The Effect Of Work Value On Job Burnout:Mediation Of Job Satisfaction

Work values reflect the needs and motivations of the laborers.Both values-attitude-behavior model proposed by Homer and effect model of work value proposed by Sagie emphasize that work values may affect work behaviors through the mediation role of the laborer’s work attitude,such as job satisfaction.However,previous empirical studies have paid more attention to the effect of work values and job satisfaction on organizational behaviors,such as job performance and turnover intention.There is no research on the relationship between work values,job satisfaction and job-related personal behavior,such as job burnout.Moreover,the previous studies mostly concerned for the externalizing outcomes of job burnout in emotion,behavior and job professional efficacy as measured with Maslach’s job burnout scale.Thus the previous studies provided no information on what specific factors have led to job burnout?In addition,the previous studies mostly tended to believe that job satisfaction is a work attitude,thereby ignoring that job satisfaction also contains emotional response.The present study aims to explore the mediating role of job satisfaction between work values and job burnout.It conducted a cross-sectional research among 461 female nurses who were recruited from nine hospitals in Nanjing,China.In order to overcome the limitations of the previous studies,it concerns for both the externalizing outcomes and the specific recourses of job burnout measured with Maslach’s job burnout scale and occupational burnout inventory,and concerns for both the work attitude and emotional response of job satisfaction.The results were listed as follow:1)Job burnout measured with Maslach’s job burnout scale showed fair consistence with that measured with occupational burnout inventory.Specifically,personal burnout,work-related burnout and client-related burnout showed moderate correlation with emotional exhaustion and cynicism,but did weak correlation with professional efficacy.2)Work values and its facets were predictors of the job burnout except for no prediction of welfare on cynicism and no prediction of self-development on professional efficacy.Specifically,work values and its facets could positively predict emotional exhaustion,cynic ism,personal burnout,work-related burnout and client-related burnout.They also could positively predict professional efficacy.3)Job satisfaction was significant predictor of job burnout,and the prediction effect varied with its facets.Specifically,all facets of job sat isfaction could negatively predict emotional exhaustion,cynicism,personal burnout,work-related burnout and client-related burnout and positively predict professional efficacy.Work load had stronger prediction on burnout performance than other facets,and work interest and autonomy had stronger prediction on professional effcacy.4)Job satisfaction containing work attitude and emotional response could mediate the impact of work values on job burnout.Specifically,work load played meditative roles in the relationship between work values and burnout performance,but did suppressing effects in the relationship between work values and professional efficacy.Coworker support played mediative roles in the relationship between work values and professional efficacy,but did suppressing effects in the relationship between work values and burnout performance.Mental workload could mediate the impact of self-development on burnout performance.Work autonomy-interest factor and supervisor support had no mediation roles in the relationship between work values and job burnout.In conclusion,Job satisfaction could play mediating roles between work values and job burnout.The current results implied that meeting the staff’s values and their needs would effectively improve the employee’s job satisfaction,thereby reducing their job burnout and improving their mental health and professional performance.