Faculty in Sopot, SWPS University of Social Sciences and Humanities, Warszawa, Poland.
Procome Research Group, Medical Management Centre, Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, Stockholm, Sweden.
J Adv Nurs. 2021 Aug;77(8):3424-3435. doi: 10.1111/jan.14872. Epub 2021 May 6.
The objective was to test how nurse burnout impairs day-to-day adaptive self-regulation strategies that link levels of regulatory resources with employee job performance.
Regulatory resources help employees manage their thoughts, feelings, and behaviours on a daily basis. On days when these resources are low, employees may engage in maladaptive self-regulation: more self-undermining (i.e. creating additional obstacles) and less job crafting (i.e. optimizing job demands and resources), which debilitates their work performance. We expected that self-regulation is impaired especially when individuals exhibit low motivation and low ability to regulate their behaviour, that is, when they experience elevated burnout.
This research used a daily diary design. Nurses responded to a general survey and then completed daily diary surveys in three different moments: before, during and after work for 10 consecutive workdays (total reports N = 732).
A sample of 81 nurses from Polish hospitals and primary healthcare centres completed self-reported questionnaires between January and March 2018. Hypotheses were tested using multilevel modelling in Mplus.
Momentary self-regulatory capacity before work was negatively related to self-undermining and positively related to job crafting, and it indirectly predicted daily job performance. As hypothesized, these indirect relationships were moderated by general, chronic burnout. We found that only for employees with low levels of burnout, daily self-regulation was linked with better functioning via increased job crafting and decreased self-undermining.
Chronic burnout disturbs day-to-day behaviour regulation. Individuals with elevated burnout symptoms have difficulty to translate momentary boosts in regulatory resources into adaptive strategies that are linked with higher performance.
Our findings call for better recovery programmes, strategic Human Resource Management practices aimed at reducing factors that deplete daily self-regulatory resources, and finally top-down interventions preventing burnout among employees in the healthcare system.
旨在检验护士职业倦怠如何损害日常适应性自我调节策略，而这些策略将调节资源水平与员工工作绩效联系起来。
调节资源有助于员工日常管理自己的想法、感受和行为。当这些资源较低时，员工可能会采用适应性不良的自我调节策略：更多地自我破坏（即制造更多障碍）和较少的工作重塑（即优化工作需求和资源），这会削弱他们的工作绩效。我们预计，当个体表现出低动机和低调节行为能力时，自我调节会受到损害，也就是说，当他们经历职业倦怠时。
本研究采用了每日日记设计。护士首先对一般调查做出回应，然后在连续 10 个工作日的三个不同时间点（总共报告 N=732）完成每日日记调查。
2018 年 1 月至 3 月期间，波兰医院和初级保健中心的 81 名护士完成了自我报告问卷。使用 Mplus 中的多层次模型检验了假设。
工作前的即时自我调节能力与自我破坏呈负相关，与工作重塑呈正相关，并且它间接地预测了日常工作绩效。正如假设的那样，这些间接关系受到一般、慢性职业倦怠的调节。我们发现，只有在职业倦怠水平较低的员工中，日常自我调节通过增加工作重塑和减少自我破坏，与更好的功能相关。
慢性职业倦怠扰乱了日常行为调节。具有较高职业倦怠症状的个体难以将调节资源的短暂增加转化为与更高绩效相关的适应性策略。
我们的研究结果呼吁实施更好的恢复计划、战略性人力资源管理实践，以减少消耗日常自我调节资源的因素，并最终实施自上而下的干预措施，防止医疗保健系统中的员工出现职业倦怠。
