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Towards a fine-grained analysis of the link between borderline personality pathology and job burnout: Investigating the association with work-family conflict
Abstract
Although numerous studies have investigated Borderline Personality Pathology (BPP) in relation to unfavorable family-life outcomes, its relationship with job correlates is poorly understood. Using a fine-grained analysis, the present study examined the link between BPP and job burnout. Focusing on both the overall BPP score as well as on the facets of BPP (i.e., anxiousness, depression, emotional lability, hostility, separation insecurity, risk taking, impulsivity), this study explores which specific BPP facets are relevant for explaining (different dimensions of) burnout (i.e., exhaustion, distance and incompetence). In addition, this study examined whether the experience of burnout also translates into difficulties experienced at the crossroads of work and family (i.e., work-family conflict; WFC). Based on a community sample of 474 employees (38.8% male, age range 23–61), the results showed that the BPP facet depression related positively to all three dimensions of burnout. Further, the BPP facets anxiousness and hostility showed a unique positive association with respectively exhaustion and distance, whereas the BPP facet risk taking showed a unique negative association with personal incompetence. Furthermore, the results suggested that job burnout characteristics fully mediated the association between BPP and WFC. Results are discussed in terms of the significance of exploring BPP at a fine-grained trait level for a firmer understanding of its intertwining with characteristics of job burnout and WFC.
... Incentives such as gifts, seminars, meals, and events can all increase employees' motivation (Ruiz-Palomo et al., 2020). However, the level of impact of these factors largely depends on the power of stress and stressors (Brenning et al., 2020). In the hotel sector, the employee turnover rate is relatively high. ...
... Working in the hotel sector can be stressful and that many employees are vulnerable as there exists low pay and poor working conditions (Lo & Lamm, 2005). The front line employees in the hospitality sector are availing good physical work infrastructure whereas, in most of the cases, the back office employees are deprived of getting basic infrastructure such as ventilation, light, available spaces for them, etc. in the work place (Brenning et al., 2020). ...
In the modern times, the demand for hotel and tourism services is increasing rapidly. As a result, hospitality employees face enormous professional pressure at work. This work pressure causes them stress at work. Since job satisfaction is a prerequisite for providing the highest quality services, it largely depends on the level of stress in the workplace. In this study, determinants of job stress have been identified first and then an attempt has been made to study the impact of job stress on employees’ satisfaction. The study has been conducted with the help of primary data collected from the sample respondents from the study region. The study applies factor analysis and multiple regression analysis. The study confirmed that Eustress has direct positive relations with the job satisfaction of employees. Since, the study reveals that Duration of Work (DW), Job Profile (JP), and Expectation of Management (EM) have positively influenced job satisfaction. HR Policy (HRP) and Work Pressure (WP) negatively affected job satisfaction and these aspects should be taken care of by the management.
... When work responsibilities interfere with family responsibilities or vice versa, it becomes difficult to balance, making conflict inevitable. Due to the limitation of energy and time, the two domains become incompatible (Brenning et al., 2020). According to Vieira et al. (2018), work-family conflict is "assumed to reflect an individual's difficulties in fulfilling simultaneous and/or competing demands from multiple and salient roles, resulting in the depletion of limited time-and energy-related resources" (p.153). ...
... Achieving work-life balance is further challenged during a pandemic since employees are required to work from their home environments. Consistent with previous studies (Brenning et al., 2020;Obrenovic et al., 2020;Panatik et al., 2011;Terry & Woo, 2020), the work-family conflict has a strong adverse effect on Malaysian employees' wellbeing and a strong positive effect on perceived stress. Thus, drawing a line between these blurred domains becomes almost impossible, particularly for families with school children where schools and day-care centers are closed for extended periods of time. ...
Well-being has always been a topic of interest for individuals, organizations, and policy-makers. COVID-19 pandemic made it tremendously relevant as employees were forced to work from home due to the successive lockdowns that governments have implemented to curb the spread of the virus. This crisis has raised concerns about employees’ well-being due to the implementation of these tight measures. In the present study, we examined the direct and indirect effects of employees’ adaptability, work-family conflict, and organizational response on employees’ well-being through the mediating role of perceived stress. Data have been collected from 184 employees working in various organizations in Malaysia and analyzed using Smart-PLS Structural Equation Modeling with the bootstrapping procedure. The results indicated that organizational response, work-family conflict, and adaptability directly affect perceived stress and well-being, except for organizational response, which has no direct effect on well-being. Furthermore, it was found that perceived stress mediates the relationship of organizational response and work-family conflict with well-being but not adaptability.
... Exhausted employees thus often feel worried and stressed and display an increased tendency to think about work-related problems during off-job time (Sonnentag and Fritz, 2015), which increases their likelihood of being in a state of overactivation and of experiencing sleep difficulties (Yan et al., 2018). More generally, emotional exhaustion also contributes to focusing workers' attention on the negative aspects of their life, making them less psychologically available to fully engage in their family role (Brenning et al., 2020). As a result, we can expect emotional exhaustion to be negatively related to employees' levels of life and family satisfaction. ...
... This tendency to think about work during off-job time is itself associated with a constant state of activation, which results in lower levels of sleep quality (Junker et al., 2021). Likewise, exhausted employees are less mentally present for their family members and less engaged in their family role, leading to lower levels of family satisfaction (Brenning et al., 2020). Finally, exhausted employees also have fewer personal resources to support their different roles, increasing their likelihood of experiencing difficulties in their life in general (Hobfoll, 2011). ...
Purpose: Research suggests that supervisor expectations regarding the need to respond quickly to work-related messages (SE) tend to be positively related to employees’ levels of emotional exhaustion. In the present research paper, we examine the indirect –through emotional exhaustion– effects of these expectations on employees’ levels of family satisfaction, life satisfaction and sleep quality. We also explore whether and how these associations differ between employees working onsite (n = 158) or remotely (n = 284). Design/methodology/approach: A total of 442 employees completed an online survey that covered measures on SE, emotional exhaustion, family and life satisfaction, and sleep quality. Findings: As hypothesized, our results revealed that the indirect effects of SE on family satisfaction, life satisfaction, and sleep quality were significantly mediated by emotional exhaustion. Finally, the relations between SE and the mediator (emotional exhaustion) were stronger among employees working onsite than among employees working remotely. Practical implications: SE prevention could be encouraged to decrease employees’ emotional exhaustion, in turn increasing their sleep quality, family satisfaction, and life satisfaction. Originality: These results revealed that working remotely helped buffer the undesirable effects of SE on emotional exhaustion.
Keywords: Supervisor pressure; communication technologies; burnout; satisfaction; sleep; mediation; moderation; remote working
... Ren and Wang (2022) found a significant negative correlation between extroversion and job burnout. Borderline personality pathology (i.e., anxiety, depression, emotional lability, hostility, separation insecurity, risk-taking, and impulsivity) as well as, Type D, or "distressed" personality, is related to burnout (Brenning et al., 2020). Lu et al. (2022) indicate that type A personalities with high neuroticism had higher occupational stressors and higher burnout. ...
Job burnout is a state of physical and mental exhaustion that occurs as a result of long-term negative feelings that are developed at work and affect individuals of various professions (Penttinen et al., 2021; Dike et al., 2021). Given the growing interest in job burnout and the extensive body of literature dedicated to identifying its contributing factors, this research aims to systematically review empirical burnout research to identify and organize the myriad causes of burnout. The objective is to facilitate a more streamlined approach to its study and to enhance the ability to manage, control, and mitigate burnout symptoms, ultimately promoting and sustaining employees’ mental health. Therefore, a systematic literature review of burnout articles published on the Web of Science (WoS) and American Psychological Association (APA) PsycNET databases over the last decade (2012–2022) was conducted. Thematic analysis was employed to identify, classify, and categorize the factors contributing to burnout. The research findings indicate that while the conventional perspective portrays burnout as a work-specific syndrome and workplace factors are often considered the primary indicators of burnout, the research findings suggest that burnout is a complex phenomenon that is influenced by various factors at the personal, job-related, organizational, and social life levels. The relationship between these factors and burnout can overlap, with some factors acting as protective mechanisms and others as risk factors. Understanding these factors can help in developing strategies and intervention mechanisms to prevent or mitigate burnout in the workplace, ultimately promoting and sustaining employees’ mental health.
... BPD causes frequent and severe damage in a person's life in various cognitive, emotional and functional areas (Brenning et al., 2020;Stratton et al., 2020;Thompson et al., 2012). A wide range of studies indicate the existence of fears, tensions, legal conflicts and traumatic interpersonal relationships and their subsequent low quality of life in patients with borderline personality. ...
Objective: Numerous studies indicate the existence of fears, tensions, legal conflicts and traumatic interpersonal relationships and their subsequent low quality of life in patients with borderline personality. The purpose of this research was to compare the ways of dealing with marital disputes and the communication pattern of couples in married women with and without borderline personality. Method: The current research was a causal-comparative study and the participants were selecting by random available sampling method in Qom city in 2018, including 100 subjects and 50 individuals for each group, and among them, Leichsenring’s borderline personality questionnaire (1999), Revised Conflict Tactics Scale (CTS-2, 2004) and Communication Patterns Questionnaire (CPQ, 1984) were distributed. The obtained data were analyzed with SPSS software and univariate analysis of variance. Results: There was a significant difference between the marital discord scales and couples' communication patterns in women with and without borderline personality, with 99% confidence. Based on the obtained data, the components of the scale of marital disputes (injury, sexual abuse, verbal abuse, physical violence, mental violence) and the scale of couples' communication patterns in women with and without borderline personality, showed more than 47% of the effect, in women with and without borderline personality. Conclusion: The results showed that self-learning variables marital intimacy and job satisfaction positively and significantly affect marital adjustment.
... Since people have distinct personality characteristics will perceive their needs for power differently, which can cause work burnout. For instance, Brenning et al (2020) found that employees with high scores for depression, anxiousness and hostility appear to feel more emotional exhaustion and depersonalization. The authors also reveal that, based on personality factors, neurotic people have a tendency to perceive and evaluate environmental changes (e.g., increased workload) differently from more emotionally stable people who go through the same changes. ...
... Comprehensive stress-related factors include perception of burnout and mental factors such as anxiety, frustration, hostility, and insecurity. The degree of impact of these factors depends on the intensity of stress and stressors [33]. ...
During the COVID-19 pandemic, hospitality employees face a tremendous amount of job stress due to the decline in revenue and close contact with people. This study has three aims: first, to analyse the status quo of organizational-climate job stress on employee wellness in the hospitality industry during COVID-19; second, to discuss the correlation between organizational-climate job stress and employee wellness in the hospitality industry; and third, to analyze the associations between of personal background and organizational climate on job stress and wellness in the hospitality industry. This research uses a survey method to examine these issues. Participants were employees of franchise hotel branches in Taipei City, which yielded 295 effective sample sizes from five chain hotels. The personal background factor questionnaire, organizational climate questionnaire, job stress questionnaire, and wellness questionnaire served as the main research tools. In this study, Factor analysis, Pearson Correlation and Multiple Regression Analysis were used for sample analysis. The results revealed a significant relationship between organizational-climate job stress with wellness. Personal background factors, organizational climate, and job stress would affect the wellness of employees. As a result, the present research provides empirical evidence for the impact of organizational climate and job stress on employee wellness in the hospitality industry in Taiwan during COVID-19. The study’s findings, as well as its theoretical and practical implications, are discussed. The main contribution of this study is that the results serve as a reference for hospitality business owners to design better organizational environments for their employees, plan human-resource-related strategies, and provide training for their employees during a pandemic.
... Individuals with histrionic symptomology covet being the center of attention, often behave in an inappropriately seductive manner, and exhibit shallow yet overly dramatic emotionality. Although individuals who exhibit histrionic symptomology may experience numerous adverse interpersonal consequences, as well as suffer comorbidity with other psychological maladies (Kraus & Reynolds, 2001), histrionic symptomology is under researched compared with other personality disorders 980887P SPXXX10.1177/0146167220980887Personality and Social Psychology BulletinPosavac et al. (Ferguson & Negy, 2014), for example, narcissism (Fazekas & Hatemi, in press;Kang & Lakshmanan, 2018) and borderline personality disorder (Brenning et al., 2020). Whether histrionic perceptions and behavior are considered from the perspective of a stand-alone diagnosis, as histrionic personality disorder officially resides in Section II of the Diagnostic and Statistical Manual of Mental Disorders (5th ed.; DSM-5;APA, 2013), or as a personality disorder syndrome diagnosed as Personality Disorder-Trait Specified as per the Alternative Model for Personality Disorders (AMPD) presented in Section III of the DSM-5 (Krueger & Hobbs, 2020;Skodol, 2018;Waugh et al., 2017), we believed that histrionic symptomology would be an excellent vehicle to utilize in exploring how clinical features may affect judgments and decisions. ...
This research was conducted to highlight the utility of considering clinical psychology concepts in judgment and decision research. Our overarching thesis is that the judgments and choices people make may often be influenced by clinically relevant phenomena, and that understanding these relationships can, in a reciprocal fashion, help advance our understanding of judgment and decision making as well as specific clinical diagnoses and proclivities. We focused on histrionic personality disorder and conducted four studies that show that histrionic symptomology predicts preferences and choices that facilitate grabbing others’ attention, even when such choices cost more money, and are at the expense of giving up more tangible features. In addition to demonstrating a new implication of the histrionic personality, we provide insight into the process underlying this tendency and discuss implications for mental health service providers.
... Most notably, it would have been a plus if a greater number of personality traits had been considered. For instance, borderline personality traits have shown strong associations with burnout (Bianchi et al., 2018b;Brenning et al., 2020). Additional personality traits of the Big Five, such as extraversion and conscientiousness, would have also been worth investigating (Kotov et al., 2010;Swider and Zimmerman, 2010;Watson et al., 2019). ...
It has often been asserted that burnout is primarily linked to occupational-context factors, and only secondarily to individual-level (e.g., personality) and non-work (or general) factors. We evaluated the validity of this view by examining the links between burnout and an array of 22 work-situated (effort-reward imbalance, unreasonable work tasks, unnecessary work tasks, weekly working hours, job autonomy, skill development, performance feedback, and support in work life), work-unrelated (sentimental accomplishment, familial accomplishment, number of child[ren], leisure activities, residential satisfaction, environmental quality, security in daily life, and support in personal life), dispositional (neuroticism, sex, age, and physical condition), and intersecting (work–non-work conflict and non-work–work conflict) variables. The study involved schoolteachers from three different countries: France (N = 4,395), Spain (N = 611), and Switzerland (N = 514). Burnout was assessed with the Maslach Burnout Inventory for Educators. Most of our predictors were assessed based on widely used measures (e.g., neuroticism was assessed with the NEO-Five Factor Inventory). In order to assess sentimental accomplishment and familial accomplishment, we created two self-reported measures, namely, the Sentimental Accomplishment Inventory (SAI; 9 items) and the Familial Accomplishment Inventory (FAI; 9 items). The SAI and the FAI both showed strong reliability and high factorial validity. Exploratory structural equation modeling bifactor analysis and Mokken scaling suggested that both instruments could be considered essentially unidimensional. The study results showed that neuroticism, job strain, skill development, security in daily life, and work–non-work conflict were consistently associated with burnout across the three samples. Sample-specific predictors of burnout included sex, age, unreasonable work tasks, weekly working hours, job autonomy, support in work life, sentimental accomplishment, leisure activities, support in personal life, and non-work–work conflict. Relative weight analysis indicated that neuroticism was the best predictor of burnout in each sample. Our findings suggest that burnout’s nomological network may not be primarily job-related. We conclude that the tendency to de-emphasize individual-level and non-work factors in burnout research is unwise. This tendency may constitute a roadblock in the development of effective interventional strategies. The implications of our findings for burnout’s conceptual status are discussed. The neuroticism-burnout link should be further examined in longitudinal studies.
Borderline Personality Disorder (BPD) is a common psychiatric diagnosis that causes disruption in many areas of personal, interpersonal, occupational, academic and social life. The most common pattern seen in people with borderline personality disorder is instability with uncontrollable impulsive behaviors. On the other hand, people with borderline personality disorder show a variety of momentary fluctuations states under the name of dysfunctional schema modes. Also, research findings indicate that the use of the combined methods can have many benefits for people with borderline personality disorder. Treatment methods can be used in different ways, for example, in the form of training, individual or group therapy. So, the aim of this study was to compare the effectiveness of the group therapy and training based on the combined approach of acceptance and commitment with schema therapy on impulsive behaviors and schema modes of people with borderline personality disorder.
Method:
This was a semi-experimental study with a pretest-posttest design. The statistical population was all the clients of a psychological center in the fall and winter 2023, that 45 people with the diagnosis of BPD were screened through a clinical interview. The participants of this study were randomly assigned in three groups of 15 people; however, after a drop of some participants due to unwillingness to continue cooperation in research, the data of 36 people were analyzed in groups of 12 people. One of the experimental groups underwent group therapy intervention and the other group underwent training during 10 sessions of 120 minutes once a week. The control group did not receive any intervention until the end of the study. In order to keep the research blind, the participants in this research were unaware of the existence of other groups. They were invited to participate in the treatment group (for one of the experimental groups) and the training course (for the second experimental group) in a period of 75 days. Also, the people in the control group were asked to wait for two and a half months. In order to avoid creating bias in the process of interventions and keeping the other side of the research blind, the group leader and the instructor of the training course were different from each other. Due to the withdrawal of some volunteers, the data of 36 people were analyzed in 3 groups of 12 people. The experimental groups underwent 10 intervention sessions. Research instruments included the Barratt Impulsivity Scale (BIS-11) and the Schema Modes Questionnaire (SMQ). In order to analyze the data, multivariate covariance analysis was used.
Results:
The findings showed that group therapy based on the combined approach of acceptance and commitment along with schema therapy was effective in the demanding (or critical) parent mode in people with borderline personality disorder (P< 0.05), but training was not effective (P> 0.05) in the angry child mode, avoidant protector mode, healthy adult mode and impulsive behaviors; both ways were effective in people with BPD (P< 0.05) and there was no significant difference (P> 0.05). Both ways were effective in the vulnerable child mode, impulsive child mode, happy child mode and demanding parent mode in people with BPD (P< 0.05), but group therapy suggested more effects than training.
Discussion and Conclusion:
In the demanding parent mode in people with BPD, only group therapy based on the combined approach of acceptance and commitment along with schema therapy was effective and the training course had no effects on this variable; perhaps because in group therapy conditions, the conversations are exchanged among the group members and the people in a framework of self-monitoring with continuous feedback to each other. At the same time, there was no such situation in the training course and it was only the talks of a lecturer without group interaction of the individuals with each other.
The aim of this study was to compare the effectiveness of the group therapy and training based on the combined approach of acceptance and commitment and schema therapy on impulsive behaviors and schema modes of people with borderline personality disorder. This was a semi-experimental study with a pretest-posttest design. The statistical population was all the clients of a psychological center in the fall and winter 2023 that 45 people with the diagnosis of BPD were screened through a clinical interview. Due to the withdrawal of some volunteers, the data of 36 people were analyzed in 3 groups of 12 people. The experimental groups underwent 10 intervention sessions. Research instruments included the Barratt Impulsivity Scale (BIS-11) and the Schema Modes Questionnaire (SMQ). In order to analyze the data, multivariate covariance analysis was used. The findings showed that group therapy was effective in the demanding parent mode (P<0.05), but training was not effective (P>0.05). In the angry child mode, detached protector mode, healthy adult mode and impulsive behaviors, both ways were effective (P<0.05) and there was no significant difference (P>0.05). Both ways were effective in the vulnerable child mode, impulsive child mode, happy child mode and punitive parent mode (P<0.05), but group therapy had more effect than training. Based on these findings, it can be concluded that the combined approach of acceptance and commitment with schema therapy, using both group therapy and training methods, is effective for people diagnosed with borderline personality disorder, but that group therapy has more advantages for these people.
We examined the association of burnout with borderline personality (BP) traits in a study of 1,163 educational staff (80.9% women; mean age: 42.96). Because burnout has been found to overlap with depression, parallel analyses of burnout and depression were conducted. Burnout symptoms were assessed with the Shirom-Melamed Burnout Measure, depressive symptoms with the PHQ-9, and BP traits with the Borderline Personality Questionnaire. Burnout was found to be associated with BP traits, controlling for neuroticism and history of depressive disorders. In women, burnout was linked to both the "affective insecurity" and the "impulsiveness" component of BP. In men, only the link between burnout and "affective insecurity" reached statistical significance. Compared to participants with "low" BP scores, participants with "high" BP scores reported more burnout symptoms, depressive symptoms, neuroticism, and occupational stress and less satisfaction with life. Disattenuated correlations between burnout and depression were close to 1, among both women (0.91) and men (0.94). The patterns of association of burnout and depression with the main study variables were similar, pointing to overlapping nomological networks. Burnout symptoms were only partly attributed to work by our participants. Our findings suggest that burnout is associated with BP traits through burnout-depression overlap.
Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory’s centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior Volume 5 is January 21, 2018. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
Using 3-wave time lagged field data (N = 151) from full-time employees, we examined how workplace bullying manifests as work–family conflict (WFC) through job burnout. Coping with the demands of work and family requires energy-related resources that allow one to plan and execute strategies in a manner that encourages a balance between the two. Therefore, drawing on conservation of resources theory, we hypothesize that workplace bullying can lead to job burnout, which in turn can drain the energy resources of individuals and cause greater work–family conflict. The findings provide good support for our hypotheses. WB was positively related to burnout and WFC, burnout was positively related to WFC, and burnout mediated the bullying–WFC relationship.
Burnout is associated with poor mental and physical functioning and high costs for societies. Personality attributes may critically increase the risk of personal burnout. We specifically examined whether narcissism associates with personal burnout in a working population. We studied n=1461employees (mean age 41.3±9.4 years, 52% men) drawn from a random sample of a pharmaceutical company in Germany. All participants completed the personal burnout subscale of the Copenhagen Burnout Inventory and the Narcissistic Personality Inventory to assess maladaptive (entitlement/exploitativeness) and adaptive (leadership/authority) narcissism. In linear regression analysis, when mutually adjusting for the maladaptive and adaptive narcissism scales, higher adaptive narcissism was associated with lower burnout scores (ß=-0.04, p<0.05), whereas higher maladaptive narcissism was associated with higher burnout scores (ß=0.04, p<0.05). Additionally, younger age (ß=-0.07), female gender (ß=0.11), depressive symptoms (ß=0.42), sleep problems (ß=0.30), stress at work (ß=0.23) and at home (ß=0.09) were all independently associated with increased burnout scores (all p-values <0.01).Narcissistic personality attributes may play an important role in personal burnout. While maladaptive narcissism was associated with increased levels of burnout symptoms, adaptive narcissism was associated with fewer burnout symptoms.
The factor structure and the convergent validity of the Personality Inventory for DSM-5 (PID-5), a self-report questionnaire designed to measure personality pathology as advocated in the fifth edition, Section III of Diagnostic and Statistical Manual of Mental Disorders (DSM-5), are already demonstrated in general population samples, but need replication in clinical samples. In 240 Flemish inpatients, we examined the factor structure of the PID-5 by means of exploratory structural equation modeling. Additionally, we investigated differences in PID-5 higher order domain scores according to gender, age and educational level, and explored convergent and discriminant validity by relating the PID-5 with the Dimensional Assessment of Personality Pathology-Basic Questionnaire and by comparing PID-5 scores of inpatients with and without a DSM-IV categorical personality disorder diagnosis. Our results confirmed the original five-factor structure of the PID-5. The reliability and the convergent and discriminant validity of the PID-5 proved to be adequate. Implications for future research are discussed.
© The Author(s) 2015.
Does work-family conflict predict strain, does strain predict work-family conflict, or are they reciprocally related? To answer these questions, we used meta-analytic path analyses on 33 studies that had repeatedly measured work interference with family (WIF) or family interference with work (FIW) and strain. Additionally, this study sheds light on whether relationships between WIF/FIW and work-specific strain support the popular cross-domain perspective or the less popular matching-perspective. Results showed reciprocal effects, i.e. that WIF predicted strain (β = .08) and strain predicted WIF (β = .08). Similarly, FIW and strain were reciprocally related, such that FIW predicted strain (β = .03) and strain predicted FIW (β = .05). These findings held for both men and women and for different time lags between the two measurement waves. WIF had a stronger effect on work-specific strain than did FIW, supporting the matching hypothesis rather than the cross-domain perspective.
This third version of the MBI was developed across several occupations and countries, in order to assess burnout in all occupations. It was originally published in 1996 by CPP, but is now published and distributed online by Mind Garden (www.mindgarden.com/products/mbi.htm)
The authors studied certain aspects of the construct validity of the Maslach Burnout Inventory-General Survey (MBI-GS), the most popular measure of burnout, and that of the Shirom-Melamed Burnout Measure (SMBM). These burnout measures were compared with respect to their psychometric characteristics and factorial validity in two groups of professionals, human service and other professionals (N=196 and 226, respectively), who completed questionnaires at work. As hypothesized, the confirmatory factor analyses supported a two-factor and a three-factor structure invariance across the two groups considered for the SMBM and the MBI-GS, respectively, with superior fit found for the SMBM. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This manuscript reports on three studies that utilized five different samples (N = 1211) to construct and validate a multidimensional measure of work–family conflict. The six dimensions of conflict measured include the combination of three forms of work–family conflict (time, strain, and behavior) and two directions of work–family conflict (work interference with family and family interference with work). The three studies assessed the content adequacy, dimensionality, reliability, factor structure invariance, and construct validity of the scale. The design of the final scale provides future researchers the flexibility to measure any of the six dimensions of work–family conflict individually.
A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals. Three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment. Various psychometric analyses showed that the scale has both high reliability and validity as a measure of burnout. Since the publication of this article in 1981, more extensive research was done on the MBI, which resulted in some modifications of the original measure. The present article has been re-edited to reflect those modifications. However, it does not include other new additions (which are contained in the MBI Manual distributed by the publisher, Mind Garden).
Previous item factor analyses and readability analyses suggested that 14 of the 60 items in the NEO Five-Factor Inventory might usefully be replaced. New analyses in high school (N=1959) and adult (N=1492) samples led to the selection of new items from the remaining pool of Revised NEO Personality Inventory items. The resulting scales showed modest improvements in reliability and factor structure, and equivalent validity. These new scales should be appropriate for most respondents age 14 and up. However, continued use of the current instrument is also reasonable for most applications.
Theory and research have suggested that the personality disorders contained within the American Psychiatric Association's Diagnostic and Statistical Manual of Mental Disorders (DSM-IV-TR) can be understood as maladaptive variants of the personality traits included within the five-factor model (FFM). The current meta-analysis of FFM personality disorder research both replicated and extended the 2004 work of Saulsman and Page (The five-factor model and personality disorder empirical literature: A meta-analytic review. Clinical Psychology Review, 23, 1055-1085) through a facet level analysis that provides a more specific and nuanced description of each DSM-IV-TR personality disorder. The empirical FFM profiles generated for each personality disorder were generally congruent at the facet level with hypothesized FFM translations of the DSM-IV-TR personality disorders. However, notable exceptions to the hypotheses did occur and even some findings that were consistent with FFM theory could be said to be instrument specific.
Child psychologists and psychiatrists are interested in assessing children's personalities. This interest is fueled by the practical desire to identify differences between children that have predictive utility, and by recognition that future advances in developmental theory, especially in relation to gene-environment interplay, can only be as good as the measures on which they rely. The aim of this article is to facilitate these practical and theoretical advances. First, we delineate a taxonomy of measurable individual differences in temperament and personality in childhood, and point the reader to proven and/or promising measuring instruments. Second, we describe the processes through which early temperament differences may become elaborated into adult personality structure and lifelong adaptation, and identify gaps in the empirical research that need to be filled. Third, we explore the various connections between temperament/ personality traits and psychopathology, and direct attention to promising questions and strategies.
BACKGROUND: Recent studies have shown that work participation is the most impaired occupational domains of individuals with a borderline personality disorder (BPD). OBJECTIVE: This study identifies and describes barriers and facilitators to work participation of individuals with a BPD from both the individual's and service provider's perspectives. METHODS: We used a qualitative multiple case study design (Yin, 2009), with three contexts: 1) work (re) integration, 2) return to work (after a sick leave), and 3) job tenure. Within each context, we held individual interviews with three dyads, including an individual with BPD and their service provider. RESULTS: Qualitative results (n=18) showed that individual factors (e.g., reaction to pressure and relationships at work, emotion regulation), and factors related to stakeholders and procedures from insurance, organizational and health systems (e.g., poor collaboration and communication between stakeholders, work accommodations and natural support in workplace) influenced work participation of individuals with BPD. CONCLUSIONS: This study highlights the specific challenges of work participation for individuals with BPD that involve several personal and environmental factors all stakeholders must consider. Current vocational rehabilitation programs must better address the work participation issues of individuals with BPD and ensure good coordination with current specialized psychotherapies.
A common concern when faced with multivariate data with missing values is whether the missing data are missing completely at random (MCAR); that is, whether missingness depends on the variables in the data set. One way of assessing this is to compare the means of recorded values of each variable between groups defined by whether other variables in the data set are missing or not. Although informative, this procedure yields potentially many correlated statistics for testing MCAR, resulting in multiple-comparison problems. This article proposes a single global test statistic for MCAR that uses all of the available data. The asymptotic null distribution is given, and the small-sample null distribution is derived for multivariate normal data with a monotone pattern of missing data. The test reduces to a standard t test when the data are bivariate with missing data confined to a single variable. A limited simulation study of empirical sizes for the test applied to normal and nonnormal data suggests that the test is conservative for small samples.
In this study, we investigated the relationship between work-family conflict and job burnout as well as the potential mediation/moderation effects of psychological capital. Participants were 357 university teachers who completed a questionnaire packet containing a work-family conflict scale, psychological capital questionnaire, and Maslach Burnout Inventory-General survey. According to the results, work-family conflict and psychological capital were both significantly correlated with job burnout. In addition, psychological capital cannot mediate-but can moderate-the relationship between work-family conflict and job burnout. Taken together, our findings shed light on the psychological capital underlying the association of work-family conflict and job burnout.
This paper examines the factorial validity and measurement invariance of the Dutch version (UBOS-A) of the Maslach Burnout Inventory - General Survey (MBI-GS). Confirmatory factor analyses of data from security guards (n = 544) and employees of a technology company (n = 799) reveal that the fit of the oblique three factor model with the factors Exhaustion, Cynicism and Reduced Personal Accomplishment was excellent, but these factors don't have adequate loadings on a higher order burnout factor. With respect to gender complete measurement invariance is observed. With respect to the difference between both industrial sectors partial measurement invariance is observed. The authors conclude that for security guards the questionnaire items might have a different connotation than for technology employees.
A significant change to DSM-V that is being considered is the use of a dimensional, instead of a categorical, approach to the diagnosis of mental disorders. The research agenda for personality disorders in DSM-V can be considered a test case for such a change.
When social structures are viewed as made up of roles, social stability is not explicable as a function of (a) the normative consensual commitment of individuals or (b) normative integration. Instead, dissensus and role strain--the difficulty of fulfilling role demands--are normal. In a sequence of role bargains, the individual's choices are shaped by mechanisms, outlined here, through which he organizes his total role system and performs well or ill in any role relationship. Reduction of role strain is allocative or economic in form, but the economic model is different. "Third parties" interact with an individual and his alter, to keep their bargain within institutionalized limits. The larger social structure is held in place by role strains. The cumulative pattern of all such role bargains determines the flow of performances to all institutions. The research utility of this conception is explained.
We quantitatively summarized the relationship between Five-Factor Model personality traits, job burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), and absenteeism, turnover, and job performance. All five of the Five-Factor Model personality traits had multiple true score correlations of .57 with emotional exhaustion, .46 with depersonalization, and .52 with personal accomplishment. Also, all three dimensions of job burnout had multiple correlations of .23 with absenteeism, .33 with turnover, and .36 with job performance. Meta-analytic path modeling indicated that the sequential ordering of job burnout dimensions was contingent on the focal outcome, supporting three different models of the burnout process. Finally, job burnout partially mediated the relationships between Five-Factor Model personality traits and turnover and job performance while fully mediating the relationships with absenteeism.
DSM-IV-TR suggests that clinicians should assess clinically relevant personality traits that do not necessarily constitute a formal personality disorder (PD), and should note these traits on Axis II, but DSM-IV-TR does not provide a trait model to guide the clinician. Our goal was to provide a provisional trait model and a preliminary corresponding assessment instrument, in our roles as members of the DSM-5 Personality and Personality Disorders Workgroup and workgroup advisors.
An initial list of specific traits and domains (broader groups of traits) was derived from DSM-5 literature reviews and workgroup deliberations, with a focus on capturing maladaptive personality characteristics deemed clinically salient, including those related to the criteria for DSM-IV-TR PDs. The model and instrument were then developed iteratively using data from community samples of treatment-seeking participants. The analytic approach relied on tools of modern psychometrics (e.g. item response theory models).
A total of 25 reliably measured core elements of personality description emerged that, together, delineate five broad domains of maladaptive personality variation: negative affect, detachment, antagonism, disinhibition, and psychoticism.
We developed a maladaptive personality trait model and corresponding instrument as a step on the path toward helping users of DSM-5 assess traits that may or may not constitute a formal PD. The inventory we developed is reprinted in its entirety in the Supplementary online material, with the goal of encouraging additional refinement and development by other investigators prior to the finalization of DSM-5. Continuing discussion should focus on various options for integrating personality traits into DSM-5.
Official Dutch translation of the personality inventory for DSM-5 (PID-5)
- B De Clercq
- F De Fruyt
- I Mervielde
- B Krueger
- K Markon
De Clercq, B., De Fruyt, F., Mervielde, I., Krueger, B., & Markon, K. (2011). Official Dutch
translation of the personality inventory for DSM-5 (PID-5). (Unpublished manuscript).
Utrechtse burnout schaal (UBOS): Testhandleiding
- W B Schaufeli
- D Van Dierendonck
Schaufeli, W. B., & van Dierendonck, D. (2000). Utrechtse burnout schaal (UBOS): Testhandleiding [Utrecht Burnout Scale: Test manual]. Amsterdam: Harcourt Test Services.