PREVENTING BURNOUT: THE EFFECTS OF LMX AND MENTORING ON SOCIALIZATION, ROLE STRESS, AND BURNOUT.

By Christopher Thomas. 2005

162 citations recorded by the source corpus.

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In General Health Professions

Citations in the corpus

Job Stress and Burnout among Lecturers: Personality and Social Support as Moderators (2011, result): “Results from this study also corroborated the work of Thomas and Lankau (2009) who found that workplace social support in the form of high lead-member exchange (LMX) and mentoring served as resources that minimize emotional exhaustion through increased socialization and deceased role stress.”
The Impact of Health-Oriented Leadership on Follower Health: Development and Test of a New Instrument Measuring Health-Promoting Leadership (2014, background): “Such characteristics in turn have been found to be associated with more favorable health outcomes (Arnold, Turner, Barling, Kelloway, & McKee, 2007; Nielsen, Randall, Yarker, & Brenner, 2008; Nielsen, Yarker, Brenner, Randall, & Borg, 2008; Thomas & Lankau, 2009).”
Affect and leader-member exchange in the new millennium: A state-of-art review and guiding framework (2017, background): “Lai, Chow, and Loi (2016) found that perceived LMX quality lowers emotional exhaustion (between persons level) when LMX differentiation is low (cross-level); and Thomas and Lankau (2009) found that LMX lowers employees' stress and increases their well-being.”
The impact of management on the engagement and well-being of high emotional labour employees (2014, background): “Further, LMX is a significant antecedent of wellbeing and turnover intentions (Cropanzano and Mitchell, 2005; Hodson, 2004; Thomas and Lankau, 2009).”
Do you want me to be perfect? Two longitudinal studies on socially prescribed perfectionism, stress and burnout in the workplace (2012, methodology): “The RSS is a widely used measure of work stress and has demonstrated reliability and validity in numerous studies (e.g. Dale & Fox, 2008; Thomas & Lankau, 2009).”
The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance: a social-exchange perspective (2014, background): “Employees who receive mentoring from their supervisors have less role stress and less job-related burnout than those who do not (Thomas, 2005).”
Navigating Uncharted Waters (2015, background): “Similarly, Thomas and Lankau (2009) used an uncertainty reduction framework to argue that socialization represented a degree of understanding of the work context (i.e., the organizational culture, politics, etc.) that reduced role stress and subsequently burnout.”
A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “, 2013) and supervisors (Thomas and Lankau, 2009) also lead individuals to obtain positive career outcomes.”