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The Relationship between Job Burnout and Gender-Based Socio-Demographic Characteristics in Lahore
Abstract
Job burnout has been extensively researched in the international literature. Burnout is caused by personal and occupational factors. This study analyzes the impact of burnout with respect to different socio-demographic characteristics and job-related factors. Based on a sample randomly selected from various industries in the Lahore region, we use cross-tabulations to analyze the effects of burnout, and calculate the mean frequencies of the variables used. We measure three dimensions of burnout—emotional exhaustion, cynicism, and lack of personal accomplishment—using the Maslach Burnout Inventory-General Survey. The study finds that women score significantly on emotional exhaustion while men score higher on cynicism and lack of personal accomplishment, compared to all other socio-demographics. Education and work experience are strongly associated with burnout in women while age and income are significantly related to burnout in men. Women’s higher burnout scores are related to higher levels of education (graduates), less work experience (0–10 years), income (PKR 10,000–25,000), age (24–35 years), being self-employed, and working in the manufacturing industry. Among men, burnout is associated with white-collar (upper and lower) employee positions, work experience of 0–4 years, incomes of PKR 25,000 or more, and working in the services industry. Burnout is more significant among men than women with regard to marital status. Among job stressors, men and women are not significantly different with respect to role ambiguity, role conflict, organizational politics, autonomy, and work overload. Most of our results confirm the findings of other studies on job burnout, with the exception that the male respondents in this study experienced high burnout at an early age (24–29-year-old category), which could be due to ‘reality shocks’ or ‘early career burnout’.
... Burnout describes a particular type of emotional depletion with tight work, lack of commitment, and loss of motivation in young volunteers with high commitment within the work environment [31]. Maslach referred to this as the phenomenon of indifference and lack of respect for the organization's clients [32]. ...
... Job burnout is, as a matter of fact, a psychosomatic syndrome associated with stress at the place of work [32]. Job burnout is, in reality, a type of mental fatigue accompanied by mental stress related to the job and work atmosphere. ...
This research aims primarily to shed light on the impact of work stress and job burnout on employees’ turnover intention in the hotel industry. Furthermore, it aims to identify the effect of work stress on job burnout besides examining the potential mediating role of job burnout in the relationship between work stress and employees’ turnover intentions in Egyptian hotels. For achieving this aim, the questionnaire was designed for Egyptian hotel employees and structured to cover four key parts: (1) demographic characteristics of employees of hotels, (2) work stress items, (3) job burnout items, and (4) turnover intentions. Structural equation modeling (SEM) results were obtained using AMOS software, IBM, version 24. The results indicate that job burnout partially mediates the relationship between work stress and turnover intentions. To be more specific, work stress has a significant positive effect on the turnover intention (β = +0.40, p < 0.01), and a significant positive effect on job burnout (β = +0.43 p < 0.01). Thus, there exists a strong positive association between work stress and turnover intentions as well as a positive association between job burnout and work stress. The findings of this study would help policymakers, hotel managers as well as practitioners to formulate policies for lessening the work stress, job burnout, and turnover intentions among hotel employees.
... Burnout is the clinical manifestation of occupational stress most frequently encountered in employees who have direct and intensive demanding and emotionally charged relationships with clients receiving services such as customers of banks or retail trade or patients. It may arise when an individual tries to accomplish too much work in too little time as a result of unrealistic deadlines and expectations (Khan, 2013). Maslach and Jackson (1981) stated burnout as "a syndrome of emotional exhaustion, depersonalization and reduced sense of personal accomplishment that can occur amongst individuals who work with people in some capacity". ...
... Fife et al. (1994) found no significant difference in distress among males and female participants. Khan (2013) found that BO is more significant among men than women. That is in accordance with the current findings. ...
Clinical psychologists and psychiatrists are helping professionals. They provide direct care and help for individuals suffering from different mental illnesses and trauma that can affect their own mental health. The present study aimed to explore distress that is experienced by clinical psychologists and psychiatrists while helping others and to assess professional quality of life among them. In this correlational study, 150 clinical psychologists and psychiatrists working in different public and private hospitals of Rawalpindi, Islamabad, Lahore and Sargodha were recruited. Demographic questionnaire, Professional Quality of Life Scale (version v) and Psychological Distress scale were used for data collection. Result indicated that 23.3 % participants reported mild distress, 14% reported moderate and 4.7% reported severe distress. Moreover Burnout and Secondary Traumatic Stress are positively linked with Distress and Compassion Satisfaction is negatively linked with Distress. Findings suggest that it is very important to assess the mental health of clinical psychologists and psychiatrists so that appropriate strategies can be developed to minimized Distress, Burnout and Secondary Traumatic Stress among helping professions.
... According to Skakon et al. (2010) job burnout is an important area of study because controlling stress and fatigue have been found to affect employee well-being and has become a common thing among health care employees with characteristics of the work environment such as high workloads or overtime work that can affect the work atmosphere and affect patient satisfaction. Maslach Burnout Inventory (MBI) defined job burnout as a symptom of emotional exhaustion, depersonalization, and decreased employee performance that can occur among individuals (Khan, 2013). The company's target that has not been achieved to reduce job burnout can be caused by several factors, including emotional labour which is a role demand that requires employees to hide the emotions they feel and display work emotions that are regulated in display settings as part of the service. ...
The quantitative research method is used in this research that aims to determine the effects of emotional labour, job characteristics and job demands on job burnout with counterproductive behaviour. The respondents in this research are nurses with a population of 160. The size of the sample was taken as much as 100 respondents, with a probability sampling method specifically for simple random sampling. The questionnaire was used for data collection. The analysis technique used in this research is the analysis PLS (Partial Least Square) method. The results of this study indicate that (1) emotional labour has an effect on job burnout with a path coefficient of 0.751. (2) job characteristics have an effect on job burnout with a path coefficient of 0.231 (3) job burnout has an effect on counterproductive behaviour with a path coefficient of 0.951 and (4) job demands have an effect on job burnout with a path coefficient of 0.687.
... Burnout is also defined as the clinical manifestation of occupational stress most frequently encountered in employees who have direct and intensive demanding and emotionally charged relationships with clients receiving services such as customers of banks or retail trade or patients. It may arise when an individual tries to accomplish too much work in too little time as a result of unrealistic deadlines and expectations [4]. ...
Background
Burnout is a syndrome caused by chronic stress in the workplace that has not been successfully managed. Although prevalence of burnout is well documented in different fields, little is known about this syndrome in the context of banking work. The objective of this review will be to assess worldwide pooled prevalence of burnout syndrome among bank employees.
Methods
This is a study protocol for a systematic review. We will search the following electronic databases (from their inception onwards): PubMed/MEDLINE, SCOPUS, Web of Science, PsycINFO, ERIC, EBSCOhost, Emerald Insight, and Google Scholar. Grey literature will be identified through searching SCOPUS, Google Scholar, ProQuest databases, and websites of related organizations. We will consider studies that include any type of employee in the banking industry and report extractable prevalence estimates of burnout. Two reviewers will independently screen all citations, full-text articles, and abstract data. The study methodological quality (or bias) will be appraised using an appropriate tool. If feasible, we will conduct random effect meta-analysis of prevalence data. Additional analyses will be conducted to explore the potential sources of heterogeneity (e.g., setting, sex, burnout assessment method, country, and work hours).
Discussion
This systematic review will assess the worldwide prevalence of burnout syndrome among bank employees. The results of this study will be published in a peer-reviewed journal. As it presents an analysis of published literature, the study does not require ethical approval.
Systematic review registration
PROSPERO CRD42020213565
... Like the findings of Adebayo et al. (2018), this study could not establish any significant relationship between gender and the subscales of MBI. Whiles this finding is similar to what Chaudhry et al. (2015) and Khan (2013) reported, it was not similar to what Aftab, Shah, and Mehmood (2012) reported in their studies that females experience more burnout than males. ...
This cross-sectional study was conducted among librarians from Ghana, Nigeria, and South Africa to establish the prevalence of occupational burnout in the library set up. A previously validated self-administered questionnaire [Maslach Burnout Inventory (MBI)] was used to collect information on the prevalence and pattern of job burnout among the respondents. The occurrence of extreme burnout among the respondents, especially those working in the Electronic and Reference Services area of their libraries was found. The findings of this research calls for both professional and personal avenues to deal with or lessen this menace as it is a difficult issue that affects the wellbeing of library staff, which can thwart libraries from accomplishing their points.
... There was different level of occupation burnout between male and female; the level of job burnout among married women was higher than the married men. In the same vein the study of Khan (2013) submitted that burnout is more pronounced among men than women. ...
Background: This paper is an attempt to investigate occupational burnout among library personnel in University Libraries in Ogun State, Nigeria. Burnout is a state of emotional, mental, and physical exhaustion which is caused by prolonged stress. Objectives: find out if library personnel in academic libraries in Ogun State, do experience occupational burnout, Highlight the perceived causes of occupational burnout, identify the consequences of occupational burnout on the library personnel surveyed and strategies to mitigate burnout syndrome among library personnel. Methods: A descriptive survey method was adopted for the study Two hundred and thirty six copies of structured questionnaire were administered and Two hundred and twenty one (representing 93.6% response rate) were retrieved. One hypothesis was tested using Pearson correlation. Results: The causes of occupational burnout among library personnel sampled ranged from inadequate resources to work with, rigid working hours, unfavorable policies. Discussions: Drawing from the analysis carried out, there are some factors that affect the level of burnout experienced by the library personnel; these factors go a long way to affect the level of occupational burn out experienced. Conclusion: The paper concludes that the level of commitment of the library personnel could be determined by the nature of prevailing policies in the institution
... Burnout is the clinical manifestation of occupational stress most frequently encountered in employees who have direct and intensive demanding and emotionally charged relationships with clients receiving services such as customers of banks or retail trade or patients. It may arise when an individual tries to accomplish too much work in too little time as a result of unrealistic deadlines and expectations (Khan, 2013). Maslach and Jackson (1981) stated burnout as "a syndrome of emotional exhaustion, depersonalization and reduced sense of personal accomplishment that can occur amongst individuals who work with people in some capacity". ...
Burnout and emotional stress have been shown to be correlated with challenges in effectively accomplishing professional duties and effectively handling work-related obligations, including the specific challenge of working remotely. Amidst the COVID-19 pandemic, employees who were socially isolated and lacked support were found to be at a higher risk of experiencing professional disconnection and feelings of inadequacy. This disconnection extended to their relationship with the workplace, leading to heightened work-related pressures, employee burnout, and emotional fatigue. These findings have been supported by various studies conducted by Dionisi et al. (2012, 2021), Holmes et al. (2021), Rapp et al. (2021), and Singh et al. (2022). Employees who engaged in remote work had a higher propensity for experiencing diminished levels of positive affect, which in turn may contribute to the emergence of negative affective states, the development of burnout syndrome, and heightened reactivity to occupational stressors. The implementation of mandatory remote work had a significant influence on employee performance, leading to a decline in productivity, work engagement, and job satisfaction. Consequently, this decline had adverse effects on subjective and psychological well-being. The provision of social support inside the workplace is crucial for enhancing workers' professional dedication and psychological welfare, particularly in the context of remote work facilitated by technology. The decline in cognitive performance can be attributed to various factors, including inconsistent decision-making in human resource management, an unsupportive work environment, limited social connectivity, and decreased job autonomy, satisfaction, and performance (Crippa et al., 2021; Gemine et al., 2021; Oksanen et al., 2021a; Spagnoli et al., 2021; Zhang et al., 2021). In the meanwhile, the experience of emotional and psychological discomfort, coupled with occupational burnout syndrome, has been shown to have detrimental effects on employee morale, dedication to work, psychological well-being, and overall productivity. The issues voiced by remote employees are to their perceived devaluation and lack of confidence in carrying out certain duties.
The study takes hotel interns in China as the research object and explores the influence mechanism of occupational stigma on hotel interns' turnover intention by introducing vocational skill and job burnout. After statistical analysis of questionnaire data by constructing SEM and calculating by SPSS 26.0 and AMOS 24.0, the study finds that the occupational stigma influences hotel interns' turnover intention through the mediating effect of job burnout. In addition, the vocational skill of hotel interns can negatively moderate the relationship between occupational stigma and job burnout, thus indirectly affecting the turnover intention of hotel interns. For the university, to help students establish correct major and professional view can effectively reverse graduates' negative stereotypes about the hotel job and establish industry confidence. On the other hand, the university also needs to establish a dynamic and innovative curriculum system and talent training mode based on the industry demand through school-enterprise cooperation to reduce the job burnout by improving their vocational skill. This study not only reveals one of the mechanisms of hotel interns’ turnover intention and career choice, but also provides management references for the training of hotel management professionals in universities and the retention of excellent talents in hospitality industry.
This study examined the occupational stress and professional burnout in the banking sector of Pakistan. A total of 237 bank employees (74.3% male and 25.7% female) from different commercial banks participated in the survey. In order to collect data on stress and burnout a self-reported questionnaire was administered to bank employees. Descriptive, correlation and regression statistical tools were used to analyze data. The results identified that workload, working hours, technological problem at work, inadequate salary, time for family and job worries at home are the significant sources of stress in the banking sector. The significant symptoms of burnout as revealed by the results are back pain, extreme tiredness, headache and sleep disturbance. All stressors (Organization, Job, Relationship at work, work environment and family work interface) are significantly correlated to all burnouts (Physical, Psychological and Organizational). All the stress elements significantly predicted burnout in the banking sector of Pakistan. The changing work pattern is creating stress for the bank employees and these stressors are leading to burnout. These results are consistent with the emergent evidence of the impact of stress on the burnout.
Burnout is a common metaphor for a state of extreme psychophysical exhaustion, usually work-related. This book provides an overview of the burnout syndrome from its earliest recorded occurrences to current empirical studies. It reviews perceptions that burnout is particularly prevalent among certain professional groups - police officers, social workers, teachers, financial traders - and introduces individual inter- personal, workload, occupational, organizational, social and cultural factors. Burnout deals with occurrence, measurement, assessment as well as intervention and treatment programmes.; This textbook should prove useful to occupational and organizational health and safety researchers and practitioners around the world. It should also be a valuable resource for human resources professional and related management professionals.
Burnout is a unique type of stress syndrome, characterized by emotional exhaustion, depersonalization, and diminished personal accomplishment. Although burnout has been shown to be potentially very costly in the helping professions, such as nursing, education, and social work, little work has been done thus far to establish its generalizability to industry. This article reviews the literature on burnout and provides a conceptual framework designed to improve the understanding of burnout. Propositions are presented that are aimed at clarifying the dynamics of burnout, including determinants of and interrelationships among the three burnout components.
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 the previous two decades. The chapter presents extensive data on the AWS, testing a model of the six areas’ interrelationships as well as their overall relationship to the three aspects of burnout. The results of these analyses are discussed in reference to the psychometric qualities of the measure and the implications of a structured approach to work environments for future development of research on burnout. Implications for developing workplace interventions are also considered.
Proposed a causal model that describes the effect of participation in decision making on perceived influence, role conflict, role ambiguity, personal and job-related communications, social support, emotional strain, overall job satisfaction, absenteeism, and turnover intention. The model was tested using a Solomon 4-group design and modified to include 2 posttests; it was conducted in a hospital outpatient facility with 95 nursing and clerical employees who were randomly assigned to an increased-participation or a control condition and to a pretest or no-pretest condition. Outcomes were assessed after 3 and 6 mo. Analysis provided support for a somewhat revised model. After 6 mo, participation was shown to have a significant, negative effect on role conflict and role ambiguity and a positive effect on perceived influence. Role conflict and ambiguity were, in turn, positively related to emotional strain and negatively related to job satisfaction. Emotional strain was positively related to absence frequency and turnover intention. Perceived influence was positively related to job satisfaction and positively related to turnover intention. Participation in decision making appeared to be an important causal determinant of role strains, which were, in turn, important precursors of both individual and organizational outcomes. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study examined the direction and time-frame of relationships between perceived self-efficacy in classroom management and the three dimensions of burnout among 243 secondary school teachers. Structural equation modeling (SEM) analyses indicated that perceived self-efficacy had a longitudinal effect on depersonalization and a synchronous effect on personal accomplishment. However, the direction was reversed for the relationship between perceived self-efficacy and emotional exhaustion; the time frame was synchronous. It was concluded that perceived self-efficacy in classroom management must be taken into consideration when devising interventions both to prevent and to treat burnout among secondary school teachers.
The paper attempts to bring concepts developed in cognitive approaches to stress and coping to a model which predicts burnout as a function of organizational demands and resources. Workers in a mental hospital (N = 177) provided information regarding coping patterns, burnout, and organizational commitment as well as various demands and resources in the work environment. A LISREL analysis confirmed that burnout is best considered a function of coping patterns as well as a function of organizational demands and resources. Control coping cognitions and actions were associated with decreased burnout, while escapist coping strategies were associated with increased burnout. The analysis indicated relationships of coping patterns with organizational commitment could be operating indirectly through the relationships of both coping patterns and commitment with the burnout. The paper discusses implications of these findings for interventions designed to alleviate or prevent burnout. [ABSTRACT FROM AUTHOR] Copyright of Journal of Organizational Behavior is the property of John Wiley & Sons, Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
The aim of this study was to assess the relationship between the occupational stress, sense of coherence, coping, burnout and work engagement of registered nurses in South Africa. A cross-sectional survey design was used. The study population consisted of 818 registered nurses. The Nursing Stress Inventory, the Orientation to Life Questionnaire, the COPE, the Maslach Burnout Inventory-Human Services Survey, and the Utrecht Work Engagement Scale were administered. The results show that the experience of depletion of emotional resources and feelings of depersonalisation by registered nurses were associated with stress due to job demands and a lack of organisational support, focus on and ventilation of emotions as a coping strategy, and a weak sense of coherence. Work engagement was predicted by a strong sense of coherence and approach-coping strategies.How to cite this article:Van der Colff , J.J., & Rothmann, S. (2009). Occupational stress, sense of coherence, coping, burnout and work engagement of registered nurses in South Africa. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 35(1), Art. #423, 10 pages. DOI: 10.4102/sajip.v35i1.423
After a brief introduction on the history of burnout, this article reviews the past performance of burnout research by answering ten key-questions: (1) How can burnout be assessed?; (2) Is burnout limited to the human services?; (3) Is burnout a mental disorder; (4) What is the prevalence of burnout?; (5) Is burnout a global phenomenon?; (6) Is burnout relevant for organisations; (7) What are the causes of burnout?; (8) What are the consequences of burnout?; (9) How can burnout be explained?; (10) Are burnout interventions effective? In the concluding section a future research agenda is drafted on the bases of the answers given to the previous questions. This agenda includes such issues as the measurement and conceptualisation of burnout, mild and severe forms of burnout, epidemiological and cross-cultural perspectives, organisational outcomes, longitudinal investigations, theoretical explanations, and interventions. Opsomming Na ’n kort inleiding oor die geskiedenis van uitbranding gee hierdie artikel ’n oorsig van vorige prestasie van navorsing ten opsigte van uitbranding deur tien sleutelvrae te beantwoord: (1) Hoe kan uitbranding bepaal word?; (2) Is uitbranding beperk tot die mens-dienste?; (3) Is uitbranding ’n geestesafwyking?; (4) Wat is die voorkoms van uitbranding?; (5) Is uitbranding ’n wêreldwye verskynsel?; (6) Is uitbranding relevant vir organisasies?; (7) Wat is die oorsake van uitbranding?; (8) Wat is die gevolge van uitbranding?; (9) Hoe kan uitbranding verklaar word?; (10) Is uitbrandingsingrepe effektief? In die gevolgtrekking word ’n toekomstige navorsingsagenda op grond van die antwoorde op die voorafgaande vrae opgestel. Hierdie agenda sluit aangeleenthede soos die meting en konseptualisering van uitbranding, matige en ernstige vorme van uitbranding, epidemiologiese en kruiskulturele perspektiewe, organisasie- uitkomste, longitudinale ondersoeke, teoretiese verklarings en intervensies in.
Purpose
– The purpose of this paper is to focus on the career of the burnout concept itself, rather than reviewing research findings on burnout.
Design/methodology/approach
– The paper presents an overview of the concept of burnout.
Findings
– The roots of the burnout concept seem to be embedded within broad social, economic, and cultural developments that took place in the last quarter of the past century and signify the rapid and profound transformation from an industrial society into a service economy. This social transformation goes along with psychological pressures that may translate into burnout. After the turn of the century, burnout is increasingly considered as an erosion of a positive psychological state. Although burnout seems to be a global phenomenon, the meaning of the concept differs between countries. For instance, in some countries burnout is used as a medical diagnosis, whereas in other countries it is a non‐medical, socially accepted label that carries a minimum stigma in terms of a psychiatric diagnosis.
Originality/value
– The paper documents that the exact meaning of the concept of burnout varies with its context and the intentions of those using the term.
It has been argued recently that employee burnout is an identifiable and important phenomenon, especially in human service occupations, but empirical data about burnout are relatively scarce. We report the results of a study designed to test several hypotheses about the burnout phenomenon. Burnout is defined as a three-component syndrome of emotional exhaustion, depersonalization, and feelings of low personal accomplishment. Burnout was hypothesized to be associated with both unmet employee expectations and job conditions. Hypothesized consequences of burnout included (a) preferred job type, (b) subsequent thoughts about leaving, (c) job-search behaviors, (d) training received, (e) intentions to leave, and (f) voluntary leaving. Participants in the study were elementary and secondary school teachers who responded to two questionnaires mailed to their homes. One year elapsed between completion of the two questionnaires. Regression analyses of time-lagged data (N = 248) support many of the hypothesized correlates of employee burnout, but improved conceptualizations about the burnout phenomenon are needed.
To evaluate the validity of the checklist individual strength questionnaire (CIS) in the working population. This 20 item self reported questionnaire has often been used in patients with chronic fatigue. To date, no research has focused on the validity of the CIS in occupational groups.
To evaluate the discriminant validity the CIS was filled out by five groups of employees with expected differences in fatigue. The convergent validity was evaluated by comparing the results of the CIS with the results of three related measures: measured unidimensional fatigue, burnout, and need for recovery.
The CIS was able to discriminate between fatigued and non-fatigued employees in occupational groups. The expected agreement between the results of the CIS and related measures was confirmed.
The CIS seems to be an appropriate instrument for measuring fatigue in the working population.
Research paper (M.L.S.)--Brigham Young University. School of Library and Information Science. Includes bibliographical references (leaves 29-30).
Using a well-validated eight-phase model of burnout, this article summarizes public-sector findings in 34 work settings-in the U. S., Canada, and worldwide. The findings fall in three major categories. First, a large number of variables co-vary with the phases in regular and robust ways-e. g., the incidence of physical symptoms increases, phase by advancing phase. Second, the incidences of advanced phases also vary in numerous populations, but burnout appears high almost everywhere. Third, burnout in the U. S. public sector is not appreciably worse than in business, but attains serious proportions in both arenas. Implications of the findings reflect major challenges for public employers and employees.
Extent of burnout experienced by conseling psychologists and the relationship between levels of burnout and different types of practice settings, selected demographic and work-related variables were investigated in this study. Burnout was defind in terms of the Maslach Burnout Inventory (MBI) subsxales. Multiple regression anslyses were perforned on the data (n = 521). Counseling psychologists in private practice reported the lowest levels of burnout, while those employed in hospital settings reported the highest levels of Burnout. A positive relationship was found between hours of client contact per week and sense of personal accomplishment. Finally, an inverse relationship was reported between age and burnout, and males experienced greater depersonalization of clients than females.
The literature indicates that dysfunctional individual and organizational consequences result from the existence of role conflict and role ambiguity in complex organizations. Yet, systematic measurement and empirical testing of these role constructs is lacking. This study describes the development and testing of questionnaire measures of role conflict and ambiguity. Analyses of responses of managers show these two constructs to be factorially identifiable and independent. Derived measures of role conflict and ambiguity tend to correlate in two samples in expected directions with measures of organizational and managerial practices and leader behavior, and with member satisfaction, anxiety, and propensity to leave the organization.
The relationship between work and home-based stressors in predicting burnout symptoms was examined amongst 120 drug and alcohol service employees. Staff who reported high levels of burnout on the Maslach Burnout Inventory across all three scales of Emotional Exhaustion, Depersonalization and Personal Accomplishment were compared with a sample of low burnout employees. High burnout was associated with younger age, larger agency size, high levels of total work stressors, work overload, and daily hassles and a lower level of peer cohesion. Regression analyses revealed that male gender, younger age, work overload, role ambiguity and daily hassles were significant predictors of Emotional Exhaustion. Younger age was also a significant predictor of Depersonalization. Marked differences were found in the way in which males and females responded to work and non-work stressors and the interaction between these variables. For women, a significant interaction was found between total work stressors and home-based stressors in the prediction of Emotional Exhaustion and a trend in this direction was evident for Depersonalization. Low levels of home problems appeared to protect women from the adverse impact of work stressors. The burnout levels of women were relatively unaffected by work stressors, unless home stressors were also high. The level of daily hassles had a direct effect upon symptoms of Emotional Exhaustion, but did not interact with work stressors in predicting Emotional Exhaustion for women. Burnout levels of male employees on Emotional Exhaustion and Depersonalization scales were strongly linked to the level of work stressors and were not predicted by total home stressors nor the interaction between these variables. Symptoms of Emotional Exhaustion in males were predicted by severity of daily hassles, but this variable did not interact with work stressors in predicting Emotional Exhaustion.
The present study examines the antecedents of burnout and job satisfaction among counselors employed in workplace settings. Workplace counselors face the unique demands of managing dual client relationships (individual and organization) within the counseling setting. Antecedents of the job-related outcomes of burnout and satisfaction are likely to vary from other counseling settings as a function of these unique demands. Survey results from 82 workplace counselors indicated that role conflict was a significant predictor of the experience of burnout and that intrinsic job satisfaction was significantly predicted by the counselors' perceptions of job challenge, as well as by the level of organizational knowledge.
This longitudinal study examined antecedents and consequences of psychological burnout among 362 teachers and school administrators. Antecedents included red tape, disruptive students and lack of supervisor support. Consequences of burnout included heart symptoms and depressive mood. Respondents completed questionnaires sent to them at their schools at two points in time, one year apart. LISREL analyses indicated that the predictors had significant relationships with burnout levels one year later, and that burnout served as a mediator between the predictors and emotional and physical health outcomes.
[argues] that the notion of self-efficacy can serve as a unifying conception to integrate most writing and research on burnout / self-efficacy refers to a sense of mastery and the belief that one can exercise control over events that affect one's life / argue that self-efficacy is not a personality trait but is linked to a particular role / introduces the concept of professional self-efficacy: the belief that one is able to perform well in professional work roles / distinguishes three domains of professional self-efficacy or role performance: task, interpersonal, and organizational / considers four factors that influence professionals' job performance: internal performance standards, knowledge and skill in each of the domains of professional self-efficacy, predictability and controllability of the work environment, and the social status accorded to the professional (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study showed that employees in social welfare tended to experience more burnout than some persons in areas such as education, health services, banking, industry, and the postal service.
This study tested three contrasting theories about the sequential process of the three dimensions of burnout (i.e., exhaustion, cynicism and professional efficacy) as measured by the Maslach Burnout Inventory—General Survey (MBI-GS). The causal order of the burnout components was investigated by including job stressors as antecedents of burnout in structural equation models (LISREL). The predictive effect of exhaustion on burnout dimensions eight years later was also investigated. The longitudinal models were then tested in two occupational subgroups. The participants were 713 Finnish employees (415 white-collar and 298 blue-collar workers) from an international industry enterprise. The best fitting model of the associations between the three burnout dimensions was obtained by a path model where exhaustion predicted cynicism, and cynicism in turn predicted lack of professional efficacy. The symptoms of exhaustion were persistent over time. There were no differences between the two occupational groups in the process of burnout. Also the work-related antecedents of burnout (job stressors) were very similar in both groups. Copyright © 2002 John Wiley & Sons, Ltd.
Several hypotheses suggested by the theoretical literature on burnout were empirically tested in an attempt to identify the organizational conditions associated with employee burnout. Public service lawyers in the U.S. (N= 391) completed a survey designed to assess (a) three components of burnout, namely, emotional exhaustion, depersonalization, and feelings of low personal accomplishment; (b) perceptions of several job conditions predicted to be associated these three components of burnout, including workload, role conflict, social support, decision-making policies, and autonomy; and (c) organizational commitment. Results indicate that emotional exhaustion is most strongly associated with role conflict and quantitative workload. Feelings of personal accomplishment were associated with supervisory social support and job level. Depersonalization was associated with role conflict and decision-making policies. Finally, each burnout component is significantly related to organizational commitment.
This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.
The present longitudinal survey among 201 telecom managers supports the Job Demands-Resources (JD-R) model that postulates a health impairment process and a motivational process. As hypothesized, results of structural equation modeling analyses revealed that: (1) increases in job demands (i.e., overload, emotional demands, and work-home interference) and decreases in job resources (i.e., social support, autonomy, opportunities to learn, and feedback) predict burnout, (2) increases in job resources predict work engagement, and (3) burnout (positively) and engagement (negatively) predict registered sickness duration (“involuntary” absence) and frequency (“involuntary” absence), respectively. Finally, consistent with predictions results suggest a positive gain spiral: initial work engagement predicts an increase in job resources, which, in its turn, further increases work engagement. Copyright © 2009 John Wiley & Sons, Ltd.
This study investigates the relationships among the independent variables of the principal leadership style, the school organization, and the teacher's personality characteristics and the dependent variable of teacher burnout. A total of 200 public high school teachers was included in this survey. The findings of the study showed that (a) leadership style was not a significant predictor of teacher burnout; (b) organizational stress factors such as work overload, support, and isolation were significant predictors of teacher burnout; and (c) personality characteristics, such as anomie, personality type A or B, and empathic self-concept, were significant predictors of teacher burnout.
Is burnout common among health care personnel dealing with situations of great emotional intensity? This study surveyed personnel in 40 hospices to examine the components of burnout among those who work with the terminally ill. Although the overall burnout among staff was found to be relatively low, a higher than average measure of burnout was recorded among employees with high educational levels, long tenure, and full-time status.
Although burnout in various fields of social work has been explored in some depth, there is a dearth of research on the gerontological social worker's experience with burnout. This article reports a national survey of burnout among 1,196 social workers who work with elderly people and who belong to either the National Association of Social Workers or the Gerontological Society of America. The extent to which these social workers experience the three components of burnout (emotional exhaustion, depersonalization, and personal accomplishment) is reported. The significant client, organizational, and personal factors associated with burnout among gerontological social workers are identified, and implications for social work practice are discussed.
Scores on burnout among 631 Canadian and 1,180 Dutch teachers were compared with various demographic variables (sex and age) and factors related to work (experience in teaching, type of school, and number of hours employed). Burnout was assessed with the Maslach Burnout Inventory of three dimensions, Emotional Exhaustion, Depersonalization, and Personal Accomplishment. Analysis indicated that, over-all, Canadian teachers reported higher scores on Emotional Exhaustion and Depersonalization than their Dutch peers. Differences in the number of hours employed were also significant: full-time Canadian teachers scored higher on Depersonalization than their Dutch colleagues. Across countries, sex and type of school appeared significantly related to burnout. Male teachers rated higher on Emotional Exhaustion and Depersonalization than the women. Especially with regard to the attitudinal components of burnout, i.e., Depersonalization and Personal Accomplishment, secondary school teachers reported higher scores than elementary school teachers. Age was not significantly related to measures.
Burnout, viewed as the exhaustion of physical or emotional strength as a result of prolonged stress or frustration, was added to the mental health lexicon in the 1970s, and has been detected in a wide variety of health care providers. A study of 600 American workers indicated that burnout resulted in lowered production, and increases in absenteeism, health care costs, and personnel turnover. Many employees are vulnerable, particularly as the American job scene changes through industrial downsizing, corporate buyouts and mergers, and lengthened work time. Burnout produces both physical and behavioural changes, in some instances leading to chemical abuse. The health professionals at risk include physicians, nurses, social workers, dentists, care providers in oncology and AIDS-patient care personnel, emergency service staff members, mental health workers, and speech and language pathologists, among others. Early identification of this emotional slippage is needed to prevent the depersonalization of the provider-patient relationship. Prevention and treatment are essentially parallel efforts, including greater job control by the individual worker, group meetings, better up-and-down communication, more recognition of individual worth, job redesign, flexible work hours, full orientation to job requirements, available employee assistance programmes, and adjuvant activity. Burnout is a health care professional's occupational disease which must be recognized early and treated.
A cross-sectional field study is reported in which a comprehensive model of work-home interference (WHI) was developed and tested among 166 medical residents of an academic hospital in the Netherlands. It was hypothesized that WHI functions as a critical mediating pathway in the relationship between work and home characteristics on the one hand, and work-related and general psychological health indicators on the other. The results revealed that one home characteristic and three work characteristics put pressure on the interface between the work and home life, that is, (1) having a spouse who works overtime frequently, (2) an unfavorable worktime schedule, (3) a high quantitative workload and (4) a problematic dependency on the superior. The results further showed that WHI was positively associated with emotional exhaustion and depersonalization (i.e. work-related health indicators), as well as with psychosomatic health complaints and sleep deprivation (i.e. general health indicators). More importantly, the results strongly supported our basic hypothesis that WHI mediates the impact of some work and home characteristics on psychological health indicators. This seems to be particularly true for the general health indicators: none of the home and work characteristics just mentioned, had a direct impact on these general indicators, independent of WHI. With respect to the work-related health indicators, particularly depersonalization, the mediating role of WHI was also strong, though less consistent. The theoretical and practical implications of the findings are discussed.
To explore the relationship between a teaching role and stress in doctors and dentists who teach.
Medline, PubMed, BIDS database for social sciences literature, and the ERIC database for educational literature were searched using the key words 'stress' or 'burnout' with the terms doctor, physician, dentist, teacher, lecturer, academic staff, and university staff. Other books and journals known to the authors were also used.
Many studies have shown high levels of stress in doctors, dentists, teachers, and lecturers. A large number of factors are implicated, including low autonomy, work overload, and lack of congruence between power and responsibility. Doctors and dentists who take on a teaching role in addition to their clinical role may increase their levels of stress, but there is also evidence that this dual role may reduce job-related stress.
Working as a doctor or dentist may entail higher levels of stress than are experienced by the general population. In some situations adding in the role of teacher reduces this stress, but more research is needed to explain this finding.
Evaluations of physicians and residents have revealed concerning levels of psychosocial dysfunction. The purposes of this study were to determine the quality of life of orthopaedic residents and faculty and to identify the risk factors for decompensation.
Twenty-one orthopaedic residents and twenty-five full-time orthopaedic faculty completed a 102-question voluntary, anonymous survey. The survey consisted of three validated instruments, i.e., the Maslach Burnout Inventory, the General Health Questionnaire-12, and the Revised Dyadic Adjustment Scale; and three novel question sets addressing background and demographic information, stress reaction and management, and the balance between work and home life. Descriptive statistics, pairwise correlations, simple t tests, and Pearson and nonparametric Spearman correlations were calculated. The simple correlation coefficient was used to assess bivariate relationships.
The mean overall quality-of-life score, on a scale of 0 to 4 points, was 2.5 points for residents compared with 3.6 points for faculty members. Residents reported considerable burnout, showing a high level of emotional exhaustion and depersonalization and an average level of personal achievement, whereas faculty reported minimal burnout, showing a low level of emotional exhaustion (p < 0.0003), an average level of depersonalization (p < 0.0001), and a high level of personal achievement (p < 0.0001). Only two of twenty-five faculty members (compared with seven of twenty-one residents) scored over 4 points on the General Health Questionnaire-12, indicating significant symptomatology (p < 0.01). The majority of subjects reported that a partner or spouse showed nondistressed levels of marital adjustment and satisfaction. All residents and nine of the twenty-five faculty members had mentors but judged the resource to be minimally beneficial. Resident burnout and psychiatric morbidity correlated with weekly work hours; conflict between the commitments of work and home life; discord with faculty, nursing staff, and senior residents; debt load; and work-related stress. Protective factors included being a parent, spending time with a spouse, having a physician father, and deriving satisfaction from discussing concerns with colleagues, friends, and family.
In pursuit of our goal of determining the quality of life of orthopaedic residents and faculty, we identified a large disparity between the two groups. The resident group reported much greater levels of dysfunction particularly with regard to burnout and psychiatric morbidity. Furthermore, with regard to our second goal; our data revealed a number of risk factors for resident decompensation, most notably, increased workload, high debt levels, and discord with superiors. In addition, our research revealed that the current support interventions by the residency program, including mentoring and facilitation of spousal adjustment, are viewed as being of little help.
Burnout is a chronic stress syndrome which develops gradually as a consequence of prolonged stress situation. Socio-demographic factors related to job-related burnout have not been studied in the whole population. We investigated the relative differences in the level of burnout between groups based on various socio-demographic factors in the population-based Finnish sample.
The nationally representative sample comprised 3,424 employees aged 30-64 years. Burnout was assessed with the Maslach Burnout Inventory-General Survey. The socio-demographic factors of interest were gender, age, education, type of employment, work experience, socio-economic status (SES), working time, and marital status.
Only small differences in burnout were found between the different population groups. As a three-dimensional syndrome, burnout was associated with age. In contrast to what has been consistently reported so far, mostly among human service work and in non-representative studies, burnout seemed to increase somewhat with age. Among women, burnout was also related to education, SES, and work experience, and among men, to marital status.
Burnout can evolve in all kinds of vocational groups. It seems that age does not generally protect against burnout. A low education level and low social status carry a possible risk of burnout for women, and being single, divorced, or widowed carry a possible risk of burnout for men.
- G F Koeske
- R D Koeske
Koeske, G. F., & Koeske, R. D. (1989). Construct validity of the Maslach
Burnout Inventory: A critical review and reconceptualization.
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Burnout: From tedium to personal growth
- A Pines
- E Aronson
- D Kafry
Pines, A., Aronson, E., & Kafry, D. (1981). Burnout: From tedium to personal
growth. New York, NY: The Free Press.
Stress and stress management in public accounting
- J C Sanders
- D L Fulks
- J K Knoblett
Sanders, J. C., Fulks, D. L., & Knoblett, J. K. (1995). Stress and stress
management in public accounting. The CPA Journal, 65(8), 46-49.
The handbook of work and health psychology
- W B Schaufeli
- B P Buunk
Schaufeli, W. B., & Buunk, B. P. (2005). The handbook of work and health
psychology (2nd ed.). Chichester, UK: Wiley.
Burnout stress syndrome in managers
- M M Tripathy
Tripathy, M. M. (2002). Burnout stress syndrome in managers. Management
and Labor Studies, 27(2), 89-114.
The crossover of burnout and engagement. Paper presented at the CIB World Building Congress on Construction and Development
- B Yip
- S Rowlinson
Yip, B., & Rowlinson, S. (2007, May). The crossover of burnout and
engagement. Paper presented at the CIB World Building Congress
on Construction and Development, Cape Town, South Africa.