From person-environment misfit to job burnout: theoretical extensions

Abstract

2015),"Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals: The mediating role of commitment Aaron Cohen, Mohamed Abedallah, (2015),"The mediating role of burnout on the relationship of emotional intelligence and self-efficacy with OCB and performance", Management Research Review, Vol. 38 Iss 1 pp. 2-28 http://dx.If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to explore the psychological mechanisms explaining the impact of fit on burnout based on meta-theories. Design/methodology/approach -A total of 199 employees participated in three waves with three-week intervals. Person-organization fit and person-job fit were measured in Wave 1, psychological-mechanism variables were measured in Wave 2, and burnout was measured in Wave 3. Findings -Person-organization fit and person-job fit related to three components of job burnout via multiple psychological mechanisms.Research limitations/implications -The findings help to extend existing theories on fit and burnout literature. The research advances the understanding of psychological mechanisms about how misfit leads to job burnout. It helps stimulate research interest to further investigation on their relationships and effects with other variables besides burnout. It also helps understand the construct of burnout. Practical implications -For individuals, person-job fit should be achieved as well as person-organization fit to avoid burnout. Measuring organization-based self-esteem (OBSE), psychological capital, and role conflict may help employers to recognize early signs of burnout and to develop effective interventions to reduce burnout. The findings help better understand the value of P-E fit and effective interventions in burnout. Social implications -It helps employees better select job and organization and adapt to the job and organization, reduce management cost, and keep mental health. Originality/value -Two original contributions are that: it adopted three meta-theories to comprehensively investigate the psychological mechanisms explaining how misfit leads to burnout; and it integrated individual and environmental factors of burnout into one fit-based model, which treats the person...

Optimism and attributional style impact on the relationship between general insecurity and mental health

“…Optimism was measured with a published Chinese version of the 6-item subscale of the Psychological Capital Scale (Luthans, Youssef, & Avolio, 2007;Tong, Wang, & Peng, 2015). A sample item is: 'I always look on the bright side of things regarding my job.…”

NCAA Athletic Department Employee Perceptions of Workplace Related Burnout, Commitment, and Emotional Intelligence

“…Pertaining to questions related to the subcategory of cynicism, most athletic department employees have not lost interest, become less enthusiastic, or doubted the significance of their jobs. A strong desire to work in athletics coupled with a strong person-environment fit may have a positive effect on mitigating workplace burnout and cynicism (Tong et al 2015) and might also explain the overall sentiments of not feeling burned out or cynical, as expressed by the employees of athletic departments in this study.…”

“…Ryska (2009) found that the adoption of a highly collaborative leadership style within athletic department roles may contribute to low levels of burnout. Additionally, burnout has been found to result from the misalignment of the work setting (Tong, Wang & Peng 2015).…”

Perceptions of High-Involvement Work Practices, Person-Organization Fit, and Burnout: A Time-Lagged Study of Health Care Employees

“…P‐O misfit thus involves an experience of cognitive dissonance as employees are forced to negotiate between their personal identity, which differentiates the individual from others within a social context, and their aspired social identities, which categorize the self into “more inclusive social unites that depersonalize the self‐concept” (Brewer, , p. 476). Given the salience of humans’ need for affiliation and belonging, individuals low on P‐O fit likely face an ongoing internal tension to adjust their self‐concepts to the depersonalizing demands of their work environment, a process that over time may ultimately lead to a decline in self‐definition and hence burnout (Tong, Wang, & Peng, ). The cognitive dissonance experienced is believed to evoke role conflict, and the associated anxiety and uncertainty is particularly prominent in explaining exhaustion as employees feel a lack of resources to help them cope in their environment (Tong et al, ).…”

“…Over time, this ensures that they feel alienated and experience a lack of engagement, which is expressed by a cynical attitude or withdrawal behavior, that is, depersonalization (Schaufeli & Enzmann, ). Indeed, as P‐O fit enhances one's self‐definition by virtue of belonging, it may act as an important resource for employees to ameliorate their defensive coping, eventually resulting in less emotional exhaustion and depersonalization over time (Tong et al, ). In accordance with the theoretical perspectives and empirical evidence outlined above, we hypothesize that:

Hypothesis 2: Positive perceptions of P‐O fit will be negatively related to (a) emotional exhaustion and (b) depersonalization .

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