Mehrdad Goudarzvand Chegini; Nima Kanaani; Maryam Tohidast
Abstract
Extended abstract 1- INTRODUCTION Despite suffering from a shortage of nurses, healthcare organizations all over the world strive to treat their patients with the services of the best quality. previous research indicated that organizational factors (such as credible leadership) and the availability of ...
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Extended abstract 1- INTRODUCTION Despite suffering from a shortage of nurses, healthcare organizations all over the world strive to treat their patients with the services of the best quality. previous research indicated that organizational factors (such as credible leadership) and the availability of organizational resources (such as physical space, time, etc.) reduced the possibility of burnout. however, empirical evidence for healthcare personnel is contradictory, which implicates the need for more research on organizational determinants of job burnout. given the critical role of nurses, especially in the current COVID-19 pandemic, and the necessity to consider their mental situations, the main purpose of the present study is to investigate the role of social identity and gender in the relationship between transformational leadership and job burnout among nurses of social security hospital in Rasht city. 2- THEORETICAL FRAMEWORK In general, there exists an increasing research flow on how to lead nurses in healthcare systems. the common belief is that effective leadership is of the most important factors in favorable work environments. a transformational leader who is seeking change in line with organizational objectives and environmental conditions encourages their subordinates to fulfill the organization's mission. on the other hand, social identity makes employees feel linked with group members and act align with the group’s goals and interests. social identity theory suggests that, for being distinguished from others emotionally and socially, people introduce themselves with common features of social institutions in which they are members. 3- METHODOLOGY The statistical population is comprised of 185 (75 male and 110 female) nurses of Rasool-e-Akram social security hospital in Rasht. A sample size of 130 was proposed by cochran's formula and selected by conducting simple random sampling. the data gathering instrument was a questionnaire made up of pre-made scales and obtained data analyzed by conducting PLS-SEM in SmartPLS v.3. 4- RESULTS & DISCUSSION Research results indicated that social identity mediates the significant and inverse effect of transformational leadership on job burnout. in addition, research results revealed that nurses’ gender does not moderate the relationship between transformational leadership and social identity. 5- CONCLUSIONS & SUGGESTIONS Transformational leaders exploit employees' skills and ideas to lead their organizations into greater levels of entrepreneurial performance. they pay attention to members’ participation, group knowledge sharing, and giving a special place to employees. these factors may prevent employees from work overload, work stress, and job burnout. by creating dynamic groups in different divisions of the hospital and involving nurses in group activities, managers can reduce nurses’ work pressure and cause them to enjoy nursing activities as much as possible. regarding the rejection of moderating hypothesis, it can be said that although gender can influence the individuals’ social identity at the social level, it may not apply to nurses who subconsciously form a social identity within themselves. on the other hand, transformational leaders may undermine the role of nurses’ gender in shaping social identity because of their confidence in their subordinates, optimism, and positive attitude towards the future.
shahrzad ahmadi; mohammadali nadi
Abstract
Extended abstract
1- INTRODUCTION
Undoubtedly, human resources are the most valuable source of today's organizations because they make organizational decisions, solve problems and give objectivity to productivity. the most important goal of each organization is to achieve predetermined goals and the ...
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Extended abstract
1- INTRODUCTION
Undoubtedly, human resources are the most valuable source of today's organizations because they make organizational decisions, solve problems and give objectivity to productivity. the most important goal of each organization is to achieve predetermined goals and the organization must strive to achieve these goals and for achieving its predetermined goals the management needs to achieve optimal organizational productivity levels. on the other hand, the higher education system is considered as one of the most complex and large-scale organizations in any country that it has an inseparable linkage with social, cultural and economic development. this study examines the relationship between career progression, career plateauing, affective commitment, job engagement and burnout. these variables affect employees and their performance that may overwhelm the total productivity, but less attention is paid to this subject. this study examines the structural equation modeling of the relationship between above variables among staff of Isfahan university.
2- THEORETICAL FRAMEWORK
By establishing appropriate career progression for employees, organizations help not only their success but also the progression of individuals. In fact, career progression involves a series of occupations that a person is pursuing for a career goal. In addition, three types of structural, content and biological plateauing have been reported in theoretical sources. Structural plateauing occurs when people reach the highest organizational level that they are capable. Another kind of plateauing is the content that occasionally occur due to the content of the job, which is generally classified as "low diversity", "tedious" and "boring" content. The third type of plateau is a biological plateauing that will not be satisfied in any of the areas of life. one of the other influential factors in organizations is the level of organizational commitment of the members, which in the 1970s, had a large volume of management studies. Organizational commitment reduces absenteeism and displacement and improves citizenship behavior, work effort and job performance. Organizational commitment due to its role and effect on performance has been an important part of organizational studies. Theoritical sources suggested that employee commitment is a powerful and effective force in the success of organizations. The degree of job engagement is on the amount of commitment that a person represents in his job or career, and the internalization of individual values to proud of his/her job. Job burnout represents the physical and mental fatigue due to long-term work in extreme mental conditions. job burnout is defined as a lack of energy and vitality. person's burnout indicates a feeling of frustration with doing a job. Various factors affect the intention to turnover, some of which are: lack of appreciation, lack of progression opportunities, but as stated above, the most important cause is job dissatisfaction. one of the consequences of dissatisfaction is the intention and thought to leave the organization. The perception of justice is a polyhedral construction that incorporates three dimensions of distributive, procedural and interactional justice. all three types of justice have an important and independent role in customer satisfaction and intent to re-buy. In this regard, through distributive justice very important predictions is done.
3- METHODOLOGY
This research is considered as applied research in terms of purpose and descriptive in terms of its nature. According to the data gathered from information and statistics center of Islamic Azad University of Isfahan, the research population consist of 1214 employees. According to the sample size set by Cohen, the sample size was calculated 291 employees and stratified random sampling method was used. Since this research is correlational, the Pearson correlation coefficient is used to determine the relationship between the components of career progression, organizational justice, job engagement, affective commitment, job burnout and Career plateauing, which is a two-variable correlation study. Structural equations modeling is used to determine the relationship between career progression, Career Plateauing, affective commitment, job Engagement and burnout. Research data were analyzed using Liserl 8.5 software and the Statistical Package of Social Sciences 22.
4- RESULTS & DISCUSSION
The results obtained from the data analysis indicated that the Career Plateauing did not have a significant effect on the perception of organizational justice (P-value >0.05). The results of data analysis also showed that the career progression, affective commitment and job burnout have a significant effect on organizational justice perceptions (P value <0.05). It has also been shown that Career Plateauing have no statistical significant effect on the intention to turnover. In the past studies, there is a significant negative relationship between these two variables. On the other hand, the results of this study indicate that there is no significant effect of career progression affective commitment, job engagement and burnout on the intention to turnover.
5- CONCLUSIONS & SUGGESTIONS
Because of the impact of knowledge, ability and competencies of employees as human capital on their job motivation, managers must plan for job progression through developing the level of their knowledge, skills and competencies. to create affective commitment and enhance the perception of organizational justice, employee participation in decision making, easy access to needed information, use of managerial factors and indicators such as goal setting, motivation and empowerment of human resources may encourage job motivation and effort. in this regard, appropriate use of incentive policies, active efforts to counter organizational intruder motives such as rumors, downsizing, revenue cuts, etc., and create a sense of unity and intimacy among employees through the definition of group activities, parties, sports and recreation competitions and family entertainment in organizational activities can be happen.
job engagement of employees can affect by delegating and giving greater responsibility in decisions making, taking into account differences between individuals and supporting more, such as creating appropriate job shifts and working teams, dealing honestly, politely and with respect to employees, can be effective in the perception of Justice and reluctance to turnover. In order to reduce the job burnout of the organization, it is necessary to reform the organizational structure.
Malihe Abi Hassanpour; Samira Pour; morteza ghayour
Abstract
1- INTRODUCTION
Job burnout results in deterioration of service quality that provided by staff and it can be an influencing factor in turnover, absenteeism, diminished morale and responsibility. Teachers' jobs are among the jobs that their employees suffer from burnout. Self-efficacy is predicted to ...
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1- INTRODUCTION
Job burnout results in deterioration of service quality that provided by staff and it can be an influencing factor in turnover, absenteeism, diminished morale and responsibility. Teachers' jobs are among the jobs that their employees suffer from burnout. Self-efficacy is predicted to be a protective factor against burnout. Self-efficacy of teachers plays an essential role in educating students. Psychological empowerment is also one of the effective factors in reducing job burnout of teachers in order that they believe have the ability and competence to perform their duties successfully. Thus, the present research surveys the role of women's psychological empowerment and self-efficacy on their job burnout in the primary schools of Tabadakan district of Mashhad city.
2- THEORETICAL FRAMEWORK
The definition of Maslach, Jackson (1997) about burnout is that they considered three dimensions for job burnout, including emotional exhaustion, depersonalization, and reduced personal accomplishment. According to Spreitzer (1995), psychological empowerment includes sense of competence, autonomy, effectiveness, meaningfulness and trust. Teachers' self-efficacy also involves engaging learners, training strategies and classroom management.
Accordingly, hypothesizes is presented below:
Psychological empowerment has a significant effect on teachers' self-efficacy. Psychological empowerment has a significant effect on the job burnout of teachers. Self-efficacy has a significant effect on the burnout of teachers. Psychological empowerment has a significant effect on the job burnout of teachers through their self-efficacy.
marjan fayyazi; Soraya Ziaei
Abstract
The purpose of this study was to evaluate career plateau of academic librarians and their impact on burnout and intention to leave. For this purpose, data collected both manually and electronically from a sample of 537 were analyzed. The results show that the rate of job Plateau (structural Plateau and ...
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The purpose of this study was to evaluate career plateau of academic librarians and their impact on burnout and intention to leave. For this purpose, data collected both manually and electronically from a sample of 537 were analyzed. The results show that the rate of job Plateau (structural Plateau and content Plateau), burnout and intention to leave among librarian, more than average. While gender does not make a significant difference in the perception of job plateau, less educated and more experienced employees perceive more plateauing. In addition, regression analysis indicates that career plateau has significant impact on burnout and intention to leave of librarian. In other words, librarians have more career plateau, job burnout and intention to quit have also reported greater.