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Source publication
This chapter evaluates a model of the organizational context of burnout with direct reference to a new measure, the Areas of Worklife Scale (AWS). The model proposes a structured framework for considering six areas of worklife – workload, control, reward, community, fairness, and values – that have resonated through the literature on burnout over t...
Contexts in source publication
Context 1
... N = 6,815; df = 6,814. Table 4 displays the contrasts among means of the six areas of worklife displayed in Table 2. All contrasts were significantly different except for the contrast of workload with fairness; these two areas of worklife were lower than the other four areas. ...
Context 2
... identified two changes over the assessment interval: fairness increased from Time 1 (M = 2.64) to Time 2 (M = 3.05) while values increased from Time 1 (M = 3.21) to Time 2 (M = 3.40). Table 14 displays the alpha levels for the two samples, indicating that the measures maintained an acceptable level of internal consistency at both assessments. ...
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The present study was explored to find out the burnout among school teachers. The objectives of the study were to explore the level of burnout among school teachers and to examine the burnout among school teachers. Survey method was conducted on a sample of 252 school teachers was chosen in Coimbatore district. Teacher Burnout Scale by Prof. S. Sat...
Citations
... Reduced self-confidence causes unfavorable assessments of one's abilities and, ultimately, discontent with one's life (Maslach et al. 2001;Leiter and Maslach, 2016). Burnout sets in when a person's emotional and physical resources are exhausted because their work environment is unsuitable (Leiter and Maslach, 2003). Research has shown that it can harm both individuals' and organizations' well-being. ...
The rapid adoption of artificial intelligence (AI) in organizations has transformed the nature of work, presenting both opportunities and challenges for employees. This study utilizes several theories to investigate the relationships between AI adoption, job stress, burnout, and self-efficacy in AI learning. A three-wave time-lagged research design was used to collect data from 416 professionals in South Korea. Structural equation modeling was used to test the proposed mediation and moderation hypotheses. The results reveal that AI adoption does not directly influence employee burnout but exerts its impact through the mediating role of job stress. The results also show that AI adoption significantly increases job stress, thus increasing burnout. Furthermore, self-efficacy in AI learning was found to moderate the relationship between AI adoption and job stress, with higher self-efficacy weakening the positive relationship. These findings highlight the importance of considering the mediating and moderating mechanisms that shape employee experiences in the context of AI adoption. The results also suggest that organizations should proactively address the potential negative impact of AI adoption on employee well-being by implementing strategies to manage job stress and foster self-efficacy in AI learning. This study underscores the need for a human-centric approach to AI adoption that prioritizes employee well-being alongside technological advancement. Future research should explore additional factors that may influence the relationships between AI adoption, job stress, burnout, and self-efficacy across diverse contexts to inform the development of evidence-based strategies for supporting employees in AI-driven workplaces.
... The inefficiency of W_ICTs will extend such employees' work hours, owing to their inadequate skills and knowledge application abilities (Kim, Kwon, and Wang 2022), which can reduce their motivation and increase their self-doubt about their professional abilities. At the same time, their limited engagement with colleagues during W_ICTs can hinder their access to essential resources and information (Leiter and Maslach 2003;Shin and Hur 2019), which can lead to feelings of isolation and helplessness and thus increased workplace anxiety. ...
The pervasiveness of the work-related use of information and communication technologies after hours (W_ICTs) has raised concerns about its impact on employees. However, research on the relationship between W_ICTs and employee outcomes presented inconsistent findings. To address this issue, this study draws on the cognitive appraisal theory of stress to explore the double-edged sword effect of W_ICTs on employee cyberloafing and its boundary condition. By analyzing three-wave survey data from 340 employees in China, this study found that when employees have high job control, W_ICTs is positively associated with their needs satisfaction, which can decrease their cyberloafing. Conversely, when employees have low job control, W_ICTs is positively associated with workplace anxiety, which can increase their cyberloafing. This study contributes to understanding of the mixed effects of W_ICTs on employee behavior in the workplace. Furthermore, this study identifies an important boundary condition that can shape the consequences of W_ICTs for employees. This study provides valuable implications to organizations for effectively managing W_ICTs and mitigating potential negative outcomes in the Asia Pacific context.
... Both measures have been previously validated using multiple large samples. 37 We created a dichotomous measure of burnout as 1 = symptoms once a week or more, and 0 = symptoms less than once per week on either the emotional exhaustion or depersonalization measure, as validated by previous studies. 38,39 For each year, we created a health care system-level measure by calculating the percentage of PCPs indicating they were burned out for each health care system. ...
... 8,54 Our results that workload is associated with turnover is consistent with canonical models of worklife, such as the "job-demands resources" model 55,56 or the "areas of worklife" model. 37 Both posit that workload has a direct relationship, independent of other job resources or components (eg, community, work control, etc), with burnout. The job-demands resources model theorizes that job demands and resources compete in their effects on worker engagement and burnout, and the dominant effects influence job performance and turnover. ...
Objectives
We examined how individual-level turnover among Veterans Health Administration primary care providers (PCPs) from fiscal years 2017 to 2021 was associated with health care system-level burnout and turnover intent.
Background
Burnout among PCPs has been well documented in recent studies, but less is known about the potential relationship between burnout and turnover.
Methods
We identified a national cohort of 6444 PCPs (physicians, nurse practitioners, and physician assistants) in 129 Veterans Health Administration health care systems in the first quarter of fiscal year 2017 and tracked their employment status for 20 quarters. PCP employment data on turnover were linked to annual health care system-level employee survey data on burnout, turnover intent, and other covariates. We performed logistic regression to estimate the impact of health care system-level burnout and turnover intent on individual PCP turnover, controlling for individual and health care system-level covariates and adjusting for clustering at the health care system level.
Results
Median health care system-level burnout ranged from 42.5% to 52.0% annually, and turnover among PCPs ranged from 6.3% to 8.4% (mean = 7.0%; SD = 0.9%). Separation from employment was higher among employees at health care systems with the highest burnout (odds ratio =1.14; 95% CI = 1.01–1.29) and turnover intent (OR = 1.18; 95% CI = 1.03–1.35).
Conclusions
PCPs in health care systems with high burnout are more likely to separate from employment. Policymakers and administrators seeking to improve retention should consider system-level interventions to address organizational drivers of burnout.
... The incidence of job burnout during and in the aftermath of the COVID-19 pandemic has been a subject of extensive scholarly attention, particularly within the domain of higher education faculty. Leiter and Maslach (2003) note that the unique aspects of the higher education work environment, can exacerbate factors leading to employee burnout. These factors include emotional exhaustion, depersonalisation, and a diminished sense of personal accomplishment. ...
The COVID-19 pandemic significantly altered the employment landscape, including educational institutions, creating long-term effects for college and university employees. One of the major implications of the pandemic is the systemic transformations in employment and organisational dynamics, that resulted in effects on working conditions and workplace responsibilities. Emotional, physical, and mental exhaustion accompanying these changes have heightened the risk of faculty burnout. This qualitative research, reports on the multifaceted phenomenon of faculty burnout within Canadian private universities amidst the post pandemic. A phenomenological approach was used to conduct indepth interviews with participants, resulting in narrative responses regarding experiential aspects of participants’ workplaces, daily routines, social interactions, and perceptions of organisational support. Notable findings included burnout in eleven distinct categories: technology and tools, career development, intrinsic motivation, psychological factors, social worth, unmet individual expectations, mental and physical health, time constraints, task management, workload, and professional role. The findings were categorized into three overall themes, including organisational factors, individual factors, and work-specific factors. A comprehensive conceptual model was developed to provide a snapshot of the value alignment of these factors to the overall concept of faculty burnout. The results highlight the significance of the intricate interplay of various elements contributing to burnout and offer significant insights into the lived experiences of faculty members within the context of burnout among Canadian private universities during and after the pandemic. The study informs academic researchers and institutional policymakers of the need for adaptable and responsive interventions to support the faculty, especially in the post-Covid context.
... The many factors that contribute to workplace-related stress need to be recognized if burnout is to be prevented [2]. Two researchers, Leiter and Maslach [3] in 2003, recognized that the two critical worklife areas that may act as precursors to the development of high workplace-related stress were control over the job and a manageable workload. They also identified a further four work-life areas as potential stressors, namely, the workplace community, workplace rewards, values, and fairness. ...
... The workplace community encompasses interpersonal conflict and social support [4], while the power of reinforcement, which shapes behaviour at work, reflects rewards [5]. Values are manifest in beliefs and emotions in relation to job goals, while expectations and equity in the workplace represent fairness [3]. ...
... Chronic workplace-related stress has been associated with job-person incongruity, which for healthcare workers results in negative feelings towards their job influencing patient care as well as productivity, efficiency, and effectiveness in the workplace [2,3]. The stress may also affect engagement in other daily life activities [6]. ...
Introduction: Poor fit between the work environment and work expectations is associated with high levels of workplace-related stress. Work stress in occupational therapy has been attributed to the nature of the profession and various other workplace-related factors. Workplace-related stress leading to burnout has been found to be higher in early career occupational therapists with less than 5 years of experience. This study explored workplace factors that result in poor person–work environment fit in six work–life areas in South African early career occupational therapists.
Methods: A descriptive electronic survey design was used to access a sample of South African 261 occupational therapists with 2–5 years of work experience. The Area of Work–Life Survey (AWS) considers six work–life areas: control, workload, community, rewards, values, and fairness, which were used to collect data. Data were analysed to determine low, moderate, and high work environment fit for workplace factors including employment setting, field of practice, years’ experience, time with current organization, and hours worked.
Results: Of the six work–life areas, only the scores for workload fell below the norm for the respondents. All six work–life areas were impacted by employment settings, with respondents in public health hospitals and clinics indicating significantly low person–environment fit in most areas. Respondents in physical rehabilitation had a significantly low fit for workload, as did years of experience, length of time with organization, and hours worked. Fairness had a low fit for physical rehabilitation and medicolegal fields of practice.
Conclusion: Workload impacted workplace-related stress in respondents with scores below the norm on the AWS for this work–life area. Although some work-related factors affected workplace-related stress, the overall scores for the other work–life areas were above the norm, with only respondents in public service settings and in the field of physical rehabilitation reporting low work environment fit.
... In addition to the burden of administration, our findings highlighted themes centred around financial pressure and staffing issues, which can impact an individual's sense of job control. Job control refers to the extent to which someone feels that they have autonomy and the capacity to make decisions related to their professional life (Leiter & Maslach, 2004). It is clear from our participants' responses that they felt that they had limited control over the administrative demands linked to their work. ...
... This compromises their ability to attract and retain the staff they want, while also compromising their ability to provide themselves with a viable wage (as highlighted by some participants). Given what we know about job control (Leiter & Maslach, 2004), this type of situation is highly likely to contribute to occupational stress and possible burnout (Maslach & Leiter, 2008). ...
Early childhood professionals play a critical role in the lives of the children they work with, and their psychological well-being significantly impacts this relationship. Over recent years, societal changes, coupled with new policy, has increased the demands and pressures faced by these professionals. Therefore, the current mixed methods study set out to explore the well-being of early childhood providers (i.e., owner, owner-managers) in Ireland. In total, 489 participants completed the anonymous online survey, which included the WHO-5 questionnaire and an open-ended question that explored reasons for any stress experienced in the previous 2-week period. Almost 60% of participants scored 50 or lower and over 20% scored 28 or lower, indicating poor well-being and potential depression. The majority of participants reported feeling stressed in the 2-week period prior to completing the survey and frequently cited work-related issues as being the source of their stress. The major themes that emerged were burden of administration, overwhelming financial pressure, and staffing issues. These findings indicate that early childhood providers would benefit from bottom-up and top-down assistance to positively support their well-being. This is vital if they are to thrive in their professional roles and provide high quality, transformative experiences for our children.
... Psychologists can help develop system-level interventions by identifying potential systemic factors that contribute to medical students' burnout, in general, and for specific marginalized groups in particular. Such factors include mismatches between the worker/student and the workplace/ school setting in workload, control, reward, community, fairness, and values (Harvard Business Review, 2020; Leiter & Maslach, 2003). For example, mistreatment and discrimination, which are more often reported by medical students from marginalized groups, may reflect issues related to community and fairness. ...
Little is known about the impact of the COVID-19 pandemic on medical students. We examined medical students’ burnout, career regret, and medical school experiences from before to during the pandemic, and differences between students from marginalized and nonmarginalized groups. We analyzed data from 2019 to 2022 Association of American Medical Colleges Year Two Questionnaires (N = 52,152) and Graduation Questionnaires (N = 66,795). Given large samples, we focused on effect sizes versus statistical significance. All effects of study year were less than small (η² < .01) indicating minimal differences in medical students’ burnout, career regret, and school experiences from before (2019) to during (2020–2022) the pandemic. Interactions between study year and demographic characteristics (gender, race-ethnicity, sexual orientation) were less than small; thus, students from marginalized groups were not affected more by the pandemic than others. Across study years, women reported more exhaustion and discrimination than men. Black students reported more discrimination than students from other racial-ethnic groups; bisexual students reported more discrimination than heterosexual students (all ds > 0.20). Differences between students from marginalized and nonmarginalized groups were bigger than the effects of the pandemic, suggesting a need for system-level interventions to foster inclusion in medical education.
... Employees who feel powerless and undervalued are particularly susceptible to burnout, significantly when micromanagement stifles their creativity and initiative [3]. This sense of powerlessness is often compounded by insufficient financial and intrinsic rewards, which diminish motivation and lead to feelings of futility and disengagement [4]. Moreover, poor workplace relationships and a lack of support from colleagues and supervisors create a toxic Burned Out -Exploring the Causes, Consequences, and Solutions of Workplace Stress in Public… work environment. ...
... Additionally, personality traits such as Type A characteristics and deriving self-worth from accomplishments intensify the pressure to perform perfectly, contributing to chronic stress [4]. External stressors, such as relationship issues, financial problems, or health concerns, combined with the challenge of balancing multiple roles, further increase the risk of burnout [1]. ...
Imagine feeling constantly overwhelmed, underappreciated, and drained. This is the harsh reality for many individuals working in public service – the incredible individuals who uphold our communities. We all recognize them – the teachers, doctors, firefighters, and any social workers – they pour their hearts into their work, but the pressures of the job are pushing them to their limits. The project, named “Burned Out,” delves into the reasons behind why these individuals are experiencing such extreme burnout. We will explore the root causes of this stress, for example, heavy workloads, limited resources, or feeling like they have no control. However, the impact of burnout extends beyond just the individuals themselves; it negatively affects everyone. Exhausted employees are unable to perform at their best, resulting in a decline in the quality of the services we depend on. “Burned Out” does not just point out the problem; it offers solutions. We will explore ways public servants can manage stress and maintain a supportive environment and healthy work-life balance.
... The AWS is a 29-item instrument designed to assess six areas of work life: manageable workload, controllability, rewards, sense of community, fairness, and congruence of values (Leiter and Maslach, 2003;Leiter et al., 2010). These items were developed from a series of staff surveys conducted by the Centre for Organizational Research and Development as a means of evaluating these aspects of work life (Leiter and Harvie, 1998). ...
... Negatively worded items are reverse-scored, with higher scores indicating greater congruence, namely a higher degree of perceived alignment between the workplace and the respondent's preferences. The scale has consistently demonstrated a stable factor structure and reliability across various samples (Leiter and Maslach, 2003). According to the model of six areas of work life (AWL), burnout is viewed as a prolonged response to chronic interpersonal stressors in six domains: workload, control, reward, community, fairness, and values (Leiter and Maslach, 1999). ...
... The AWL framework suggests that misalignment in these areas may contribute to work attrition (Leiter and Harvie, 1998). Higher congruence indicates a greater perceived alignment between the workplace and the individual (Leiter and Maslach, 2003). In analyses involving the AWS, the analytic sample consisted of 3,802 participants who completed the survey. ...
Background
The Maslach Burnout Inventory-General Survey (MBI-GS) stands as the preeminent tool for assessing burnout across various professions. Although the MBI-GS9 emerged as a derivative of the MBI-GS and has seen extensive use over several years, a comprehensive examination of its psychometric properties has yet to be undertaken.
Methods
This study followed the Standards for Educational and Psychological Testing guidelines to validate the MBI-GS9. Employing a combined approach of classical test theory and item response theory, particularly Rasch analysis, within an integrated framework, the study analyzed data from 16,132 participants gathered between 2005 and 2015 by the Centre for Organizational Research at Acadia University.
Results
The findings revealed that the MBI-GS9 exhibited satisfactory reliability and validity akin to its predecessor, the MBI-GS. Across its three dimensions, Cronbach’s α and omega coefficients ranged from 0.84 to 0.91. Notably, the MBI-GS9 displayed no floor/ceiling effects and demonstrated good item fit, ordered threshold, acceptable person and item separation and reliability, clear item difficulty hierarchy, and a well-distributed item threshold. However, the results suggested a recommended minimum sample size of 350 to mitigate potential information loss when employing the MBI-GS9. Beyond this threshold, the observed mean difference between the MBI-GS and MBI-GS9 held minimal practical significance. Furthermore, measurement equivalence tests indicated that the MBI-GS9 maintained an equivalent three-factor structure and factor loadings across various gender, age, and continent groups, albeit with inequivalent latent values across continents.
Conclusion
In sum, the MBI-GS9 emerges as a reliable and valid alternative to the MBI-GS, particularly when utilized within large, diverse samples across different age and gender demographics. However, to address potential information loss, a substantial sample size is recommended when employing the MBI-GS9. In addition, for cross-cultural comparisons, it is imperative to initially assess equivalence across different language versions at both the item and scale levels.
... The syndrome typically develops gradually and is primarily the result of disparities between job-related expectations and the realities of professional life (Demerouti & Adaloudis, 2024) [9] . The 'Survey of Workplaces (AWS)' model of burnout, developed by Leiter and Maslach (2003) [33] , focuses on these differences. The model measures the harmonious coexistence levels between employees and the organization. ...
... The model measures the harmonious coexistence levels between employees and the organization. Harmonious coexistence is associated with the absence of burnout and higher work involvement (Leiter & Maslach, 2003) [33] . On the contrary, if any of the six factors (fairness, values, control, rewards, workload and community) included in AWS do not satisfy employees, it could disturb the harmony between employees and organizations. ...
People with different backgrounds and perspectives must collaborate effectively in diverse workplaces to achieve common goals. However, various issues can affect employee efficiency and organizational performance. Human Resource Management (HRM) teams address, manage, and prevent these problems. The paper aims to review the relevant literature, focusing on the most common work-related problems and the role of HRM in effectively managing and preventing them.
