Moderating Effect of Stress Mindset on the Stress-Burnout and Engagement Relationship

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1 Vol.16 (Business 16), pp Moderating Effect of Stress Mindset on the Stress and Engagement Relationship SangWoo, Hahm Soongsil University, Business Management, 69 SangdoRo, DongjakGu, Seoul, Korea (6978), Abstract. Stress mindset is one s estimate about substance of itself which is enhancing(positive) or debilitating(negative). Stress mindset reduces negative effect of. Results shows moderate effect of genaral and job mindset between job and burnout(exhaustion and cynical), and the other moderate effect of job mindset between job and engagmenet. As a fundamental strategy of managing, this study introduces mindset and emphasizes the effectiveness of it. Keywords: mindset, job, burnout, engagement 1 Introduction Although in contrast to di, eu explains moderate level of could bring positive results, it still has a negative viewpoint of itself (Selye, 1976). In contrast, some scholars have doubt about negative perspective of. They believe that can be a positive factor as itself. They assume that positive mindset of could bring affirmative consequences (Crum, Salovey, & Achor, 1 McGonigal, 15). With this idea, this study explains the concept of mindset and its importance. Backgrounds Job is defined as the feeling of an individual who is required to veer from standard or selfdesired functioning in the workplace as the consequence of opportunities, constraints, or demands related with potentially valuable workrelated results (Parker & DeCotiis, 198; Spielberger & Reheiser, 5) is a psychological syndrome that involves an extended response to chronic emotional and interpersonal ors in the workplace. It is defined by the three dimensions of exhaustion, cynicism, and inefficacy (Maslach, ; Maslach, Jackson & Leiter, 1986). Engagement is a positive and sufficiency workrelated condition of mind that is defined as vigor, dedication, and absorption (Schaufeli, et al., ). ISSN: 871 ASTL Copyright 16 SERSC

2 Vol.16 (Business 16) Stress mindset refers to the extent to which one holds the conviction that has enhancing outgrowth for assorted related consequences such as performance and productivity, health and wellbeing, and learning and growth(referred to as a isenhancing mindset ) or the belief that has debilitating outgrowth for those consequences(referred to as a isdebilitating mindset )(Crum, Salovey & Achor, 1; McGonigal, 15). Job would increase burnout and decrease engagement. Both these relationships, mindset would have moderate effect. When people get, some who have isenhancing mindset would feel less tired or more engaged because they believe es are positive and helpful. Measurement Using 171 samples from survey (Likert 7point scale) Table variable no example of questions Stress mindset 1 In general, the effects of are (general) positive utilized. Stress mindset 1 Experiencing job enhances my (job) performance and productivity. Job 18 Working here makes it hard to spend enough time with my family I feel emotionally drained from my work / (exhaustion, 9 I have become more cynical about cynical) whether my work contributes anything (inefficacy) 6 I can effectively solve problems that arise in my work. At my work, I feel bursting with engagement 16 energy(vigor). I m enthusiastic about my job(dedication). I m immersed in my work (absorption). Crum, Salovey & Achor, 1; McGonigal, 15 Parker & DeCotiis, 198; Maslach, Jackson & Leiter, 1986; Schaufeli & Leiter, 1996 Schaufeli., et al., Analysis Demographic (%). Male(7.), female(9.8), twenties(1.5), thirties() over forties(.), high school(8.), university(7.1), graduates school(18.7), staff(5.1), assistant manager(8.1), manager(.6), general manager(.). As results of exploratory factor analysis and reliability, job (.588~.86/9.8/.9), general mindset(.681~.8/7. /.9), job mindset(.665~.89/816/.959), engagement(.5~.817/951 z/.95), burnout(exhaustion, cynical)(.586~.78/5.7/.97), burnout(inefficacy)(.69~.8/.6/.9).(factor loading/eigenvalue/cronbach s α) have sufficient degree of validity and reliability(kmo=.88, sig=,). Copyright 16 SERSC 1

3 Vol.16 (Business 16) As result of correlation analysis, job stess(.8/795) has correlation with general mindset(.7/651).19, job mindset(.169/5951).178, engagement (.78/167).1, burnout(exhaustion, cynical)(.87/6).75, and burnout (inefficacy)(.9717/858).5. General mindset has correlation with job mindset.665, engagement.11, burnout (exhaustion, cynical).5, and burnout (inefficacy).56. Job mindset has correlation with engagement.56, burnout (exhaustion, cynical).51, and burnout (inefficacy).89. Engagement has correlation with burnout (exhaustion, cynical).5, and burnout (inefficacy).56. (exhaustion, cynical) has correlation with burnout (inefficacy).1 (mean/standard deviation)(p<.1=, p<.5=, p<.1= ). Table. job gener al mind set inter actio n R²(Adj R²) R²( AdjR²) (exhaustion, cynical) (inefficacy) engagement step1 step step1 step step1 step β t β t VIF β t β t VIF β t β t VIF (.85) (.) (.5) (.55).17(.161).177(.16).(.19).5(.1).7(.1) F p<.1=, p<.5=, p<.1= Table. (exhaustion, cynical) (inefficacy) engagement step1 step step1 step step1 step β t β t VIF β t β t VIF β t β t VIF job Job mind set Copyright 16 SERSC

4 Vol.16 (Business 16) inter actio n R²(Adj R²) R²( AdjR²) (.57).8(.7) 1.15 (.1) (.1).99(.91).15(.).18(.15).6(.1).16(.1) F p<.1=, p<.5=, p<.1= Result Table. Result of verified hypothesises Hypothesis Job would have a positive effect on burnout. 1 Job would have a positive effect on exhaustion/cynical. 1. Job would have a positive effect on inefficacy... Job would have a negative effect on engagement.. Stress mindset would have moderate effect between job and burnout. General mindset would have moderate effect between job and exhaustion cynical.. General mindset would have moderate effect between job and inefficacy.. Job mindset would have moderate effect between job and exhaustion cynical.. Job mindset would have moderate effect between job and inefficacy.. Stress mindset would have moderate effect between job and engagement. General mindset would have moderate effect between job and engagement.. Job mindset would have moderate effect between job and engagement. 6 Implication, limitation and future study Job and mindset have no meaningful relationship with positive factors such as engagement and efficacy. Even though job mindset has the moderating effect between job and engagement, this result doesn t have critical implications. However, result shows general/job mindset weaken the influence which job increases burnout. It means people who have isenhancing mindset were less influenced by negative effect from job. Copyright 16 SERSC 15

5 Vol.16 (Business 16) Stress mindset does not focus on managing or coping, but it has a role which fundamentally decreases a negative effect of. Here are some implications for future studies. 1) Measurement of mindset was developed from health psychology field, thus we need to define for business and organizational situations. ) This study focused on isenhancing mindset, thus future studies should explain not only on isenhancing mindset but also effects of isdebilitating mindset. ) includes both positive and negative factors. Although efficacy was reversed from positive to negative(inefficacy), it was different from negative factors exhaustion and cynical, then some hypothesizes were rejected. References Crum, A. J., Salovey, P., Achor, S.: Rethinking : The role of mindsets in determining the response. Journal of Personality and Social Psychology. 1(), (1). Maslach, C.: Job burnout new directions in research and intervention. Current directions in Psychological Science. 1(5), (). Maslach, C., Jackson, S. E., Leiter, M. P.: The Maslach Inventory: Manual. Consulting Psychologists, Palo Alto (1986). McGonigal, K.: The Upside of Stress: Why Stress is Good for You, and how to Get Good at it. Penguin, NewYork (15). 5. Parker, D. F., DeCotiis, T. A.: Organizational determinants of job. Organizational behavior and human performance. (), (198) Schaufeli, W. B., Salanova, M., GonzálezRomá, V., Bakker, A. B.: The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies. (1), 719 () 7. Selye, H.: The of Life. rev. ed. McGrawHill, NewYork (1976) 8. Spielberger, C. D., Reheiser, E. C.: Occupational and health. In: Antoniou, A. G., Cooper, C. L. (eds.) Research companion to organizational health psychology pp. 15. Edward Elgar, Northampton (5) 16 Copyright 16 SERSC