Why is This Happening? A Causal Attribution Approach to Work Exhaustion Consequences

By Jo Ellen Moore. 2000

368 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/eec6100637dfdf1de8fbe46d24f7b5cb116c4343

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In General Health Professions

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Citations in the corpus

Doctoral Students' Emotional Exhaustion and Intentions to Leave Academia (2016, background): “Since individuals who experience prolonged or excessive emotional exhaustion look for a way to reduce their discomfort (Moore, 2000), emotional exhaustion is also positively related to turnover intentions (e.”
All you need is … resources: The effects of justice and support on burnout and turnover (2013, background): “In support of these theoretical propositions, research provides consistent empirical support for the negative relationship between emotional exhaustion and organizational commitment (Babakus et al., 1999; Lee and Ashforth, 1996; Moore, 2000).”
Using the job demands‐resources model to predict burnout and performance (2004, neutral): “Moore, J. E. (2000). Why is this happening? A”
Burnout in Organizational Life (2004, background): “…over the past ten years concerning a wide variety of outcomes associated with burnout, including job attitudes such as commitment and satisfaction (Moore, 2000; Singh, Goolsby & Rhoads, 1994), turnover (and turnover intention; cf.,Drake & Yadama, 1996; Geurts, Schaufeli & De Jonge, 1998; Koeske &…”
The Costs of Exhibiting Organizational Citizenship Behavior (2017, background): “emotional resources and result in feelings of tiredness and fatigue (Moore, 2000).”
Beyond workaholism: Towards a general model of heavy work investment (2012, methodology): “For example, attribution theory has been applied in regard to work performance (Corr & Gray, 1996), work exhaustion (Moore, 2000), and absence from work (Judge & Martocchio, 1995).”
JOB BURNOUT: A GENERAL LITERATURE REVIEW (2020, background): “, 2006) “turnover” (Maslach, 2006; Maslach and Leiter, 2016b; Wright and Cropanzano, 1998) “job attitudes”(Moore, 2000), and job performance (Halbesleben and Buckley, 2004; Keijsers et al.”
A MODEL OF STRESS AND COPING AND THEIR INFLUENCE ON INDIVIDUAL AND ORGANIZATIONAL OUTCOMES (2009, neutral): “Along these lines, Moore (2000) proposed that when the cause of a stressor is perceived as stable and unchanging (i.e., beyond the individual’s control) a more emotion-oriented response is expected (i.e., distancing oneself from the source of stress).”
Organizational Concern, Prosocial Values, or Impression Management? How Supervisors Attribute Motives to Organizational Citizenship Behavior (2010, background): “Green & Mitchell, 1979; Martinko, 2004) and have been used to understand better the concepts as varied as whistle blowing (Gundlach, Douglas, & Martinko, 2003), leadership (Dasborough & Ashkanasy, 2002; Martinko & Gardner, 1987), conflict (Zaw & Betancourt, 2002), psychological contracts (Lester, Tu”
Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes (2007, background): “Further, past research (Baron, 1988; Burton & Hoobler, 2006; Evers, Brouwers, & Tomic, 2002; Golembiewski & Kim, 1989; Maslach & Leiter, 1997; Moore, 2000; Rosse, Boss, Johnson, & Crown, 1991; Tepper, 2000) suggests that this relationship likely stems from the interpersonal conflict and the chronic ”
A meta-analysis of work-family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. (2011, background): “Thus, if one’s work overload is considered to be responsible for having too little time with one’s family, one might feel anger and resentment against one’s organization, or one’s supervisor, for being assigned too much work for the time and resources available (Moore, 2000; see also Weiner, 1985).”
A Comparison of the Construct Validity of Two Burnout Measures in Two Groups of Professionals (2006, background): “constructs having different theoretical implications with regard to the first component, namely emotional exhaustion (Moore, 2000).”
The Impact of Moral Stress Compared to Other Stressors on Employee Fatigue, Job Satisfaction, and Turnover: An Empirical Investigation (2012, background): “Emotional exhaustion is generally experienced as a feeling of being burned out or depleted (Jackson et al. 1987; Nordam et al. 2005; Pendry 2007; Rice et al. 2008) and can also lead to lower self-esteem and feelings of helplessness (Cordes and Dougherty 1993; Moore 2000).”
Service Worker Burnout and Turnover Intentions: Roles of Person-Job Fit, Servant Leadership, and Customer Orientation (2010, result): “This later observation appears to contradict the current prominent view, which suggests that burnout is primarily a function of the characteristics of the work environment and the ‘‘environmental factors tend to overpower individual differences’’ (Moore, 2000, p. 338).”