Boundary spanner multi-faceted role ambiguity and burnout: An exploratory study

Although researchers have gained considerable knowledge regarding the multi-faceted manifestation of burnout over recent years, inconsistent findings of role ambiguity as an antecedent to burnout are still prevalent. Given the complex boundary-spanning nature of sales, it is likely that global measures of role ambiguity fail to fully capture the domain and impact of role ambiguity. To help address this gap, this study provides initial evidence that facets of role ambiguity impact burnout manifestation in the sales role differently. Specifically, findings provide a foundation to help mitigate the negative impact of burnout by focusing on only certain facets of role ambiguity.     

关于夜经济导致大学生课堂倦怠的调查与对策

随着城市夜经济向大学校园的蔓延,大学生的课堂倦怠状况愈发明显。文章分析此现象的情况、成因、危害,并提出提高学生课堂注意力、"变废为宝"等对策,以缩短大学生倦怠期。     

Reexamining gender issues in salesperson propensity to leave

This research examines the moderating effects of salesperson gender and salesperson performance on the relationship between job satisfaction and propensity to leave the firm. Sales force data from 15-20 standard industrial classification (SIC) manufacturing categories representing 61 different companies and 1042 industrial salespeople were utilized in the study. The results illustrate that for both men and women, job satisfaction is a more important influence on the propensity to leave the firm at 3 months, 6 months and 1 year for low-performing salespeople than for high-performing salespeople. In addition, this research also supports the unique finding that high-performing salesmen have a greater propensity to leave the firm than high-performing saleswomen. Across longer time intervals, the propensity to leave the firm, as indicated by the variance explained, increased for salesmen but decreased for saleswomen. This suggests that high-performing saleswomen may be more loyal to their firm, regarding intention to leave.     

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

Previous research demonstrates that high‐involvement work practices (HIWPs) may be associated with burnout (emotional exhaustion and depersonalization); however, to date, the process through which HIWPs influence burnout is not clear. This article examined the impact of HIWPs on long‐term burnout (emotional exhaustion and depersonalization) by considering the mediating role of person‐organization fit (P‐O fit) in this relationship. The study used a time‐lagged design and was conducted in a Canadian general hospital among health care personnel. Findings from structural equation modeling (N = 185) revealed that perceived HIWPs were positively associated with P‐O fit. There was no direct effect of HIWPs on burnout; rather, P‐O fit fully mediated the relationship between employee perceptions of HIWPs and burnout. This study fills a void in the HR and burnout literature by demonstrating the role that P‐O fit has in explaining how HIWPs alleviate emotional exhaustion and depersonalization. © 2016 Wiley Periodicals, Inc.     

A reassessment of the relationship between job specialization,job rotation and job burnout: example of Taiwan's high-technology industry

This study applies the concept of job specialization and job rotation based on early principles of job design in solving employees' perception of job burnout, using employees of Taiwan's high-technology industry as targets for re-examination. In past management systems of traditional industries, job rotation was adopted to address employees' feelings of monotony, boredom and fatigue as a result of job simplification and specialization. However, with the advancement of technology, shortening of technical life cycles and changes in job characteristics, the relationship between job rotation, job specialization and job burnout is now different from in the past. The results from 304 valid samples collected from employees of Taiwan's high-technology industry reveal that the adoption of job specialization in high-tech industry in fact raises professional efficacy and reduces employees' feeling of job burnout, which is opposed to the benefits of job design purported in past management systems. Therefore, this paper seeks to re-examine the relationship between the three variables. By implementing job rotation or job specialization systems as means to address issues related to employees' job burnout, organizations should not only consider the benefits to job management, but also adjust according to technology and environmental changes. Only by doing so could organizations release the maximum potential from human resources management systems.     

Influence of high performance work systems on employee subjective well-being and job burnout: empirical evidence from the Chinese healthcare sector

Over the last two decades, high performance work systems (HPWSs) research has been dominated by examining the effects of these systems on firm performance. Research on the impact of HPWSs on employees has been marginalised. This study examines the impact of HPWSs on two psychological outcomes for employees, namely, subjective well-being (SWB) and workplace burnout, by utilising data collected from 1488 physicians and nurses in 25 Chinese hospitals. It also examines the moderating effects of employees' organisational based self-esteem (OBSE), as an individual intervention and physician–nurse relationships, as an organisational intervention, on the relationship between HPWSs and employee outcomes. HPWS is found to increase employees' SWB and decrease burnout. Such well-being-enhancing and burnout-relieving effects are stronger when employees have high OBSE. The positive effect of HPWS on SWB is also stronger when there is a collaborative relationship among employees in an organisation. The major contribution of this study is to unpack the ‘black box’ of how HPWS influences employee well-being in the Chinese healthcare sector context.     

Using triangulation to assess and identify successful services brands

This article examines the pragmatic use of triangulation to assess services brand success, and the theoretical and practical issues faced employing the technique. This is illustrated via a UK case study using triangulation to assess the relative success of services brands, so successful versus less successful brands could be investigated in a larger research project. This article concludes that triangulation is a helpful technique in the assessment of complex and multi-faceted concepts such as services brands' success. It offers a more balanced, holistic picture than would any one method alone, and it enabled the selection of particular brands with more confidence for the next stage of research.     

会计人员职业倦怠的研究评述

已有的研究表明,职业倦怠更多地与职业的特点有关。会计工作的特殊性使会计人员成了职业倦怠的易发人群,当前对于会计人员职业倦怠的研究还很少。回顾和总结国内有关会计工作人员的工作倦怠的理论研究,对会计人员职业倦怠研究具有现实意义。对其研究要有客观数量化的评价,注意了解不同城市和单位的差异,考察我国文化背景的因素。     

导游员职业倦怠的根源及干预策略研究

近年来,由于导游员独特的工作环境和角色要求,职业倦怠已经成为困扰导游职业较为突出的问题。从工作特征、个体和社会组织三个方面分析导游员产生职业倦怠的根源,根据导游员职业倦怠的特征,提出采用个体干预、组织干预、社会干预来消除导游员职业倦怠。