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Behavioral Sciences
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Burnout, Perceived Efficacy, and Job Satisfaction
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Burnout, Perceived Efficacy, and Job Satisfaction

A special issue of Behavioral Sciences (ISSN 2076-328X). This special issue belongs to the section "Organizational Behaviors".

Deadline for manuscript submissions: closed (31 December 2021) | Viewed by 37748

Special Issue Editor

Dr. María del Mar Molero Jurado

E-Mail Website
Guest Editor
University of Almería, Ctra. de Sacramento s/n, 04120, Almería, Spain
Interests: psychology of sustainability; engagement work; occupational health; psychosocial; organizational environments; personality; emotional intelligence; burnout; emotions; public health
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

When we think of stress, we immediately associate it with a lack of availability of appropriate personal and social resources to meet challenges. The exhaustion of resources to fulfil the work activity can increase the sensation of stress, until the well-known burnout syndrome is caused. This syndrome has recently been classed as a public health problem, and new theoretical approaches have arisen arguing for the study of variables, which insofar as they are related to burnout, can take on a protective role against the events triggering the syndrome. 

Self-efficacy, understood as the perception of competence to solve different stressful situations, has also been considered as a moderating variable of stress, and is protective against exhaustion at work. On the other hand, burnout and job satisfaction are considered to represent different emotional responses to work, although they are closely related. Based on these findings, and being convinced that self-efficacy can reduce the negative consequences of chronic stress, there is a need to expand the research focused on the role that these factors play in the development of burnout syndrome and its maintenance, or also, why not, in its prevention and/or treatment.

This Special Issue is intended to provide greater visibility to the empirical study of the relationships between the variables, directly or indirectly, involved in the development or timing of worker burnout.

Priority will be given to papers presenting the results of data collection and statistical analysis, and theoretical reviews framed within a systematic methodology or meta-analysis, which are outstanding because of the relevance of their results, will also be considered. Above all, those that present an up-to-date methodological framework, which can be considered a starting point for future lines of research, will be considered, specifically the following: proposal of theoretical models, development of evaluation instruments, or design of intervention programs.

Dr. María del Mar Molero Jurado
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Behavioral Sciences is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2200 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • burnout
  • self-efficacy
  • job satisfaction
  • occupational health
  • workplace
  • risk factors
  • protection factors

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Published Papers (7 papers)

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Research

14 pages, 1285 KiB  
Article
Predicting Innovative Work Behaviour in an Interactive Mechanism
by Samina Afrin, Tarik Raihan, Ahmed Ishmum Uddin and Md. Aftab Uddin
Behav. Sci. 2022, 12(2), 29; https://doi.org/10.3390/bs12020029 - 28 Jan 2022
Cited by 5 | Viewed by 4027
Abstract
The purpose of this paper is to investigate the impacts of employees’ creative self-efficacy (CSE) and creative self-identity (CSI) on their innovative work behaviour (IWB), with the indirect effects of creative process engagement (CPE) and creative climate (CC). Following the deductive reasoning approach, [...] Read more.
The purpose of this paper is to investigate the impacts of employees’ creative self-efficacy (CSE) and creative self-identity (CSI) on their innovative work behaviour (IWB), with the indirect effects of creative process engagement (CPE) and creative climate (CC). Following the deductive reasoning approach, the study was conducted on IT-based firms in Bangladesh. A total of 348 surveys were collected using a multi-item questionnaire. The collected data were then analyzed using structural equation modeling (SEM). The study reveals a significant relationship between CSE and IWB, and CSI and IWB. It further explores the significant mediating effects of CPE and the moderating effects of CC on CSE and IWB, and CSI and IB, relationships. Based on the premise of interactionist perspectives on creativity, this study contributes to the literature proposing a distinctive model comprising five variables to investigate employees’ IWB from a multi-level perspective. This integrated model, using predictors from multiple levels, supports the theoretical assumption that IB results from employees’ CSE, CSI, and, finally, CPE. Distinct from the other literature, the study also portrays the moderating and mediating impact of CC and CPE simultaneously. Full article
(This article belongs to the Special Issue Burnout, Perceived Efficacy, and Job Satisfaction)
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13 pages, 485 KiB  
Article
How Does Mobile Workplace Stress Affect Employee Innovative Behavior? The Role of Work–Family Conflict and Employee Engagement
by Xinyuan Wang, Zhenyang Zhang and Dongphil Chun
Behav. Sci. 2022, 12(1), 2; https://doi.org/10.3390/bs12010002 - 22 Dec 2021
Cited by 18 | Viewed by 6911
Abstract
The new wave of interest in mobile workplaces is profoundly changing the internal ecology of Chinese companies and creating new stress for employees. To investigate the mechanisms of mobile workplace stress on employee innovative behavior and the role of work–family conflict and employee [...] Read more.
The new wave of interest in mobile workplaces is profoundly changing the internal ecology of Chinese companies and creating new stress for employees. To investigate the mechanisms of mobile workplace stress on employee innovative behavior and the role of work–family conflict and employee engagement, we collected 426 valid samples from married male employees in the software and information service industries. The results show that mobile workplace stress has a significant negative effect on employee innovative behavior. In contrast, it has a significant positive effect on work–family conflict and employee engagement. In addition, work–family conflict partially mediates the relationship between mobile workplace stress and employee innovative behavior; employee engagement produces the suppressing effects. The chain intermediary effect of work–family conflict and employee engagement between the mobile workplace and employee innovative behavior is present. When we focus on the high performance of the mobile workplace, we should also pay attention to its impact on the company’s ability for innovation. Full article
(This article belongs to the Special Issue Burnout, Perceived Efficacy, and Job Satisfaction)
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17 pages, 864 KiB  
Article
Reconstructing Attitudes towards Work from Home during COVID-19: A Survey of South Korean Managers
by Patrick Allen Rose and Suzana Brown
Behav. Sci. 2021, 11(12), 163; https://doi.org/10.3390/bs11120163 - 27 Nov 2021
Cited by 11 | Viewed by 5044
Abstract
This article explores how after almost two years of government-imposed work from home (WFH) for the purpose of curbing the spread of COVID-19, South Korean managers’ general attitudes towards WFH may have been reconstructed and if this change influenced their expectations that WFH [...] Read more.
This article explores how after almost two years of government-imposed work from home (WFH) for the purpose of curbing the spread of COVID-19, South Korean managers’ general attitudes towards WFH may have been reconstructed and if this change influenced their expectations that WFH would persist for the long run. Before COVID-19, WFH was rare, and the country was well known for having one of the most hierarchical and rigid work cultures, with long hours at the office being the norm. The results of this study are based on survey responses from 229 South Korean managers and executives. Using means comparisons and hierarchical linear multiple regression models to answer three research questions, the present study evaluates theorized predictors of WFH take-up, general attitudes towards WFH, and the likelihood that WFH will continue post-COVID-19. The results indicate that forced WFH adoption during COVID-19 had statistically significant positive effects on the attitudes of South Korean managers and their intentions to continue working from home in the future. This study has practical implications for companies and governments that are interested in taking advantage of WFH and implementing it more permanently. It provides interesting findings on how managers from a country with minimal WFH prior to COVID-19 perceive the benefits of WFH and how they respond to its mandated adoption. Full article
(This article belongs to the Special Issue Burnout, Perceived Efficacy, and Job Satisfaction)
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17 pages, 937 KiB  
Article
The Influence of Workload and Work Flexibility on Work-Life Conflict and the Role of Emotional Exhaustion
by Gabriele Buruck, Anna-Lisa Pfarr, Marlene Penz, Magdalena Wekenborg, Nicole Rothe and Andreas Walther
Behav. Sci. 2020, 10(11), 174; https://doi.org/10.3390/bs10110174 - 16 Nov 2020
Cited by 11 | Viewed by 6488
Abstract
The purpose of this study is to examine the relationship between contextual work-related factors in terms of job demands (workload—WL) and job resources (work flexibility—WF), work–life conflict (WLC) and the burnout dimension emotional exhaustion (EE) [...] Read more.
The purpose of this study is to examine the relationship between contextual work-related factors in terms of job demands (workload—WL) and job resources (work flexibility—WF), work–life conflict (WLC) and the burnout dimension emotional exhaustion (EE) in a large population-based sample. Building on the job demands resources model (JDRM), we have developed the hypothesis that WL has an indirect effect on EE that is mediated by WLC. We conducted a secondary analysis using data from the Dresden Burnout Study (DBS, N = 4246, mean age (SD) = 42.7 years (10.5); 36.4% male). Results from structural equation modelling revealed that EE is positively associated with WL (β = 0.15, p = 0.001) and negatively associated with WF (β = −0.13, p = 0.001), also after accounting for potential confounding variables (demography, depressive symptoms, and lifetime diagnosis of burnout). Both effects are mediated by WLC (β = 0.18; p = 0.001 and β = 0.08; p = 0.001, respectively) highlighting the important role of WLC in employee health. In summary, WF may help to reduce burnout symptoms in employees, whereas WL may increase them. Study results suggest that both associations depend on WLC levels. Full article
(This article belongs to the Special Issue Burnout, Perceived Efficacy, and Job Satisfaction)
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13 pages, 860 KiB  
Article
Job Insecurity, Family Functionality and Mental Health: A Comparative Study between Male and Female Hospitality Workers
by Esperanza Vargas-Jiménez, Remberto Castro-Castañeda, Esteban Agulló Tomás and Raúl Medina Centeno
Behav. Sci. 2020, 10(10), 146; https://doi.org/10.3390/bs10100146 - 24 Sep 2020
Cited by 9 | Viewed by 4485
Abstract
The aim of the present article is to compare the family functionality, mental health and job insecurity of employees of the hospitality industry in Puerto Vallarta and Bahía de Banderas, in México. This is a quantitative and cross-sectional study. The sample was selected [...] Read more.
The aim of the present article is to compare the family functionality, mental health and job insecurity of employees of the hospitality industry in Puerto Vallarta and Bahía de Banderas, in México. This is a quantitative and cross-sectional study. The sample was selected by non-probabilistic sampling for convenience and comprised a total of 914 people, of whom 438 were women (47.92%) and 476 were men (52.08%). The women surveyed reported more somatic symptoms, anxiety, insomnia and social dysfunction compared to men, which allows the conclusion that their mental health is vulnerable; meanwhile, men showed better perception of family functionality, a positive factor that reveals the family as a potential support factor that reduces stress, anxiety and improves men’s mental health. Another result reveals that the gender structure permeates the hotel sector, inequalities in the type of contract and income are corroborated, and the existence of a sexual division of labor to the detriment of women is confirmed, as they are mostly employed in low-skilled jobs that reproduce domestic tasks, particularly those related to cleaning and food service tasks. Full article
(This article belongs to the Special Issue Burnout, Perceived Efficacy, and Job Satisfaction)
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14 pages, 501 KiB  
Article
Promoting Individual and Organizational OCBs: The Mediating Role of Work Engagement
by Flavio Urbini, Antonio Chirumbolo and Antonino Callea
Behav. Sci. 2020, 10(9), 138; https://doi.org/10.3390/bs10090138 - 14 Sep 2020
Cited by 15 | Viewed by 3812
Abstract
In today’s dynamic organizational environment, employees with a tendency to display discretional behaviors beyond their prescribed formal job duties represent a plus. Underpinned by the theories of social exchange and conservation of resources, these behaviors can be influenced by their level of job [...] Read more.
In today’s dynamic organizational environment, employees with a tendency to display discretional behaviors beyond their prescribed formal job duties represent a plus. Underpinned by the theories of social exchange and conservation of resources, these behaviors can be influenced by their level of job satisfaction (JS), defined as the extent to which employees like their work, and work engagement (WE), defined as a positive work-related state of mind. The present study investigates the mediating mechanism of WE in the relationship between JS and organizational citizenship behaviors (OCBs), which refer to discretionary behaviors that could benefit an organization (OCBs-O) and/or its members (OCBs-I). The mediational hypothesis is examined using structural equation modeling (SEM) among 719 Italian private and public sector employees. The significance of total, direct, and indirect effects was tested via bootstrapping. The results showed that JS was positively related to WE, which, in turn, was positively related to both OCBs-I and OCBs-O. The SEM results supported the hypotheses: WE fully mediated the relationship between JS and OCBs-I, and it partially mediated the relationship between JS and OCBs-O. This study sheds new light on this mechanism. Consequently, it is useful for HRM policy. It also helps us to better understand how satisfied and engaged employees are willing to adopt positive organizational behaviors. Full article
(This article belongs to the Special Issue Burnout, Perceived Efficacy, and Job Satisfaction)
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15 pages, 517 KiB  
Article
Time is on My Side—or Is It? Assessing How Perceived Control of Time and Procrastination Influence Emotional Exhaustion on the Job
by Catherine A. Roster and Joseph R. Ferrari
Behav. Sci. 2020, 10(6), 98; https://doi.org/10.3390/bs10060098 - 10 Jun 2020
Cited by 9 | Viewed by 5649
Abstract
The job demands–control model (JDC) postulates that an increased control over work resources mitigates or “buffers” the positive association between job stressors and strainers. However, the inconclusive validation of the buffering hypothesis across multiple studies suggests the need for fresh approaches, both conceptual [...] Read more.
The job demands–control model (JDC) postulates that an increased control over work resources mitigates or “buffers” the positive association between job stressors and strainers. However, the inconclusive validation of the buffering hypothesis across multiple studies suggests the need for fresh approaches, both conceptual and methodological. We integrated aspects of the JDC framework and time management process models to construct a model that tested both the direct and indirect effects of the perceived control of time (PCT) on emotional exhaustion arising from workload demands. Furthermore, we tested whether procrastination tendencies moderated the benefits of PCT on work stressors and strains. Data were collected in an Internet survey with 356 US adult office workers obtained from Prolific. The results supported the buffering effect of PCT on emotional exhaustion. PCT both mediated and exerted direct effects on the relationship between workload and emotional exhaustion. Procrastination tendencies moderated PCT and, in turn, undermined high PCT ability to reduce emotional exhaustion. Overall, the findings suggested that giving workers more control over their time may reduce stress associated with demanding workloads. However, chronic procrastinators may benefit less from having more control over time resources if they are not provided with tools to help them self-regulate more effectively. Full article
(This article belongs to the Special Issue Burnout, Perceived Efficacy, and Job Satisfaction)
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