...with the patient long after discharge. Unfortunately, said care has become increasingly compromised due to nurse burnout. Higher turnover rates result in an increase of staff unfamiliar with their new environment. This knowledge deficiency can lead to delay of care as well as a decreased quality of care. It is important that the factors leading to, and, ultimately, resulting in, nurse burnout and turnover rates are understood so nurses are able to provide the best quality of care possible and create a long lasting positive impression on their patients. Background of Study The shortage of nursing has long had a negative impact on the workplace and its employees. Over the years, said shortage has become an increasing problem for post-industrialized countries. Researchers have developed many approaches to examine and determine contributing factors to this shortage. One approach, that of which is illustrated in this paper, focuses on the retention of nurses, and which factors promote a commitment to the workplace. Leiter & Maslach (2009) found that “dissatisfaction is predictive of both turnover intentions, which indicate that one is disengaging from the job and seriously considering other options, and actual turnover behavior which is the ultimate withdrawal from a job” (pg. 331). Gaining insight into what variables affect higher turnover and burnout rates allows for the implementations of appropriate interventions to decrease such incidences. Decreasing said rates...
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...Available online at www.sciencedirect.com International Journal of Nursing Studies 46 (2009) 1012–1024 www.elsevier.com/ijns Engagement at work: A review of the literature Michelle R. Simpson * Center on Age and Community, College of Nursing, Cunningham Hall, 1921 East Hartford Avenue, University of Wisconsin-Milwaukee, Milwaukee, WI 53201-0413, United States Received 26 March 2008; received in revised form 20 May 2008; accepted 22 May 2008 Abstract Objectives: Engagement at work has emerged as a potentially important employee performance and organizational management topic, however, the definition and measurement of engagement at work, and more specifically, nurse engagement, is poorly understood. The objective of this paper is to examine the current state of knowledge about engagement at work through a review of the literature. This review highlights the four lines of engagement research and focuses on the determinants and consequences of engagement at work. Methodological issues, as identified in the current research, and recommendations for future nurse-based engagement research are provided. Design: A systematic review of the business, organizational psychology, and health sciences and health administration literature about engagement at work (1990–2007) was performed. Data sources: The electronic databases for Health Sciences and Health Administration (CINAHL, MEDLINE), Business (ABI INFORM), and Psychology (PsycINFO) were systematically searched. Review methods:...
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...Engagement, Work Craving and Burnout Gutachter Prof. Dr. Myriam Bechtoldt Lehrstuhl für Organizational Behavior Frankfurt School of Finance & Management Michael Fürst Compensation Management DZ BANK AG Matrikelnummer: 4783488 Frieder Saalmann ABSTRACT I Different concepts of employee well-being (Work Engagement, Burnout, Work Craving and Work Satisfaction) were explored and hyptheses are aiming at (1) their relationships among themselves with focus on the new concept Work Craving as well as on (2) their relationships with motivational attributes of tasks. All concepts were measured with existing, validated multi-dimensional questionnaires. Data (N=190) for the cross-sectional study was collected online; 47% of all participants are willing to take part in a follow-up survey. To find answers correlations were calculated and four multiple regression analyses were assessed. Results revealed that the concept Work Craving seems to retain similar patterns of relationships with other concepts of well-being like prior workaholism research and that the concept of Work Engagement, Burnout, and Work Satisfaction are influenced by the work attributes of autonomy of decision making and feedback from the job. Keywords: Work Craving, Workaholism, Work Engagement, Burnout, Work Satisfaction, Work Design, Arbeitszufriedenheit, Arbeitsanalyse ABSTRACT II Verschiedene Arten von Wohlbefinden des Arbeitnehmers (Work Engagement, Burnout, Work Craving und Arbeitszufriedenheit)...
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...I S S U E S A N D IN N O V A T I O N S IN N U R S I N G E D U C A T I O N Nurse educators’ workplace empowerment, burnout, and job satisfaction: testing Kanter’s theory Teresa P. Sarmiento MScN RN College Nurse Educator, George Brown College, Toronto, Ontario, Canada Heather K. Spence Laschinger Canada PhD RN Professor and Associate Director Nursing Research, School of Nursing, The University of Western Ontario, London, Ontario, Carroll Iwasiw EdD RN Professor and Director School of Nursing, School of Nursing, The University of Western Ontario, London, Ontario, Canada Submitted for publication 22 May 2003 Accepted for publication 21 October 2003 Correspondence: Heather Spence Laschinger, School of Nursing, The University of Western Ontario, London, Ontario N6A 5C1, Canada. E-mail: hkl@uwo.ca SARMIENTO T.P., LASCHINGER H.K.S. & IWASIW C. (2004) Journal of Advanced Nursing 46(2), 134–143 Nurse educators’ workplace empowerment, burnout, and job satisfaction: testing Kanter’s theory Background. Empowerment has become an increasingly important factor in determining college nurse educator burnout, work satisfaction and performance in current restructured college nursing programmes in Canada. Aim. This paper reports a study to test a theoretical model specifying relationships among structural empowerment, burnout and work satisfaction. Method. A descriptive correlational survey design was used to test the model in a sample of 89 Canadian full-time...
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...hospitals in Korea. Staffing was measured using two indicators: the number of patients per nurse measured at the unit level and perception of staffing adequacy at the nurse level. Quality of care and job dissatisfaction were measured with a four-point scale and burnout measured by the Maslach Burnout Inventory. Multilevel logistic regression models were used to determine the relationships between staffing and quality of care and job outcomes. Results. The average patient-to-nurse ratio was 2Æ8 patients per nurse. A fifth of nurses perceived that there were enough nurses to provide quality care, one third were dissatisfied, half were highly burnt out and a quarter planned to leave in the next year. Nurses were more likely to rate quality of care as high when they cared for two or fewer patients (odds ratio, 3Æ26; 95% confidence interval, 1Æ14–9Æ31) or 2Æ0–2Æ5 patients (odds ratio, 2Æ44; 95% confidence interval, 1Æ32–4Æ52), compared with having more than three patients. Perceived adequate staffing was related to a threefold increase (odds ratio, 2Æ97; 95% confidence interval, 2Æ22–3Æ97) in the odds of nurses’ rating high quality and decreases in the odds of dissatisfaction (odds ratio, 0Æ30; 95% confidence interval, 0Æ23–0Æ40), burnout (odds ratio, 0Æ50; 95% confidence interval, 0Æ34–0Æ73) and plan to leave (odds ratio,...
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...Stress Vol. 22, No. 3, JulyÁSeptember 2008, 224Á241 The Job Demands-Resources model: A three-year cross-lagged study of burnout, depression, commitment, and work engagement Jari J. Hakanena*, Wilmar B. Schaufelib and Kirsi Aholaa a Centre of Expertise for Work Organizations, Finnish Institute of Occupational Health, Helsinki, Finland; Department of Social and Organizational Psychology, and Research Institute of Psychology & Health, University of Utrecht, The Netherlands Downloaded By: [University Library Utrecht] At: 08:58 19 September 2008 b By using a full panel design in a representative sample of Finnish dentists (N 02555), the present study aimed to test longitudinally the motivational and health impairment processes as proposed in the Job Demands-Resources (JD-R) model. The second aim was to investigate whether home resources and home demands have an additional influence on both processes over time. The hypotheses were tested with cross-lagged analyses based on two waves over a 3-year period. The results supported both the motivational process and the health impairment process. Job resources influenced future work engagement, which, in turn, predicted organizational commitment, whereas job demands predicted burnout over time, which, in turn, predicted future depression. In addition, job resources had a weak negative impact on burnout. Home demands and home resources did not influence the motivational or health impairment process over time. The results...
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...others so unhappy? Aside from a change of career, is there a solution? With the current employee’s shortage, and the anticipation of worsening conditions, the researcher of this study set out to investigate the sources of dissatisfaction in the hotel and restaurant settings. Most medium-sized enterprises realize that their effectiveness depend on the utilization of their human resources. Employees’ levels of burnout, job satisfaction and job performance give an indication of the effectiveness of an enterprise. The objective of this study was to determine the relationship between a dispositional variable (sense of coherence), burnout, job satisfaction and job performance. A once-off cross-sectional survey design was used.. The Orientation to Life Questionnaire, Maslach Burnout Inventory, Minnesota Job Satisfaction Questionnaire and Performance Appraisal Questionnaire were used as measuring instruments. Sense of coherence was related to the three subscales of burnout. Job satisfaction was found to be negatively related to burnout. The results showed that one component of burnout, namely low personal...
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...Information Systems, Jones College of Business, Middle Tennessee State University, MTSU Box 45, Murfreesboro, TN 37132 U.S.A. {nita.brooks@mtsu.edu} Cynthia K. Riemenschneider Management Information Systems Department, Hankamer School of Business, Baylor University, 1 Bear Place #98005, Waco, TX 76798-8005 U.S.A. {c_riemenschneider@baylor.edu} 1 While the U.S. economy is recovering slowly, reports tell us that the supply of information systems (IS) professionals is declining and demand is once again on the rise. With organizations challenged in their efforts to hire additional staff, IS professionals are being asked to do even more, often leading to burnout, turnover, and turnaway intentions. Building on Ahuja et al.’s (2007) work on turnover intentions and using the job demands– resources model of burnout as an organizing framework for the antecedents to exhaustion from IS career experience (EISCE), this illustrative research note draws attention to exhaustion in IS professionals that spans an individual’s professional career. Findings indicate that IS professionals’ perceived workload (demand) was associated with higher levels of EISCE, whereas fairness and perceived control of career (resources) were associated with lower levels of EISCE. The influence of EISCE on affective commitment to the IS profession (ACISP) was found to be negative and, ultimately, ACISP fully mediated the effect of EISCE on the intention to turn away from an IS career. The results...
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.... If there is a change in the Subject/Title/Supervisor/Co-supervisor of the ongoing thesis, please use other relevant forms. Please fill in the form completely and submit the Printed Copy, which has the approval of the Department Chair to the Institute of Graduate Studies and Research (IGSR). Incomplete application forms will be returned to the Department. The Institute of Graduate Studies and Research will finalize the application. Part I. Student & Thesis Information [To be completed by the Supervisor] |Student No | | | |Student Name and|Rita Anumbose Nkendong of stressors in the workplace. Dysfunctional customer behaviors are among| | |these stressors (Boyd, 2002). Since frontline employees have intense face-to-face or voice-to-voice interactions with customers, | | |they seem to be faced with aggressive behaviors of customers (Karatepe, Yorganci, & Haktanir, 2009). | | |Customer-related social stressors are composed of four dimensions: disproportionate customer expectations, customer verbal | | |aggression, disliked customers, and ambiguous customer expectations (Dormann & Zapf, 2004). Disproportionate customer | | |expectations refer to “situations in which customers tax or challenge the service that they want to receive from the service | ...
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...Nurses working in pediatric intensive care settings who provide direct patient care Recommendation: It is recommended that nurses working in pediatric intensive care settings receive training that includes compassion fatigue awareness, coping strategies, stress management, relaxation techniques and self-care interventions to decrease the level of compassion fatigue experienced in the work environment (Marine, Ruotsalainen, Serra, & Verbeek (2009) [1a]; Gunusen, & Ustun (2010) [2a]; Kravits, McAllister-Black, Grant, & Kirk (2010) [4a]; Meadors & Lamson (2008) [4a]). Discussion/Synthesis of Evidence related to the recommendation: The evidence referred to a variety of concepts related to the manifestation of compassion fatigue, including burnout, emotional exhaustion, and workplace stress. The concepts were all similar in referring to nurses’ limitations in providing a high standard of patient care due to the events, experiences and challenges associated with their job responsibilities. Meadors & Lamson (2008) [4a] discussed evidence specifically focused on compassion fatigue. The researchers reported significantly more negative behaviors and feelings (p = 0.001-0.003) demonstrated by the...
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...depersonalisation will each incrementally explain diminished personal accomplishment” (Blau, Tatum & Goldberg, 2013, p167). The study was conducted using an online questionnaire, where stakeholders were emailed invitations to participate in the research (Blau et al., 2013). The online questionnaire data was collected from psychiatric rehabilitation practitioners within the certification commission for psychiatric rehabilitation database (Blau et al., 2013). The questionnaire had been divided into three parts. The first asked for demographic information, the second about ratings of frequency and importance of tasks performed within their position, and the third part of the questionnaire asked questions related to attitude and burnout using the Maslach Burnout Inventory (MBI)(Blau et al., 2013). These asked questions specifically related to emotional exhaustion, personal accomplishment, depersonalisation, and involvement (Blau et al.,...
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...at the within- and between-person level, and (d) in relation to long- and short-term indicators of strain. On the basis of this multi-method approach we seek to demonstrate that our results are invariant across different methodological conditions. In Study 1 (N=443), we simultaneously tested the between-person level relationships of servant leadership and job ambiguity to emotional exhaustion and depersonalization as the core symptoms of burnout. In Study 2 (N=75), we simultaneously tested the relationships of person-level servant leadership and day-level emotional dissonance to day-level ego depletion and need for recovery as outcomes. The results of both studies demonstrate that servant leadership is negatively related to strain and accounts for unique variance in short- and long-term indicators of strain over and above that explained by well-known job-stressors. Accordingly, servant leadership can be regarded as an important determinant of employees’ psychological health. Key words: servant leadership, strain, emotional dissonance, burnout, job ambiguity (JEL: J24, C83, C30, I10, O15) ___________________________________________________________________ * Leibniz...
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...Leadership in Nursing Lisa Starnes University of Mount Olive Leadership in Nursing Leadership has many different types of theories associated with it. In the article, Authentic Leadership, Empowerment and Burnout: A Comparison in New Graduates and Experienced Nurses, Laschinger, Wong, and Grau (2013) “examine the effect of authentic leadership and structural empowerment on the emotional exhaustion and cynicism of new graduates and experienced acute-care nurses” (p. 541). Retaining nurses is critical, especially since the current workforce is reaching retirement age, in regards to the maintaining patient care standards. However, more nurses are reporting increased stress levels, dissatisfaction with the difficult working environments, as well as health concerns. In Canada, a government study identified that nurses absentee rates related to illness were 58% higher than any other labor force (Laschinger, Wong, & Grau, 2013, p. 541). Depression, as well as poor physical health are a few conditions resulting from the stress nurses experience from difficult working conditions. Nursing burnout affects more than just the nurse’s health, it also affects the quality of care the patient receives, which in turn links to increased mortality rates (Laschinger et al., 2013, p. 542). In addition, Laschinger et al. (2013) point out that with the current nursing shortage, healthy working environments must be implemented to retain experienced, as well as new graduate nurses from leaving...
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...International Journal of Business and Management; Vol. 10, No. 6; 2015 ISSN 1833-3850 E-ISSN 1833-8119 Published by Canadian Center of Science and Education Role of Emotional Intelligence on Employee Engagement: A Study among Indian Professionals Swatee Sarangi1 & Aakanksha Vats1 1 K. J. Somaiya Institute of Management Studies and Research, India Correspondence: Swatee Sarangi, K. J. Somaiya Institute of Management Studies and Research, India. E-mail: swatee@somaiya.edu Received: March 9, 2015 Accepted: May 20, 2015 Online Published: May 22, 2015 doi:10.5539/ijbm.v10n6p224 URL: http://dx.doi.org/10.5539/ijbm.v10n6p224 Abstract Business firms across the globe have always endeavoured to identify and strengthen drivers of employee engagement at the individual, group and organizational level. Drivers at the individual level have been less researched and tested in previous studies. This study attempts to examine the role of emotional intelligence as an individual antecedent of employee engagement. This is hypothesized drawing from literature that emotional intelligence plays an important role in shaping positive workplace feelings, attitudes and behaviour. Responses captured and analyzed from randomly selected sample of 182 professionals working in Indian organizations revealed that emotional intelligence especially mood repair augments high levels of employee engagement manifested through higher vigor, dedication and absorption in employees...
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...reliability and validity. 8 3.5 Sampling techniques. 8 3.6 Definitions of key terms, concepts and variables. 9 3.7 Data analysis and interpretation. 9 3.8 Ethical considerations. 10 3.8.1 Confidentiality. 10 3.8.2 Informed consent 10 3.8.3 Provision of debriefing, counseling and additional information. 10 3.9. Pretest or pilot study. 11 4. MY PERSONAL WORK PLAN 12 LIST OF SOURCES 12 From here on, please use 1, 5 spacing in your text. Should you include tables in your introduction or literature review, please number them Table 1, Table 2, etc. TITLE: (Give a brief title for your proposed study here. For example: An investigation into the causes of burnout amongst volunteer caregivers in a home-based HIV-AIDS support program. It does not have to be perfect at the first attempt. You might change it as...
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