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    Organizational Commitment and Burnout During the COVID-19 Pandemic: A Comparative Analysis in the United States and New Zealand
    (Taylor and Francis Group on behalf of the World Communication Association, 2024-06-17) Croucher SM; Rocker K; Singh R; Feekery A; Ashwell D; Green M; Murray N; Anderson K
    This study examined the link between organizational commitment (OC) and burnout during COVID-19 in New Zealand and the United States. Results revealed OC and burnout differed between the U.S. and New Zealand. In addition, the correlations between OC and the dimensions of burnout differed between the nations, particularly on issues linked with emotional exhaustion and personal accomplishment. These results point to the influence of lockdowns and other physical limitations on burnout and commitment in organizations. Theoretical and practical implications are discussed, as well as areas for future research.
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    Secondary traumatic stress, burnout and the role of resilience in New Zealand counsellors : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, New Zealand / Katrina Temitope
    (Massey University, 2014) Temitope, Katrina
    A survey was conducted with 129 counsellors who were members of various counselling organisations or associations in New Zealand. A quantitative methodology was utilised with questionnaires completed online. Participants were surveyed in relation to the constructs of secondary traumatic stress, burnout, compassion satisfaction, resilience, social support, degree of exposure to trauma and personal history of trauma. The majority of the participants reported age greater than 50 years (n=84), female gender (n=109) and identified as being of New Zealand European/ Pakeha descent (n=105). Statistical analyses were completed to establish the prevalence of secondary traumatic stress, burnout and compassion satisfaction, the relationship between exposure and risk of secondary traumatic stress, the relationship between personal trauma history and risk of secondary traumatic stress and the relationships between burnout, compassion satisfaction, resilience and social support levels with secondary traumatic stress. In addition, the moderating effect of compassion satisfaction was analysed. Results established a prevalence of 21.7% for high risk of secondary traumatic stress, 24.8% for high risk of burnout and 21.7% for high potential for compassion satisfaction in this sample. Results established statistically significant relationships between exposure and secondary traumatic stress, between burnout and secondary traumatic stress and between resilience and secondary traumatic stress. These results are discussed in relation to the secondary exposure to trauma of counsellors working with trauma clients. This research has important theoretical and practical implications for counsellors working with clients who have experienced trauma.
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    Vitality and burnout of employees in Christian humanitarian organisations : the role of need satisfaction at work and religious beliefs : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Albany, New Zealand
    (Massey University, 2012) Williams, Tamara Joanne
    Humanitarian workers are at relatively high risk of developing a range of negative outcomes in response to stress. For individual employees, the organisations they represent, and the people they serve, it is important to examine workplace wellbeing. This research analysed vitality and burnout as constructs of wellbeing in employees of international, Christian humanitarian organisations based in Chennai, India. This wellbeing dichotomy was explored through two main factors: basic psychological need satisfaction at work, and religious beliefs. These two factors were examined through a Self-Determination Theory framework. Data was collected via a questionnaire comprised of psychometrically established measures and six open-ended questions for supplementary qualitative data. There were 99 respondents. The results demonstrated the importance of supporting autonomy, competence and relatedness (basic psychological needs) in employees of humanitarian organisations. Workplace support leading to basic need satisfaction was associated with increased vitality and decreased levels of burnout. Autonomous motivations for religious beliefs were positively associated with vitality, and non-autonomous motivations for religious beliefs were linked with decreased burnout. The use of religious coping was not as clearly linked with these wellbeing constructs except that the presence of negative religious coping was positively related to burnout. The findings are pertinent for humanitarian organisations, particularly those with a Christian foundation, to understand and facilitate factors that increase vitality and decrease burnout in the workplace.
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    Testing the Job Demands-Resource model of work engagement with a sample of Corrections officers working within New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Wellington, New Zealand
    (Massey University, 2011) Burney, Melissa Renee; Burney, Melissa Renee
    The aim of the research was to test the motivational process of the Job Demands- Resources (JD-R) model of Work Engagement using a sample of 157 Corrections Officers working within the central region of New Zealand. The JD-R model assumes that a variety of important job resources are positively related to work engagement, especially when job demands are high, and that the relationship between job resources and organisational outcomes is mediated by work engagement. Results of a two-way ANOVA revealed a significant relationship between job resources and work engagement, regardless of whether demands were high or low. Additionally, mediated regression analyses revealed the positive association between job resources and organisational outcomes was partially mediated by work engagement. Results provide partial support for the JD-R model of work engagement using a sample of Corrections Officers. In addition, results provide support for the importance of job resources in the workplace and the central concept of work engagement. Not only is this a valuable area of research for employee well-being, it also has positive implications for organisational success. Practical implications and limitations of the research are discussed.
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    The mediating role of work engagement and burnout in the relationship between job characteristics and psychological distress among lawyers : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Albany, New Zealand
    (Massey University, 2011) Hopkins, Veronica Margaret
    Research to date has found that lawyers are disproportionately affected by psychological distress when compared to the general population and other occupations. In this study, the Job Demands-Resources Model was used to examine which job characteristics are associated with psychological distress among lawyers, and to confirm the mediating roles of burnout and work engagement. Graduates, solicitors and partners (N = 94) from a large New Zealand law firm completed a survey on job characteristics, burnout (work-related exhaustion), work engagement, and psychological distress. Regression analyses showed that both job demands and job resources were important influences for burnout, with work-family conflict, low role clarity, and work-role fit identified as predictors. Job resources were more influential for work engagement, with work-role fit and positive challenge identified as predictors, along with the position level of the lawyer. The dual impact of work-role fit on burnout and work engagement was an unexpected finding, and highlights the potential benefit of this variable for mental health. This study also found support for the strain and motivational pathways of the Job Demands-Resources Model. Work engagement mediated the relationship between job resources and psychological distress, and burnout mediated the relationship between job demands and psychological distress. Both burnout and work engagement were significant predictors of psychological distress. This study provides support for a dual focus on reducing job demands related to burnout, and increasing the availability of job resources that influence work engagement, to reduce psychological distress among lawyers.
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    Teacher burnout : a study of occupational stress and burnout in New Zealand school teachers : a thesis submitted in partial fulfilment of the requirements for the degree of Doctor of Philosophy, Massey University, Albany, New Zealand
    (Massey University, 2001) Whitehead, Anna Jocelyn
    This thesis addresses the internationally recognised problem of stress and burnout in teachers, especially as this affects primary school teachers. The study included three phases. The first phase sought to examine the effects of stress since the new education administration changes, and to look at teachers' perceptions of stress, the work situations causing stress and the coping strategies that they found most helpful. The second phase of the study sought to identify levels of burnout using the Maslach Burnout Inventory (comparing them with American counterparts). Finally, the third phase of the study looked at differences in the work environment of both high and low burnout schools. A multidimensional research approach was selected as a framework for analysis. The limitations of prior research on teacher burnout suggests that the use of multiple methods of information gathering would prove to be a most valid approach, allowing for different perspectives in understanding the complexity of burnout within the school organisation. A range of qualitative and quantitative data analyses and information gathering procedures were used. This included a stress questionnaire, MBI surveys, staff interviews, and observations. Results from the study confirmed that teachers report high level of stress in New Zealand schools and that there are noticeable differences between low stress and high stress schools in terms of their administrative, social and physical environments. It is recommended that teacher burnout be seen not only as an individual problem, but also as an organisational problem and that effective strategies on administrative, social and physical levels must be put in place in order to maintain healthy, low burnout school environments.