Associations among altruism, burnout dimensions, and organizational citizenship behaviour

From burnout to behavior: the dark side of emotional intelligence on optimal functioning across three managerial levels

Introduction

Burnout has been typically addressed as an outcome and indicator of employee malfunctioning due to its profound effects on the organization, its members, and its profitability. Our study assesses its potential as a predictor, delving into how different sources of motivation-autonomous and controlled-act as mediational mechanisms in the association between burnout and behavioral dimensions of functioning (namely, organizational citizenship behaviors and work misbehaviors). Furthermore, the buffering effects of emotional intelligence across three different managerial levels were also examined.

Methods

To this end, a total non-targeted sample of 840 Romanian managers (513 first-, 220 mid-, and 107 top-level managers) was obtained.

Results

Burnout predicted motivation, which predicted work behaviors in a moderated-mediation framework. Contrary to our initial prediction, emotional intelligence augmented the negative association between burnout and motivation, exhibiting a dark side to this intelligence type. These findings are nuanced by the three managerial positions and shed light on the subtle differences across supervisory levels.

Discussion

The current article suggests a relationship between multiple dimensions of optimal (mal)functioning and discusses valuable theoretical and practical insights, supporting future researchers and practitioners in designing burnout, motivation, and emotional intelligence interventions.

Associations between burnout symptoms and social behaviour: exploring the role of acute stress and vagal function

BACKGROUND

The study aimed to investigate the link between burnout symptoms and prosocial behaviour, as well as the role of acute stress and vagally-mediated heart rate variability (vmHRV) on this association.

METHODS

Seventy men were randomly assigned to either the stress or the control condition of the Trier Social Stress Test for Groups (TSST-G). Prosocial behaviour was assessed via a social decision-making paradigm during the respective TSST-G condition.

RESULTS

Correlation analyses revealed negative correlations between prosocial behaviour and burnout symptoms. Acute stress was also associated with reduced prosocial behaviour, whereas no interaction effects with burnout symptoms could be revealed. Exploratory analyses showed that vmHRV was negatively correlated with burnout symptoms during the social decision-making paradigm but did not mediate the link between burnout and prosocial behaviour.

CONCLUSION

In conclusion, we report first experimental evidence that burnout symptoms are negatively associated with prosocial behaviour. Further studies are needed to explore the causal relations.

Fear of Missing out (FOMO): Implications for Employees and Job Performance

Recently, there has been growing interest in how individual differences in FOMO affect personal and individual outcomes. However, there is a lack of understanding regarding the impact of FOMO in the workplace. The current study examined whether individual differences in fear of missing out (FOMO) affect employee job performance. This was accomplished by investigating the mediating role of burnout and social media engagement (SME). Furthermore, we also examined whether amotivation moderates the mediation process. Data were gathered from 214 Israeli employees by using the following scales: Fear of Missing Out (FOMOs), Burnout, Social Media Engagement (SME), Multidimensional Work Motivation (MWMS), and Job Performance. The results indicated that individual differences in FOMO are associated with relatively low levels of job performance. The relationship is mediated by burnout but not by SME. Amotivation was found to moderate the mediation effect of burnout. Interpretation of these results and practical implications are discussed.

How organizational citizenship behavior is promoted among nurses: A moderated mediation model

BACKGROUND

Health care environment relies to a great extent on positive nursing behaviors. So in this study, individual difference factors were taken into account in explaining organizational citizenship behavior by integrating trait theory, conservation of resource theory, and affective event theory.

OBJECTIVE

The present study examines whether work burnout mediates the relationship between the extraversion trait and organizational citizenship behavior, then investigating whether the mediating effect is moderated by emotional contagion.

METHOD

The study employs cross-sectional design and questionnaire-based survey was used to collect the data from 311 nurses working in private hospitals.

RESULTS

The findings reveals that extraversion trait is positively related to organizational citizenship behavior. Then, work burnout partially mediates the relationship between extraversion and organizational citizenship behavior. Further, moderated mediation analysis discloses the indirect effect of extraversion on organizational citizenship behavior through work burnout is a decreasing function of emotional contagion.

CONCLUSION

The study reports extravert nurses are likely to exhibit more organizational citizenship behavior through reduced work burnout. However, nurses should maintain low level of emotional contagion to have stronger mediating effects. Training should be provided to nursing staff to understand and handle the level of emotional contagion exist among them unconsciously.

Nurses' perception about Human Resource Management system and prosocial organisational behaviour: Mediating role of job efficacy

AIMS

To examine the relationship between nurses' perception about human resource management system and prosocial organisational behaviour through job efficacy.

BACKGROUND

Literature suggests that non-profit organisations are often confronted with financial constraints on one side and the expectation of delivering high-quality services on the other. Employees voluntarily engaging in service-oriented behaviours help to bridge this gap to some extent, and human resource management system plays a significant role in eliciting the requisite behaviours. In this article, the case of nurses from non-profit hospitals has been undertaken to examine the aspects of human resource management system that needs focus while promoting prosocial organisational behaviours among the nurses for ensuring better service delivery.

METHOD

Cross-sectional design was employed. Data were collected from 387 nurses working in non-profit hospitals in India through questionnaires and were analysed with the help of structural equation modelling.

FINDINGS

In the absence of sophisticated human resource system in non-profit hospitals, the study found that nurses' perception about human resource management system is positively related to prosocial organisational behaviours, and job efficacy partially mediates the relationship.

CONCLUSION

Positive perceptions such as involvement with the job and communication as well as supervisors' support are essential human resource practices for fostering self-efficacy and, thus, improving prosocial organisational behaviour of nurses working in non-profit hospitals.

IMPLICATION FOR NURSING MANAGEMENT

Non-profit hospitals should focus on nurses' participation and supervisory support, which would provide a better human touch approach to patient care and also improve service quality. The findings shed light on the nursing management of non-profit hospitals in terms of human resource management that has to be given much attention for institutionalizing prosocial organisational behaviour.

Examining correlates of organizational citizenship behavior and counterproductive work behavior in a collectivist culture: the case of Arab teachers in Israel

Purpose

This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational justice) and organizational citizenship behavior (OCB) (supervisor report) and counterproductive work behavior (CWB) (self-report).

Design/methodology/approach

In total, 680 questionnaires were distributed to teachers in 20 Arab elementary schools in Northern Israel. Usable questionnaires were returned by 509 teachers (75%). The questionnaires covered emotional intelligence, DT, core self-evaluation, organizational justice, burnout, CWB and demographic characteristics. Their principals filled out questionnaires on the teachers’ in-role performance and OCB.

Findings

Results showed that CWB was mostly related to higher levels of psychopathy, lower levels of emotional intelligence (ability to use emotions) and higher levels of burnout (emotional exhaustion). OCB was related to higher levels of procedural justice, lower levels of burnout and higher levels of emotional intelligence.

Practical implications

Organizations should consider ways to reduce burnout, which may reduce CWB and increase perceptions of justice, thereby promoting OCB.

Originality/value

Two novel aspects are noteworthy. First, this study simultaneously examines both CWB and OCB to clarify the similarities and differences between them. Second, few studies have examined the correlates of CWB and OCB in Arab culture.

Correlates of burnout among Indian primary school teachers

Purpose

This study aims to examine the correlates of burnout among primary school teachers working with public schools in Chhattisgarh-India.

Design/methodology/approach

Data were collected from 713 teachers using a questionnaire survey. Using partial least square path modeling, this study tests the proposed measurement and structural model.

Findings

The study confirmed that general job demands and emotional job demands in a school environment significantly correlated with burnout, which, in turn, has increased somatic symptoms and decreased pro-social behavior among teachers. However, the association of burnout with absenteeism was insignificant. Emotional intelligence (EI) was found to buffer the adverse associations of general job demands and emotional job demands on burnout.

Practical implications

The findings of this study demonstrate that EI has buffering effects on high job demands that consequently reduce burnout. This will help educators and policymakers in shaping and formulating effective policies and practices to deal with burnout.

Originality/value

Earlier studies exploring burnout of primary school teachers, especially in the Indian context, had focused exclusively on demographic factors. This study is an early attempt to understand the impact of contextual factors on burnout thereby helping in designing appropriate interventions thereof. This study additionally rationalizes the unexplored association of burnout with pro-social behavior among educators.

In Pursuit of Work Performance: Testing the Contribution of Emotional Intelligence and Burnout

Previous research has highlighted the connection between emotional intelligence (EI) and work performance. However, the role of job burnout in this context remains relatively unexplored. This study aimed to examine the mediator role of burnout in the relationship between EI and work performance in a multioccupational sample of 1197 Spanish professionals (58.6% women). The participants completed the Wong and Law Emotional Intelligence Scale, the Maslach Burnout Inventory, and the Individual Work Performance Questionnaire. As expected, the results demonstrated a positive relationship between EI and performance, and a negative relationship with burnout, which has a mediator effect in the relationship between EI and work performance. Professionals with high levels of IE and low burnout reported the highest performance. Multiple mediation analyses showed that employees' EI was indirectly connected to work performance via professional efficacy and exhaustion, even when controlling the effects of sociodemographic variables. The same pattern was found when multiple mediations were conducted for each EI dimension. These findings demonstrate the importance of burnout in understanding work performance and emphasize the role of EI as a protective variable which can prevent the development or chronic progression of workers' burnout.

Unselfish leaders? Understanding the role of altruistic leadership and organizational learning on happiness at work (HAW)

Purpose

The purpose of this paper is to examine to what extent altruistic leadership (AL) contribute to happiness at work (HAW). In addition, the authors analyze the mediating role of those conditions that facilitate learning in the relationship between AL and HAW.

Design/methodology/approach

Confirmatory factor analysis by means of structural equation models was performed to check the proposed theoretical model, using a sample of 122 frontline bank employees.

Findings

Results show that, although specific leadership styles might contribute to employee well-being, it seems the shared characteristic of altruism what significantly impact employees HAW, by means of organizational learning capability.

Originality/value

Scarce research examines altruism as a leadership behavior. The authors provide to the leadership literature a theoretical model, and empirical evidence that altruism is an essential leadership behavior to promote learning and HAW.

The mediating role of burnout on the relationship of emotional intelligence and self-efficacy with OCB and performance

Purpose

– This study aims to examined the relationship between emotional intelligence (EI), self-efficacy and two outcome variables: in-role performance and organizational citizenship behavior (OCB). The study also examined whether burnout mediates this relationship. The target population included Arab teachers in Israel.

Design/methodology/approach

– A survey was performed. Usable questionnaires were returned by 221 teachers; therefore, the response rate was 88 per cent.

Findings

– Hierarchical linear models and mediation analyses showed that EI and self-efficacy are related to OCB, and in-role performance and burnout have a strong and negative relationship with the outcome variables. Mediation analysis using Preacher and Hayes’s (2004, 2008) approach showed that burnout mediates the relationship of EI and self-efficacy with the three outcome variables.

Practical implications

– The findings emphasize the role of the two personal variables examined here as important determinants of job performance and OCB, and demonstrate the importance of burnout in understanding OCB.

Originality/value

– This study will contribute to the literature on OCB and work performance by examining the rarely researched relationships between EI and self-efficacy, on the one hand, and between OCB and in-role performance, on the other. Further, this study will argue that burnout mediates the relationship between these personal and outcome variables.

Ministerial burnout: motivation and renewal for mission

Roman Catholic priests are at high risk for stressors, burnout, and other emotional problems due to aging, role confusion, lack of support, changes in occupational focus, and ideological questions (Fruehle, Gautier, Bendyna, 2000; Hamel, 2000; Sammon, Reznikoff, & Gersinger, 1985; USCCB, 1982; USCCB, 2000). The business theories of Organizational Citizen Behavior and Survivor's Syndrome provide organizational explanations for factors contributing to the lack of motivation among priests. The techniques in Motivational Interviewing provide tools for religious leaders to employ when addressing the lack of motivation with individual priests. The article provides recommendations for seminaries and priests' programs of ongoing formation in addressing the issues of burnout, low-morale, and the lack of motivation.