The mediating role of distributive justice perceptions in the relationship between emotion regulation and emotional exhaustion in healthcare workers (original) (raw)
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Work and Stress, 2016
This research proposes that the use of emotion regulation strategies by employees in the service professions determines their perceptions of fairness in interactions with clients, which in turn influences their emotional exhaustion. Based on social exchange theory and models of self-control, the investigation tested whether: (1) the type of emotion regulation strategy that employees use to meet the emotional demands of their job role partially influences their perceptions of distributive justice (i.e. that clients respond to their efforts), and (2) these perceptions mediate the relationship between emotion regulation and emotional exhaustion. To test this, a longitudinal field survey study of a sample of primary care workers in Spain (general practitioners and nurses; N = 233) was conducted. Findings showed that the relationship between emotion regulation and emotional exhaustion was mediated by perceptions of distributive justice. A bootstrapping mediational analysis showed a significant indirect effect of surface acting on emotional exhaustion through distributive justice when inter-individual differences at T1 and when intra-individual changes between T1 and T2 were considered. Deep acting indirect effects were not significant for intra-individual changes. The findings indicate that employees’ perception of distributive justice has implications for understanding the impact of emotion regulation on well-being.
International Journal of Environmental Research and Public Health, 2021
Previous research has shown that surface acting—displaying an emotion that is dissonant with inner feelings—negatively impacts employees’ well-being. However, most studies have neglected the meaning that employees develop around emotional demands requiring surface acting. This study examined how employees’ responsibility attributions of client behavior demanding surface acting influence employees’ emotional exhaustion, and the mediational role of distributive justice in this relationship. Relying on Fairness Theory, it was expected that employees’ responsibility attributions of client behavior demanding emotion regulation would be related to their perceptions of distributive injustice during the service encounter, which in turn would mediate the effects of responsibility attribution on emotional exhaustion. In addition, drawing on the conservation of resources model, we contended that leader support would moderate the impact of distributive injustice on emotional exhaustion. Two sce...
How to moderate emotional exhaustion among public healthcare professionals?
European Research on Management and Business Economics
This paper analyzes the mediating role of employees' emotional exhaustion between laissez-faire leadership and employees' job attitudes (intrinsic satisfaction and turnover intention), and also the moderating role of influence at work, interactional justice and helping behaviors on employees' feelings of emotional exhaustion. Structural equation modeling and multigroup analysis were used in a sample of 511 public healthcare professionals. The results show that emotional exhaustion partially mediates the relationships between laissez-faire leadership and both intrinsic satisfaction and turnover intention. Influence at work moderates the relationship between laissez-faire leadership and emotional exhaustion; interactional justice moderates the relationship between emotional exhaustion and intrinsic satisfaction; and extra-role behaviors moderate the relationship between emotional exhaustion and turnover intention. To date, there are few studies analyzing the mediating role of emotional exhaustion in public healthcare, and there are no studies analyzing how its negative effects can be moderated. The conclusions may help human resources managers design new strategies to prevent and mitigate emotional exhaustion and contribute healthcare employees to cope with its serious effects, encouraging a healthy environment that gives priority to workers' well-being and service quality.
The Effect of Organizational Justice Perceptions on Burnout
The International Journal of Business & Management, 2018
Organizational justice, expressed as the perception of how people are treated equally, affects the organizational outcomes such as employee loyalty to the organization, job satisfaction, and the level of burnout in their work. Employees who believe that the distribution of gains is fair (distributive justice), that the distribution processes are fair (procedural justice), and that the fair interaction during the distribution process (interactional justice) will be peaceful and happy;thus, they experience less burnout syndrome. In this study, the effect of organizational justice (procedural, distributive, interactional justice) that the nurses perceive in the hospital where they work is investigated. It was concluded in this study that as the perception of organizational justice increased, burnout syndrome decreased. As a result of the analysis conducted on the sub-dimensions of organizational justice and burnout, it has been observed that it had a statistically negative effect on the emotional exhaustion dimension of the procedural, distributive, interactional justice and on the depersonalization dimension of distributive justice as well.
IT sector employees are facing high emotional exhaustion because of their job, long working hours, excessive work pressure, lack of job autonomy in work place and inequity in organizational justice will lead to low level of commitment towards their job. Thus this study investigated the perceptions of Infopark IT sector employees towards organizational justice and its effects on employee commitment and retention through the mediating role of emotional exhaustion. A structured questionnaire was used to collect the data from 255 employees in Infopark IT company in Kochi. Data was analyzed through confirmatory factor analysis and structural equation model. The study found that perceptions of organizational justice have significant negative effects on employee commitment and retention through the mediation effect of emotional exhaustion. The results provide the innovative implications for IT sector companies to develop attitudinal and behavioral outcomes of their employees through equitable organizational justice.
Emotional labour and emotional exhaustion: Interpersonal and intrapersonal mechanisms
Work and Stress, 2007
In some occupations, particularly in the service sector, dealing with patients or clients may require an employee to pretend to have emotions that they do not really have, or to actually experience required emotions. The regulation of emotion can be either automatic or controlled. This study extends research on the consequences and processes of emotional labour in two ways. First, it examines how the use of different emotion regulation strategies with patients relates to doctors’ emotional exhaustion. Second, it tests two mechanisms that may explain those relationships. A survey of 345 general practitioners (GPs) working in a large urban community in Spain was conducted for the study. Based on Côté's (2005) social interaction model, GP satisfaction with the responses of their patients was tested as a potential interpersonal mediator between their use of automatic, surface, and deep emotion regulation strategies and their emotional exhaustion. Psychological effort was tested as a potential intrapersonal mediator in the same pathway. Regression analysis indicated that emotion regulation was associated with GP emotional exhaustion when it was performed automatically, but that it had a positive and a neutral association when it was performed using surface and deep acting respectively. The mediating role of interpersonal and intrapersonal factors helped explain the differential associations between the GPs’ emotion regulation strategies and their emotional exhaustion.
Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional Exhaustion
Journal of Management Studies, 2010
This study examined the relationships between organizational justice and withdrawal outcomes and whether emotional exhaustion was a mediator of these linkages. Data were obtained from 869 military personnel and civil servants; using structural equation modelling techniques, we examined an integrative model that combines justice and stress research. Our findings suggest that individuals' justice perceptions are related to their psychological health. As predicted, emotional exhaustion mediated the linkages between distributive and interpersonal (but not procedural and informational) justice and individuals' withdrawal reactions. Results showed that distributive and interpersonal justice negatively related to emotional exhaustion and emotional exhaustion negatively related to organizational commitment which, in turn, negatively influenced turnover intentions. These findings were observed even when controlling for the presence of contingent-reward behaviours provided by supervisors and individuals' psychological empowerment.
International Journal of Occupational Medicine and Environmental Health
The aim of this exploratory study was to analyze the association between emotional dissonance and emotional exhaustion among healthcare professionals, and the mediating role of the perceived quality of care in this relationship. Material and Methods: Self-report questionnaires were administered to 724 healthcare workers. The measurement model was tested and the mediation hypothesis was verified through hierarchical multiple regression analyses. Bootstrapping was used to construct confidence intervals to evaluate the mediation effects. Results: Emotional dissonance was significantly related to emotional exhaustion, and the perceived quality of care was negatively related to emotional exhaustion. The perceived quality of care had a partial mediating effect on the relationship between emotional dissonance and emotional exhaustion. Emotional dissonance had a significant effect on emotional exhaustion, and the perceived quality of care was a mediating factor in this relationship among healthcare professionals. Conclusions: The management of the perceived quality of care may be helpful in the prevention of burnout and distress in the workplace.
Emotional Exhaustion of Public Employees: Dominant Effect Between Job Insecurity and Justice
2021
Article history : Submit : 06-11-2020 First Revision: 19-04-2021 Accept Submission : 20-06-2021 The purpose of this study was to analyze the effect of job insecurity and organizational justice on employees' emotional exhaustion. This conceptual research wants to prove the presence or absence of significant influence caused by the independent variable on the dependent variable either partially or simultaneously. The study was conducted at the Government Bureau of the Regional Secretariat of West Sumatra Province. The research method uses an associative quantitative approach with employee research subjects. This study involved 37 respondents with a Nonprobability Sampling technique. Data collection uses a Likert scale questionnaire. Previous questionnaires have been tested for validity and reliability. Data were analyzed using multiple linear regression analysis (multiple regression) which was tested for its classic assumptions. Hypothesis test results provide evidence of a signif...
Journal of Managerial Issues, 2005
The importance of reactions to perceptions of unfair treatment in the workplace cannot be understated. As predicted by Adams' (1963, 1965) equity theory, which has increased in importance over the last two decades (Miner, 2003), employees often respond to inequities in wage and other resource distributions by lowering performance or by increasing absenteeism, theft, and other retaliatory behaviors that are generally detrimental to organizational functioning (Greenberg, 1987, 1990, 1993b). In addition to Adam's work with distributive justice, attention has been directed towards the more subtle and long-range effects of procedural justice. Fair procedures, defined as those that are unbiased, based on accurate information, applied consistently, representative of all parties, correctable, and based on ethical standards (Leventhal, 1980) are associated with such positive organizational outcomes as organizational commitment and trust in supervision (Folger and Konovsky, 1989; Kono...