Factors Affecting the Professional Well-Being of Child Life Specialists

Survey responses from 156 child life specialists in the United States and Canada were analyzed for the purpose of testing a conceptual model depicting predictors of three measures of professional well-being: burnout, job dissatisfaction, and intentions to leave a job. Predictor variables included individual factors, measures of workload, attributes of role stress, and sources of social support. Social support was viewed both as a variable exerting a direct influence on professional well-being and as a moderating variable. Results indicated that role stress (especially role ambiguity) was the best predictor of burnout and job dissatisfaction. Lack of supervisor support was found to be the best predictor for job dissatisfaction and intentions to leave a job. Implications for practices in the workplace are discussed.     

Effects of ethics stress on employee burnout and fatigue: an empirical investigation

The authors compare the effect of ethics stress to the effect of other stress factors (coworker support, supervisor support, family conflict, dead-end job, task conflict, customers, and company expectations) on employee burnout and fatigue. They collected surveys from 305 customer-contact employees. Regression results indicate that ethics stress predicts both burnout and fatigue. In addition, employee latitude, dead-end job, and supervisor support predict burnout and family conflict and task conflict are associated with fatigue.     

制鞋工人职业应激与工作疲竭感的关系

[目的]探讨制鞋工人职业应激与工作疲竭感的关系。[方法]以制鞋业农民工为研究对象,使用职业应激调查问卷、工作疲竭感问卷进行调查,采用Spearman等级相关分析和多元逐步回归法进行分析。[结果]女性情感耗竭和人格解体评分高于男性;低工龄组情感耗竭、人格解体和工作疲竭感评分高于高工龄组;未婚组情感耗竭、个人成就感和工作疲竭感评分高于其他组。职业紧张各因素与工作疲竭感的相关性分析显示,情感耗竭、个人成就感、工作疲竭感与技能、主管支持、同事支持呈负相关;工作疲竭感与决策权呈负相关;人格解体与主管支持呈负相关;情感耗竭、人格解体、工作疲竭感与工作心理需求、外在付出、内在投入呈正相关;个人疲竭感与回报呈负相关。工作疲竭感逐步回归分析显示,贡献因素为付出与回报比、内在投入;负面影响因素为工作自主和社会支持。[结论]职业应激对工作疲竭感具有一定影响,社会应关注农民工生存状况,提高其生活质量,减轻职业应激所导致的工作疲竭感。     

An investigation of social support and burnout among residential counselors

Maslach and Jackson's (1986) three dimensions of burnout, emotional exhaustion, lack of personal accomplishment and depersonalization, were investigated among 78 counselors at a short-term, residential treatment facility for emotionally disturbed children and adolescents. Two waves of data were collected so that possible changes in burnout over time could be assessed. Measures of co-worker support (team cohesion and perceived quality of friendships) were better predictors of burnout than supervisor support. High levels of co-worker support were consistently and positively related to greater personal accomplishment. Levels of personal accomplishment increased and emotional exhaustion decreased as staff accumulated more counseling experience. Women residential counselors experienced higher levels of emotional exhaustion than did their male counterparts. Initial levels of burnout were powerful predictors of later levels of burnout. Theoretical and practical implications of these findings for human services providers are discussed.Thanks are extended to Harry Parad, Jack Wright, and Elaine Sweeney for their assistance in the research project.     

Moderating effects of leader-member exchange (LMX) on job burnout in dietitians and chefs of institutional foodservice

The objectives of the study were to investigate job burnout and leader-member exchange (LMX) levels as well as to evaluate buffering effects of LMX on burnout among dietitians and chefs at institutional foodservices. Hypotheses were proposed based on the Job Demands-Resources model and LMX theory. The study population consisted of dietitians and chefs who were in charge of managing unit operations in a nationwide contract management company. Positive/negative affectivity, workload, job burnout, and LMX scales that had been validated in previous research were adopted. A total of 552 questionnaires were distributed and 154 responses were returned. Results indicated that respondents'' burnout levels were moderate and emotional exhaustion was greater than cynicism. In terms of LMX, the surveyed dietitians and chefs showed higher respect toward their supervisors than loyalty. When positive affectivity and negative affectivity were controlled, workload influenced emotional exhaustion and professional efficacy significantly. With affectivity and workload controlled, however, LMX did not influence any dimensions of burnout. The moderating effect of LMX on the relationship between workload and cynicism was significant. That is, the effect of workload on cynicism was weak if the dietitians and chefs perceived the relationship with their supervisor positively. Based on the findings and literature reviewed, how to mitigate job burnout among foodservice managers is discussed.     

The relationship between reciprocity and burnout in Dutch medical residents

Objective  This study examined reciprocity in medical residents' relationships with supervisors, fellow residents, nurses and patients, and associations between reciprocity and burnout. Furthermore, we considered if a discrepancy between the perceived and preferred levels of reciprocity influenced the level of burnout complaints.
Methods  In 2003, self-report questionnaires were sent to the homes of all 292 medical residents at the University Medical Centre Groningen (UMCG), Groningen, the Netherlands. Reciprocity was measured with a single-item reciprocity scale based on the Hatfield Global Measure of Equity Scale. The Utrecht Burn-Out Scale (UBOS/MBI-HHS) was used to measure burnout.
Results  A total of 158 residents participated in the study. Those who reported under-benefiting in the relationship with supervisors perceived significantly more emotional exhaustion and depersonalisation than those who perceived a reciprocal relationship. Residents who indicated that they over-benefited in the relationship with nurses reported more emotional exhaustion than residents who perceived a reciprocal relationship and less personal accomplishment than residents who perceived a reciprocal relationship or under-benefit. No differences on the burnout subscales were found between residents who perceived their relationships with patients and fellow residents to be reciprocal and those who considered they under- or over-benefited. The greater the discrepancy between perceived and preferred reciprocity in the relationship with the supervisor, the more emotional exhaustion residents reported.
Conclusions  Perceptions of reciprocity in relationships with supervisors and nurses had particular influence on the level of burnout complaints among residents. The discrepancy between the impacts of perceived and preferred reciprocity on burnout was negligible and the only significant relationship to emerge concerned that with emotional exhaustion.     

Should the Clinical Supervisor Be the Administrative Supervisor?

Abstract

This article presents the clinical supervisor as administrative supervisor dual role as both an ethical issue and a current practice in counselor supervision. The author examines the two supervisor roles as well as the pros and cons of supervisors assuming the dual role with a supervisee. Finally, the author proposes how both administrative and clinical supervision can be ethically and effectively delivered in various counseling settings given their financial struggles and managed care climate.     

In My Opinion. . .Benjamin's Surgery--Mommy Was There

The purpose of this research was to examine burnout in full-time child life specialists and to determine whether a relation existed between burnout and role stress (role ambiguity and role conflict) The relationship of individual and organizational variables to burnout were included as controls It was found that burnout exists for child life specialists, bur to a lesser degree than in other human service professionais Role ambiguity was a stronger predictor vanable of burnout than role conflict Additionally, the organizational variables contributed more to predicting burnout than the individual variables.     

Burnout in Child Life Specialists: The Relation of Role Stress

The purpose of this research was to examine burnout in full-time child life specialists and to determine whether a relation existed between burnout and role stress (role ambiguity and role conflict) The relationship of individual and organizational variables to burnout were included as controls It was found that burnout exists for child life specialists, bur to a lesser degree than in other human service professionais Role ambiguity was a stronger predictor vanable of burnout than role conflict Additionally, the organizational variables contributed more to predicting burnout than the individual variables.     

Psychosocial work characteristics as predictors for burnout: findings from 3-year follow up of the PUMA Study

OBJECTIVE: The objective of this study was to investigate the impact of psychosocial work characteristics on burnout. METHODS: A total of 1772 participants in different human service sector organizations were eligible for the cross-sectional analyses (baseline) and 952 for the prospective analyses. We measured 14 psychosocial work characteristics and three types of burnout. Linear regression models were used for analyzing associations between psychosocial work characteristics at baseline and burnout at baseline and at 3 years of follow up. RESULTS: Low possibilities for development, high meaning of work, low predictability, high quality of leadership, low role clarity, and high role conflicts predicted burnout at 3 years of follow up after the psychosocial work characteristics were adjusted for each other, potential confounders, and burnout level at baseline. CONCLUSION: Psychosocial work characteristics were prospectively associated with burnout, suggesting that improving the psychosocial work environment may reduce future burnout in human service work.     

Effects of an education program for stress reduction on supervisor knowledge, attitudes, and behavior in the workplace: a randomized controlled trial

Supervisors at work play a large role in stress management at the workplace. Providing supervisors with necessary information and useful skills might be one effective approach that will lead to stress reduction. However, very few studies have investigated the effect of supervisor education by using a rigorous study design. In a randomized controlled trial, we tried to clarify how an education program for stress reduction influences supervisor knowledge, attitudes, and behavior concerning stress management. The subjects were 46 supervisors of an old, established sake brewery manufacturer of 301 employees. The supervisors were assigned to either the intervention group (24 supervisors) or the control group (22 supervisors). We conducted a single-session education program that included the guidelines for worker mental health promotion to the intervention group. The education program was composed of a basic education lecture and active listening training. The effects of this program on supervisor knowledge, attitudes, and behavior were measured using an original, self-administered questionnaire. The intervention effect was tested by examining an interaction effect between groups and time (before education, three and six months after education). The education favorably affected supervisor knowledge (F=7.92; p=.001). As for behavior, the intervention effect was marginally statistically significant (F=2.51; p=.088). For the attitude score, however, there were no beneficial effects. In conclusion, the provision of necessary information and useful skills to supervisors seems to improve supervisor knowledge and behavior regarding stress management at the workplace for at least six months.     

护士工作倦怠与职业紧张关系

目的探讨护士工作倦怠与职业紧张的关系,改善护士身心健康,提高其生命质量。方法随机抽取辽宁省6所综合医院工作时间>6个月的515名女性护士进行问卷调查,应用工作倦怠问卷(MBI)测量护士的工作倦怠,应用工作内容问卷(JCQ)、付出-回报失衡问卷(ERI)测量护士的职业紧张。结果护士工作倦怠的平均得分:情感衰竭(13.45±7.18),分,消极怠慢(7.21±5.27)分,个人成就感(26.04±10.19)分;单因素分析结果显示,年龄≤30岁、单身、护士长、轮班护士及护患关系严重紧张组的工作倦怠得分高于其他组(P<0.05);按照多元回归分析标准化系数的顺序,护士情绪衰竭的职业紧张影响因素为:外在付出(β=0.383)、内在投入(β=0.226)和决策自主(β=-0.115);消极怠慢的影响因素为:外在付出(β=0.253)、内在投入(β=0.159)、上级支持(β=-0.112)和技术自主(β=-0.098);个人成就感的影响因素为:心理要求(β=-0.159)和技术自主(β=0.130)。结论职业紧张对护士工作倦怠有明显影响。     

Self-entrustment: how trainees’ self-regulated learning supports participation in the workplace

Clinical workplaces offer postgraduate trainees a wealth of opportunities to learn from experience. To promote deliberate and meaningful learning self-regulated learning skills are foundational. We explored trainees’ learning activities related to patient encounters to better understand what aspects of self-regulated learning contribute to trainees’ development, and to explore supervisor’s role herein. We conducted a qualitative non-participant observational study in seven general practices. During two days we observed trainee’s patient encounters, daily debriefing sessions and educational meetings between trainee and supervisor and interviewed them separately afterwards. Data collection and analysis were iterative and inspired by a phenomenological approach. To organise data we used networks, time-ordered matrices and codebooks. Self-regulated learning supported trainees to increasingly perform independently. They engaged in self-regulated learning before, during and after encounters. Trainees’ activities depended on the type of medical problem presented and on patient, trainee and supervisor characteristics. Trainees used their sense of confidence to decide if they could manage the encounter alone or if they should consult their supervisor. They deliberately used feedback on their performance and engaged in reflection. Supervisors appeared vital in trainees’ learning by reassuring trainees, discussing experience, knowledge and professional issues, identifying possible unawareness of incompetence, assessing performance and securing patient safety. Self-confidence, reflection and feedback, and support from the supervisor are important aspects of self-regulated learning in practice. The results reflect how self-regulated learning and self-entrustment promote trainees’ increased participation in the workplace. Securing organized moments of interaction with supervisors is beneficial to trainees’ self-regulated learning.     

煤矿接尘工人生存质量与职业紧张职业倦怠关系研究

目的探讨煤矿接尘工人生存质量与职业紧张、职业倦怠的相互关系。方法调查山西省7个煤矿2 058名煤矿接尘工人,采用中文版SF-36量表评价其生存质量,职业倦怠量表评价倦怠感,职业紧张量表评价职业任务、个体紧张度以及应对情况,运用SPSS 13.0和AMOS 17.0软件进行统计分析。Pearson相关描述各变量间相关程度,路径分析构建职业紧张和职业倦怠对生存质量的影响。P<0.05为差异有统计学意义。结果职业任务、个体紧张、倦怠和个体应对均与生存质量有直接作用(P<0.001),随着煤矿工人职业任务的加重,个体紧张增强,倦怠感加重,使得生存质量降低(b=-0.38;b=-1.31;b=-0.68);同时个体应对增强又能够使得生存质量得以提高(b=0.97)。个体紧张、倦怠和个体应对又是职业任务与生存质量的中间调节作用。职业任务的加重,使得个体紧张度增加(b=0.25)、倦怠感增强(b=0.09),从而降低生存质量;个体紧张的增加同时也使得倦怠感增强(b=0.32);而个体应对能力强则可以降低个体紧张度(b=-0.15)与倦怠感(b=-0.28),从而提高生存质量。结论煤矿接尘工人职业任务、个体紧张、个体应对以及职业倦怠均与其生存质量有密切关系。关注煤矿接尘工人,积极改进作业环境,降低工作强度,增加人文关怀,提升应对能力,有助于生存质量的提高。     

工作倦怠、人格和自尊对放射医务人员压力反应的交互作用研究

目的 应用通径分析探讨放射医务人员压力反应与工作倦怠、人格和自尊之间的交互作用。方法 使用工作倦怠量表通用版、知觉心理压力量表、艾森克成人简易人格量表和自尊量表对728名放射医务人员进行调查。结果 工作倦怠和人格因素对放射医务人员的心理压力既有直接的影响,也有间接的作用;自尊对放射医务人员心理压力的影响是直接作用,是工作倦怠和人格因素对压力影响的中间变量。结论 压力应对是一个复杂的心身反应过程,是人格因素、自尊和工作倦怠多因素相互作用的系统。     

小学教师主动性人格与职业倦怠感的关系研究

[目的]考察主动性人格对小学教师职业倦怠感的影响。[方法]通过问卷法对443位小学教师进行调查。[结果]小学教师主动性人格均值得分比较高;小学教师存在轻度的职业倦怠感现象;主动性人格与职业倦怠感的玩世不恭和成就感低落两个因子呈显著性负相关,与职业倦怠感的情感衰竭因子相关性不显著;主动性人格对职业倦怠感中的情感衰竭因子没有显著的预测作用,对玩世不恭和成就感低落两个因子具有显著的负向预测作用。[结论]主动性人格是影响职业倦怠感的重要因素,通过改变认知系统和社会支持系统可以发挥主动性人格对教师职业倦怠感的积极影响。     

社会支持对新疆部队官兵职业倦怠影响的路径分析

目的探讨社会支持、应对方式、心理应激对新疆部队官兵(以下简称"驻疆官兵")职业倦怠的影响路径,以期为新疆部队开展职业倦怠干预提供思路。方法随机整群抽取驻疆官兵757名,运用军人社会支持量表、简易应对方式问卷、军人心理应激自评问卷和军人职业倦怠量表进行调查,使用结构方程模型进行路径分析。结果 (1)职业倦怠与消极应对方式、心理应激呈显著正相关(P0.05或0.01),与积极应对方式、社会支持呈显著负相关(P0.01)。(2)心理应激、社会支持、积极应对、消极应对进入职业倦怠回归方程,可解释职业倦怠43.6%的变异量。(3)积极应对在社会支持与职业倦怠间具有中介作用,占总效应的13.6%;消极应对在社会支持与职业倦怠间具有中介作用,占总效应的18.5%;心理应激在社会支持与职业倦怠间具有中介作用,占总效应的46.5%。结论社会支持、心理应激、积极应对、消极应对是职业倦怠的重要影响因素;应对方式、心理应激在社会支持与职业倦怠间具有部分中介作用。     

Occupational health consultation as a systematic approach to managing work-related musculoskeletal injuries

An intricate balance of health care and administrative decision-making is necessary to ensure the accurate confirmation of an employee's disability and appropriate accommodation of his/her work limitations. In this article, an occupational health consult process is presented describing the interplay between the health care team, the disabled employee's supervisor, and human resource specialists—each having a categorical interest in the status of the employee. The occupational health nurse plays a central role in the administrative coordination of this interaction which requires effective yet careful communication between members of the health care team and the employee's supervisor. He/she should work closely with the disability specialist to reach common objectives. When conducted properly, occupational health consultation facilitates early and successful return to work for many employees who have incurred physical disabilities while employed. The significance of occupational health consultation is evident in light of current legislation that places greater expectations on employers to make reasonable accommodations for employees with disabilities.     

The characteristics of nurses' and caregivers' behaviour in different clinical settings with special attention to burnout syndrome

The author draws attention to the up-to-datedness of the selected topic and its personal and institutional effects. Stress in work (workplace stress) has a significant role in the pathomechanism of burnout. Nurses are exposed to excessive stress burden in work so expected incidence of burnout is relatively high among them. Goal of this study is to draw a picture about the situation, condition of mental health, degree and rate of burnout in nurses in given health care situations. METHODS: Self-completed, anonymous questionnaire questioning the surveyed socio-demographic data while using three standardized questionnaires with the measurement of the degree of burnout, physical and mental exhaustion and fatigue as well as dysfunctional attitudes. RESULTS: The study surveyed 805 individuals analyzing the specific characteristics of supporting relationship and joining points between degree of burnout and (hospital) department care form. Among 374 nurses working in the intensive care unit 9.4% suffer from burnout, while among 155 nurses working in active care unit this rate is 0.6%. According to the findings of the study there are also other influential elements, namely the facts that nurses have part-time jobs (second jobs) besides their full-time jobs and the lack of moral and financial respect or recognition. Among the surveyed population 273 individuals--33.9%--are at risk regarding burnout, 44 individuals--5.5%--show signs of burnout and 7 individuals--0.9%--are in a condition where treatment is needed. The study supposed the influential role of certain personality factors (dysfunctional attitudes) in the development of burnout. Comparison showed that burnout phenomenon and dysfunctional attitudes are correlated. CONCLUSION: The survey results confirmed that socio-demographic factors had no effect on burnout development. The severity of patients' condition and the degree of permanent stressful situation in intensive care units are among determinant workplace factors.