Time Perspective and the Risk of Developing Burnout: An Empirical Study among Different Blue-Collar Workers in Spain

Reig-Botella, Adela; Detaille, Sarah; Clemente, Miguel; López-Golpe, Jaime; Lange, Annet de

doi:10.3390/su13063271

Cited by 5 publications

(5 citation statements)

References 49 publications

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“…Earlier research has shown that job satisfaction is related to the environmental risk perception, especially in the case of negative working conditions such as being exposed to loud noises, vibrations, and cold temperatures [8]. Furthermore, studies have also found effects of personal factors such as age education and time perspective [9] in influencing the well-being and satisfaction of shipyard worker.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Reig-Botella

Clemente

Detaille

et al. 2022

IJERPH

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Background: The purpose of this research was to analyze which personal and organizational factors are related to organizational commitment and job satisfaction of shipyard workers who work in different auxiliary shipyard military companies in the north of Spain. Methods: In total, 567 shipyard workers participated in this cross-sectional survey study. The ages were between 19 and 64 (M = 39.36, SD = 10.01), males 82.52%, females 17.48%. We used a survey that included questions about personal and organizational factors such as physical environment, occupational risks, and psychosocial risks, in addition to the job commitment and job satisfaction scales. Results: The results of this study show that job commitment is significantly related to a higher age, lower education, and environmental risk (low vs. high). Furthermore, job satisfaction (high vs. low) and organizational commitment (high vs. low) is related with environmental risk (low vs. high). Job commitment is also higher in workers with a low educational level and older workers. Job satisfaction is lower in workers with a high educational level. Conclusions: This study shows that different personal and environmental factors influence the shipyard workers’ organizational commitment and job satisfaction.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Reig-Botella

Clemente

Detaille

et al. 2022

IJERPH

Self Cite

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“…This was employed to detect the significant differences in the ranking of the risk handling responsibilities by the respondents [34]. For the one-sample t-tests, a test value of 3.5 was selected and such an approach has been used in previous studies Reig-Botella et al [38] to establish the level of significance by comparing means between the two groups. Independent t-test or Student's t-test was used for independent samples comparing shipyard naval workers vs. the control group in personality variables and burnout.…”

Section: Discussionmentioning

confidence: 99%

Risk Handling Responsibilities in Tanzanian Project-Based Organisations

Sospeter

Chileshe

2021

Sustainability

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Risk handling is one of the elements and essential parts of risk management when properly incorporated into a project. However, there is inadequate knowledge amongst the contractual parties on risk handling responsibilities in road projects, particularly in Sub-Saharan African developing countries. This study is aimed at bridging that knowledge gap by investigating the perceptions of contractors and consultants on the risk handling responsibilities in road projects in Tanzania. The primary data were collected from 80 registered foreign and local civil contractors and engineering consultants based in Dar es Salaam. Descriptive statistics and inferential statistics were used for the data analysis. The results show that both contractors and consultants ranked safety project provision and ensuring quality provision in terms of construction as shared risk responsibilities among contractual parties. The findings further show that consultant-related risk responsibilities are: safety provision, the use of historical cost deviation, ensuring quality provision, and review of knowledge on budgeting. On the other hand, contractor-related risk responsibilities include: safety provision and ensuring quality provision. The findings of this study can be used by the practitioners and stakeholders as important lessons useful for controlling risks and making decisions when they intend to participate in such projects during the construction stage.

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“…A study on shipyard workers in Spain showed that burnout was affected by under-stimulation, monotonous and repetitive work that these workers were subjected to. 23 Similarly, in a study among room attendants, job stress results in burnout through repetitive work tasks. It can also lead to a lower sense of accomplishment to employees, leading to lower morale in their jobs and negative behavior, which could further exacerbate burnout.…”

Section: Repetitious Workmentioning

confidence: 99%

Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

2021

Acta Med Philipp

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Introduction. With the growing number of females employed as factory workers, it is important to look into the phenomenon of burnout and related organizational climate affecting these workers. Objectives. The study's objectives were: 1) to come up with the indices of burnout among Filipino female factory workers and; 2) to come up with indices of organizational climate components of job autonomy, the content of the job, and nature of management through exploratory factor analysis. Methods. The secondary data used for this study were from a cross-sectional study involving 344 female factory workers. The indicators of the organizational climate were derived through exploratory factor analysis of items in the dataset. Exploratory Factor Analysis was used to reduce the variables into a fewer set of “Component Variables.” The technique explored the relationship of each indicator and then grouped them according to which component they were highly correlated. Using the factor loadings as weights, the index score was generated. The organizational climate indices were derived from the factor loading scores. Burnout Score was derived from respondents’ answers on nine items relating to burnout. The organizational climate indexes were also generated using factor analysis with these components- job autonomy, content of the job, and nature of management. Cronbach alpha was generated for all the items under each index to show the internal consistency and scale reliability. Results. There were 344 female respondents with a mean age of 26 (SD=5.02), and the majority were single (69.21%). Nine items were measured with the lowest average response “work is boring” (0.259 ± .560) for burnout indices. The highest mean answer for the item “work requires new skills or upskilling regularly” at 1.619 ± .762, suggesting that most respondents were required to upskill regularly. “Salary is not enough to meet worker’s needs” also has a high average response, suggesting that most respondents felt that their salary was insufficient to sustain their daily needs. The total burnout score indicates that workers experienced moderate burnout. The indices for burnout have good internal consistency and scale reliability (Cronbach alpha= 0.712). The organizational climate was grouped into Indexes through factor analysis, namely, Autonomy on Quality Index, Autonomy on Rest Index, Skilled work content Index, Physical work content Index, Hazardous work content Index, Health, Safety, and Compensation Index, and Training Index. Autonomy on Quality Index has a mean of 66.877 ± 31.934, suggesting that the autonomy on quality for respondents was moderately high, while Autonomy on Rest Index was 24.159 ± 30.788, suggesting that respondents have low autonomy on rest. The skilled work content index was high at an average of 70.801 ± 22.87, while physical work content and hazardous work content index were low at 29.398 and 25.377, respectively. Health, Safety, and Compensation index average was very low at 8.891 ± 8.524. Conclusion. This study came up with indices of burnout unique to female factory workers. The indexes were boredom/boring work, repetitious tasks, fast-paced work, work pressure, not sufficient compensation, work-home conflicts, upskilling, physically tiring, mentally tiring, and salary is not sufficient to meet basic needs. This study also came up with the indexes of organizational climate relating to job autonomy, content of job, and nature of management. The several items under each of these components were subjected to Factor Analysis to come up with indexes of organizational climate. Thus, the contribution of this study is coming up with a burnout index unique to the Filipino factory worker, not just based on subjective expert opinion, but data-driven and statistically derived.

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Time Perspective and the Risk of Developing Burnout: An Empirical Study among Different Blue-Collar Workers in Spain

Cited by 5 publications

References 49 publications

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Risk Handling Responsibilities in Tanzanian Project-Based Organisations

Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

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