Content uploaded by P.M. Le Blanc
Author content
All content in this area was uploaded by P.M. Le Blanc on Aug 25, 2014
Content may be subject to copyright.
Performance and burnout in intensive care units
Abstract
The relationship between three different performance measures and burnout was explored in 20 Dutch Intensive Care Units (ICUs). Burnout (i.e. emotional exhaustion and depersonalization) proved to be significantly related to nurses' perceptions of performance as well as to objectively assessed unit performance. Subjective performance measures relate negatively to burnout levels of nurses, whereas an objective performance measure relates positively to burnout. Furthermore, subjectively assessed personal performance (i.e. personal accomplishment) is more strongly related to burnout than subjectively assessed unit performance. A model test of the relationship between both types of subjective performance and burnout reveals that nurses' perception of unit performance is indirectly related to burnout through perception of personal performance. This model holds similarly for objectively well- and poor-performing ICUs.
... 20 Burnout has been negatively related to job performance in nursing staff in several studies. [21][22][23] Shortage of nurses and workload in Peru can affect job performance. 24 High workload, long shifts, time pressure, high work, and psychological demands are associated with burnout in nursing. ...
... Therefore, the negative relationship of burnout in the job performance of nurses has been widely reported. [21][22][23][25][26][27][28] Thus, the negative impact of burnout on nurses is manifested in poor performance and professional failure. 29 tends to be a negative antecedent of burnout. ...
... Burnout has been widely associated with reduced results in job performance, [21][22][23]25,46 given this, various resources have been proposed that allow burnout to be minimized. This study approached this topic from the resource conservation theory, in which the influence of job performance on burnout was further examined. ...
Introduction
Commonly, burnout in nurses has influenced their performance. The contribution of this study allows to broaden the knowledge of the performance-burnout relationship and identifies the work performance in nurses as a precursor of burnout.
Objective
The study aimed to examine the factors of work performance of nursing staff that influence burnout.
Methods
A descriptive cross-sectional design was used and a total of 340 nurses from the department of Puno in Peru participated. Demographic, job performance, and burnout data were collected.
Results
Job performance factors, such as counterproductive behavior, positively influenced burnout, while task and context performance negatively influenced burnout. These variables explained 28.54% of the variance of burnout among nurses.
Conclusion
Job performance factors have a significant impact on burnout. To reduce burnout, workforce resources that motivate, engage, and monitor nurse performance must be identified individually or organizationally. There is a need to develop training that promotes the improvement of emotional skills for better performance and the reduction of professional burnout.
... 20 Burnout has been negatively related to job performance in nursing staff in several studies. [21][22][23] Shortage of nurses and workload in Peru can affect job performance. 24 High workload, long shifts, time pressure, high work, and psychological demands are associated with burnout in nursing. ...
... Therefore, the negative relationship of burnout in the job performance of nurses has been widely reported. [21][22][23][25][26][27][28] Thus, the negative impact of burnout on nurses is manifested in poor performance and professional failure. 29 tends to be a negative antecedent of burnout. ...
... Burnout has been widely associated with reduced results in job performance, [21][22][23]25,46 given this, various resources have been proposed that allow burnout to be minimized. This study approached this topic from the resource conservation theory, in which the influence of job performance on burnout was further examined. ...
Introduction: Commonly, burnout in nurses has influenced their performance. The contribution of this study allows
to broaden the knowledge of the performance-burnout relationship and identifies the work performance in nurses as
a precursor of burnout. Objective: The study aimed to examine the factors of work performance of nursing staff that
influence burnout. Methods: A descriptive cross-sectional design was used and a total of 340 nurses from the department
of Puno in Peru participated. Demographic, job performance, and burnout data were collected. Results: Job performance
factors, such as counterproductive behavior, positively influenced burnout, while task and context performance negatively
influenced burnout. These variables explained 28.54% of the variance of burnout among nurses. Conclusion: Job
performance factors have a significant impact on burnout. To reduce burnout, workforce resources that motivate, engage,
and monitor nurse performance must be identified individually or organizationally. There is a need to develop training that
promotes the improvement of emotional skills for better performance and the reduction of professional burnout
... The study produced a negative association between job burnout and employee performance (Wright & Bonett, 1997). Keijsers et al. (1995) investigated the relation between burnout and job performance among nurses working in the Netherlands (ICUs) using different performance measures. ...
... The study found that burnout was negatively correlated to nurses' perceptions of their performance (subjective performance). On the other hand, burnout was positively related to actual performance (performance appraisals), which indicate that higher objective evaluations of the performance are linked to higher burnout level (Keijsers et al., 1995). Parker and Kulik (1995) also investigated the relationship between burnout and self-and supervisor-rated Job performance among 73 registered nurses. ...
Job burnout has gained broad recognition globally; nevertheless, there is a lack of
consistent research about its relationship with the employees' job performance, especially
in the banking sector. The primary purpose of the study is to investigate the relationship
between job burnout components (i.e., exhaustion, disengagement) and the employees' job
performance components (i.e., task performance, contextual performance, and
counterproductive work behavior) in the banking sector in Jordan, and to compare the
results to other international studies in the banking sector. In addition, the study examined
the presence of job burnout syndrome amongst employees of the banking sector. This study
also examined job burnout levels regarding the employees’ gender, age, marital status,
education, and length of service.
A total of 406 professionals, 211 men, and 195 women, took part in the study. The
questionnaire contained socio-demographic information, job burnout assessment, which
was conducted utilizing the Oldenburg Burnout Inventory (OLBI), and job performance
assessment, performed using the Individual Work Performance Questionnaire (IWPQ).
The data were examined using Statistical Package for the Social Sciences (IBM-spss)
version 25.0 and the analysis of a moment structures (AMOS) version 23.1. Various
statistical methods are used to analyze and interpret the data, as Confirmatory Factor
Analysis (CFA), descriptive statistics, student's t-test, ANOVA, the Tukey (Kramer's)
HSD post hoc, and Games-Howell post hoc. In addition, Pearson correlation (r) and the
hierarchical multiple regression analysis were transferred to distinguish which independent
variables had a more substantial influence on the dependent variable.
The job burnout levels were classified into four groups; high job burnout group (40.9% of
the respondents), disengaged group (10.6% of the respondents), exhausted group (7.4% of
the respondents), and low job burnout group (41.1% of the respondents). The study results
found significant differences in the job burnout dimensions levels according to the
employees' marital status, level of education, and tenure in the banking sector.
Interestingly, gender and age were ascertained to have no significant influence on job
burnout. The study results suggest that there is a significant negative relationship between
the employees' level of job burnout and task performance, contextual performance, and a
significant positive relationship between the employees' level of job burnout and
counterproductive work behavior. Further, the study implies that exhaustion and disengagement were substantial and negative predictors influencing the employees' task
performance, contextual performance, and positively influencing their counterproductive
work behaviors. At the factorial level, the results convey that job burnout's exhaustion
dimension was the most potent predictor of task performance, while disengagement was
the most influential predictor of contextual performance.
The risk of job burnout was similar to other studies conducted in the banking sector, and
higher than in other occupations, which were considered at risk and appeared more closely
related to work-related stress. Organizational and individual intervention strategies aimed
at controlling stress can be a supportive way to help employees address problems of this
nature. This research displayed relationships between job burnout and the employees’
performance, notably in the Jordanian context. In addition to the influence of job burnout,
the findings can help advance the employees' task performance and contextual performance and reduce the employees' participation in CWB. The author presents the implications,
recommendations, and limitations of the findings.
... High workload, in turn, was one of the reasons for errors among service staff in treatment wards, because it caused them to have insufficient time to carry out their caretaking responsibilities. High workload has been mentioned to affect the quality of service delivery to patients by hospital staff [15,16]. Evaluation of service personnel's abilities in terms of costs is vital for employers, and improving them can increase human resources productivity in industries and organizations [17]. ...
Background
Physical and psychological workloads are a vital issue in the workplace. This study aimed to investigate the association between physical and psychological workloads and occupational fatigue among Iranian hospital service personnel. In Iran, hospital service personnel refers to a group of healthcare workers who undertake a range of duties, such as moving and carrying the hospital waste, transporting patients by wheelchair or gurney to the operating room, x-ray department, other wards, or other locations around the facility, performing cleaning tasks such as changing linens, mopping floors, and sterilizing equipment, and following infection control procedures to reduce the risk of spreading germs within the hospital setting.
Methods
This cross-sectional study was conducted on 198 Iranian hospital service personnel. The response rate was 86%. The data were gathered using 1) The Persian version of the Job Content Questionnaire (P-JCQ) for assessing physical and psychosocial workloads and 2) The Persian version of the Swedish Occupational Fatigue Inventory (P-SOFI-20) for assessing fatigue dimensions.
Results
According to the P-JCQ, the physical and psychological workload intensities were high in 72.7% and 47% of the participants, respectively. Based on the P-SOFI, the participants’ mean scores of “physical fatigue” (21.73 ± 6.2), “psychological fatigue” (13.61 ± 5.76), and “fatigue due to shift work” (18.17 ± 5.6) were moderate, while the mean score of “general fatigue” was high (27.3 ± 6.98). The findings revealed that various types of fatigue are associated with age, gender, marital status, daily working hours, and psychological workload.
Conclusions
Psychological workload was a determinant of occupational fatigue among Iranian hospital service personnel. Hence, an interventional program, including job enrichment, job rotation, and work-rest cycle, is recommended.
... Job burnout has been linked to a variety of negative workplace consequences. Burnout, for example, was once thought to be a predictor of absenteeism (Bakker et al., 2003;Borritz et al., 2006), turnover (Maslach, 2006;Maslach and Leiter, 2016;Wright and Cropanzano, 1998), job attitudes (Moore, 2000), and job performance (Halbesleben and Buckley, 2004;Keijsers et al. 1995;Wright and Bonnet, 1997). In conclusion, job burnout is one of the most critical issues that a firm has ever encountered. ...
... Performance and burnout have been found to be related. 8,9 Patient consent rates were used as a measure of performance for the two call centers. Burnout can be predictive of employee turnover. ...
Alison Majkut Klint,1 Jacob McPherson,2 Abhinav Tella,2 William Vang,2 Srihari Raju,2 Rebecca Windschitl,2 Areef Ishani3 1Boston CSPCC, VA Boston Healthcare System, Jamaica Plain, MA, USA; 2Research, Minneapolis VAHCS, Minneapolis, MN, USA; 3Primary Care and Specialty Care Integrated Care Community (ICC), Minneapolis VAHCS, Minneapolis, MN, USACorrespondence: Alison Majkut KlintVA Boston Healthcare System, 150 S Huntington Ave, Jamaica Plain, MA, 02130, USATel +1 857-364-4885Email Alison.Majkut@va.govIntroduction: Burnout can have a negative impact on job satisfaction and productivity. Antecedents to burnout include workload, control, values, fairness, reward, community and job-person incongruency.Purpose: To better understand the impact of burnout in research staff, these seven antecedents to burnout were analyzed retrospectively within the call centers for the Diuretic Comparison Project.Methods: Two call centers were analyzed with respect to these antecedents to burnout. Consent rates and employee turnover of the two call centers were compared as a means of comparing productivity and job satisfaction, respectively.Results: An odds ratio of 0.13 (95% CI=[0.0164, 1.0853]) indicates that an employee at the Minneapolis call center had lower odds of leaving than an employee at the Canandaigua call center. The call center in Canandaigua had a consent rate of 2.7% (Figure 2). The consent rate for the same months of the following year in Minneapolis came out to 14.6%.Conclusion: A higher consent rate and lower turnover rate of the call center in Minneapolis could be a result of lower levels of burnout among callers. The confidence interval of the odds ratio calculated for turnover indicates that the result is not statistically significant. Due to the retrospective nature of the analysis, extraneous variables were not controlled for analyzing this data. The protocol of the Minneapolis call center appears to take into consideration the antecedents to burnout more than that of the Canandaigua call center. Further studies on burnout prevention methods for clinical research are needed. Research staff could benefit from strategies to help reduce burnout. Organizations should provide proper protocols and training concerning stress and burnout to improve the well-being of employees and, in turn, their productivity.Clinical Trial Registration: : CSP597 or clinicaltrials.gov NCT02185417.Keywords: researcher burnout, clinical trial, call center
... Some exceptions include the findings of Brown and Benson (2003), who identified a positive relation between the previous year's job performance ratings and the emotional exhaustion levels of employees. Keijsers et al. (1995), however, found that emotional exhaustion was only positively related to "objective" performance but was negatively associated with subjective self-rated performance assessments. The relation between performance ratings and emotional exhaustion is important for two reasons. ...
Purpose
The purpose of this research is to examine frontline employees' self-monitoring personality as an antecedent of their emotional exhaustion and how supervisor-rated performance mediates this relationship. In addition, the authors explored the moderating role of perceived competitive climate on the indirect relationship between self-monitoring and emotional exhaustion.
Design/methodology/approach
Two hundred and thirty-seven frontline employees and their immediate supervisors working in hospitality organizations responded to the survey using time lagged research design. Measurement model was tested using confirmatory factor analysis to assess the distinctiveness of study constructs, and proposed moderated mediation model was tested using Process macro.
Findings
Results show that high self-monitoring leads to high supervisor-rated performance, and this relationship is stronger in highly competitive work climate. The supervisor-rated performance was negatively related to emotional exhaustion.
Originality/value
This study is the first to examine the interaction effects of self-monitoring and perceived competitive climate on frontline employees' performance and emotional exhaustion, particularly in the frontline jobs. Supervisor-rated performance has not been previously theorized or researched as an underlying mechanism of the effect of self-monitoring on emotional exhaustion.
... Previous studies reported an inconsistent relationship between burnout and performance. Some studies show a negative relationship (Wright & Cropanzano, 1998) and some others show a positive relationship (Keijsers et al., 1995). According to the results of previous studies, autonomy has been found to improve performance and low exhaustion and can improve output (e.g., Aube et al., 2007;Bakker & Evalia, 2008;Van Prooijn, 2009). ...
Las megatendencias globalizadoras y postfordistas han inspirado las reformas modernizadoras de los sistemas sanitarios. Esta reorganización empresarial de los servicios de salud ha generado importantes mejoras en los recursos materiales y tecnológicos de los mismos, pero también notables cambios en las condiciones de trabajo de los profesionales de la medicina. Estas transformaciones, combinadas con el aumento de las demandas sociales a la sanidad y de la consiguiente presión asistencial, están en el origen de los procesos actuales de intensificación y sobrecarga del trabajo médico. En este contexto, surge la pregunta sobre la influencia de las nuevas condiciones de trabajo en el bienestar laboral y en la salud ocupacional de los profesionales de la medicina. Para responderla, se diseñó una investigación que combinó metodología cualitativa y cuantitativa. En ella participaron (voluntariamente) 281 profesionales de la medicina de España (47,7%) y de América Latina (52,3%), empleados en hospitales, a quienes se accedió mediante un muestreo de conveniencia, intencional y estratificado por sexo (55,4% hombres y 44,6% mujeres), edad (X= 43,16 años, SD=11,19), antigüedad en la profesión (X=16,51 años, SD=10,85) y en el centro de trabajo (X=10,75 años, SD 9. 97), tipo de contrato (permanente = 70,8%, temporal= 29,2%) y asunción de responsabilidades directivas en el centro (No=70,9%, Sí= 29,1%). Todos ellos contestaron un amplio cuestionario que permitió recoger información sobre las variables principales del estudio: los aspectos materiales, sociales y psicosociales de las condiciones de trabajo y las dimensiones cognitivas, emocionales y somáticas del bienestar laboral. Los resultados pusieron de manifiesto la tendencia general a una valoración moderadamente positiva de las condiciones de trabajo y del bienestar laboral general, contrapesada por sentimientos y percepciones ambivalentes hacia el contexto y la propia experiencia laboral: En la cara positiva, destacó una valoración de los aspectos materiales y tecnológicos del entorno de trabajo, así como el clima social en los grupos de trabajo y el apoyo social horizontal de parte de colegas. En la negativa sobresalió un complejo entramado de sobrecarga laboral y de intensificación y aceleración del tiempo de trabajo, crecientes niveles percibidos de estrés laboral y algunos síntomas menores relacionados con la salud física y mental, todo ello asociado al aumento percibido de la presión asistencial y de los nuevos requerimientos técnicos y administrativos de la información que los profesionales deben producir y gestionar. En esta espiral de ambivalencia, los recursos materiales, técnicos y sociales aparecieron como amortiguadores de los efectos sintomáticos; mientras que el malestar difuso fue percibido como contrapeso de aquellos aspectos positivos de la calidad de vida laboral. En el plano práctico, estos resultados ponen de relieve la doble pertinencia de prevenir los factores de riesgo psicosocial asociados a la sobrecarga de trabajo y a la presión asistencial y también de promover los dispositivos estructurales y organizacionales facilitadores del sostenimiento de un entorno laboral saludable. Dos procesos de signo contrario dificultan esta tarea: por una parte, el factor percibido como el punto más fuerte de las actuales condiciones de trabajo es el clima social positivo en los equipos de trabajo, que funciona como caldo de cultivo de compañerismo y de apoyo mutuo. Por otra, esta vinculación con colegas y con el grupo aparece como uno de los elementos más amenazados por la sobrecarga de trabajo, ya que el déficit de tiempo disponible afecta indirectamente a las oportunidades de refuerzo de la cohesión grupal. Estas constataciones plantean nuevos desafíos para la investigación y para la intervención en los campos de la organización y gestión de recursos humanos en lo que concierne a los profesionales de la medicina.
This article modeled the relations between causal attributions, self-efficacy cognitions, and coping using data from a study of teacher burnout among 316 public school teachers. It tested a model in which self-efficacy mediates the relationship between attributions and coping against a model in which attributions and self-efficacy simultaneously affect coping.
It has been almost twenty years since the term "burnout" first appeared in the psychological literature. The phenomenon that was portrayed in those early articles had not been entirely unknown, but had been rarely acknowledged or even openly discussed. In some occupations, it was almost a taboo topic, because it was considered tantamount to admitting that at times professionals can (and do) act "unprofessionally." The reaction of many people was to deny that such a phenomenon existed, or, if it did exist, to attribute it to a very small (but clearly mentally disturbed) minority. This response made it difficult, at first, for any work on burnout to be taken seriously. However, after the initial articles were published, there was a major shift in opinion. Professionals in the human services gave substantial support to both the validity of the phenomenon and its significance as an occupational hazard. Once burnout was acknowledged as a legitimate issue, it began to attract the attention of various researchers. Our knowledge and understanding of burnout have grown dramatically since that shaky beginning. Burnout is now recognized as an important social problem. There has been much discussion and debate about the phenomenon, its causes and consequences. As these ideas about burnout have proliferated, so have the number of empirical research studies to test these ideas. We can now begin to speak of a "body of work" about burnout, much of which is reviewed and cited within the current volume. This work is now viewed as a legitimate and worthy enterprise that has the potential to yield both scholarly gains and practical solutions. What I would like to do in this chapter is give a personal perspective on the concept of burnout. Having been one of the early "pioneers" in this field, I have the advantage of a long-term viewpoint that covers the twenty years from the birth of burnout to its present proliferation. Furthermore, because my research was among the earliest, it has had an impact on the development of the field. In particular, my definition of burnout, and my measure to assess it (Maslach Burnout Inventory; MBI) have been adopted by many researchers and have thus influenced subsequent theorizing and research. My work has also been the point of departure for various critiques. Thus, for better or for worse, my perspective on burnout has played a part in framing the field, and so it seemed appropriate to articulate that viewpoint within this volume. In presenting this perspective, however, I do not intend to simply give a summary statement of ideas that I have discussed elsewhere. Rather, I want to provide a retrospective review and analysis of why those ideas developed in the ways that they did. Looking back on my work, with the hindsight of twenty years, I can see more clearly how my research path was shaped by both choice and chance. The shape of that path has had some impact on what questions have been asked about burnout (and what have not), as well as on the manner in which 2 answers have been sought. A better understanding of the characteristics of that path will, I think, provide some insights into our current state of knowledge and debate about burnout. In some sense, this retrospective review marks a return to my research roots. The reexamination of my initial thinking about burnout, and an analysis of how that has developed and changed over the years, has led me to renew my focus on the core concept of social relationships. I find it appropriately symbolic that this return to my research roots occurred within the context of a return to my ancestral roots. The 1990 burnout conference that inspired this rethinking took place in southern Poland, from which each of my paternal grandparents, Michael Maslach and Anna Pszczolkowska, emigrated to the United States in the early 1900s. Thus, my travel to Krakow had great significance for me, at both personal and professional levels.
Addresses issues related to partial measurement invariance using a tutorial approach based on the {lisrel} confirmatory factor analytic model. Specifically, we demonstrate procedures for (a) using "sensitivity analyses" to establish stable and substantively well-fitting baseline models, (b) determining partially invariant measurement parameters, and (c) testing for the invariance of factor covariance and mean structures, given partial measurement invariance. We also show, explicitly, the transformation of parameters from an all-
X to an all-
Y model specification, for purposes of testing mean structures. These procedures are illustrated with multidimensional self-concept data from low (
n = 248) and high (
n = 582) academically tracked high school adolescents. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Substantial research has been conducted on how various factors such as personal traits of ratees and raters, organizational contexts, and rating format affect per formance ratings. However, a question receiving considerably less attention has been the degree to which actual differences in job performance account for variations in performance ratings. This study examined the relationship be tween subjective and objective performance measures for vocational/rehabilita tion counselors. No relationship was found between the subjective and objective measures. Evidence was found to suggest that the subjective measure reflected more the quality of the interpersonal relationship between the supervisor and the subordinate as opposed to either the quality or quantity of the subordinate's performance.
This article presents an evaluation of the construct validity of the Maslach Burnout Inventory (MBI). The authors base this critique on previously published findings and data collected through five studies carried out during an eight-year period, for which 328 social workers acted as respondents. Factor analyses and correlational studies designed to test predictions provided fairly consistent evidence for the utility of the MBI subscale measures of emotional exhaustion, personal accomplishment, and depersonalization. Additional analyses supported a reconceptualization of burnout and the MBI, one that regards exhaustion as the essence of burnout and treats accomplishment and depersonalization as related variables, but not as elements of burnout.
The burnout literature is reviewed, compared, and summarized. Based on this process a definition of burnout is proposed encompassing three components: emotional and/or physical exhaustion, lowered work productivity, and overdepersonalization. A model to aid researchers is presented accompanied by research questions in need of answer if burnout is to be more fully understood.