Burnout among university faculty: the central role of work–family conflict

This study examined both direct and indirect associations of faculty burnout with psychosocial work environments, using the job resources-demands framework. A sample of 2,229 faculty members (57.1% male) throughout public universities in the Czech Republic completed a questionnaire comprising measures of burnout and psychosocial work environment characteristics from the Copenhagen Psychosocial Questionnaire II. We formulated a structural model that hypothesised a positive effect of job demands (quantitative demands, work-family conflict (WFC), job insecurity) and a negative effect of job resources (influence, social community, role clarity) on burnout. Results showed that the strongest predictor of burnout was WFC, which had a direct positive effect on burnout and mediated the positive effect of quantitative demands on burnout. Further, a small direct negative effect of age and an indirect positive effect of involvement in research grants and administrative paperwork on burnout were observed. The findings indicate that university management can most effectively address burnout in academic staff not only by implementing policies that reduce WFC, workload and administrative paperwork, but also by providing more job resources to younger faculty and faculty involved in grant-based projects.     

高校教师工作家庭冲突与职业倦怠：社会支持的中介作用

以高校教师为研究对象,采用问卷法进行施测,在描述高校教师工作家庭冲突与职业倦怠现状的基础上,进一步考察社会支持对于工作家庭冲突与职业倦怠的积极作用。结果发现,重点高校教师存在较严重的工作家庭冲突与职业倦怠;工作家庭冲突是职业倦怠的重要预测源;社会支持在高校教师工作家庭冲突与职业倦怠中发挥着中介作用。     

The effects of workplace learning on organizational socialization in the youth workforce

The purpose of this study was to identify how high school graduate newcomers adjust to working in organizations. This study examines how their formal learning, intended informal learning, and unintended informal learning experiences jointly influence their adjustment processes [e.g., role clarity and personal–organizational (P-O) fit]. It also explores the extent to which the newcomers’ adjustment processes relate to socialization outcomes (e.g., job satisfaction, organizational commitment, and intention to quit) and their mediating effects on the relationship between the types of learning and socialization outcomes. Results show that formal learning and intended informal learning have a strong positive relationship with P-O fit, while unintended informal learning is positively associated only with role clarity. In addition, role clarity indirectly and P-O fit directly affect job satisfaction, organizational commitment, and intention to quit. The implication for management practices and future research is discussed.     

The mechanism of teaching–research conflict influencing job burnout among university teachers: The roles of perceived supervisor support and psychological capital

This study examined the relationship between teaching–research conflict and job burnout among university teachers and the moderating role of perceived supervisor support (PSS) and psychological capital (PsyCap) in this relationship. Using a cross-sectional design, data were collected from a convenience sample of 488 university teachers in China. Hierarchical regression analysis was performed to examine the moderating role of PSS and PsyCap in the relationship between teaching–research conflict and job burnout. The results showed that (a) teaching–research conflict was positively linked to emotional exhaustion and depersonalization but negatively linked to personal accomplishment, (b) PSS moderated the effects of teaching–research conflict on both emotional exhaustion and depersonalization but did not act as a moderator in the relationship between teaching–research conflict and personal accomplishment, and (c) PsyCap moderated the effect of teaching–research conflict on all three dimensions of job burnout.     

Examining internal and external job resources in child welfare: Protecting against caseworker burnout

Given intense job demands, it is not surprising that job burnout is a consistent threat to the well-being and retention of the child welfare workforce. Guided by central postulates of the Job Demands and Resources (JD-R) model which suggests that job burnout develops because of experiences of high work demands coupled with low resources in the workplace, we applied a conceptual model of job burnout (client and work related) that accounts for both internal and external resources available to child welfare workers. Findings among child welfare caseworkers from three states (N = 1917) indicate that job demands (stress and time pressure) were positively related to client- and work-related burnout. Additionally, both internal and external resources moderated the relationships between job demands and client- and work-related burnout. Study findings have workforce management implications in the child welfare sector, including the role resources might play in mitigating the negative impact of job demands on burnout in the child welfare workforce.     

高校教师工作家庭冲突与职业倦怠的关系研究——以河南大学为例

考察高校教师工作家庭冲突与职业倦怠两者间的关系,为预防和减少高校教师职业倦怠提供依据。采用工作家庭冲突问卷和职业倦怠量表对525名高校教师进行问卷调查,结果显示不同性别的高校教师在职业倦怠和工作家庭冲突上存在显著差异,职业倦怠总分与工作家庭冲突各维度存在显著的正相关,进一步回归分析显示,工作家庭冲突对职业倦怠具有一定的预测作用,工作家庭冲突是影响高校教师职业倦怠的一个重要因素。     

旅游从业者工作休闲冲突对工作倦怠影响研究——基于结构方程模型的实证分析

相较于其他行业从业者,旅游从业者的工作—休闲冲突和工作倦怠更为激烈,而较少研究者运用结构方程模型研究该问题。文章以古村落旅游从业者为研究对象,通过问卷调研获得第一手数据,运用结构方程模型探讨工作—休闲冲突对工作倦怠的影响。实证结果显示,工作—休闲冲突与工作倦怠的情绪耗竭、去个性化和职业效能感降低维度正向显著相关。在不考虑其他因素的前提下,工作—休闲冲突越大,旅游从业者的工作倦怠感越强。因此旅游企业可以通过缓解工作—休闲冲突来干预从业者的工作倦怠。     

Newly qualified teachers’ work engagement and teacher efficacy influences on job satisfaction,burnout, and the intention to quit

Teacher policy is high on national agendas and countries are seeking to improve schools. Demands on schools and teachers are more complex and it is expected that a larger number of teachers will enter the profession. Studies indicate that the period when teachers are newly qualified is a peak time for leaving the profession. The purpose of this study was to investigate work engagement and teacher efficacy and their relationship to job satisfaction, burnout and the intention to quit among newly qualified teachers. 750 questionnaires were distributed to teachers who had less than six years experience as a teacher after they had completed their teacher education from one university in southern Norway. 192 completed surveys were returned, a response rate of 25.6%. In line with the hypothesis, proposed work engagement and teacher efficacy are positively related to job satisfaction but negatively related to job burnout and the intention to quit. Practical implications of these findings are discussed.     

An Ecological Momentary Assessment of Burnout,Rejuvenation Strategies,Job Satisfaction,and Quitting Intentions in Childcare Teachers

Guided by affective events theory, the purpose of this study was to examine the temporal aspects of childcare teacher burnout, particularly as to how feelings of exhaustion throughout the day relate to perceptions of end-of-day job satisfaction and quitting intentions. A secondary purpose of the study was to explore the frequency and type of rejuvenation strategies childcare teachers use to relieve perceived stress throughout the day. Ecological momentary assessment procedures were employed for 1 week to assess exhaustion levels (3 times/day), frequencies and types of rejuvenation strategies (3 times/day), and end-of-day job satisfaction perceptions and quitting intentions (1 time/day) among 50 childcare teachers. Results indicated that childcare teachers’ quitting intentions were positively predicted by emotional exhaustion (β?=?0.52) and negatively predicted by overall job satisfaction (β?=??0.28). Short (≤15 min), infrequently used (one to two times/day) physical or cognitive health reprieve strategies were reported by 86?% of teachers as the most effective for reducing daily stress. Findings suggest that daily accounts of burnout and quitting intentions have both exhaustive and restorative properties.     

Item analysis of Guglielmino's self‐directed learning readiness scale

The present study was designed to ascertain the effect of a sabbatical year on teachers’ professional identity, feelings of job burnout and intentions to leave either their workplace or the profession. The sample was drawn from those members of the Israel primary school teacher population who were eligible to be on a sabbatical during the 1991‐92 school year. The subjects filled out survey questionnaires before and after taking their sabbaticals. The findings indicate that a sabbatical in conjunction with a professional training programme had great impact on strengthening the teachers’ professional image, and reducing their feelings of job burnout and intentions to leave their workplace or profession.     

四川农村中学教师职业角色意识与职业倦怠的关系:工作满意度的中介作用

探讨工作满意度在农村中学教师职业角色意识与职业倦怠之间的中介作用.采用教师职业倦怠量表、工作满意度问卷和自编教师职业角色意识问卷对265名中学教师进行调查.结果表明:职业角色意识与职业倦怠呈显著负相关,职业角色意识对职业倦怠有显著负向预测作用;工作满意度在职业角色意识与职业倦怠之间存在显著的部分中介作用.研究表明,职业角色意识、工作满意度是教师职业倦怠的重要预测变量,工作满意度在职业角色意识与职业倦怠之间起部分中介作用.     

Occupational Well-being Among University Faculty: A Job Demands-Resources Model

The effects of changing academic environments on faculty well-being have attracted considerable research attention. However, few studies have examined the multifaceted relationships between the academic work environment and the multiple dimensions of faculty well-being using a comprehensive theoretical framework. To address this gap, this study implemented the Job Demands-Resources (JDR) model to investigate how job demands/resources in the academic environment interact with multiple dimensions of faculty well-being. The study participants were 1389 full-time faculty members employed in public universities in the Czech Republic. The participants completed a questionnaire assessing perceived job resources (influence over work, support from supervisor and colleagues), job demands (quantitative demands, work-family conflicts and job insecurity) and three dimensions of faculty well-being (job satisfaction, stress and work engagement). A structural equation model was used to test the effects of “dual processes” hypothesized by the JDR theory, i.e., the existence of two relatively independent paths between job demands/resources and positive/negative aspects of faculty well-being. The model showed a very good fit to our data and explained 60% of the variance in faculty job satisfaction, 46%, in stress and 20% in work engagement. The results provide evidence for the dual processes, including the “motivational process” (i.e., job resources were related predominantly to work engagement and job satisfaction) and the “health impairment process” (i.e., job demands were predominantly associated with stress, mostly through work-family conflict). The study expands current research on faculty well-being by demonstrating the complex, non-linear relationships between academic work environments and different dimensions of faculty well-being.     

地方高校女性辅导员性别角色冲突及影响探讨

地方高校女性辅导员受传统性别文化观念及现实环境的影响,她们表现出比男性辅导员更深层次的性别角色冲突。女性辅导员性别角色冲突带来身心健康危机,并引发职业倦怠,同时也给高校辅导员队伍建设及学生思想政治教育工作带来负面影响。女性辅导员自身及学校相关职能部门都应采取措施,积极调适性别角色冲突。     

国有企业员工工作-家庭冲突及其与工作倦怠的关系

为揭示国企员工工作-家庭冲突状况及其与工作倦怠的关系,本文采用工作倦怠问卷、工作-家庭冲突问卷对某集团648名国企员工进行调查。结果表明：男性员工家庭侵扰工作的得分,显著高于女性员工;国企员工的家庭侵扰工作,在性别和职务上存在显著交互作用;工作-家庭冲突与工作倦怠相关,在控制了人口学变量对工作倦怠的影响后,工作-家庭冲突对工作倦怠的具体表现做出了有效预测。实施员工援助计划,可以缓解工作-家庭冲突,预防工作倦怠的发生。     

Emotional labour,burnout and job satisfaction in UK teachers: the role of workplace social support

Although teaching has been described as a profoundly emotional activity, little is known about the emotional demands faced by teachers or how this impacts on their well-being. This study examined relationships between ‘emotional labour’, burnout (emotional exhaustion, depersonalisation and personal accomplishment) and job satisfaction in a sample of UK teachers. Also examined was whether workplace social support moderated any relationships found between emotional labour and strain. The relationship between job experience and emotional labour was also investigated. Six hundred and twenty-eight teachers working in secondary schools in the UK completed questionnaires. Significant associations were observed between emotional labour and all outcomes, with a positive relationship found between emotional labour and personal accomplishment. Some evidence was found that social support mitigates the negative impact of emotional demands on emotional exhaustion, feelings of personal accomplishment and job satisfaction. More experienced teachers reported higher levels of emotional labour. Findings highlight the need for teacher-training programmes to raise awareness of the emotional demands of teaching and consider ways to enhance emotion regulation skills in experienced as well as recently qualified staff.     

Teacher burnout—Solutions for the 1980s: A review of the literature

In recent years, popular, professional, and scholarly journals and periodicals have carried a significant number of articles concerning the teacher burnout phenomenon. This phenomenon is described as physical, emotional, and attitudinal exhaustion and results in a significant decrease in teacher job satisfaction and performance. It is caused by high levels of stress related to inordinate time demands, inadequate relationships, large class sizes, lack of resources, isolation, fear of violence, role ambiguity, limited promotional opportunities, lack of support, etc. In addition to resulting in a number of emotional and physical illnesses, burnout manifests itself in increased job turnover and absenteeism, reduced job satisfaction, mental and physical withdrawal and detachment, increased inter- and intraindividual conflict, and a general reduction in individual and ultimately school performance. Some solutions which hold considerable promise for reducing this phenomenon are improved teacher status; rewarding ambition, commitment, motivation, and performance; job enrichment or redesign; preservice stress preparation; teacher conditioning; improved supervision and support; implementing quality circles; joint student-parent-teacher problem solving; and participatory team leadership.     

聋校教师的职业倦怠现状与相关因素研究

采用(Maslach)职业倦怠问卷对351名聋校教师进行了职业倦怠状况的测查.结果表明:聋校教师的总体职业倦怠不严重;聋校教师职业倦怠随着整体感觉压力的增大越加严重;是否担任其他职务、每周不同课时数、不同省市、不同教龄、不同职称和不同学历的聋校教师职业倦怠存在显著性差异;不同性别、是否结婚和是否班主任的聋校教师职业倦怠不存在显著性差异.     

中学教师工作压力、社会支持、应对方式与职业倦怠的关系

目的:探讨中学教师工作压力、社会支持、应对方式与职业倦怠的关系。方法:运用工作压力问卷、社会支持问卷、应对方式问卷和教师职业倦怠问卷(MBI)对362名中学教师进行调查。结果:1.中学教师职业倦怠现象不严重,成就感较高,女教师情感枯竭水平高于男教师,差异极其显著(p<0.01);2.中学教师的工作压力、社会支持、应对方式和职业倦怠有显著的相关;3.工作压力、社会支持、应对方式与职业倦怠3个维度间存在显著的线性关系(p<0.01)。结论:中学教师职业倦怠现象并不严重,成就感较高,女教师情感枯竭水平较高;工作压力、社会支持、应对方式对职业倦怠有很好的预测作用。     

Job characteristics and teacher well-being: the mediation of teacher self-monitoring and teacher self-efficacy

Teacher well-being is a critical factor affecting job performance and thus, significant for enhancing quality teaching. Based on the job demands-resources model, this study examines the mediating effects of teachers’ self-monitoring and self-efficacy on the relationships between the emotional job demands of teaching and trust in colleagues and teacher well-being. A questionnaire was administered to 1115 primary school teachers in Hong Kong. The results highlight the maladaptive role of self-monitoring as a personal demand and the adaptive role of self-efficacy as a personal resource: self-monitoring is positively related to anxiety and depression; self-efficacy is positively related to enthusiasm and contentment and negatively related to anxiety and depression. The results not only support the beneficial role of trust in colleagues, which is positively associated with teacher self-efficacy and well-being, but also reveal the rewarding side of emotional job demands in enhancing teacher self-efficacy. Theoretical contributions and practical implications are discussed.     

Workaholism and work–family conflict among university academics

Because of governance and management changes in universities in recent decades, the working environment of university academics has changed. The objectives of this cross-sectional study were to investigate whether university academics are more workaholic and report more work–family conflicts than other university personnel and to provide empirical knowledge about the antecedents and outcomes of workaholism and work–family conflict among university academics. A questionnaire was used to collect data on job demands, job resources, workaholism and work–family conflict from 2186 university academics and 2551 technical and administrative personnel at 3 universities in Norway. The results show that academic personnel experienced more workaholism and work–family conflict than non-academic personnel. High job demands, especially high role overload, affected both workaholism and work–family conflict. Job resources had a marginal effect on both workaholism and work–family conflict. Workaholism was positively associated with work–family conflict and partly mediated the relationship between role overload and work–family conflict. It is not clear how job demands and workaholism interact with work–family conflict. Nevertheless, paying attention to the risks of workaholism and preventing it at all levels are important, since workaholism is associated with work–family conflict, which may adversely affect the health of the individual, the family and the workplace.