Empathy and Occupational Health and Well-Being in Ecuadorian Physicians Working with COVID-19 Patients: A Mixed-Method Study.

Approximately one out of ten COVID-19 cases in Ecuador was a physician. It has been reported that this situation has led to a serious detriment of physicians' health and well-being. This study aimed to (i) identify predictors of emotional exhaustion, somatization, and work alienation in Ecuadorian physicians working with COVID-19 patients and (ii) explore the pandemic impact on doctor-patient relationships and on empathy. In 79 Ecuadorian physicians (45 women) who worked with COVID-19 patients, two separate multiple regression models explained the following: 73% of the variability of emotional exhaustion was based on somatization, work alienation, working sector, and passing through a symptomatic infection (p < 0.001), and 56% of the variability of somatization was based on gender and emotional exhaustion (p < 0.001), respectively. Furthermore, intention to leave the profession was more frequent among physicians with greater work alienation (p = 0.003). On the contrary, more empathic physicians never considered leaving their profession during the COVID-19 pandemic (p = 0.03). In physicians' verbatim, cognitive empathy appeared associated to a positive change in doctor-patient relationships. On the contrary, having an overwhelming emotional empathy appeared associated to a negative change in doctor-patient relationships. These findings characterize differences in how physicians cope while working in the frontline of the pandemic.

The Impact of COVID-19 Process on Sustainability in Education: Work Alienation of Physical Education and Sports Teachers

This study aimed to examine physical education teachers' perceptions of work alienation in Turkey according to different variables (including gender, marital status, school level, availability of a gym in the school, age, and years of service) during the COVID-19 pandemic, which affected sustainability in education on a global scale. The study employed the survey method and research data were collected from 442 volunteer physical education teachers working in different provinces of Turkey through the "Physical Education Teachers' Alienation to Work Scale”. The results showed that physical education teachers had low levels of alienation in their work. The scale's subdimensions ‘occupational isolation' and ‘powerlessness' indicated higher levels of work alienation compared to other subdimensions. Among teachers who had completed their graduate education, the level of work alienation was higher in the subdimensions ‘powerlessness' and ‘occupational alienation'. Based on a comparison with prior research on sustainability in education, the COVID-19 pandemic could be said to have no significant impact on physical education teachers' levels of work alienation. The cause of work alienation among physical education teachers was structural issues rather than specific time-bound events such as the COVID-19 pandemic. © 2023 by the authors.

Influence of empathy on work alienation among Chinese nurses during the COVID-19 pandemic: The mediating effect of ego depletion.

Background: Nurses' work alienation has become increasingly serious due to the increase in workload and risk during the coronavirus disease 2019 (COVID-19). However, no studies have investigated the link between empathy, ego depletion, and work alienation among Chinese nurses. The present study aimed to evaluate Chinese nurses' empathy, ego depletion, and work alienation and to examine whether nurses' ego depletion mediates the relationship between empathy and work alienation. Methods: This was a descriptive, cross-sectional study involving 353 nurses from Shaanxi. The Jefferson Scale of Empathy-Health Professionals, Self-Regulating Fatigue Scale and Work Alienation Questionnaire were used to collect data through an online survey. Structural equation modeling was conducted to analyze the mediating model. Results: Work alienation was negatively correlated with empathy (r = -0.305, p < 0.01) and positively correlated with ego depletion (r = 0.652, p < 0.01). Empathy was negatively correlated with ego depletion (r = -0.325, p < 0.01). Empathy can directly predict work alienation (ß = -0.263, p < 0.01), while ego depletion has a mediating effect between empathy and work alienation (ß = -0.309, p < 0.01), and the mediating effect accounts for 54.02% of the total effect. Conclusion: Nurses' work alienation was at a moderate-to-high level. Improving empathy can reduce work alienation through less ego depletion. Nursing managers should discover nurses' work alienation as soon as possible. Interventions to improve empathy can help replenish nurses' psychological resources, thereby reducing ego depletion and work alienation.

The influence of remote work communication satisfaction and CSR association on employee alienation and job satisfaction: a moderated-mediation study

Purpose Scholars and practitioners have raised concerns that mandatory remote work can lead to feelings of isolation and alienation in employees. Therefore, this study aims to investigate this issue by examining the impact of work communication satisfaction in remote environments on employee alienation and job satisfaction. Design/methodology/approach Sensemaking and social information processing (SIP) theory are used for formulating the hypotheses. To test the hypotheses, primary data were collected from 418 employees working in various Indian organizations and analyzed using AMOS and Hayes' PROCESS macro for SPSS. Findings The findings reveal that work communication satisfaction is negatively associated with alienation and positively associated with job satisfaction. Alienation mediated the relationship between work communication satisfaction and job satisfaction. Additionally, employees belonging to organizations with stronger CSR associations reported feeling less alienated than employees of organizations with weaker CSR associations. Practical implications Organizations can improve work communication satisfaction by devising remote communication plans that clarify employee expectations regarding the frequency, purpose and channel of communication. Additionally, organizations should communicate their CSR efforts to employees, particularly during times of crisis, as this can help improve employee impressions of the organization. Originality/value The study extends the work on alienation by approaching it from the perspective of sensemaking. The research demonstrates how work and non-work-related social information cues (work communication and CSR associations) can influence employee attitudes through their sensemaking. The context of the study adds to its uniqueness.

Work alienation as a mediator between work from home-related isolation, loss of task identity and job insecurity amid the COVID-19 pandemic

Purpose>This sudden disruption of work in the world due to the coronavirus disease 2019 (COVID-19) pandemic has led to unravelling situations hitherto unknown to researchers and therefore requires careful and thorough investigation. The aim of the study was to investigate the relationship between work from home (WFH) isolation, WFH loss of task identity and job insecurity amid COVID-19 pandemic WFH arrangements by focusing on information technology/information technology-enabled services (IT/ITES) sector employees in India. The study also investigated the mediating role of work alienation.Design/methodology/approach>Data were collected from IT/ITES sector employees who were working from home. The sample size was 312, with 71.8% males and 28.2% females. The study used a descriptive research design. Analysis of the data was carried out using partial least square structural equation modeling. All constructs–independent and dependent–were reflectively measured. The evaluated quality parameters (discriminant validity, reliability, collinearity, common method bias) for all the constructs were found to be within acceptable limits.Findings>Findings from the study indicate that WFH-related isolation and loss of task identity have a significant direct impact on job insecurity. These, along with the mediating construct of work alienation, predicted a 35.8% variance in job insecurity. The study found that work alienation provided complementary mediation between the independent constructs evaluated.Originality/value>This study attempts to scrape the surface and gain insight into the problems that may arise in the new world of work. This paper presents an attempt to explain some of the psychological pitfalls associated with WFH during the COVID-19 pandemic and to understand their impact on job insecurity.

Role of Empathy and Lifelong Learning Abilities in Physicians and Nurses Who Work in Direct Contact with Patients in Adverse Working Conditions.

Empathy and lifelong learning are two professional competencies that depend on the four principles of professionalism: humanism, altruism, excellence, and accountability. In occupational health, there is evidence that empathy prevents work distress. However, in the case of lifelong learning, the evidence is still scarce. In addition, recent studies suggest that the development of lifelong learning varies in physicians and nurses and that it is sensitive to the influence of cultural stereotypes associated with professional roles. This study was performed with the purpose of determining the specific role that empathy and lifelong learning play in the reduction in occupational stress. This study included a sample composed by 40 physicians and 40 nurses with high dedication to clinical work in ambulatory consultations from a public healthcare institution in Paraguay. Somatization, exhaustion, and work alienation, described as indicators of occupational stress, were used as dependent variables, whereas empathy, lifelong learning, gender, discipline, professional experience, civil status, and family burden were used as potential predictors. Three multiple regression models explained 32% of the variability of somatization based on a linear relationship with empathy, lifelong learning, and civil status; 73% of the variability of exhaustion based on a linear relationship with empathy, somatization, work alienation, and discipline; and 62% of the variability of work alienation based on a linear relationship with lifelong learning, exhaustion, and discipline. These findings indicate that empathy and lifelong learning play important roles in the prevention of work distress in physicians and nurses. However, this role varies by discipline.

Work alienation during COVID-19: Main factors and conditions (an example of university professors)

Background: The economic and social consequences of the COVID-19 pandemic pose a threat to psychological well-being in different spheres of life. In accordance with Self-Determination Theory, it is assumed that working conditions during a pandemic frustrate the psychological needs of people in the workplace, thereby increasing their alienation. Objective: To study the influence of working conditions on work alienation among employees during the COVID-19 pandemic. As factors of working conditions, we studied workplace distancing (isolation), temporary flexibility of work, the use of information and communication technologies (ICT), and job insecurity. Design: The study had a correlation design, used a survey, and consisted of two parts. The first part studied a sample of 62 university professors for dynamics of work alienation at three periods of time. The second part studied 104 subjects for the effect of workplace distancing (isolation), temporary flexibility, ICT, and job insecurity on work alienation. Results: In the first part of the study, it was found that work alienation increased during the pandemic. The second part showed that workplace distancing, temporary flexibility of work, ICTs, and job insecurity are significant predictors of work alienation among university professors. Conclusion: Changes in working conditions during a pandemic have negative consequences for employees in the form of alienation from work. This finding can have practical application in recommendations for organizations planning structural changes or transfer of employees to telecommuting. (PsycInfo Database Record (c) 2022 APA, all rights reserved)