福祉関連職におけるMaslach Burnout Inventoryの因子構造の比較

Stress and burnout

Relationship CSR and employee commitment: Mediating effects of internal motivation and trust

This research presents a new perspective of social exchange to explain the employee responses to corporate social responsibility (CSR) activities of their organizations. In particular, the current study aims to explore the social exchange based mediation mechanism between CSR actions and employee turnover intentions. Considering this theory, we propose that organizational trust is the primary outcome of CSR, which in turn influences the affective organizational commitment (AOC) and reduces the turnover intentions (TOI) of employees. Moreover, we posit that different types of CSR actions have different effects on employees due to their relative importance. To test the suggested research model, we analyzed the data collected on 304 employees working in the Star hotel in South Asia. Results of the study demonstrate the organizational trust to be a mediator between CSR and AOC and that CSR negatively impacts the turnover intentions of employees through the mediation of trust and AOC. Moreover, the results show the relevance of examining the disaggregated effects of different types of CSR actions on employees’ turnover intention. The study concludes with implications for future research and for policy-makers.

https://www.mdpi.com/2071-1050/11/9/2646/pdf

How Do Employees Respond to the CSR Initiatives of their Organizations: Empirical Evidence from Developing Countries

Talent management (TM) is a fundamental issue for both private and public sector companies. This study analyzes the impact of TM on service performance (SP) and the mediating role of affective organizational commitment (AOC). We analyze a sample of 104 local government employees with three measures of TM, AOC and SP. The mediation hypothesis of AOC was also raised in the study using Baron and Kenny's methodology and Hayes PROCESS. The results reveal how AOC is a total mediating variable in the causal relationship TM → SP. This study is cross-sectional. Common-method bias is controlled in the study. The results involves a concern for improving services through the professionals who provide them, which in turn entails managing people in a way that is different, more flexible, less bureaucratic, and more client- or citizen-oriented. Given the scant research exploring the role of talent management in public services, this article offers valuable insights for scientific literature and practitioners in the public administration.

Talent Management, Affective Organizational Commitment and Service Performance in Local Government

Military veterans comprise a significant demographic that is adding to the diversity of the U.S. federal workforce. Using data from the 2015 Federal Employee Viewpoint Survey, this study examined t...

Military Veterans in Federal Agencies: Organizational Inclusion, Human Resource Practices, and Trust in Leadership as Predictors of Organizational Commitment:

National attention and resources are being brought to the issue of supporting the economic success of America’s military veterans. Deemed an essential part of the transition and reintegration of military veterans, employment remains a major area of focus. As such, various initiatives and hiring preferences in public and private organizations have reduced the obstacles to employment for those transitioning from the military to the civilian workplace. This is particularly the case in United States Federal agencies where military veterans comprise an increasingly significant demographic that is adding to the diversity of the workforce. These military veterans bring a unique set of values, life experiences, and perspectives with them to the civilian workforce that often differ from those of non-military veterans. In 2012, Federal agencies hired the highest number of military veterans in more than 20 years. Currently, this demographic makes up almost 28% of the Federal workforce. These increases coincide with agency efforts to move from a sole focus on diversity towards a focus on diversity and inclusion; an effort designed to move away from simply ensuring proportional representation from various groups towards integrating the diverse perspectives of various demographic groups into the organization. This article provides a theoretical context for better understanding the perceptions and attitudes of veterans and how perceptions of agency diversity and inclusion efforts may differ between military veterans and non-veterans.

Diversity and inclusion efforts in Federal agencies: a context for exploring perceptions of military veterans

This chapter addresses the impact of religious involvement on race in America by examining the research literature that has emerged over the past decade. Attention is paid to trends and patterns in religious participation and practices across racial-ethnic groups during that time period. The continued debate over religion as an integrative or divisive community force is also probed in depth, as are commonalities and differences in attitudes and outcomes across racial-ethnic and religious lines on a variety of issues. The concluding section offers thoughts on the state of the literature and suggested directions for future research.

Race and Ethnicity

Burnout is identified as an individual work-related outcome that plagues educators within Cooperative Extension Extension educators are particularly susceptible to burnout due to the unique set of demands and stressors they face, including geographic isolation, long work hours, prolonged driving times, and emotionally demanding interactions with clients, peers, local government, and administration This review examines the literature relevant to Extension and burnout, discusses predictors and outcomes of burnout, and examines theories that have been used to investigate burnout While studies have shed light on burnout within Extension from discipline and individual state perspectives, this review identifies the need for an updated examination of burnout with a regional or national scope Additionally, job demands-resources theory is identified as a lens to better understand and explain burnout among Extension educators As a prevalent issue that requires deeper understanding, the job demands-resources theory comprises principles from work motivation, job design, and job stress literatures and has been used to understand, explain, and make predictions about job burnout At a time when issues related to Extension are front and center in academe and mainstream media, understanding burnout can help support the continued success of Extension Other implications are also discussed

https://www.jhseonline.com/article/download/817/710

Burnout and Extension Educators: Where We Are and Implications for Future Research

As a modern epidemic, burnout is the leading reason educators leave the profession. Guided by the job demands–resources theory, this study empirically examines the underlying processes associated w...

https://journals.sagepub.com/doi/pdf/10.1177/2158244020972361

Examining Burnout and the Relationships Between Job Characteristics, Engagement, and Turnover Intention Among U.S. Educators:

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