Do intensified job demands predict burnout? How motivation to lead and leadership status may have a moderating effect.
affective-identity motivation to lead
burnout
intensified job demands
intensified learning demands
occupational well-being
resources
sustainable careers
Journal
Frontiers in psychology
ISSN: 1664-1078
Titre abrégé: Front Psychol
Pays: Switzerland
ID NLM: 101550902
Informations de publication
Date de publication:
2023
2023
Historique:
received:
19
09
2022
accepted:
14
02
2023
medline:
1
4
2023
entrez:
31
3
2023
pubmed:
1
4
2023
Statut:
epublish
Résumé
The aim of this longitudinal study was to investigate how intensified job demands (job-related planning demands, career-related planning demands, and learning demands) are associated with burnout. We explored whether affective-identity motivation to lead moderates this association and, thus, functions as a personal resource regardless of leadership status. We further investigated whether the possible buffering effect is stronger for those professionals who became leaders during the follow-up. Our sample consisted of highly educated Finnish professionals ( The results of hierarchical linear modeling indicated that intensified learning demands were associated with later burnout. High affective-identity motivation to lead was not found to buffer against the negative effects of intensified job demands - instead, it strengthened the connection of intensified job- and career-related demands to burnout. Nevertheless, among the whole sample, professionals with high affective-identity motivation to lead reported lower burnout when job demands were not highly intensified. The leadership status also played a role: High affective-identity motivation to lead strengthened the connection of career-related demands to burnout in those professionals who became leaders during the follow-up. Altogether, we propose that in certain circumstances, affective-identity motivation to lead might help professionals, with and without formal leadership duties, to be more ready to lead their own work and well-being. However, in order to promote sustainable careers, the vulnerability role of high affective-identity motivation to lead should be considered as well.
Identifiants
pubmed: 36998355
doi: 10.3389/fpsyg.2023.1048487
pmc: PMC10044333
doi:
Types de publication
Journal Article
Langues
eng
Pagination
1048487Informations de copyright
Copyright © 2023 Lehtiniemi, Tossavainen, Auvinen, Herttalampi and Feldt.
Déclaration de conflit d'intérêts
The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.
Références
Front Psychol. 2018 Mar 26;9:363
pubmed: 29632502
J Appl Psychol. 2001 Jun;86(3):499-512
pubmed: 11419809
J Pers Soc Psychol. 1986 Dec;51(6):1173-82
pubmed: 3806354
Front Psychol. 2021 Mar 04;12:573924
pubmed: 33746816
J Appl Psychol. 2020 Apr;105(4):331-354
pubmed: 31393147
J Appl Psychol. 2001 Jun;86(3):481-98
pubmed: 11419808
Front Psychol. 2016 Sep 22;7:1411
pubmed: 27713711
Int Arch Occup Environ Health. 2011 Aug;84(6):635-45
pubmed: 21082191
Int J Environ Res Public Health. 2020 Jul 14;17(14):
pubmed: 32674518
Anxiety Stress Coping. 2021 Jan;34(1):1-21
pubmed: 32856957
J Occup Health Psychol. 2017 Jul;22(3):273-285
pubmed: 27732008
Annu Rev Psychol. 2001;52:397-422
pubmed: 11148311
Front Psychol. 2021 Apr 22;12:607172
pubmed: 33967885
J Appl Psychol. 2000 Feb;85(1):65-74
pubmed: 10740957
Lancet. 2015 Oct 31;386(10005):1739-46
pubmed: 26298822
Work. 2011;38(2):103-9
pubmed: 21297280
J Appl Psychol. 2010 Sep;95(5):834-48
pubmed: 20836586
Psychol Rev. 2002 Jul;109(3):573-98
pubmed: 12088246
Ind Health. 2014;52(2):102-12
pubmed: 24366535
Ind Health. 2020 Jun 9;58(3):224-237
pubmed: 31611468
PLoS One. 2017 Oct 4;12(10):e0185781
pubmed: 28977041
J Adv Nurs. 2021 Sep;77(9):3718-3732
pubmed: 34048606