Factors Building Commitment of Healthcare Workers

Stankiewicz-Mróz, Anna

doi:10.1007/978-3-319-94373-2_16

Cited by 2 publications

(1 citation statement)

References 14 publications

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“…In particular, both aging and dejuvenization have led to a growing demand for healthcare services, posing higher workloads, and emotional demands on professionals in the healthcare sector (Glomb et al, 2004; Uthaman et al, 2016; Hodgkin et al, 2017), who are aging themselves (Buchan et al, 2015). Particularly for the older category of healthcare professionals, these high job demands (see Karasek, 1979; Johnson and Hall, 1988; Alarcon, 2011; Makkai, 2018; workload, time pressure, ambiguity, conflict, stress, workload, and tension are among the most important job demands which lead to burnout) may be hard to cope with (Bakker et al, 2000; Aiken et al, 2002b; Hedge and Borman, 2012; Uthaman et al, 2016; Stankiewicz-Mróz, 2018), possibly leading to increased staff turnover and decreased retention (De Gieter et al, 2011; Sawatzky and Enns, 2012; Heinen et al, 2013; Gao et al, 2017; Ravenswood et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Live to Work or Work to Live? An Age-Moderated Mediation Model on the Simultaneous Mechanisms Prompted by Workaholism Among Healthcare Professionals

et al. 2019

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The “aging population” implies an increased proportion of older professionals and a growing demand for healthcare services. Healthcare professionals are often highly committed to their work which can be reflected in high levels of workaholism, being a double-edged sword that can prompt both positive and negative mechanisms, differently affecting younger and older healthcare workers. The present study aims to gain insights into the relationships between healthcare professionals' age, workaholism and job satisfaction, by estimating the sequential mediating roles of workload perceptions and emotional exhaustion. We used original survey data, including information on 750 healthcare professionals. Overall, the negative relationship between workaholism and job satisfaction was shown to be sequentially (and partially) mediated by workload perceptions and emotional exhaustion. Multi-Group SEM analyses revealed differences across three age groups (under 35; between 35 and 50; over 50). Only in the two younger age groups, we found a direct and positive relationship between workaholism and job satisfaction. In all age groups, we found the negative relationship between workaholism and job satisfaction to be sequentially (and partially) mediated by workload perceptions and emotional exhaustion. The indirect effects were relatively stronger in the younger age group. Workaholism can prompt both a “gain spiral” and “a loss spiral” among healthcare professionals. The first reflects workaholism to function as a job resource fostering job satisfaction (only for the two younger age groups). The second reflects workaholism to function as a job demand reducing job satisfaction. This mechanism was shown to be stronger with an increasing age.

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