The aim of this study is to examine the moderation effect of work-family conflict on the relationship between job characteristics - such as job demands (i.e., role ambiguity) and job resources (i.e., learning opportunities) - and job burnout. The analysis was performed in a specific work setting, that is the human service sector, which shows high levels of employees’ turnover related to the “migration” of workforce to other less stressful sectors and professions. Human service is recognized as an important part of the socio-health system and has a strong development potential. The rationalization and disinvestments made by the welfare state organizations in many countries, submitted the organizations operating in this sector to a rapid growth and to an increasing level of competition (Salamon & Dewees, 2002). Further, due to the complexity and the demanding nature of the job positions of this Industry, there is a growing concern over service quality and the need for an even more professionalized workforce. Therefore examining the underlying mechanisms linking job characteristics to burnout by exploring the possible moderating role of work-family conflict may represent a useful contribution both for scholars investigating areas of human service organizations (HSOs) and job burnout and HR managers operating in HSOs and aiming at retaining and motivating their workforce.

Job demands, job resources and burnout: investigating the moderating effect of work-family conflict / Sarti, Daria; De Gieter, Sara. - STAMPA. - (2014), pp. 245-258.

Job demands, job resources and burnout: investigating the moderating effect of work-family conflict

SARTI, DARIA;
2014

Abstract

The aim of this study is to examine the moderation effect of work-family conflict on the relationship between job characteristics - such as job demands (i.e., role ambiguity) and job resources (i.e., learning opportunities) - and job burnout. The analysis was performed in a specific work setting, that is the human service sector, which shows high levels of employees’ turnover related to the “migration” of workforce to other less stressful sectors and professions. Human service is recognized as an important part of the socio-health system and has a strong development potential. The rationalization and disinvestments made by the welfare state organizations in many countries, submitted the organizations operating in this sector to a rapid growth and to an increasing level of competition (Salamon & Dewees, 2002). Further, due to the complexity and the demanding nature of the job positions of this Industry, there is a growing concern over service quality and the need for an even more professionalized workforce. Therefore examining the underlying mechanisms linking job characteristics to burnout by exploring the possible moderating role of work-family conflict may represent a useful contribution both for scholars investigating areas of human service organizations (HSOs) and job burnout and HR managers operating in HSOs and aiming at retaining and motivating their workforce.
9781502474896
Organizing for growth: theories and practices
245
258
Sarti, Daria; De Gieter, Sara
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/2158/963093
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