The moderated relationship between job burnout and organizational cynicism

Simha, Aditya; Elloy, David F.; Huang, Han-Chung

doi:10.1108/md-08-2013-0422

Cited by 71 publications

(68 citation statements)

References 102 publications

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“…To some extent, these two findings supported the conclusion derived from Simha, et al;. Further, there is a significant difference in levels of exhaustion between employees of Financial Services organizations and other organization types.…”

Section: Discussion and Recommendationssupporting

confidence: 79%

Empirical evidence of frequency of change and job burnout

Zin

Talet

2016

SAJBM

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This study focused on two main constructs; frequency of change (FoC) and the job burnout in the workplace. It employed a quantitative design to examine the relationship between employees' perceived "frequency of change" (FoC) occurring in their organizations and job burnout subscales -exhaustion, cynicism and professional efficacy. The respondents were low and middle level staff; managers and senior managers in selected manufacturing, information technology (IT) service organizations. Significant differences were found in levels of exhaustion between Financial Services employees and employees of other organization types. Finally, the difference was shown to exist in levels of cynicism between senior managers and employees when perceived FoC is high.

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Section: Discussion and Recommendationssupporting

confidence: 79%

Empirical evidence of frequency of change and job burnout

Zin

Talet

2016

SAJBM

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“…Nurses can experience detachment and a lack of compassion, ineffective communication, and loss of empathy for others (Brennan, 2017). Simha et al (2014) suggested that an essential tool to use when trying to tackle nursing turnover is to identify burnout from staff before it is too late. Burnout affects turnover, and hospital administrators need to maintain adequate staff to take care of patients, so turnover is no longer an obstacle.…”

Section: Job Burnoutmentioning

confidence: 99%

Leadership Strategies to Improve Nurse Retention

Colwell¹

2019

IJN

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The nursing shortage and high turnover rates are a problem in the United States. The purpose of this multiple case study was to explore leadership strategies that hospital senior nurse managers in the Rocky Mountain States use to improve nurse retention. Participants were 6 hospital senior nurse managers including 3 chief nursing officers, 1 assistant chief nursing officer, and 2 directors who had demonstrated effective leadership strategies in retention of nurses. The leadership-motivated excellence theory was the conceptual framework. Semi structured interviews with open-ended interview questions were used to collect data; organization websites and documents were used to help corroborate evidence for triangulation. Data were analyzed using Yin's data analysis method. The major themes were leadership and retention strategies. The leadership strategies were senior nurse managers guiding, coaching, and mentoring registered nurses, and the retention strategies were tools used to motivate and retain registered nurses. The results may bring about positive social change by providing hospitals with leadership strategies to retain nurses. Improved retention rates of registered nurses may enhance the competitive advantage for hospitals by improving patient satisfaction scores and improving care. This improvement may result in increased hospital reimbursements and may influence organizational commitment to improving patient outcomes.

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“…If a nurse quits working for any of the hospitals contributing to the blacklist, that nurse will be unable to find work with any of the other hospitals. Even if such rumors are untrue, negative perceptions of an organization's fairness may increase burnout (Ronen & Mikulincer, ; Simha, Elloy, & Huang, ).…”

Section: Data Analysis Of Er Nurse Interviewsmentioning

confidence: 99%

Burnout in ER nurses: Review of the literature and interview themes

Abellanoza

Provenzano-Hass

Gatchel

2018

J Appl Biobehavioral Res

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Burnout is especially disruptive among emergency room (ER) nurses. This report covers the influencing factors and outcomes related to burnout in ER nursing populations, with the goal of providing helpful information to a professional audience. The present article includes a literature review on burnout as it occurs in the ER. Interviews from a small sample of ER nurses (n = 5) are analyzed through a combination of deductive thematic analysis and computerized text analysis. Research from various related fields have been pooled together and briefly described. Experiences, comments, and recommendations concerning burnout collected from interviews seem to align with findings from empirical research, and recommendations given by interview nurses closely resemble the recommendations given by researchers. Sentiment analysis revealed a pattern of positive word use when the nurses discussed resources, and a pattern of negative word use when workload was discussed. A better understanding of burnout, both anecdotal and empirical, is valuable information for any professional who works in the ER. Many options exist for reducing or mitigating burnout, including interventions at the individual, team, and organizational levels. More involvement of ER nurses in burnout reduction strategies should be made a priority.

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The moderated relationship between job burnout and organizational cynicism

Cited by 71 publications

References 102 publications

Empirical evidence of frequency of change and job burnout

Empirical evidence of frequency of change and job burnout

Leadership Strategies to Improve Nurse Retention

Burnout in ER nurses: Review of the literature and interview themes

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