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Performance and burnout in intensive care units
Work & Stress
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.
... However, the few studies that have examined the team burnout-performance relationship have reported mixed findings. For instance, Keijsers et al. (1995) showed that team burnout was negatively related to self-ratings of intensive care units' performance but was positively related to objective unit performance, while Bakker et al. (2008) showed that team emotional exhaustion was unrelated to objective team performance. Finally, Chiang et al. (2021) reported a negative relationship between team emotional exhaustion and leader-rated team performance. ...
... The effects of emotional exhaustion on employee outcomes have been an area of research for a long time (Cole et al., 2012;Corbeanu et al., 2023;Taris, 2006;Wright & Bonett, 1997). Surprisingly though, while burnout as a team-level phenomenon has been established for almost three decades, research has made limited progress in assessing the team-level effects of burnout, yielding scant and mixed findings (Bakker et al., 2008;Chiang et al., 2021;Keijsers et al., 1995). This research contributes to fill that void by identifying manager compassion as a boundary condition shaping the effect of team emotional exhaustion (i.e., the major component of burnout) on customer satisfaction through team innovation. ...
... For instance, Janssen (2004) found employee innovation to be predictive of increased job strain. Likewise, Keijsers et al. (1995) reported a positive relationship between team performance and team burnout. The authors suggested that high levels of performance may lead teams to suffer from distress at work. ...
... 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
... A review of the literature on the relationship between work-related stress and job performance reveals mixed results. Some studies indicate that high stress levels decrease job performance [15][16][17][18][19][20][21][22], while others suggest that moderate stress may enhance performance in certain contexts [23][24][25]. Additionally, some research shows that employees with moderate levels of stress tend to perform better than those experiencing either high or low stress levels [26,27]. ...
Background: Work stress and job performance are critical factors for increasing productivity and ensuring sustainability in healthcare institutions.
Aim: This study investigates the work stress and job performance levels of healthcare workers in Türkiye and the relationship between them.
Methods: The study included healthcare workers of a private hospital in Ankara, Türkiye. Data were collected using the General Work Stress Scale and the Job Performance Scale.
Results: In the study where 47.3% of the participants were nurses, it was observed that healthcare workers had low work stress levels and high job performance levels. Nurses had higher work stress than others but lower job performance. It was determined that there was a negative, weak and statistically significant relationship between work stress and job performance.
Conclusion: In order to reduce work stress and increase job performance, it is important to develop managerial intervention programs by considering variables such as healthcare workers’ age, marital status, years employed in the profession and their occupations. This study provides evidence-based clues for actions that will help hospital and nursing service managers control job stress and increase clinical services’ and hospitals’ performance.
... (I think my grade in Arabic is good.) Barrick et al. [1994], Dipboye et al. [1979], Keijsersa et al. [1995], Worrell [2006] Goal of acquisition ...
Although there are a large number of students learning Arabic in many Japanese universities, their characteristics are not sufficiently understood.“Orientation”is one characteristic that refers to a reason for language learning. Orientation has received substantial attention in the language learning literature; nevertheless, few attempts have been made to examine orientations for Japanese learners of Arabic. The purpose of this study was to examine their orientation by analysis of the data obtained from a questionnaire survey. The participants were 261 Arabic major and 235 non-Arabic major students. The questionnaire comprised 21 orientation items and 16 items for Arabic learning outcomes: learning motivation, learning satisfaction, subjective achievement, goal of acquisition, and learning anxiety. These items were all rated on a 7-point scale. A factor analysis of the orientation items revealed that the same five factors were extracted from the 15 items for both Arabic major and non-Arabic major students. These factors were integrative, instrumental, travel, friendships, and knowledge orientations, which have also been identified in previous studies. Arabic major students showed lower integrative orientation and higher instrumental orientation than non-Arabic major students. Simple correlations for students in both majors indicated that, in general, while most of the orientations were positively related to learning motivation, learning satisfaction, and goal of acquisition, they were weakly related to subjective achievement and learning anxiety. The results of a regression analysis showed that the orientations had slightly different relationships with different Arabic learning outcomes for students in both majors. The current findings suggest that some unique orientations characteristics for Arabic learners in a Japanese university. The implications of the common characteristics of orientations among students in both majors, as well as the role of the orientations in the Japanese university context are discussed.
While Arabic is taught at a number of Japanese universities, we must grasp the actual conditions of Arabic instruction and learning as experienced by Japanese students. The purpose of this study is to clarify Japanese university students’ interest in Arabic culture when they seek to learn Arabic. We use data obtained from a questionnaire survey. The data were collected from 291 Arabic major students and 371 non-Arabic major students. The questionnaire included 12 items to assess students’ interests in Arabic cultural elements, such as Islam and Women’s Issues, and 32 items concerning 11 Arabic learning outcomes, such as subjective effort and learning anxiety. The results indicate that both Arabic majors and non-Arabic major students expressed a high degree of interest in Arabic cultural elements, and that the ratings were almost evenly spread among each of the survey items, except for Islam. In both groups, all 12 items of interest formed a single factor. Additionally, the Arabic major students indicated slightly greater interest in Arabic culture than the non-Arabic major students. The stated interests for each group were closely related to four of the Arabic learning outcomes in particular: learning motivation, self-efficacy, goal of acquisition, and self-actualization through learning. In addition, the results for both groups displayed little relationship between the stated interests and another four of the outcomes: subjective achievement, satisfaction with achievement, learning anxiety, and subjective difficulty of acquisition. These results suggest the significance of students’ interest in Arabic culture while learning Arabic. The implications of the common characteristics of interest among the two groups, and the significance of cultural interests for Arabic language education are also discussed.
Job burnout, a well-known work-related stress condition characterized by emotional exhaustion, professional inefficacy, and cynicism, has been traditionally associated with human care professions like teaching and nursing. However, research has shown that it also affects managers and workers in diverse industries, including banking. This comprehensive literature review critically synthesizes the existing research on job burnout, providing insights into its causes, consequences, prevention strategies, and treatment measures. The review also discusses the main measures used to assess job burnout, such as the Maslach Burnout Inventory (MBI), Burnout Measure (BM), and Oldenburg Burnout Inventory (OLBI). The findings of this review contribute to the current understanding of job burnout and highlight the need for further research and effective interventions in diverse work settings. The quality and relevance of this review make it suitable for publication in reputable Inder science journals focused on organizational behavior, management, and psychology.
Physical activity interventions are proven to mitigate job stress and improve work performance. However, the recommended threshold of physical activity is rarely considered when evaluating the effect of physical activity. This study adopted case study approach to investigate the moderating effect of the threshold of physical activity on the relationship between emotional exhaustion and work performance, based on the conservation of resources theory. The research site was an Asian university wherein the university developed a mHealth application as a physical activity intervention to promote Exercise-is-Medicine® On Campus. A longitudinal survey was conducted to collect quantitative data for analysis, and interviews were conducted for further insights. The results supported the hypothesis that the threshold of physical activity was an effective moderator in the exhaustion-performance relationship. This study enriches the burnout literature and substantiates literature on technology-enabled solutions for improving work performance by engaging users to do regular and sufficient physical activity.
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.
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.
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)
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.