A Multidimensional Mediating Model of Perceived Resource Gain, Work-Family Conflict Sources, and Burnout.

The purpose of the current study was to examine a theoretically-based multidimensional model, delineating the nature of the associations between perceived gain of three types of organizational resources and burnout, through the mediation of various dimensions of the work-family conflict (WFC). A sample of 179 mothers of young children, holding demanding careers (hospital nurses) completed several questionnaires. Consistent with the Conservation of Resources theory, structural equation modeling analysis (χ² = 9.24, df = 5, NFI = .93, CFI = .94, TLI = .90, and SRMR = .066) indicated that personal-empowerment (e.g., enhanced self-esteem and a sense of mastery and autonomy) and a supportive work-family culture at the workplace are negatively associated with burnout (β = -.32, -.17). The relationship between personal-empowerment and burnout was fully mediated by the strain-based source of both work interferes with family and family interferes with work dimensions of the conflict (β = -.18, -.15). These results imply that personal-empowerment may augment resiliency and general resistance to stressors, as it attenuates strain spillover from the work to the family domains, as well as from the family to the work domains. The relationship between a supportive work-family culture and burnout was fully mediated by the work interferes with family dimension (both strain- and time-based sources). However, reduced workload (in terms of sufficient time and space) was excluded from the final model, as it did not contribute to reduced WFC and burnout, above the contribution of the other resource types. Implications for career planning and organizational change processes are discussed. [ABSTRACT FROM AUTHOR]