Introduction: Burnout is most common among healthcare workers and is characterized by emotional fatigue, depersonalization and low personal accomplishment impacting behaviors also the work ...environment. This study aimed to analyze areas of work-life and burnout among dentists in dental hospitals.
Methods: A cross-sectional survey study was conducted on 72 dentists in a dental hospital in Denpasar. An online questionnaire containing the Maslach Burnout Inventory and the Areas of Work Life Survey by Michael Leiter and Christina Maslach to estimate burnout and work life was used for data collection from April-May 2022. Multiple linear regression was used to evaluate the association.
Results: The work-life area category had a score of 3.45, while the dentist’s average score for burnout had a mean value of 4.15. Workload, control, rewards, community, fairness, and values were associated with burnout. The control dimension showed the strongest correlation to burnout. The reward dimension had the most significant role in burnout. All dimensions of the work-life area are predictors of dentist burnout.
Conclusion: Based on the finding of this study, all of the dimensions of work life can potentially cause burnout in dentists. A reward is the most dominant variable in the emergence of burnout. Management needs to set policies to reduce burnout for dentists at work.
To examine the impact of six areas of work-life, emotional intelligence and psychological capital on compassion fatigue and compassion satisfaction among Canadian Registered Nurses and licensed ...practical nurses.
A cross-sectional survey study.
A convenience sample of 296 Registered Nurses and 110 licensed practical nurses answered a self-administered questionnaire measuring areas of work-life, psychological capital, emotional intelligence, compassion satisfaction and compassion fatigue in September 2019. The association between variables were analysed with descriptive and correlational analyses, while the hypothesized models were tested using multiple regression analyses.
This study identified several areas of work-life and intrapersonal resources that impacted compassion satisfaction and compassion fatigue. Among Registered Nurses, compassion satisfaction was predicted by psychological capital, rewards, values and workload. Compassion fatigue was predicted by psychological capital, workload, control and community. Among licensed practical nurses, compassion satisfaction was predicted by psychological capital and emotional intelligence. Compassion fatigue was predicted by workload and psychological capital. Study results also revealed significant differences in Registered Nurses' and licensed practical nurses' perceptions of workload, rewards and fairness at work, and both compassion satisfaction and compassion fatigue. Registered Nurses perceived their workload to be more manageable and perceived greater rewards and greater fairness at work than licensed practical nurses. Compassion fatigue was higher for Registered Nurses than licensed practical nurses, while compassion satisfaction was higher for licensed practical nurses than Registered Nurses. Future studies should investigate the nature and span of these differences to suggest relevant strategies to mitigate compassion fatigue and promote compassion satisfaction for each of these nursing roles.
The results of this study underscore the need to create nursing work environments that foster a manageable workload and positive social relationships, where nurses have professional autonomy, decision-making capacities and access to adequate resources to do their job effectively. The nursing work environment should also provide recognition of nurses' contributions and an alignment between personal and organizational values. Investments in the development and improvement of nurses' psychological capital and emotional intelligence should be prioritized since they are malleable and impactful intrapersonal resources on compassion satisfaction and compassion fatigue.
This study adhered to the STROBE guidelines.
A total of 406 nurses were involved in this study by answering a self-administered study survey.
The aim of this review was to synthesize the evidence on the potential relationship between psychosocial work factors from the Areas of Worklife (AW) model (workload, job control, social support, ...reward, fairness, and values) and chronic low back pain (CLBP; unspecific pain in the lumbar region lasting 3 months or longer).
We conducted a systematic literature search of studies in Medline, PsycINFO, Web of Science, and CINAHL (1987 to 2018). Three authors independently assessed eligibility and quality of studies. In this meta-analysis, we pooled studies' effect sizes using a random-effects model approach and report sample size weighted mean Odds Ratios (ORs).
Data from 18 studies (N = 19,572) was included in the analyses. We found no studies investigating associations between fairness or values and CLBP. CLBP was significantly positively related to workload (OR = 1.32) and significantly negatively related to overall job control (OR = 0.81), decision authority (OR = 0.72), and two measures of social support (ORs = 0.75 to 0.78), even in prospective studies. Skill discretion and reward did not significantly relate to CLBP. Moderation analyses revealed several variables (e.g., exposure time, mean age and sex) affecting these relationships.
Our results support employees' workload, job control, and social support as predictors of CLBP. In this line, these work factors should be considered when developing programs to prevent chronic low back pain. Future studies should apply measures of CLBP that are more precise, and investigate the full areas of work life (AW) factors in combination.
Even though work-related factors have been found to play a crucial role in predicting presenteeism, studies investigating established theoretical frameworks of job design features and, in particular, ...underlying mechanisms are still very scarce. The objective of this study was to investigate the influence of the areas of work life according to the Areas of Worklife Scale (AWS; Leiter & Maslach, 2004) on presenteeism. We examined mental and physical health as the underlying process of this relationship and assessed 2 presenteeism outcome measures and their relationship to each other-that is, the frequency of acts of presenteeism and work productivity. Using a cross-sectional design, the study was conducted in a sample of 885 employees from German public service. Results showed that the influence of some, but not all, areas of work life (workload, control, reward, and values) on both acts of presenteeism and health-related lost productivity was mediated by health indicators (well-being and musculoskeletal complaints). Moreover, we found a relationship between health-related lost productivity and acts of presenteeism. The present research clarifies the importance of work-related factors as antecedents of sickness presenteeism. The findings of our study also emphasize the necessity to include both acts of presenteeism and health-related lost productivity in presenteeism research and prevention. Presenteeism should be included as a measure in health prevention interventions because it reflects a crucial part of employee health that is not covered by other measures.
Whenever the topic of job burnout gets raised, the key question is often "What can we do about it?" Although many different ideas have been proposed about how to deal with burnout, few of them have ...ever been implemented or evaluated systematically. Furthermore, there is a bias toward fixing people, rather than fixing the job situation. However, current research has argued that newer models of job-person fit will lead to better definitions of healthy workplaces and to better strategies of social-change processes.
Increased levels of burnout have been demonstrated for providers serving individuals with Autism Spectrum Disorder (ASD). Given higher levels of burnout are linked with a number of negative physical ...and psychological outcomes, it is important to understand predictors of burnout to inform prevention and intervention strategies. Leiter and Maslach (1999) provide a framework for conceptualizing burnout within an organizational context according to six areas of work-life. The present study examines the relation between the six areas of work-life and burnout in staff providing direct care services to individuals with ASD. A total of 149 providers completed an online survey consisting of the Maslach Burnout Inventory (MBI; Maslach, Jackson, & Leiter, 1997), the Areas of Work-life Survey (AWS; Leiter & Maslach, 1999), and additional questions about training and supervision. The areas of workload, reward, fairness, and values emerged as the best predictors of burnout. While workload, fairness, and values predicted emotional exhaustion, values and reward predicted personal accomplishment, and values alone predicted depersonalization. Lower levels of training satisfaction and frequency of supervision were related to burnout. Findings provide direction regarding which aspects of the workplace may be most relevant for this workforce and how these areas may be targeted for change.
Research has highlighted the multitude of factors that are negatively associated with coach mental well-being but has failed to investigate how the determinants of mental well-being can affect the ...coach both positively and negatively. Accordingly, the aim of this study was to investigate levels of mental well-being among sport coaches and assess whether areas of work life-specifically workload and control-are related to levels of mental well-being.
An online survey comprising demographic and coaching experience details, the Areas of Work Life Scale (AWS), and the Warwick-Edinburgh Mental Well-Being Scale was completed by 464 Australian coaches involved in a range of sports. Differences in coach mental well-being according to key demographic and coaching-related subgroups were assessed using separate t-test and ANOVA analyses and the magnitude of effects was determined using Cohen's d and the eta-squared (
) statistics. Multiple linear regression was used to examine relationships between both workload and control and mental well-being after controlling for age, gender, coaching setting and weekly coaching activity.
The findings indicate poorer mental well-being among both male and younger coaches and indicate that coach mental well-being is related to the ability to self-manage the workload associated with their role as a coach as well as greater autonomy over coaching-related tasks and activities. Specifically, a one-unit increase in AWS workload and AWS control were associated with ~three- and ~four-unit increases in coach mental well-being, respectively.
: Greater provision of resources and education is required to assist coaches to manage their own mental well-being, while being supported by the organisation they coach for. Enabling coaches to balance their coaching requirements and to have control over their environment will improve their ability to constantly coach at a high standard.
COVID-19 added responsibilities to faculty in health-related fields. Educators in these areas have experienced pandemic-related role strain in both the clinical and academic settings.
This ...investigation sought to identify how health science faculty at one institution perceived challenges related to the COVID-19 pandemic in their role and to glean opportunities for institutions to increase the degree of support for faculty.
An analysis of narrative comments was conducted on a survey assessing burnout and well-being. The survey was distributed to full-time faculty within the College of Health Sciences at a four-year institution. Using the areas of work-life model as a guide, two free-text questions within the survey were analysed to identify major themes.
39 participants contributed narrative responses to the qualitative, open-ended questions. Three themes emerged related to the areas of work-life categories: work-life imbalance, stress and unwellness, and unmet support needs. Strategies for enhanced well-being were noted to be workload management, administrative support, and wellness opportunities.
This analysis provides insight into why health science faculty may be experiencing feelings of disengagement and exhaustion in their work. Enhanced workload and lack of community during the pandemic were major drivers of this phenomenon. Flexibility in workload, genuine concern and appreciation expressed by institutional leaders, and accessible wellness opportunities may help to offset these negative feelings.
This study aimed to examine the effects of a person-job match in the six areas of worklife on Egyptian nurses' job embeddedness.
Healthcare organizations struggle to embed nurses in their job. ...However, the antecedents of nurses' job embeddedness are not fully known, especially those related to organizational factors. This study is an initiative to contribute in this field.
A national cross-sectional study that enrolled 1003 Egyptian licensed nurses was conducted. Data were collected using an online-based version of the Areas of Worklife Scale and the Global Job Embeddedness Scale and analyzed using the descriptive statistics, Pearson correlation, and regression analysis.
Nurses reported a moderate level of job embeddedness with a person-job match in control, reward, and community. Regression analysis showed four of six areas of worklife (value, fairness, community, and control) contributing to nurses' job embeddedness.
Nurses who experience a person-job match in the value, fairness, community, and control areas of worklife are more likely to embed in their job. A match in the value area has the great potentials for nurses to embed in their job.
Actions aimed at embedding nurses should prioritize on optimizing a person-job match in value, fairness, community, and control.
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