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Purpose: This study aims to examine the effects of ethical leadership on job satisfaction, affective commitment and burnout of health care employees, considering frustration tolerance and emotional stability as moderating variables. Design/methodology/approach: A questionnaire was used to survey health care professionals working in private and public Austrian health-care organizations (hospitals, nursing homes, rehabilitation centers and sanatoriums). The questionnaire consisted of items from well-established scales. The collected data (n = 458) was analyzed using correlation and regression analyzes. Findings: Findings indicated that ethical leadership is significantly positively related to job satisfaction (r = 0.485, p < 0.01) and affective commitment (r = 0.461, p < 0.01) and is significantly negatively related to burnout (r = −0.347, p < 0.01). The results also suggest that frustration tolerance (ß = 0.101, p < 0.1) and emotional stability (ß = 0.093, p < 0.1) moderate the relationship between ethical leadership and burnout. Furthermore, a moderation effect of emotional stability in the ethical leadership and affective commitment relation was indicated. No moderation effect was found for frustration tolerance or emotional stability for the relationship between ethical leadership and job satisfaction. Practical implications: Ethical leadership emphasizes the socio-emotional dimension in a leader-employee relationship, which can easily be neglected in times of staff cuts and work overload. Leadership training should include the development of skills in how to visibly act as a moral person, as well as how to set clear ethical standards and communicate them to employees. Originality/value: This study adds value to the limited evidence on the beneficial role of ethical leadership in health care settings. In addition, frustration tolerance and emotional stability have not before been investigated as moderators. [ABSTRACT FROM AUTHOR]

This pilot study was conducted using a sample of 374 Portuguese occupational therapists to evaluate burnout levels and prevalence among occupational therapists as well as to relate those levels to practitioner age, gender, client age, years of professional activity, and area of practice. The Copenhagen Burnout Inventory questionnaire (Portuguese version) and a sociodemographic questionnaire was used. Results showed that ∼23%, 44%, and 45% of occupational therapists presented with client-related burnout, personal burnout (PB), and work-related burnout, respectively. Higher rates of burnout were observed across all dimensions as the age of the professionals increased, with more years of working increased the client-rated rate, and client age increased the PB rate. Outcomes suggest a need to implement intervention programs to promote personal and organizational strategies to prevent burnout. [ABSTRACT FROM AUTHOR]

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