Health care providers (HCPs) with histories of adverse childhood experiences (ACEs) are at increased risk for burnout, which can threaten healthcare quality. This study examines the relation between ACEs and burnout among HCPs in primary care clinics at a safety-net hospital and whether this association is buffered by resilience. Sixty-seven HCPs (68.7% women; 44.8% White; Mage = 36.7 years, SDage = 9.8) recruited from a large, public U.S. healthcare system participated in an anonymous study assessing their ACE history, resilience, and burnout symptoms. ACE scores were positively correlated with burnout, r =.25, p =.048. A moderation analysis revealed main effects of ACEs, B = .17, SE = .07, p = .013, and resilience, B = −.34, SE = .08, p = .000, on HCP burnout, when controlling for years in healthcare. ACEs and resilience interacted to predict burnout, n = 55, B = −.11, SE=.05, p = .029. A positive relation was found between ACEs and burnout for HCPs who reported low, t = 3.21, p = .002, and average, t = 2.57, p = .013, resilience levels. Resilience appears to mitigate, or even prevent, burnout among HCPs, although it may be most helpful for those with ACE histories. Healthcare systems can build a more resilient workforce by offering routine, system-wide exposure to trauma-informed professional development or self-care opportunities to their HCPs.

The literature on the health-promoting effects of community work has primarily dealt with the population in retirement age, yet the vast majority of volunteers are people still in the workforce. The aim of this study is to observe the relationship between volunteering and health within the context of working life, considering paid work conditions and motives to volunteer as moderating variables. We conducted an online survey with a sample of Swiss workers employed in different industries. Results show that volunteers with self-determined motives (but not with controlled motives) report lower levels of stress and burnout than non-volunteers. Moreover, volunteers in general (regardless of the quality of motivation) report higher levels of work engagement and well-being. Analyses further reveal an interaction effect for burnout and stress, where the difference between self-determined volunteers and non-volunteers becomes larger with unfavorable working conditions at their paid job, hinting at potential compensatory effects. Implications for future research and the voluntary sector are discussed.

Voluntary work in Charities is a constantly growing reality: in particular, in the last few years, voluntary work in hospitals has become of great importance, marking a substantial increase of commitment in social issues. However, at the same time, volunteering Charities have been plagued by the increase of the phenomenon of dropout, that is, volunteers abandoning the Charitable Association they’re working in, often after a relatively short period of activity. In this study, we attempted to verify if and how active and dropped out volunteers perceive their own activity as a source of anxiety and stress. Our data show that both active and dropped out volunteers show high levels of burnout; in fact, dropped out volunteers show higher levels of burnout, especially of emotional exhaustion, in comparison with active volunteers. Subsequently, we identified the factors potentially assuming the role of mediators or moderators in the direct relation involving the status of voluntary work activity and the levels of anxiety and burnout. Our study demonstrates that coping strategies and the relationship established with hospital workers can be considered good moderators.

According to the basic psychological need theory, satisfaction and frustration of basic psychological needs are related to different psychological correlates. The present study aimed to test this tenet in volunteers for a national sport event using a person-centered approach. Specifically, the present study was undertaken to (a) identify the optimal number of need profiles and (b) to examine the associations between identified need profiles and potential correlates including work climate, intrinsic motivation, emotional exhaustion, and continuance intention. Data were collected from 924 volunteers (age range: 18–25 years) for a national sporting event. Results of latent profile analysis showed three need profiles, and the “High Satisfaction, Low Frustration” profile had higher levels of work climate and continuance intention, and a lower level of emotional exhaustion than the other two profiles. These findings enhance the understanding of the basic psychological needs and their relevance to psychological functioning in the context of sport volunteering.

Volunteering leads to many positive outcomes, especially when one’s reasons for volunteering are satisfied by one’s volunteer experience. But does this match between motive and experience mitigate against negative outcomes? This study examined whether congruence between reasons for volunteering (i.e., Volunteer Functions) and outcomes of volunteering (i.e., Volunteer Outcome Satisfaction) predicted lower levels of volunteer-related burnout in a sample of 512 adult volunteers. Congruence predicted significantly lower levels of burnout only for the Understanding and Values functions. Volunteers who were highly motivated to volunteer for Understanding and Values functions and experienced satisfaction in these domains reported significantly lower levels of burnout than their counterparts. Contrary to hypotheses, participants who reported low motivation for Enhancement or Social functions but who endorsed high satisfaction of these functions reported lower levels of burnout than those who reported congruence between these motivations and outcomes. Additionally, the congruence hypothesis did not hold true for the Protective or Career functions. Volunteer organizations are urged to attend to the importance of satisfying desired functions of volunteering and to help volunteers identify best-fitting opportunities.

Volunteers’ intention to leave is a relevant issue for organizations. Thus, it is critical to advance knowledge on its determinants. This study proposes that burnout symptoms mediate the relationship of work–home interference with leaving intentions. In addition, we hypothesize that job resources, namely organizational appreciation and organizational task support, buffer the positive indirect relationship of work–home interference with volunteers’ leaving intentions through burnout symptoms. To this end, we rely on the job demands–resources theory, a theoretical framework first conceived for the paid work context that has been widely applied in volunteering settings. Consistent with our predictions, (moderated) mediation analyses on a sample of 220 Italian volunteers showed that only cynicism, and not emotional exhaustion, significantly mediated the positive relationship between work–home interference and leaving intentions and that organizational appreciation and task support weakened this indirect relationship. We discuss how these findings contribute to theory and practice for the volunteering sector.

Rural primary care providers report increasing rates of professional burnout, which can further exacerbate rural provider shortages and health disparities. From 2023 to 2025, the Project ECHO team at Penn State University developed and delivered an educational rural health telementoring program, collaboratively with stakeholders, to disseminate guideline-concordant care to rural primary care clinicians. The program focused on key rural topics and created a professional learning community aimed at decreasing participant burnout. Self-reported results of the pilot program’s participants (n = 106) demonstrate increased knowledge (p < .001) and reduced professional isolation. Future programing will expand data collection to explore longer-term impact.

Workaholism and overcommitment are often defined as irrational or obsessive attachments to work, characterized by excessive work investment with negative consequences for health and well-being. However, the relationship between these constructs remains underexplored. In this study, we hypothesized that workaholism and overcommitment represent different stages of the same work addiction dynamic, with overcommitment mediating the relationship between workaholism and burnout. Additionally, we proposed that job satisfaction reinforces this addiction dynamic, strengthening the relationship between workaholism and overcommitment over time. Utilizing data from a three-wave longitudinal study (time-lag = 1 month) involving Italian employees, we tested a moderated mediation model. Our findings indicated that overcommitment at T2 fully mediated the relationship between workaholism at T1 and job burnout at T3. Moreover, job satisfaction at T2 significantly moderated this pathway, suggesting that higher job satisfaction leads to a stronger relationship between workaholism and overcommitment over time. In conclusion, our study highlights the exacerbating effect of job satisfaction on the link between workaholism and overcommitment, which can, in turn, increase employees’ burnout. This research represents the first longitudinal examination of workaholism and overcommitment as stages within the same process, rather than as distinct constructs.

Early career researchers have unique demands, many of which contribute to increased stress, decreased professional fulfillment, and burnout. Consequently, academic institutions and government organizations, such as the National Institutes of Health, are beginning to embrace structured coaching as a tool to support physician wellbeing. To date, such coaching programs have demonstrated promising results, but little is known about whether early career research faculty find coaching feasible, accessible, or helpful. To explore this question further, we developed a novel group coaching intervention for clinician researchers and scientific faculty at the University of Texas Southwestern Medical Center based on the concept of appreciative inquiry, grounding the program in a positive and hopeful approach to the challenges faced by clinicians and researchers. Results from our program indicate this intervention is feasible, satisfactory, and helpful, with participants reporting enhanced self-reflection and empowerment. Effective for a wide array of research faculty, our program brought together diverse faculty, fostered connections, and encouraged future collaborations among this translational group. This suggests that our program provides a foundational blueprint that can be used by other academic medical centers who aim to develop group coaching efforts.