 ±1.58);and there was a sig-nificant positive correlation (P<0.01) between organizational approval and job engagement. It was also revealed that per-ceived organizational support had a direct effect on job involvement,and indirect effect on organizational approval as a partial mediation variable. Conclusion:Public hospitals have a low level of perceived organizational support,job involvement of non-establishment staffs,and public hospital administrators can promote the job engagement of non-establishment staffs in public hospital by improving the sense of organizational support and organizational identification.
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PURPOSE: The purpose of this study was to identify the casual relationship between nurses' social capital, job engagement and nursing performance and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model. METHODS: This survey was conducted with 250 nurses working in 3 general hospitals in Seoul. Data were collected from June 20 to July 29, 2016 and analyzed using SPSS/WIN 21.0 and AMOS 21.0. RESULTS: Nurses' social capital and job engagement were found to have no direct effect on increasing nursing performance. But, it was found that social capital and job engagement had indirect effects on nursing performance through mediating organizational citizenship behavior. Social capital had direct effects on increasing job engagement and indirect effects on organizational citizenship behavior. CONCLUSION: Results of this study indicate that nurse managers should concentrate efforts on increasing nurses's job engagement and preparing organization to increase social capital in order to improve nursing performance.
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Humans , Hospitals, General , Negotiating , Nurse Administrators , Nursing , Seoul , Social Capital , Work PerformanceABSTRACT
OBJECTIVE: To explore the relationship of authentic leadership,job engagement and turnover intention in civil servants of tax system. METHODS: A total of 414 tax system civil servants were selected from 8 local tax bureaus and 6national tax bureaus by convenience sampling as the study subjects. They were investigated by the questionnaires of Authentic Leadership Scale,Job Engagement Scale and Turnover Intention Scale. RESULTS: The average scores of authentic leadership,job engagement and turnover intention in the 414 tax system civil servants were( 3. 28 ± 0. 76),( 3. 56 ±0. 68) and( 2. 50 ± 0. 90) respectively. There were 69 servants( 16. 7 %) and 77 servants( 18. 6 %) in the high turnover intention group and low turnover intention group respectively. Authentic leadership was positively related to job engagement[correlation coefficient( r) = 0. 376,P < 0. 01] but negatively correlated with turnover intention( r =- 0. 357,P <0. 01). The job engagement was negatively correlated with turnover intention( r =- 0. 425,P < 0. 01). Job engagement was the intermediate( 41. 7 % of the total effect) variable between authentic leadership and turnover intention. CONCLUSION: The job engagement of civil servants in the tax system partially mediated the relationship between authentic leadership and turnover intention.
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Objective To explore the relationship among psychological capital,job burnout and job engagement of knowledge workers.Methods According to convenience sampling principle,727 information enterprise knowledge workers in Beijing were tested by Psychological Capital Scale,Maslach Burnout Inventory-General Survey (MBI-GS),Utrecht Work Engagement Scale(UWES),and the impact of psychological capital on job burnout and job engagement with correlation analysis and multivariate stepwise regression analysis were explored.Results The level of each dimension of the knowledge workers psychological capital (self-efficacy (4.72 ± 0.72),hope (4.62 ± 0.77),hardness (4.68 ± 0.72),optimism (4.36 ± 0.55)) were above average.The psychological capital total score and all dimensions were negatively correlated with job burnout,and positively correlated with job engagement.Stepwise multiple regression analysis showed that,after controlling three demographic statistics variables of gender,age,marital status,psychological capital could predict job burnout negatively,and predict job engagement positively; self-efficacy,hardness and optimism could significantly predict the three dimeusions of job burnout,hope could predict reduced personal accomplishment negatively;and self-efficacy could positively predict vigor,dedication and absorption,hardness could positively predict dedication and vigor.Conclusion Psychological capital can reduce the level of job burnout of knowledge workers,and improve their level of job engagement.
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The study was conducted to investigate the influences of food service employees' job burnout, job engagement, and workplace safety perception on their job satisfaction. A survey was administered on 589 school food service employees in Gyeongbuk from December 5, 2005 to February 18, 2006. The final response rate was 71% (N = 416); the data were analyzed using SPSS Windows (ver. 12.0). A majority of the respondents were females (99.0%) and 40 years old or older (75.3%); 84% were temporary contract-based or irregular workers. Among the job burnout dimensions, exhaustion (2.98 +/-0.59) was rated higher than cynicism (2.33 +/-0.54), while professional efficacy level (3.61 +/-0.47) was relatively high. In terms of job engagement, the means of absorption (3.67 +/-0.49) and dedication (3.65 +/-0.52) were higher than that of vigor (3.22 +/-0.46). A systematic environmental level (3.15 +/-0.58) was lower than safety knowledge level (3.63 +/-0.49) among the workplace safety statistics, whereas the anxiety level (3.25 +/-0.74) was relatively high. The food service staff were more satisfied with 'supervisors' and 'co-workers' than with 'pay' and 'promotion'. A hierarchial regression analysis revealed that dedication, absorption, systematic environment, and safety knowledge were significant factors to increase job satisfaction and exhaustion which significantly decreased their job satisfaction.