How Do Coworkers Aid in Coping with Emotional Exhaustion? An Experience Sampling Method Approach

Xin, Jing; Zhang, Zhenduo; Li, Zhigang; Zheng, Junwei

doi:10.3390/ijerph16162919

Cited by 4 publications

(6 citation statements)

References 67 publications

(91 reference statements)

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“…Emotional exhaustion. Emotional exhaustion was assessed using a 3-item scale developed by Watkins et al [78], which has been proven to be validated (e.g., [9,79]). An example item is "I feel exhausted when I think about having to face another day on the job."…”

Section: Methodsmentioning

confidence: 99%

The Role of Sense of Power in Alleviating Emotional Exhaustion in Frontline Managers: A Dual Mediation Model

Song

Zhou

2020

IJERPH

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Frontline managers have many responsibilities and often suffer from emotional exhaustion. Drawing on the job demands–resources model, this research proposes and examines a cognitive–affective dual mediation model to explain how frontline managers’ sense of power affects their emotional exhaustion through managerial self-efficacy (cognitive path) and affective commitment (affective path). A cross-sectional study design was employed, and the theoretical model was tested using a three-wave survey among 227 on-the-job Master of Business Administration (MBA) students (52.86% male) in China, who serve as frontline managers in different kinds of organization. The regression and bootstrapping analysis results showed that the frontline managers’ sense of power was significantly negatively related to emotional exhaustion. In other words, the more powerful they felt, the less exhausted they felt. Furthermore, having a sense of power enhanced managerial self-efficacy, which mitigated emotional exhaustion. Sense of power also boosted frontline managers’ affective commitment, alleviating emotional exhaustion. We conclude with a discussion of this study’s theoretical and practical contributions and future research directions.

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Section: Methodsmentioning

confidence: 99%

The Role of Sense of Power in Alleviating Emotional Exhaustion in Frontline Managers: A Dual Mediation Model

Song

Zhou

2020

IJERPH

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“…However, according to Xiu et al (2019), the prosocial behaviour of employees, especially helping one another, reduces the feeling of insecurity and stress experienced, and thus it contributes to building personality resources. The authors, however, did not clearly indicate the direction of the relationship: as to whether a stressed employee reduces their stress level by helping others, or whether this is only once thy have received help (while not offering it on their own) that they reduce their own tension.…”

Section: Discussionmentioning

confidence: 99%

“…Knowledge workers notice that they have limited possibilities and willingness to share knowledge if the number of tasks exceeds their resources and the sense of an inefficient organization of working time, or an inability to reconcile all the requirements causes feelings of guilt and tension (Ipsen and Jensen, 2010). Social organizational behaviour that positively affects employees' well-being can only occur if job demands are perceived as low or mild; otherwise, employees devote their resources to dealing with the demands of their work, which reduces their psychological readiness to engage in social behaviour (Xiu et al, 2019). Davenport (2005) argues that managers of knowledge workers should modify the way they supervise work, i.e., move from supervision to a joint performance of duties with their subordinates, and abandon rigid hierarchy in favour of creating communities with workers.…”

Section: Discussionmentioning

confidence: 99%

“…It is important that prosocial behaviour is an expression of one's goodwill and willingness to help: those employees who treat prosocial behaviour as an instrumental tool to obtain something, e.g., a debt of gratitude, are more likely to reduce their effectiveness in the workplace than those acting pro-socially out of a desire to help (Van der Borgh, De Jong, and Nijssen, 2019). With regard to the job demand-resource model, voluntary assistance to colleagues can be seen by an individual as a resource, whether emotional, cognitive or physical, that increases self-confidence and helps one to engage in work (Xiu et al, 2019), and thus it may reduce the level of stress experienced. Mutual emotional support is particularly important, which reduces tension and also promotes lower turnover (Tews, Michel, and Stafford, 2018 employees.…”

Section: Prosocial Organizational Behaviours and Occupational Stress mentioning

confidence: 99%

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Organizational Climate as a Mediating Factor Between Occupational Stress and Prosocial Organizational Behaviours in Knowledge-Based Organizations

Oleksa-Marewska¹

2020

ERSJ

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Purpose: The present article aims to analyse the relationship between the stress experienced by the employees of knowledge-based organizations and the desire to demonstrate prosocial organizational behaviours, which are fundamental for knowledge sharing, as well as to examine the mediating effect of the organizational climate on that relationship. Design/methodology/approach: An empirical, quantitative study was conducted among a sizable sample of knowledge workers (N=677) employed in over 150 knowledge-based organizations operating in Poland, which is the country with a strong knowledge-based economy. Two psychometric questionnaires and one author's own questionnaire were used. To verify the hypotheses, multiple linear regression and mediation with bootstrapping analyses were conducted. Findings: The results of statistical analyses demonstrated that there is a negative correlation between the level of occupational stress and engagement in prosocial behaviours. Also, this relationship is fully mediated by an assessment of the organizational climate, especially the quality of communication, relations with colleagues and work organization. Practical implications: The research results provide pragmatic guidelines for management practices in knowledge-based organizations, ones that may contribute to increasing prosocial organizational behaviours as a basis for information and knowledge exchange in the knowledge-based economy. It is particularly important to ensure the reduction of stress level; it is also vital to improve communication and relations between personnel and to make the organization and control of work more flexible. Originality/value: This research significantly expands the literature on prosocial organizational behaviours, organizational climate and occupational stress, which is of a great importance in the knowledge-based economy. Moreover, the results show that, despite other research, there are organizational factors more significant than management style and approach, which are crucial for performing prosocial organizational behaviours.

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“…Emotional exhaustion is a psychological state wherein individuals feel lacking in energy and depleted of emotional resources (Watkins et al, 2015) and is one of the indicators measuring employee wellbeing (Xiu et al, 2019). A high PA can help employees experience a sense of security and less strain, thereby lowering their emotional exhaustion (Xiu et al, 2019). PA is a personal resource that can help people cope with high job demands and thus decrease emotional exhaustion (Hobfoll, 2002).…”

Section: Pa and Employee Wellbeingmentioning

confidence: 99%

The dual-level effects of authentic leadership on teacher wellbeing: the mediating role of psychological availability

Zhang

Yang

2023

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PurposeDrawing on the conservation of resources (COR) theory, this study examined the mediating role of psychological availability in the relationships between principals' individual-level and group-level authentic leadership and individual teachers' wellbeing, that is, job satisfaction, life satisfaction and emotional exhaustion.Design/methodology/approachThe authors conducted a three-wave online questionnaire survey among 266 teachers from 52 schools in China. Multilevel structural equation modeling (MSEM) was used to analyze the hypothesized relationships among the study variables.FindingsThe principals' group-level and individual-level authentic leadership were both positively associated with individual teachers' psychological availability, which in turn was positively related to their job satisfaction and life satisfaction, and negatively related to their emotional exhaustion.Practical implicationsSchool administrations should elevate the levels of principals' authentic leadership by selecting and developing authentic principals to increase teacher wellbeing.Originality/valueDiffering from prior research that has focused on the effect of authentic leadership at either group-level or individual-level, this study simultaneously investigated the dual-level effects of principals' authentic leadership. Moreover, psychological availability was found to mediate the dual-level effects of principals' authentic leadership on teachers' job satisfaction, life satisfaction and emotional exhaustion.

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How Do Coworkers Aid in Coping with Emotional Exhaustion? An Experience Sampling Method Approach

Cited by 4 publications

References 67 publications

The Role of Sense of Power in Alleviating Emotional Exhaustion in Frontline Managers: A Dual Mediation Model

The Role of Sense of Power in Alleviating Emotional Exhaustion in Frontline Managers: A Dual Mediation Model

Organizational Climate as a Mediating Factor Between Occupational Stress and Prosocial Organizational Behaviours in Knowledge-Based Organizations

The dual-level effects of authentic leadership on teacher wellbeing: the mediating role of psychological availability

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