Emotional exhaustion and job performance: the mediating role of motivation.

By Jonathon R. B. Halbesleben, W. M. Bowler. Journal of Applied Psychology, 2007

936 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/117de213586afadddb1b3f5da35ae698085c467b

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Mindfulness, Work Climate, and Psychological Need Satisfaction in Employee Well-being (2015, background): “Burnout has been linked to several negative outcomes, such as lower organizational commitment and performance as well as increased turnover, absenteeism, job strain, and health care costs (see Cordes and Dougherty 1993; Halbesleben and Bowler 2007; Halbesleben and Buckley 2004; Maslach et al. 2001).”
Demands or resources? The relationship between HR practices, employee engagement and emotional exhaustion within a hybrid model of employment relations (2016, methodology): “Control Variables In line with previous research on emotional exhaustion and engagement (e.g. Alfes et al., 2010; Halbesleben & Bowler, 2007; Rees et al., 2013), the following controls were included: gender (1 = female, 0 = male), organizational tenure (years), work mode (1 = full-time, 0 =…”
Developmental HRM, employee well-being and performance: the moderating role of developing leadership (2019, background): “The study of Halbesleben and Bowler (2007) for instance shows that exhaustion may decrease achievement striving but increase communion striving.”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “There is evidence that when employees are burned out, they respond by increasing their helping, which strengthens their connections to others and builds support (Halbesleben & Bowler, 2007).”
Emotional strain and organizational citizenship behaviours: A meta-analysis and review (2007, background): “Paralleling this reasoning, it has been shown that emotionally exhausted employees perform OCBI as a way to seek social support (Halbesleben & Bowler, 2005, 2007).”
To Invest or Not? The Role of Coworker Support and Trust in Daily Reciprocal Gain Spirals of Helping Behavior (2015, background): “Most of the existing COR research has focused on how resource investment impacts employees as resources become depleted (e.g., Halbesleben & Bowler, 2007).”
Testing the stressor–strain–outcome model of customer-related social stressors in predicting emotional exhaustion, customer orientation and service recovery performance (2014, neutral): “…lack of energy and emotional fatigue caused by excessive psychological demands (Van Dierendonck and Mevissen, 2002) weakens their job performance (Halbesleben and Bowler, 2007; Wright and Bonett, 1997; Wright and Cropanzano, 1998) and hinders effective customer service (Babakus et al., 1999;…”
Work–family conflict/family–work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways” (2018, background): “Emotional exhaustion refers to a weakening of physical, psychological, and emotional resources of individuals in dealing with work demands that exceed their adaptive capacity to work (Halbesleben & Bowler, 2007; Lee & Ashforth, 1996).”