Our aim was to better understand the relationship between person–environment fit (PE fit) and several work-related outcomes, that is, burnout, job satisfaction, and turnover intention. To achieve this goal, direct effects of PE fit on these variables were explored as well as the indirect effects of PE fit on turnover intention through burnout and job satisfaction. The study was conducted on an occupationally heterogenous sample of 571 employees in France. Four types of fit were taken into account (person–job fit [PJ fit], person–organization fit [PO fit], person–group fit [PG fit], and person–supervisor fit [PS fit]). Correlations, regression, and mediation analyses were performed. Results indicated that the four dimensions of PE fit were positively related to job satisfaction and negatively associated with burnout and turnover intention. PJ fit and PO fit were more strongly correlated with these three work-related outcomes than PG fit and PS fit. Mediation analyses indicated that job satisfaction fully mediated the relationship between PJ fit, PO fit, PS fit, and turnover intention, while burnout partially mediated these relationships.

The aim of the present study was to better understand the relationship among job stressors, emotional dissonance, and burnout by exploring the mediating role of emotional dissonance between the variables. The study was conducted with a sample of 445 nurses and health care assistants from a general hospital. Four of their specific job stressors were taken into account (workload, patients' and relatives' requirements, patients' suffering, and team collaboration problems) and measured with the WSINO (Borteyrou, Truchot, & Rascle, 2014). Burnout was measured with the MBI General Survey (Schaufeli, Leiter, Maslach, & Jackson, 1996) and emotional dissonance was measured with the scale developed by Andela, Truchot, and Borteyrou (2015). On the basis of Edwards' (1992) cybernetic stress theory and Diefendorff and Gosserand's ( 2003) theoretical model, we proposed that these job stressors are related to burnout through their influence on emotional dissonance. First, results indicate that emotional dissonance and workload, patients' and relatives' requirements, patients' suffering, and coworkers stress were related to burnout. Second, mediation analysis confirmed the mediating role of emotional dissonance between workload, patient's suffering, and burnout. Results contribute to the literature by underlining the relevance of including emotional dissonance in analyzing the relationship between job stressors and burnout.

The statistical analyses (EFA and CFA) revealed eight factors in accordance with different aspects of farmers job stressors: workload and lack of time, incertitude toward the future and the financial market, agricultural legislation pressure, social and geographical isolation, financial worry, conflicts with associates or family members, family succession of the farm, and unpredictable interference with farm work. The internal consistency of the eight subscales was satisfactory. Correlation between these eight dimensions and burnout on the one side and hopelessness on the other side support the criterion-related validity of the scale.

Our aim was to improve understanding of the relationship between emotional labour and health outcomes by developing an exploratory fine-grained scale based on previous research. With this measurement, we wished to clearly distinguish re-evaluation and attentional deployment (i.e., the 2 aspects defined as deep acting); amplification and suppression (i.e., the 2 emotion regulation directions of surface acting) and emotional dissonance. This scale was completed by 688 health care professionals and social workers along with the Maslach Burnout Inventory. Exploratory factor analyses were performed to assess the adequacy of a 5-factor solution. Links between emotional labour scores and burnout were investigated. The results contribute to the emotional labour literature in several ways. First, they provide further evidence of the negative health outcomes associated with emotional dissonance. Second, the study indicates that current measures of surface acting used in previous research can capture different processes, with suppression positively related to burnout and amplification negatively related to burnout. Third, cognitive change and attentional deployment, currently measured as composing a unidimensional factor, have different impacts on employee health outcomes: Cognitive change is associated with low levels of burnout while attentional deployment is positively related to burnout.

The aim of the present study was to better understand the relationship between emotional dissonance and burnout by exploring the buffering effects of re-evaluation and team reflexivity. The study was conducted with a sample of 445 nurses and healthcare assistants from a general hospital. Team reflexivity was evaluated with the validation of the French version of the team reflexivity scale (Facchin, Tschan, Gurtner, Cohen, & Dupuis, 2006). Burnout was measured with the MBI General Survey (Schaufeli, Leiter, Maslach, & Jackson, 1996). Emotional dissonance and re-evaluation were measured with the scale developed by Andela, Truchot, & Borteyrou (2015). With reference to Rimé's theoretical model (2009), we suggested that both dimensions of team reflexivity (task and social reflexivity) respond to both psychological necessities induced by dissonance (cognitive clarification and socio-affective necessities). Firstly, results indicated that emotional dissonance was related to burnout. Secondly, regression analysis confirmed the buffering role of re-evaluation and social reflexivity on the emotional exhaustion of emotional dissonance. Overall, results contribute to the literature by highlighting the moderating effect of re-evaluation and team reflexivity in analysing the relationship between emotional dissonance and burnout. Copyright © 2016 John Wiley & Sons, Ltd.