Burnout among Canadian, Chinese, Malaysian and Pakistani Employees: An Empirical Examination
Notice bibliographique
Résumé
[Abstract] This study examined the relationship of job stress with burnout and turnover motivation among employees in Canada (N = 535), People's Republic of China (N = 685), Malaysia (N = 305), and Pakistan (N = 321). Data were collected by means of a structured questionnaire from full-time employed people in four metropolitan cities in four countries on overall job stress, job stressors, work overload, conflict, ambiguity, resource inadequacy, and burnout and turnover motivation. Bivariate multiple regressions were used to analyze the data. Overall job stress and the four job stressors were significantly related to burnout and turnover motivation in the predicted direction in all four countries. Some support for the country effect (t-test) on four job stressors was also found in the present study. In general, the findings of this four-nation study tend to be supportive of convergence as opposed to divergence perspective in cross-cultural management research. Implications of the findings are discussed for future cross-cultural management research. [Keywords] Job stress; turnover; employee; workload; stress measure; cross-cultural management Introduction This study examined the relationship of job stress measures with burnout and turnover motivation among employees in Canada, People's Republic of China, Malaysia, and Pakistan. Many constructs, such as job stress, burnout, motivation, and job satisfaction, have been developed and primarily tested in Western industrialized countries (Glazer & Beehr, 2005; Harrison, Newman, & Roth, 2006; Jamal, 2005). Their portability and usefulness to developing, emerging countries have rarely been tested despite repeated suggestions to do so (Foley, Hang, & Lui, 2005; Jamal, 1999; Kirkman, Lowe & Gibson, 2006). A recent comprehensive study of 24 nations suggested that cross-national management research is now needed more than ever because it can no longer be assumed that North American and Western concepts and theories transcend cultural and national boundaries (Spector, Cooper, & Sanchez, 2002). In this respect, the present study contributes to cross-cultural /national management literature by examining the relationship between job stress and burnout among employees in four countries, thus furnishing empirical evidence on the convergence/divergence perspective in cross-cultural management research (Pudelko, Carr, Fink, & Wentage, 2006). A number of reviews of occupational mental health have highlighted the importance of understanding the stress and burnout relationship for the well-being of the employees and employing organization (Baba, Jamal, & Tourigny, 1998; Beehr, 1998; Lepine, Podsakoff, & Lepine, 2005; Maslach, 2003). Job stress has been labeled as one of the most serious occupational hazards of modern time in industrialized countries (Dollard & Winefield, 1996; Jamal, 2005). Work-related stress affects employee health with 50-70 percent of diseases of being psychosomatic or stress-related in nature (Jamal & Badawi, 1993; Daley & Parfitt, 1996). Moreover, the reported cost of work-related stress has been increasing quite rapidly in industrialized countries (Siu & Cooper, 1998). In the United States, the cost of stress and stress-related problems to employers has been estimated at around $150 billion annually (Donatelle & Hawkins, 1989). In the United Kingdom, the cost to industry associated with replacing personnel who underperform due to stress is estimated to be around $4500 million (Cox, Leather, & Cox, 1990; Siu & Cooper, 1998). Burnout, on the other hand, has also been recognized as an occupational hazard with peopleoriented professions, such as health care, human services, and education (Maslach, 2003). It was first identified in the mid 1970's, and its main features included emotional exhaustion, feelings of frustration, anger and cynicism, and a sense of ineffectiveness and failure. …
Récupéré en direct depuis OpenAlex et désinversé. Les résumés ne sont pas conservés dans cette base de données : les index inversés représentent 8,6 Go des 9,3 Go de texte de la base, et le serveur dispose de 13 Go libres.
Comment cette classification a été obtenuedéplier
Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,000 | 0,000 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,000 |
| Études des sciences et des technologies | 0,000 | 0,000 |
| Communication savante | 0,000 | 0,001 |
| Science ouverte | 0,000 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,003 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».