Working Overtime in Social Work Settings: Associations with Burnout, Person-organization Value Congruence and Turnover Intentions among Chinese Social Workers

Jiang, Shan; Jiang, Chaoxin; Cheng, Yuhang

doi:10.1080/23303131.2022.2121347

Cited by 8 publications

(3 citation statements)

References 63 publications

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“…The findings align with previous research that has established the adverse effects of excessive workload on job satisfaction, and the intervening function of job stress in this association (Ekingen et al, 2023). The research additionally validates the negative relationship between work-related stress and job satisfaction, as well as the strong association between professional stress and the intention to leave one's job (Jiang et al, 2023). The finding that job stress entirely mediates the relationship between work overload and job satisfaction is also consistent with prior research Hayajneh et al (2021) that has emphasized the role of job stress as a mediator in the relationship between workload and job satisfaction.…”

Section: Discussionsupporting

confidence: 88%

“…This is especially true when employees believe they lack the resources or support to effectively manage their responsibilities (Ekingen et al, 2023). Job stress, defined as the physiological and psychological responses individuals experience when they perceive a discrepancy between the demands of their job and their capacity to meet those demand, is a typical reaction to work overload (Jiang et al, 2023).…”

Section: Introductionmentioning

confidence: 99%

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Unpacking the Relationship Between Work Overload, Job Satisfaction, and Turnover Intention: The Mediating Role of Job Stress

Hussain¹,

Iqbal²,

Rehman³

2023

Int. j. bus. econ. aff.

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This study aimed to investigate the mediating role of job stress in the relationship between work overload, job satisfaction, and turnover intention. A survey was conducted among 300 employees from banking industry of Pakistan, who completed a adopted questionnaire measuring their levels of work overload, job stress, job satisfaction, and turnover intention. The researchers used structural equational modeling through PLS SEM to test the hypothesis of the study. The results of the study showed that work overload was negatively related to job satisfaction and positively related to job stress and turnover intention. Additionally, job stress was found to partially mediate the relationship between work overload and job satisfaction, as well as fully mediate the relationship between work overload and turnover intention. Furthermore, job satisfaction was found to have a negative relationship with turnover intention, suggesting that it may serve as a protective factor against turnover. The findings of this study have important implications for organizations seeking to reduce turnover rates and increase employee job satisfaction. Specifically, the study highlights the importance of managing workloads to reduce job stress, which in turn can improve job satisfaction and reduce turnover intention. This can be achieved through a variety of interventions, such as workload management strategies, employee training and development, and supportive leadership practices. This study contributes to the growing body of research on job stress, job satisfaction, and turnover intention, by highlighting the mediating role of job stress in these relationships and emphasizing the importance of managing workloads to improve employee outcomes.

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Section: Discussionsupporting

confidence: 88%

Section: Introductionmentioning

confidence: 99%

Unpacking the Relationship Between Work Overload, Job Satisfaction, and Turnover Intention: The Mediating Role of Job Stress

Hussain¹,

Iqbal²,

Rehman³

2023

Int. j. bus. econ. aff.

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“…In terms of outcomes, burnout is often associated with various forms of negative reactions and job withdrawal, including absenteeism, low organizational commitment, job dissatisfaction, intention to leave, and turnover ( 42 , 60 – 63 ). Consistent with previous studies, this study observed a positive correlation between burnout and turnover intention ( 60 , 61 ). Burnout often manifests as a negative and negligent approach to work, underestimating one's own work value, and being indifferent to others.…”

Section: Discussionmentioning

confidence: 99%

Effects of work-family conflict on turnover intention among primary medical staff in Huaihai Economic Zone: a mediation model through burnout

Wen,

Xu,

et al. 2023

Front. Psychiatry

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BackgroundCountries worldwide face the challenge of how medical personnel manage conflicts between work and family. Especially after the challenge of the COVID-19 epidemic, it is necessary to explore the possible mechanisms of work-family conflict, burnout, and turnover intention among primary medical staff.ObjectivesThis study aims to observe the turnover intention of Chinese primary medical staff and explore the relationship between work-family conflict, burnout, and turnover intention.MethodsA cross-sectional study included a turnover intention questionnaire, the Maslach Burnout Inventory-General Survey (MBI-GS), and the Work-Family Conflict Scale (WFCS) to understand turnover intention, burnout, and work-family conflict among primary medical staff in four cities (Xuzhou, Linyi, Huaibei, and Shangqiu cities) within the Huaihai Economic Zone. Spearman correlation analysis and hierarchical multiple regression analysis were used to examine the related factors of turnover intention. Structural equation modeling (SEM) was used to study the mediating role of burnout between work-family conflict and turnover intention.ResultsIn this study, there is a positive correlation between work-family conflict and turnover intention (P < 0.01). Demographic characteristics, work-family conflict, and burnout explained 2.3%, 20.3%, and 8.8% of the incremental variances, respectively. Burnout mediated the association between work-family conflict and turnover intention.ConclusionsBurnout can be regarded as a mediator between two different variables: work-family conflict and turnover intention. Improving work-family conflict and alleviating burnout may play a key role in reducing the willingness of primary medical staff to resign. Corresponding measures can be taken to balance the conflict between work and family, alleviate burnout, reduce turnover rates, and build a primary medical staff team with higher medical service quality and stability.

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The intersection of self-determination theory and workplace spirituality: an innovative framework for advancing social work administration

Susmerano

2024

Journal of Religion & Spirituality in Social Work: Social T

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Working Overtime in Social Work Settings: Associations with Burnout, Person-organization Value Congruence and Turnover Intentions among Chinese Social Workers

Cited by 8 publications

References 63 publications

Unpacking the Relationship Between Work Overload, Job Satisfaction, and Turnover Intention: The Mediating Role of Job Stress

Unpacking the Relationship Between Work Overload, Job Satisfaction, and Turnover Intention: The Mediating Role of Job Stress

Effects of work-family conflict on turnover intention among primary medical staff in Huaihai Economic Zone: a mediation model through burnout

The intersection of self-determination theory and workplace spirituality: an innovative framework for advancing social work administration

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