The study of job burnout has focused primarily on workers who hold human-service jobs, such as teachers, nurses, and social workers. Little extant research, however, has explored emotional communication and job burnout among workers from other industries. The present study used the empathic communication model of burnout to explore how interactions with distressed clients affect real estate agents' feelings of burnout and thoughts of quitting. A total of 287 real estate agents and brokers completed an online questionnaire about their empathic responses to client distress, communicative responsiveness, burnout, and thoughts of quitting. Results indicate that the empathic communication model of burnout offers adequate explanation for the relationship between empathy, communication, and burnout for real estate agents. Practical and theoretical implications of these results are discussed.
This study looks at the association of the two-dimensional measure of in-group identification on key organizational outcomes. In-group identification has been used in social psychology research on social stereotyping, but has never been used in an organizational setting. In-group identification’s two dimensions—self-investment and self-definition—were predicted to influence relational quality, satisfaction with communication received, job satisfaction, and turnover intention. Given its affective underpinnings, self-investment was hypothesized to have a larger influence on the outcomes than self-definition. An online survey of 302 full- and part-time employees was conducted. Results largely confirmed the hypotheses, with self-investment having the significantly larger influence on supervisor relational quality, top-management relational quality, satisfaction with communication received, job satisfaction, and turnover intention. Managerial and organizational implications are discussed.
PurposeWith the increase of social media usage in the workplace as a background, this paper specifically addresses social media efficacy's and social media privacy's impact on supervisor and subordinate trust, affective organizational commitment (AOC) and organizational citizenship behavior (OCB) through the theoretical lens of communication privacy management (CPM) theory.Design/methodology/approachAn online survey of 337 full- and part-time workers was conducted.FindingsPath models showed that social media efficacy positively influenced social media privacy which in turn impacted both supervisor trust and subordinate trust. Supervisor trust was positively related to AOC, while subordinate trust positively influenced OCB. t-tests revealed differences between workers who have social media relationships with supervisors and/or subordinates and those workers without such relationships.Practical implicationsIf workers believe they are adept at using social media, they will also be less concerned about the company's ability to infringe upon privacy through unwanted access to social media content. If social media efficacy drives perceptions of social media privacy and indirectly influences trust and organizational outcomes then it may be worthwhile for organizations to help enhance workers' feelings of social media efficacy through professional development programs.Originality/valueThis study is the first to extend research on workplace communication privacy into the realm of social media. Social media relationships also influence the work environment. These findings can be used as information in future research as well as policy development and professional development programs.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.