Search Results (776)

Background/Objectives: Burnout is an important occupational health concern among orthopedic and traumatology physicians. This study aimed to evaluate the individual dimensions of burnout and identify their demographic and occupational correlates among orthopedic and traumatology physicians practicing in Türkiye. Methods: This cross-sectional study used an anonymous online survey distributed through the Turkish Society of Orthopaedics and Traumatology electronic mailing group between October 2024 and June 2026. Burnout was assessed using the Turkish adaptation of the 22-item Maslach Burnout Inventory, comprising the Emotional Exhaustion (EE), Depersonalization (DP), and Personal Accomplishment (PA) subscales. Unadjusted group comparisons, Spearman correlation analyses, and separate multivariable linear regression models with HC3 heteroscedasticity-consistent standard errors were performed. Results: A total of 320 complete questionnaires were analyzed. The mean EE, DP, and PA scores were 20.17 ± 6.83, 7.40 ± 3.58, and 20.37 ± 4.19, respectively. The subscale scores were analyzed as continuous dimensions rather than classified using low-, moderate-, or high-burnout thresholds. In unadjusted comparisons, residents had higher EE and DP scores and lower PA scores than specialists. After adjustment, resident status remained associated with higher DP (B = 2.14, p = 0.010) and lower PA (B = −1.92, p = 0.018). Seeing more than 120 patients per day was associated with higher EE (B = 4.22, p = 0.023) and DP (B = 2.49, p = 0.018), while working more than 100 h per week was associated with higher EE (B = 4.47, p = 0.009). Individual predictor effect sizes and the explanatory power of the models were generally modest. Conclusions: Daily patient volume, weekly working hours, and professional status showed distinct associations with the individual dimensions of burnout. These findings suggest that workload organization and support for resident physicians warrant consideration. However, because of the cross-sectional design and voluntary non-probability sampling, the findings should not be interpreted as causal or nationally representative. Full article

Background/Objectives: In Kuwait, a marked decline in the number of quality nurses has been observed; however, the factors underpinning their intention to leave have never been investigated. This study aimed to determine the prevalence of turnover intention among quality nurses in Kuwait, describe the reported reasons for leaving, and explore the organizational and personal experiences underlying their intentions. Methods: A sequential explanatory mixed-methods design was used. The quantitative phase involved a total population survey of all eligible quality nurses working in public hospitals (n = 65), using a structured questionnaire that included demographic characteristics, the Turnover Intention Scale (TIS-6), and literature-informed reasons for leaving. Descriptive analyses and non-parametric group comparisons (Mann–Whitney U and Kruskal–Wallis H tests) were conducted. The qualitative phase comprised in-depth semi-structured interviews with seven nurses who voluntarily reported an intention to leave and agreed to explain and contextualize the quantitative findings. Interview data were analysed using inductive thematic analysis informed by phenomenological principles. Results: The mean turnover-intention score was 21.7 (SD = 3.9), exceeding the TIS-6 scale midpoint of 18. Overall, 54 of 65 participants (83.1%; 95% CI: 72.2–90.3%) scored above the TIS-6 midpoint of 18, consistent with the original developer’s scoring guidance for a desire to leave. The most frequently reported reasons for leaving were low salary (60.0%), stressful or unsupportive work environments (49.2%), and lack of recognition (44.6%). The qualitative findings expanded these results by illustrating how organizational factors were manifested in practice through poor communication, lack of managerial support, role ambiguity, blame culture, verbal mistreatment, emotional exhaustion, and perceived inequity. Three overarching themes were identified: organizational and workplace factors, compensation and benefits, and personal reasons. Predictable morning duty also emerged as a factor that participants perceived as supporting their willingness to remain in their roles. Conclusions: Turnover intention among quality nurses in Kuwait was reported primarily in relation to organizational and work-related factors rather than demographic characteristics. The qualitative findings contextualized the high turnover-intention scores by illustrating participants’ workplace experiences. These findings suggest that strengthening organizational support, clarifying professional roles, promoting equitable management practices, and reviewing remuneration structures might contribute to improving retention among quality nurses. Full article

Introduction: Burnout results from chronic stress, consisting of emotional exhaustion, depersonalization and decreased personal accomplishment. The objective of this study was to assess the effects of coaching on physician burnout in military obstetrician gynecologists (OB/GYNs). Methods: This was an IRB-approved observational study of coaching for military OB/GYN physicians and students. Physicians and medical students were assigned to attend six virtual group coaching sessions over three months with professional coaches. Coaching groups were organized by level of training. Participants completed surveys (Maslach Burnout Survey for Human Services Survey (MBI-HSS) with Areas of Worklife Survey (AWS)) at baseline and following coaching. A latent profile analysis (LPA) used MBI scores to identify burnout profiles in dimensions of depersonalization (DP), emotional exhaustion (EE), and personal accomplishment (PA). Statistical analysis included paired t-test, and chi squared analyses. Results: 59 participants completed coaching and surveys from August–October 2024. There were no significant differences in MBI scores pre- and post-coaching. LPA identified three profiles: (a) low DP, low EE, high PA, (b) low DP, moderate EE, high PA, (c) high DP, high EE, high PA. When analyzed on MBI definitions, those with a burnout profile (high DP and high EE) had significant improvements in workload, control, and fairness scores on the AWS following coaching (p < 0.05). Conclusions: A professional coaching intervention in military OB/GYN physicians with a burnout profile was associated with significant improvements in workload, control and fairness. Professional coaching may positively impact clinicians, particularly those experiencing burnout, and has the potential to improve retention of the workforce. Full article

Facility dogs are increasingly incorporated throughout higher-education institutions as integrative conduits for supporting students by reducing stress, anxiety, and emotional exhaustion. While these programs are designed to enhance student well-being, little is known about the experiences of the handlers who train, care for, and work with these dogs—specifically within military-affiliated programs. The handlers’ role necessitates a unique dynamic of caregiving, emotional labor, and professional responsibility and management that can create role conflict and additional stress among those graduate students who dedicate their time to the working dogs. Despite the growing presence of animal-assisted interventions in university settings, handler experiences in military graduate contexts are largely unexplored. In an effort to establish ethical and sustainable animal-assisted interventions and facility dog programs that contribute to population-level mental-health resilience and institutional public health, there must be greater understanding of the demands and implications of the handler’s workload to develop sustainability. Therefore, this paper highlights the need for qualitative inquiry to explore the intersection of handler experience and educational responsibilities, as integrated into the military environment. Full article

Algorithmic management is central to platform gig work, but its distinct forms of control may relate differently to worker strain. We examine these relationships in food delivery, a typical form of platform gig work. In this setting, algorithms continuously allocate tasks, track performance, evaluate workers, and shape behavior. The Stressor–Strain–Outcome (S-S-O) model provides the overarching framework. The Job Demands–Resources (JD-R) perspective explains why the three control dimensions may show different associations, while cognitive appraisal theory provides a supplementary lens. Specifically, the study links standardized guidance, tracking evaluation, and behavioral constraints to work engagement through role stress and emotional exhaustion, with overall social support as a moderator. Survey data from 608 food-delivery workers were analyzed using partial least squares structural equation modeling (PLS-SEM) with 5000 bootstrap resamples. Standardized guidance was negatively associated with role stress and emotional exhaustion, whereas tracking evaluation and behavioral constraints were positively associated with both. Role stress and emotional exhaustion each carried significant indirect associations with work engagement; the serial indirect associations were significant but small. Overall social support strengthened the positive associations of tracking evaluation and behavioral constraints with both strain variables. For standardized guidance, however, higher support strengthened, rather than weakened, the negative associations with strain. Predictive assessment, control-variable models, and covariance-based SEM sensitivity analyses produced broadly consistent findings. These results show that distinct forms of algorithmic control relate differently to strain. Because the data are cross-sectional and were collected from food-delivery workers, causal and temporal inferences, as well as generalization across occupations, remain limited. Full article

Background: Burnout, defined by emotional exhaustion, depersonalization, and reduced personal accomplishment, is a major occupational health concern among healthcare professionals. Burnout has been linked to depression, anxiety, and medical errors, but its association with suicidality in healthcare settings remains insufficiently explored. Objective: To investigate the association between burnout dimensions and suicidality among healthcare professionals, and to identify occupational and demographic factors influencing this relationship. Methods: A cross-sectional study was conducted among 195 healthcare professionals in Romania, recruited through voluntary participation in an anonymized online survey. Burnout was assessed using an adapted tool inspired by the Maslach Burnout Inventory, while suicidality outcomes included suicidal ideation, self-harm, and suicide attempts. Descriptive statistics were calculated for demographic and professional variables. Pearson correlations and multivariable linear regression analyses, adjusted for age, professional experience, and shift work, were performed to evaluate associations between burnout dimensions and suicidality. Results: Emotional exhaustion (r = 0.42, p < 0.001) and depersonalization (r = 0.37, p < 0.001) were positively correlated with suicidality, while reduced personal accomplishment was negatively correlated (r = −0.29, p = 0.002). In multivariable regression, emotional exhaustion remained the only statistically significant independent predictor of suicidality after adjustment for demographic and occupational characteristics. Younger age and rotating/night-shift work were associated with higher suicidality in unadjusted analyses but were not independent predictors after multivariable adjustment. Strong correlations between burnout dimensions and physical symptoms highlighted the interplay between psychosocial strain and somatic health. Conclusions: Burnout, particularly emotional exhaustion, was independently associated with suicidality among healthcare professionals, while depersonalization demonstrated a significant unadjusted association that did not remain statistically significant after multivariable adjustment. Younger clinicians, shift workers, and those with less experience appear especially vulnerable. These findings emphasize that burnout is a multifactorial construct with both psychological and somatic dimensions, shaped by systemic workplace stressors. These findings support further evaluation of systematic screening, organizational reforms, mentorship programs, and confidential mental health support as potential components of suicide-prevention strategies for healthcare professionals. Full article

Background: With the rising demand for fast and reliable diagnosis the radiology departments struggle to keep up. In Slovakia however it is difficult to find more employees for radiology clinics and departments, therefore the employees are ever more overburdened, which may lead to burnout. Objective: The aim of our study was to assess the burnout situation among radiology clinics and departments employees and asses the specific causes that increase the risk of burnout. Compare the burnout profile of radiologists and technicians. And look for potential targets for intervention in order to stabilize and improve the situation. Methods: Standardized Burnout assessment tool (BAT), validated in Slovak and an author-developed exploratory instrument were distributed among employees of ten hospitals in Slovakia. Convenience sampling was used in ten radiology clinics and departments in big, small and specialized hospitals. The entire questionnaire consisted of 55 questions. The received responses were processed statistically and correlations were analyzed. Results: There have been 213 questionnaires distributed and 105 complete and valid responses received. 26 respondents (24.76%) had an overall BAT score at or above 3.02 and can be considered at risk of burnout. The dominants dimensions of burnout in our set were exhaustion (3.06) and cognitive impairment (2.76). The highest score in the author-developed exploratory instrument was in visual exhaustion of radiologists (3.78). In the group of workers with 5 or more 24 shifts monthly mental distance is elevated (3.05). Burnout profiles in equal groups (N = 46) of radiologists and radiology technicians were compared with significantly higher levels of cognitive impairment found in radiologist. Conclusions: In our study 24.76% of respondents can be considered in risk of burnout, with highest scores in exhaustion and cognitive impairment dimensions, emotional impairment was relatively lower. Cognitive impairment seems to be more prevalent among radiologist compared to radiology technicians. Higher number of 24-h shifts was associated with higher mental distance scores. The highest Likert scale scores in the author developed exploratory instrument are in visual exhaustion, professional isolation and the feeling of anonymous service. Full article

The widespread application of artificial intelligence (AI) in electronic commerce platforms has profoundly reshaped frontline employees’ service patterns, psychological experiences, and innovation behaviors. This is especially salient in electronic commerce, where AI systems have made human–AI collaboration a defining feature of frontline service work on digital platforms. Existing research has predominantly focused on either the positive or negative effects of AI, failing to fully explain how employees’ cognitive appraisals of AI technology influence their service innovation behavior through distinct psychological pathways. To address this research gap, this study integrates the transactional theory of stress and the conservation of resources theory into a dual-path model, investigating how challenge appraisal and hindrance appraisal of AI-related work uncertainty respectively are associated with service innovation behavior through two mediating pathways: work engagement and emotional exhaustion. Using partial least squares structural equation modeling (PLS-SEM) to analyze 317 valid responses collected from frontline employees on electronic commerce platforms in China, the results indicate that challenge appraisal is positively associated with service innovation behavior, with work engagement serving as a significant mediator; conversely, hindrance appraisal is negatively associated with service innovation behavior, with emotional exhaustion acting as a significant mediator. This study provides an integrated perspective on the differentiated pathways through which employees’ cognitive appraisals of AI-related work uncertainty are linked to innovation behavior, articulating a complete explanatory chain from cognitive appraisal to psychological resources to behavioral outcomes. The findings offer practical implications for employees, organizations, and governments to foster service innovation in human–AI collaborative environments in electronic commerce platforms. Full article

Background/Objectives: High turnover intention represents a critical challenge in the long-term care sector, affecting both workforce stability and quality of care. Identifying the psychosocial factors associated with turnover intention and understanding how they operate over time are essential for developing effective retention strategies. This study examined both between-person and within-person associations between psychosocial variables and turnover intention among nursing assistants, focusing on perceived occupational stress, emotional exhaustion, job satisfaction, and social resources. Methods: A three-wave longitudinal study was conducted among 52 nursing assistants from a single Italian long-term care facility over a 12-month period. Linear mixed-effects models were used to distinguish within-person (time-varying) and between-person (stable) associations between psychosocial factors and turnover intention. Results: At the within-person level, increases in perceived occupational stress, emotional exhaustion, and job satisfaction were associated with changes in turnover intention across measurement occasions. At the between-person level, higher average emotional exhaustion and lower average job satisfaction were associated with higher turnover intention, while social support showed a smaller negative association. Conclusions: These findings suggest that turnover intention is associated with both stable between-person differences and changes in psychosocial work experiences over time. More broadly, the study highlights the value of adopting a longitudinal multilevel perspective to simultaneously examine strain indicators, job attitudes, and social resources in understanding turnover intention among nursing assistants working in long-term care. Full article

The present study evaluated the association between morning serum cortisol levels and burnout syndrome among healthcare workers in the department of Boyacá, Colombia. An observational, analytical, cross-sectional, and quantitative study was conducted on 69 employees. Total serum cortisol was measured via chemiluminescence in fasting morning samples (reference: 110–692 nmol/L). Burnout was assessed using the Maslach Burnout Inventory–General Survey (MBI-GS). A total of 96.6% of participants fell within the normal range for serum cortisol. MBI-GS dimensions reported mean scores of: exhaustion 1.54 ± 1.17, cynicism 0.93 ± 0.89, and professional efficacy 5.60 ± 0.60. High exhaustion prevalence was 16.9%, high cynicism 6.8%, and low efficacy 3.4%. Profile classification showed 67.8% “engaged,” 13.6% “overextended/worn-out,” and 5.1% with “burnout.” No significant association was found between cortisol and burnout dimensions: exhaustion (r = 0.069, p = 0.605), cynicism (r = −0.135, p = 0.309), and professional efficacy (r = 0.044, p = 0.742). Mean cortisol comparisons between high and low dimension groups showed no statistically significant differences (p > 0.05). The study documented a low prevalence of established burnout and an absence of significant association between morning serum cortisol and MBI-GS dimensions, suggesting a relatively healthy work environment; however, the prevalence of high emotional exhaustion warrants preventive interventions. Multilevel organizational strategies like workload management, job stability, role clarity, and psychosocial support are recommended for worker mental health protection. Full article

Physician burnout represents a major occupational health concern associated with impaired wellbeing, reduced job satisfaction, and decreased quality of patient care. Although burnout is frequently examined using variable-centered approaches, less is known about distinct burnout profiles among physicians and their associations with professional identification and intellectual humility. The present study investigated relationships between burnout, job satisfaction, professional social identification, and intellectual humility among physicians using both variable-centered and person-centered approaches. A sample of 100 physicians completed measures assessing burnout dimensions, job satisfaction, professional identification, and intellectual humility. Cluster analysis identified four distinct burnout profiles characterized by different combinations of exhaustion, distancing, cognitive dysfunction, and emotional dysfunction. Significant differences between profiles emerged regarding job satisfaction and professional identification, with higher burnout generally associated with lower occupational wellbeing and weaker professional identification. Correlational analyses also indicated negative associations between burnout, job satisfaction, and professional identification. Although global intellectual humility was not significantly associated with burnout severity, exploratory analyses revealed that openness to correction and engagement in debate were negatively associated with cognitive and emotional dysfunction. These findings support the heterogeneous nature of physician burnout and suggest that professional identification and humility-related cognitive openness represent relevant psychological resources in demanding healthcare environments. Full article

Biomedical scientists/researchers are critical to advancing human health, but their experiences of occupational stress, burnout, and subsequent consequences are surmised but understudied. The current narrative review aimed to search and summarize existing literature and scientific discourse specific to biomedical scientist burnout to better understand the prevalence and unique drivers of stress in this population and highlight critical areas that require further research and intervention efforts. The authors searched six primary databases from August 2024 to December 2025 using defined search terms to identify peer-reviewed articles and scientific discourse related to occupational burnout of academic medicine biomedical faculty researchers, postdoctoral researchers, or lab personnel. Prevalence and primary drivers of burnout, stress mediators, and mitigation/intervention recommendations were extracted from the included works. A total of 16 empirical articles and 4 non-empirical works were included. Over 30% of biomedical scientists exhibit high occupational burnout, nearly 45% report high distress, and just over 34% experience high emotional exhaustion. Seven primary drivers of biomedical scientist distress were identified including intense workloads/expectations, funding pressures, and lack of perceived organizational support/recognition. Biomedical scientist burnout prevalence appears comparable to clinical faculty but is driven, in part, by distinct stressors. The attributable organization and societal cost of biomedical scientist burnout remain unquantified. The current review establishes a significant need for further research and tailored efforts to address the distinct needs of biomedical scientists across academic medical centers. Full article

Background/Objectives: Although self-efficacy and self-esteem have been associated with caregiver well-being, the available evidence remains fragmented across different caregiving populations and outcomes. Therefore, this systematic review aimed to synthesize the available scientific evidence on the relationship between self-efficacy, self-esteem, and caregiver burden among formal and informal caregivers of dependent individuals, providing an integrative framework to clarify the protective role of these psychological resources. Methods: A systematic review was conducted following PRISMA guidelines, including fifty-six studies of medium and high methodological quality identified through exhaustive searches of international databases up to March 2026. Results: The evidence shows a consistent negative association between self-efficacy and caregiver burden, indicating that greater confidence in caregiving abilities is linked to lower perceived stress and better quality of life among caregivers of people with disabilities and dependency, while self-esteem, although less frequently studied, is associated with higher resilience, lower emotional vulnerability, and more adaptive responses to caregiving demands. Conclusions: From a public health and disability perspective, these findings underscore the central role of psychological resources in caregiver outcomes and suggest that interventions designed to strengthen self-efficacy and self-esteem are key strategies for reducing caregiver burden, enhancing well-being, and improving the long-term sustainability of care. Full article

Background/Objectives: Empathy is a fundamental component of pediatric oncology nursing. This study aims to examine in depth how nurses working in pediatric oncology define empathy, experience it in clinical practice, and manage emotional and professional boundaries in the empathetic care process. Methods: A qualitative research design was used. Semi-structured individual interviews were conducted with 17 nurses with at least 2 years of experience in pediatric hematology-oncology units. The interviews were conducted via Zoom. Data were analyzed using Braun and Clarke’s thematic analysis, and data collection continued until thematic saturation was achieved. Results: Three main themes were identified: Understanding Empathy, The Journey of Empathy, and The Cost of Empathy. Nurses defined empathy as an indispensable part of high-quality pediatric oncology care; however, they reported conceptual uncertainty in distinguishing empathy from sympathy and indecision regarding appropriate emotional boundaries. Empathy was perceived as a dynamic process shaped more by clinical experience than formal education. Early professional experiences were often characterized by emotional distress, while increasing experience enabled nurses to regulate their emotions and adopt more sustainable empathic practices. Despite this adaptation, prolonged exposure to children’s suffering and death was associated with compassion fatigue and emotional exhaustion. The absence of structured empathy training and formal emotional support systems further intensified these challenges. Conclusions: In pediatric oncology nursing, empathy is a complex, evolving professional competency that demands continuous emotional regulation and boundary management. Structured empathy training, reflective supervision, and strengthening institutional support mechanisms are essential to promote sustainable empathic care while protecting nurses’ emotional well-being. Full article

(1) Background: Prehospital emergency workers frequently experience workplace violence and trauma, raising their risk of post-traumatic stress disorder (PTSD) symptoms and burnout, yet their link to quiet quitting remains poorly understood. We tested whether the PTSD–quiet quitting association is statistically patterned through perceived occupational stress and emotional exhaustion. (2) Methods: In a cross-sectional online survey, prehospital emergency professionals in Türkiye who reported workplace violence within the previous six months completed the PTSD-Short Scale, Perceived Occupational Stress Scale, Job-Related Emotional Exhaustion Scale, and Quiet Quitting Scale. Serial mediation was tested with PROCESS Model 6 (5000 bootstrap resamples), with an age- and gender-adjusted sensitivity analysis, and reporting followed the STROBE checklist. (3) Results: Of 327 respondents, 305 were analysed. PTSD symptoms were associated with quiet quitting (β = 0.460, p < 0.001). With both mediators entered, the direct path was non-significant (β = 0.105, p = 0.071), indicating full statistical mediation. The serial route through stress and exhaustion was the largest indirect pathway (B = 0.155, 95% CI [0.091, 0.217]), and the model explained 42.1% of the variance. Self-reported, single-session data mean the indirect effects are best treated as upper-bound estimates. (4) Conclusions: PTSD symptoms were indirectly related to quiet quitting through occupational stress and emotional exhaustion. The high correlation between the two mediators suggests one broad strain process rather than two distinct stages. Because the design is cross-sectional, it precludes causal ordering; longitudinal studies are needed. Clinically, the findings highlight reducing workplace violence and monitoring stress and exhaustion to limit disengagement among prehospital staff. Full article