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Maria Do Socorro Da Silva Valente - One of the best experts on this subject based on the ideXlab platform.
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psychosocial work conditions and burnout among brazilian Bank Employees a cross sectional study
Annals of Occupational Hygiene, 2016Co-Authors: Maria Do Socorro Da Silva Valente, Claudia S Lopes, Maria Pastorvalero, Paulo Rossi MenezesAbstract:Objectives Changes in the modern economy have affected the financial sector. Time pressures, excessive work demands, and job stress are frequent concerns among Bank Employees, which might predispose them to burnout symptoms. The objective of the present study was to investigate the association between burnout symptoms and exposure to psychosocial work conditions in Bank Employees. Methods A cross-sectional study of 1046 Bank Employees was carried out in Para and Amapa, northern Brazil. We applied a self-administered questionnaire evaluating socio-demographic characteristics, burnout (Maslach Burnout Inventory), and two job stress models (Demand-Control-Support and Effort-Reward Imbalance). Two levels of burnout symptoms were analysed: moderate level of burnout (MLB) and high level of burnout (HLB). Logistic regression models were used to estimate associations between the two levels of burnout and the two stress models, controlling for relevant covariates. Results The overall prevalence of burnout was 71.8% (31.1% for HLB; 40.7% for MLB), regardless of gender. Exposure to adverse psychosocial conditions in the workplace, such as high strain, low social support at work, high effort/low reward, and over commitment showed strong association with HLB and MLB, and these associations were independent of age, gender, and other occupational characteristics. Conclusions We found that psychosocial conditions in the financial sector involving high strain, low social support at work, high effort/low reward, and over commitment represent possible risk factors for moderate and HLB symptoms in Bank Employees.
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depressive symptoms and psychosocial aspects of work in Bank Employees
Occupational Medicine, 2016Co-Authors: Maria Do Socorro Da Silva Valente, Maria Pastorvalero, Paulo Rossi Menezes, Claudia S LopesAbstract:BACKGROUND: The financial sector has seen an increase in the number of cases of violence and stress, which can result in adverse health outcomes, including depressive symptoms, but studies related to stress at work and depression for these workers are scarce. AIMS: To investigate the association between exposure to psychosocial work stressors and depressive symptoms in Bank Employees. METHODS: A self-administered questionnaire was completed by a sample of Bank Employees in Para and Amapa, Brazil. The survey assessed sociodemographic characteristics, mental health (Patient Health Questionnaire-9), Demand-Control-Support and Effort-Reward Imbalance (ERI). Outcomes included two levels of depressive symptoms: major depressive symptoms (MDS) and other forms of depressive symptoms (ODS). Logistic regression models were used to estimate associations between depressive symptoms, the two job stress models and relevant covariates. RESULTS: Of 2806 eligible subjects, there were 1445 respondents (52% response rate) and the final analyses included 1046 participants. The overall prevalence of depressive symptoms was 32% (MDS = 18%; ODS = 14%), with no statistically significant difference between men and women. High demands, low levels of control and low social support were associated with MDS and/or ODS, adjusted for gender, age and other work-related conditions. High effort/low reward, over-commitment and ERI were also associated with MDS and ODS. CONCLUSIONS: Psychosocial conditions in Banking activity involving high strain, low social support at work, high effort with low reward and over-commitment may represent possible risk factors for depressive symptoms in Bank Employees. Language: en
Ugur Yavas - One of the best experts on this subject based on the ideXlab platform.
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interactive effects of personal and organizational resources on frontline Bank Employees job outcomes the mediating role of person job fit
International Journal of Bank Marketing, 2015Co-Authors: Aditi Sarkar Sengupta, Ugur Yavas, Emin BabakusAbstract:Purpose – The purpose of this paper is to investigate the mediating role of person-job (P-J) fit on the impact of organizational resources (training and service technology), and a personal resource (customer orientation) on frontline Bank Employees’ job performance and turnover intentions. Design/methodology/approach – A large-scale survey of 530 frontline Employees of a national Bank in New Zealand serves as the study setting. Findings – Among others, results show that P-J fit fully mediates the impact of training on turnover intentions and job performance. Research limitations/implications – The cross-sectional nature of the study does not allow causal inferences. Therefore, future studies should adopt longitudinal designs. Practical implications – Management should be careful in planning and providing organizational resources to frontline Employees to enhance their perception of P-J fit. Also investing in the recruitment and selection of customer-oriented frontline Employees would be a prudent course o...
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does hope moderate the impact of job burnout on frontline Bank Employees in role and extra role performances
International Journal of Bank Marketing, 2013Co-Authors: Ugur Yavas, Emin Babakus, Osman M KaratepeAbstract:Purpose – The purpose of this paper is to examine whether hope as a personal resource moderates the relationships between job burnout and frontline Bank Employees’ in‐role and extra‐role performances.Design/methodology/approach – Frontline Employees of several Banks throughout the Turkish Republic of Northern Cyprus serve as the study setting.Findings – Results of the study reveal that burnout is significantly related to frontline Employees’ in‐role and extra‐role performances and that hope moderates these relationships.Research limitations/implications – Though common method bias does not appear to be a potential threat to the magnitude of relationships, in future studies using multiple‐informants (e.g. performance data from supervisors or customers) would be useful. In addition, replication studies among front Employees in other countries would be beneficial for further generalizations.Practical implications – Management of the Banks should consider the personality traits of the individuals during the s...
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relationships between organizational support customer orientation and work outcomes a study of frontline Bank Employees
International Journal of Bank Marketing, 2010Co-Authors: Ugur Yavas, Emin BabakusAbstract:Purpose – This paper seeks to examine the nature of relationships between six organizational support mechanisms, a personal resource, and selected psychological and behavioral work outcomes. A related objective of the study is to uncover whether these relationships exhibit similar patterns between Employees with different characteristics.Design/methodology/approach – Data for the study were collected from the Employees of a large Bank in New Zealand. Usable responses were obtained from 530 Employees.Findings – Results show that supervisory support is most closely associated with psychological work outcomes. On the other hand, job performance is more susceptible to influences of service technology and empowerment. Also customer orientation, as a personal resource, impacts job performance.Research limitations/implications – Using multiple‐informants (e.g. measuring frontline Employees' job performance on the basis of their supervisors' or customers' assessments) would help minimize common‐method variance. T...
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How similar are frontline Bank Employees' perceptions of service quality to their customers? A study of female customers and Employees in Turkey
Journal of Financial Services Marketing, 2007Co-Authors: Ugur YavasAbstract:This study investigates to what extent underlying configurations of customer evaluations of service quality as perceived by frontline Employees and as reported by customers match. Surveys of two groups of female Bank customers (151 students and 83 adults) and 68 female Bank Employees in Turkey serve as the study setting. The SERVQUAL instrument is used in measuring Employees' and customers' perceptions of service quality. The factor congruency technique is employed to determine the extent of similarities and disparities among the groups. Results show that the underlying configurations of service quality perceptions decompose into three factors in the cases of both customer groups and five factors in the case of Employees. Overall, customers' and Employees' service quality perceptions do not correspond. This discrepancy underscores the need for accurate assessment of customer perceptions of service quality and training of Employees to look at service quality from the perspective of customers by using customers' definitions. Avenues for future reasearch are offered.
Emin Babakus - One of the best experts on this subject based on the ideXlab platform.
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interactive effects of personal and organizational resources on frontline Bank Employees job outcomes the mediating role of person job fit
International Journal of Bank Marketing, 2015Co-Authors: Aditi Sarkar Sengupta, Ugur Yavas, Emin BabakusAbstract:Purpose – The purpose of this paper is to investigate the mediating role of person-job (P-J) fit on the impact of organizational resources (training and service technology), and a personal resource (customer orientation) on frontline Bank Employees’ job performance and turnover intentions. Design/methodology/approach – A large-scale survey of 530 frontline Employees of a national Bank in New Zealand serves as the study setting. Findings – Among others, results show that P-J fit fully mediates the impact of training on turnover intentions and job performance. Research limitations/implications – The cross-sectional nature of the study does not allow causal inferences. Therefore, future studies should adopt longitudinal designs. Practical implications – Management should be careful in planning and providing organizational resources to frontline Employees to enhance their perception of P-J fit. Also investing in the recruitment and selection of customer-oriented frontline Employees would be a prudent course o...
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does hope moderate the impact of job burnout on frontline Bank Employees in role and extra role performances
International Journal of Bank Marketing, 2013Co-Authors: Ugur Yavas, Emin Babakus, Osman M KaratepeAbstract:Purpose – The purpose of this paper is to examine whether hope as a personal resource moderates the relationships between job burnout and frontline Bank Employees’ in‐role and extra‐role performances.Design/methodology/approach – Frontline Employees of several Banks throughout the Turkish Republic of Northern Cyprus serve as the study setting.Findings – Results of the study reveal that burnout is significantly related to frontline Employees’ in‐role and extra‐role performances and that hope moderates these relationships.Research limitations/implications – Though common method bias does not appear to be a potential threat to the magnitude of relationships, in future studies using multiple‐informants (e.g. performance data from supervisors or customers) would be useful. In addition, replication studies among front Employees in other countries would be beneficial for further generalizations.Practical implications – Management of the Banks should consider the personality traits of the individuals during the s...
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relationships between organizational support customer orientation and work outcomes a study of frontline Bank Employees
International Journal of Bank Marketing, 2010Co-Authors: Ugur Yavas, Emin BabakusAbstract:Purpose – This paper seeks to examine the nature of relationships between six organizational support mechanisms, a personal resource, and selected psychological and behavioral work outcomes. A related objective of the study is to uncover whether these relationships exhibit similar patterns between Employees with different characteristics.Design/methodology/approach – Data for the study were collected from the Employees of a large Bank in New Zealand. Usable responses were obtained from 530 Employees.Findings – Results show that supervisory support is most closely associated with psychological work outcomes. On the other hand, job performance is more susceptible to influences of service technology and empowerment. Also customer orientation, as a personal resource, impacts job performance.Research limitations/implications – Using multiple‐informants (e.g. measuring frontline Employees' job performance on the basis of their supervisors' or customers' assessments) would help minimize common‐method variance. T...
Claudia S Lopes - One of the best experts on this subject based on the ideXlab platform.
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psychosocial work conditions and burnout among brazilian Bank Employees a cross sectional study
Annals of Occupational Hygiene, 2016Co-Authors: Maria Do Socorro Da Silva Valente, Claudia S Lopes, Maria Pastorvalero, Paulo Rossi MenezesAbstract:Objectives Changes in the modern economy have affected the financial sector. Time pressures, excessive work demands, and job stress are frequent concerns among Bank Employees, which might predispose them to burnout symptoms. The objective of the present study was to investigate the association between burnout symptoms and exposure to psychosocial work conditions in Bank Employees. Methods A cross-sectional study of 1046 Bank Employees was carried out in Para and Amapa, northern Brazil. We applied a self-administered questionnaire evaluating socio-demographic characteristics, burnout (Maslach Burnout Inventory), and two job stress models (Demand-Control-Support and Effort-Reward Imbalance). Two levels of burnout symptoms were analysed: moderate level of burnout (MLB) and high level of burnout (HLB). Logistic regression models were used to estimate associations between the two levels of burnout and the two stress models, controlling for relevant covariates. Results The overall prevalence of burnout was 71.8% (31.1% for HLB; 40.7% for MLB), regardless of gender. Exposure to adverse psychosocial conditions in the workplace, such as high strain, low social support at work, high effort/low reward, and over commitment showed strong association with HLB and MLB, and these associations were independent of age, gender, and other occupational characteristics. Conclusions We found that psychosocial conditions in the financial sector involving high strain, low social support at work, high effort/low reward, and over commitment represent possible risk factors for moderate and HLB symptoms in Bank Employees.
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depressive symptoms and psychosocial aspects of work in Bank Employees
Occupational Medicine, 2016Co-Authors: Maria Do Socorro Da Silva Valente, Maria Pastorvalero, Paulo Rossi Menezes, Claudia S LopesAbstract:BACKGROUND: The financial sector has seen an increase in the number of cases of violence and stress, which can result in adverse health outcomes, including depressive symptoms, but studies related to stress at work and depression for these workers are scarce. AIMS: To investigate the association between exposure to psychosocial work stressors and depressive symptoms in Bank Employees. METHODS: A self-administered questionnaire was completed by a sample of Bank Employees in Para and Amapa, Brazil. The survey assessed sociodemographic characteristics, mental health (Patient Health Questionnaire-9), Demand-Control-Support and Effort-Reward Imbalance (ERI). Outcomes included two levels of depressive symptoms: major depressive symptoms (MDS) and other forms of depressive symptoms (ODS). Logistic regression models were used to estimate associations between depressive symptoms, the two job stress models and relevant covariates. RESULTS: Of 2806 eligible subjects, there were 1445 respondents (52% response rate) and the final analyses included 1046 participants. The overall prevalence of depressive symptoms was 32% (MDS = 18%; ODS = 14%), with no statistically significant difference between men and women. High demands, low levels of control and low social support were associated with MDS and/or ODS, adjusted for gender, age and other work-related conditions. High effort/low reward, over-commitment and ERI were also associated with MDS and ODS. CONCLUSIONS: Psychosocial conditions in Banking activity involving high strain, low social support at work, high effort with low reward and over-commitment may represent possible risk factors for depressive symptoms in Bank Employees. Language: en
Paulo Rossi Menezes - One of the best experts on this subject based on the ideXlab platform.
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psychosocial work conditions and burnout among brazilian Bank Employees a cross sectional study
Annals of Occupational Hygiene, 2016Co-Authors: Maria Do Socorro Da Silva Valente, Claudia S Lopes, Maria Pastorvalero, Paulo Rossi MenezesAbstract:Objectives Changes in the modern economy have affected the financial sector. Time pressures, excessive work demands, and job stress are frequent concerns among Bank Employees, which might predispose them to burnout symptoms. The objective of the present study was to investigate the association between burnout symptoms and exposure to psychosocial work conditions in Bank Employees. Methods A cross-sectional study of 1046 Bank Employees was carried out in Para and Amapa, northern Brazil. We applied a self-administered questionnaire evaluating socio-demographic characteristics, burnout (Maslach Burnout Inventory), and two job stress models (Demand-Control-Support and Effort-Reward Imbalance). Two levels of burnout symptoms were analysed: moderate level of burnout (MLB) and high level of burnout (HLB). Logistic regression models were used to estimate associations between the two levels of burnout and the two stress models, controlling for relevant covariates. Results The overall prevalence of burnout was 71.8% (31.1% for HLB; 40.7% for MLB), regardless of gender. Exposure to adverse psychosocial conditions in the workplace, such as high strain, low social support at work, high effort/low reward, and over commitment showed strong association with HLB and MLB, and these associations were independent of age, gender, and other occupational characteristics. Conclusions We found that psychosocial conditions in the financial sector involving high strain, low social support at work, high effort/low reward, and over commitment represent possible risk factors for moderate and HLB symptoms in Bank Employees.
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depressive symptoms and psychosocial aspects of work in Bank Employees
Occupational Medicine, 2016Co-Authors: Maria Do Socorro Da Silva Valente, Maria Pastorvalero, Paulo Rossi Menezes, Claudia S LopesAbstract:BACKGROUND: The financial sector has seen an increase in the number of cases of violence and stress, which can result in adverse health outcomes, including depressive symptoms, but studies related to stress at work and depression for these workers are scarce. AIMS: To investigate the association between exposure to psychosocial work stressors and depressive symptoms in Bank Employees. METHODS: A self-administered questionnaire was completed by a sample of Bank Employees in Para and Amapa, Brazil. The survey assessed sociodemographic characteristics, mental health (Patient Health Questionnaire-9), Demand-Control-Support and Effort-Reward Imbalance (ERI). Outcomes included two levels of depressive symptoms: major depressive symptoms (MDS) and other forms of depressive symptoms (ODS). Logistic regression models were used to estimate associations between depressive symptoms, the two job stress models and relevant covariates. RESULTS: Of 2806 eligible subjects, there were 1445 respondents (52% response rate) and the final analyses included 1046 participants. The overall prevalence of depressive symptoms was 32% (MDS = 18%; ODS = 14%), with no statistically significant difference between men and women. High demands, low levels of control and low social support were associated with MDS and/or ODS, adjusted for gender, age and other work-related conditions. High effort/low reward, over-commitment and ERI were also associated with MDS and ODS. CONCLUSIONS: Psychosocial conditions in Banking activity involving high strain, low social support at work, high effort with low reward and over-commitment may represent possible risk factors for depressive symptoms in Bank Employees. Language: en
