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The Measurement of Experienced Burnout
Abstract
A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals. Three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment. Various psychometric analyses showed that the scale has both high reliability and validity as a measure of burnout. Since the publication of this article in 1981, more extensive research was done on the MBI, which resulted in some modifications of the original measure. The present article has been re-edited to reflect those modifications. However, it does not include other new additions (which are contained in the MBI Manual distributed by the publisher, Mind Garden).
... The consequences of prolonged exposure of employees to occupational stress are psycho-social phenomena characterised by physical and mental burnout (Vlachou et al., 2016). The widely accepted burnout syndrome model, which has been interpreted in different ways by various authors, was developed by Maslach and Jackson (1981). Maslach's burnout syndrome is defined as a state of physical, emotional and mental exhaustion including physical fatigue, chronic fatigue, helpless and hopeless feelings, negative self-development, inefficiency and negative attitudes towards other people (Çetin-Akbulut, 2010). ...
... Maslach considered burnout as a three-dimensional concept. These dimensions are 'emotional exhaustion', 'depersonalisation' and 'personal accomplishment' (Maslach & Jackson, 1981). Emotional exhaustion constitutes the genesis of the overarching phenomenon of burnout, which represents a central and widely researched topic. ...
... This scale consists of three dimensions: defensive silence, silence for the benefit of the organisation and accepting silence and a total of 15 Likert-type statements. In order to measure burnout syndrome, the scale developed by Maslach and Jackson (1981), adapted into Turkish by Çam (1991) and Ergin (1992) and validity and reliability study was used. The scale consists of four subdimensions. ...
There is limited research in the literature that examines the relationships between the burnout syndrome, organizational silence and life satisfaction among radiologists. The objective of this study is to investigate the regulatory role of burnout syndrome/organizational silence/life satisfaction on the effect of organizational silence/burnout syndrome/burnout syndrome on life satisfaction/life satisfaction/organizational silence on radiologists. A survey consisting of three different scales was administered to measure life satisfaction, burnout syndrome, and organizational silence. The data obtained from 613 radiologists using convenience sampling and face-to-face survey methods were analyzed using SPSS, SPSS Process, and Amos software. According to result of the analysis, the level of burnout syndrome exhibited by radiologists hasn’t a regulatory role in the impact of the organizational silence on life satisfaction, and the level of organizational silence exhibited by radiologists hasn’t a regulatory role in the impact of the burnout syndrome on life satisfaction. If radiologists have a low level of life satisfaction, burnout syndrome does not significantly effect their organizational silence. If life satisfaction is medium or high, burnout syndrome has a significant positive effect on organizational silence, so the effect of burnout syndrome on organizational silence is regulatory by the level of life satisfaction.
... Data were collected using validated survey instruments. The Work-Family Conflict Scale (Haslam et al., 2015) measured perceived role conflict, while emotional burnout was assessed using the Maslach Emotional Exhaustion Inventory (MBI; Maslach & Jackson, 1981). Self-efficacy was measured with the General Self-Efficacy Scale (Sherer et al., 1982) and the Perceived Stress Scale (PSS; Cohen et al., 1983), which was used to assess stress perception. ...
... Work-family conflict was assessed using the Work-Family Conflict Scale, a 5-point Likert-type scale developed by Haslam et al. (2015) ranging from 1 (strongly disagree) to 5 (strongly agree). Emotional exhaustion was measured using the Maslach Emotional Exhaustion Inventory (MBI), developed by Maslach and Jackson (1981), which consists of three subscales: emotional exhaustion, depersonalization, and personal accomplishment. Self-efficacy was measured with the General Self-Efficacy Scale (GSES), a 17-item 5-point Likert scale developed by Sherer et al. (1982). ...
This study examines the mediating role of self-efficacy and stress perception in the relationship between work-family conflict and emotional exhaustion in healthcare workers. The study's primary purpose is to reveal the effect of work-family conflict on the emotional exhaustion levels of healthcare workers and to understand how individual factors such as self-efficacy and stress perception affect this process. The study's central question is, “Is there a significant relationship between work-family conflict and emotional exhaustion, and what role do self-efficacy and stress perception play in this relationship?” The study was designed as a cross-sectional design with a quantitative approach. The study sample consisted of 313 healthcare workers working in public and private hospitals in Turkey. The data were determined using the convenience sampling method. The data were analysed using structural equation modeling (SEM) to examine direct and indirect relationships between variables. According to the analysis results, a significant and positive relationship was found between work-family conflict and emotional burnout. It was determined that the perception of stress strengthened this relationship, while the perception of self-efficacy weakened it. While the work-family conflict was observed to cause less burnout in individuals with high self-efficacy levels, it was determined that emotional burnout levels increased even more in individuals with a high perception of stress. These findings emphasize the effect of individual factors on the professional and personal balance of healthcare professionals. This study confirms the adverse effects of work-family conflict on the emotional burnout levels of healthcare professionals. The research findings show that self-efficacy is a protective factor, while perception of stress is a risk factor. Increasing self-efficacy is critical in ensuring work-family balance and reducing the risk of emotional burnout in healthcare professionals. These results indicate that institutional strategies should be developed to reduce the emotional burnout levels of employees in the healthcare sector. Additionally, flexible working hours and family-friendly policies are recommended to reduce work-family conflict.
... Isso tornou-se preocupante, à medida que não seria possível mensurar os impactos que a pandemia do novo coronavírus poderia desencadear na saúde mental os sujeitos.Um dos impactos decorrentes do contexto pandêmico à saúde mental dos profissionais de saúde foi o acometimento e/ou agravamento da Síndrome de Burnout (SB), a qual é decorrente de conflitos entre o indivíduo e seu trabalho, levando-os aos processos de desgaste, caracterizando-se como exaustão emocional; a partir disso, surgem atitudes de cinismo, indiferença frente aos usuários, considerada a despersonalização e, tem-se, a partir de então, tendência a uma avaliação negativa devido a insatisfação com o ambiente de trabalho, gerando assim, a baixa realização profissional. Isto posto, a SB é composta por um tripé formado por Exaustão Emocional (EE), Despersonalização e Baixa Realização Profissional (BRP)6 . Estudos vêm sinalizando o agravamento da saúde mental dos profissionais e trabalhadores da saúde que atuaram na linha de frente da pandemia COVID-19 7,8 . ...
Introdução: Os profissionais de saúde foram identificados como um dos grupos mais susceptíveis aos impactos causados à saúde mental frente a pandemia da Covid-19, podendo acometer e/ou agravar a Síndrome de Burnout (SB). Objetivo: Analisar a incidência da SB em profissionais de saúde que atuaram na linha de frente de combate a pandemia Covid-19 numa cidade do semiárido brasileiro. Métodos: Estudo transversal e descritivo de abordagem quantitativa. A amostra foi de 274 profissionais. A coleta de dados aconteceu entre fevereiro e junho de 2021, utilizando-se de um questionário sociodemográfico e do MBI-HSS. Resultados: Encontrou-se uma taxa de 37,2% de SB, sendo a exaustão emocional a dimensão mais prevalente (61,7%), despersonalização (44,9%) e baixa realização profissional (40,1%). Atuar na área da saúde e em assistência direta a pacientes com Covid-19 se configura como fator de risco para desencadear a SB. Conclusão: Observa-se que houve um agravamento devido aos impactos estressores decorrentes da pandemia, logo, a pandemia incidiu diretamente na saúde mental dos profissionais de saúde, tornando-os susceptíveis a desenvolver a SB.
... El síndrome de Burnout fue descrito inicialmente por Freudenberger (1974) a mediados de 1970 en una muestra de jóvenes que realizaban actividades de voluntariado en una clínica de toxicómanos. Poco tiempo después, Maslach y Jackson (1981) plantearon la primera conceptualización teórica del síndrome en base a tres dimensiones: 1) agotamiento emocional, 2) despersonalización o cinismo y 3) sentimientos de ineficacia. Primeramente, este síndrome se entendió como una consecuencia del estrés laboral en profesionales de servicios humanos, es decir, que es producto del mantenimiento de condiciones estresantes en el trabajo. ...
En el presente artículo se analiza el impacto del optimismo, la inestabilidad matrimonial y la funcionalidad familiar en las manifestaciones del síndrome de Burnout en amas de casa que cumplen funciones domésticas. Se evaluó a 58 mujeres de la ciudad de Arequipa mediante la Escala de Optimismo, la Escala de Inestabilidad Matrimonial, la Escala de Cohesión y Adaptabilidad Familiar y la versión general del Inventario de Burnout de Maslach. Se encontró que los niveles de agotamiento emocional y cinismo severos son porcentualmente altos y que el grado de instrucción se asocia con el optimismo, la funcionalidad familiar y el síndrome de Burnout. Así como el análisis de regresión señala que mientras la inestabilidad matrimonial predice el cinismo, la adaptabilidad predice la eficacia profesional en las amas de casa evaluadas.
... Burnout was coded based on the Maslach Burnout Inventory [13] and consisted of two commonly used and validated items on emotional exhaustion and depersonalization [14,15]. Respondents indicated how often they felt that way on a seven-point scale ranging from "never" to "every day. ...
Background
Physician well-being and workforce retention within the healthcare system is of critical importance. Understanding physicians’ intent to leave the organization will inform efforts on optimizing the physician workforce. In this study, we examine the association of burnout and specific drivers of burnout on turnover intentions.
Methods
The study was a cross-sectional design using data collected from an organization-wide workforce survey. The sample included 16,363 respondents from the Veterans Health Administration (VA). A multinomial model was run to compare physicians indicating turnover intent because they were: a.) changing internal jobs; b.) leaving the organization for another job; or c.) retiring, against physicians indicating they had no plans to turnover. Explanatory variables in the model included burnout, drivers of burnout, and demographics. We also asked about the primary reason behind turnover intent.
Results
Most physicians responding to the survey (n = 13,083, 80%) indicated they would stay within their current job, while 5.8% indicated they would look for another VA job, 5% indicated planning to retire, and 9.3% said they would leave the VA workforce altogether. Burnout and less favorable senior leadership perceptions were associated with greater odds of turnover intent specific to finding another VA job, leaving VA, or retire. Experiencing discrimination was related to turnover intent for another VA job and leaving VA, while satisfaction with workload and recognition were related to lower odds of finding another VA job or leaving VA. Culture of well-being was associated with lower odds of leaving VA.
Conclusions
The study highlights how burnout is associated with turnover intentions with physicians have differing rationales for leaving. Several drivers of burnout were related to turnover intentions for both finding another VA job and leaving VA altogether. Efforts to improve workforce well-being and drivers of burnout may help address the different rationales physicians may have for considering leaving.
... The goal is to encourage this emotional commitment from workers to their organisation and, from the employer's perspective, to ensure that work is efficient and sustainable (Schaufeli and Bakker, 2003). The inverse, according to Maslach and Jackson (1981) is exhaustion, which can be physical and/or emotional and can lead to depersonalisation and reduced personal accomplishment. ...
This report analyses data from Eurofound’s 2021 European Working Conditions Telephone Survey and its 2022 Living, working and COVID-19 e-survey, as well as data from official statistics, to examine employment trends, working conditions and the social situation of young people in the Western Balkans (Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia and Serbia). Employment trends are also presented for Türkiye. This report is part of Eurofound’s ongoing effort to support informed policymaking in EU accession countries through the Instrument for Pre-accession Assistance (IPA). It is the first output from a project financed by the Directorate-General for Neighbourhood and Enlargement Negotiations (DG NEAR) under the auspices of the IPA. Its aim is to provide knowledge that will support betterinformed social, employment and work-related policies in the Western Balkans and Türkiye. It offers a comparative perspective between the countries and with the EU based on sound statistical analysis and expert consultation.
This study was carried out mainly on work exhaustion, organisational culture and occupational health and safety management as determinants of turnover intention among lecturers in Nigerian Universities. A descriptive research design of correlation type was adopted for this study and the sample was selected using a multi-stage sampling procedure. The study adopted a simple random sampling technique to select 3,000 participants within the selected Federal and State Universities. A stratified random sampling technique was adopted in selecting lecturers from faculties and colleges. Researcher-structured Turnover Intention Scale (r = 0.76), an adapted Organisational Factors Scale with three sub-scales: Work Exhaustion (r = 0.72), Organisational Culture (r = 0.79) and Occupational Health and Safety Management (r = 0.83) were used for data collection. Data collected from the questionnaire administration was properly computed in the Statistical Package of Social Science (SPSS) and analysed using mean and standard deviation (SD) used in answering the research question and the decision rule was based on an average mean of 2.50. Therefore any item with the mean of 2.50 and above was considered high while any item below 2.50 is considered low. Regression analysis for research hypotheses one to three and multiple regression analysis for research hypothesis four at 0.05 alpha level of significance. With an average mean of 2.12, the findings of the study suggest that there is a low rate of turnover intention among lecturers in Nigerian Universities. Work exhaustion (β =-.112), organisational culture (β = .200) and occupational health and safety management (β =-.104) contribute to turnover intention among lecturers. It was also found that work exhaustion (β =-46 | P a g e organisational culture (β = .238) and occupational health and safety management (β = .078) jointly contribute to the turnover intention of lecturers in Nigerian Universities. It was therefore recommended that university management should provide incentives to retain their lecturers to keep the standard of the institution intact. Furthermore, educational policy-makers are encouraged to improve welfare packages such as remuneration, allowances, and office and classroom conduciveness.
Organizations have gone through several changes in favor of globalization, culminating in the intensification of competitiveness that has impacted leadership and their subordinates. This article seeks to check the correlation between burnout syndrome and external pressure and how such competitiveness has influenced the increase in the risk of this occupational disease. An analytical cross-sectional study was conducted, using qualitative and quantitative methodology, with the target public being workers in the state of São Paulo in September 2022, to understand the influence of market pressure on the health of professionals and observed a positive correlation of the variable presented about burnout syndrome. Thus, it was possible to suggest work activities that help to prevent the emergence of burnout syndrome and provide relief from the stress that negatively affects the company, leadership, and especially employees.
Reviews evidence on the perceptions that professional helpers have of the personality characteristics of their clients (exclusive of diagnostic judgments). Factor-analytic studies have indicated perceptual dimensions representing clients' manageability, treatability, and likability. Studies are reviewed that have examined the absolute level of helpers' perceptions, the relative level of helpers' and lay persons' perceptions, or the effect of professional experience on perceptions of clients; this literature generally indicates a negative tendency in helpers' perceptions. This evidence is considered with reference to 4 processes: (a) similarity and attraction, (b) personalistic tendency in attributions, (c) perceptual consequences of clients' resistance to influence, and (d) tendency to sample negative aspects of clients' behavior. It is concluded that in professional helping relationships, these processes work against favorable perceptions of clients. (5 p ref)
Examined job satisfaction among American workers for 1972–1978 using interview data from 4,709 Ss in annual national surveys. As in the previous decade, overall levels of job satisfaction through 1978 showed no significant changes, and several correlates of job satisfaction remained unchanged. Blacks were less satisfied with their jobs than Whites, and there was a positive association between job satisfaction and education, age, income, and occupation. (12 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Burn-out is defined as failure or exhaustion because of excessive demands on energy, strength, or resources. Its occurrence among the staff of alternative self-help (free clinic) institutions is discussed: causes, characteristics, and variations. Early signs and symptoms are described, measures to prevent burn-out are suggested, and how to help the burnt-out person is discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Describes the Job Diagnostic Survey (JDS) which is intended to (a) diagnose existing jobs to determine whether (and how) they might be redesigned to improve employee motivation and productivity and (b) evaluate the effects of job changes on employees. The instrument is based on a specific theory of how job design affects work motivation, and provides measures of (a) objective job dimensions, (b) individual psychological states resulting from these dimensions, (c) affective reactions of employees to the job and work setting, and (d) individual growth need strength (interpreted as the readiness of individuals to respond to "enriched" jobs). Reliability and validity data are summarized for 658 employees on 62 different jobs in 7 organizations who responded to a revised version of the instrument. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The report describes the Job Diagnostic Survey (JDS), an instrument designed to measure the following three classes of variables: (1) The objective characteristics of jobs, particularly the degree to which jobs are designed so that they enhance the internal work motivation and the job satisfaction of people who do them; (2) The personal affective reactions of individuals to their jobs and to the broader work setting; and (3) the readiness of individuals to respond positively to 'enriched' jobs--i.e., jobs which have measured potential for generating internal work motivation. The JDS is based on a specific theory of how jobs affect employee motivation. It is intended for two general types of use: For diagnosing existing jobs to determine if (and how) they might be re- designed to improve employee productivity and satisfaction; and for evaluating the effect of job changes on employees--whether the changes derive from deliberate 'job enrichment' projects or from naturally-occurring modifications of technology or work systems.
The intense involvement with clients required of professional staff in various human service institutions includes a great deal of emotional stress, and failure to cope successfully with such stress can result in the emotional exhaustion syndrome of burn-out, in which staff lose all feeling and concern for their clients and treat them in detached or even dehumanized ways. This paper focuses on the role that clients themselves play in staff burn-out. Important client factors include the type and severity of the clients' problems, the prognosis of change or cure, the degree of personal relevance for the staff member of the clients' problems, the rules governing staff-client interaction, and the clients' reactions to the staff themselves. Changes in the structure of the staff-client interaction and changes in client expectations about staff can alleviate staff burn-out. It should be recognized that clients can dehumanize staff just as staff can dehumanize them, and that steps to humanize the staff-client relationship must focus on both participants in this interaction.