Self-handicapping and burnout

Self-handicapping is a process containing strategies of externalization in which an individual can excuse failure and internalize success. This study investigated the relationship of self-handicapping with measures of burnout. The Self-handicapping Scale and the Maslach Burnout Inventory were administered to 309 university students. Self-handicapping was positively correlated to emotional exhaustion, lowered personal accomplishment, and depersonalization. A structural equation model fit the data well and accounted for 20% of the variance in emotional exhaustion, 14% in lowered personal accomplishment, and 10% in depersonalization.     

Perceived collective burnout: a multilevel explanation of burnout

Building up on the socially induced model of burnout and the job demands-resources model, we examine how burnout can transfer without direct contagion or close contact among employees. Based on the social information processing approach and the conservation of resources theory, we propose that perceived collective burnout emerges as an organizational-level construct (employees' shared perceptions about how burned out are their colleagues) and that it predicts individual burnout over and above indicators of demands and resources. Data were gathered during the first term and again during the last term of the academic year among 555 teachers from 100 schools. The core dimensions of burnout, exhaustion, and cynicism were measured at the individual and collective level. Random coefficient models were computed in a lagged effects design. Results showed that perceived collective burnout at Time 1 was a significant predictor of burnout at Time 2 after considering previous levels of burnout, demands (workload, teacher-student ratio, and absenteeism rates), and resources (quality of school facilities). These findings suggest that perceived collective burnout is an important characteristic of the work environment that can be a significant factor in the development of burnout.     

Nursing specialty and burnout

We examined the relationship between perceived control and burnout among three nursing specialties: nurse practitioners, nurse managers, and emergency nurses. Survey data were collected from 228 nurses from 30 states. Findings indicated that emergency nurses had the least control and the highest burnout, whereas nurse practitioners had the most control and the least burnout. Mediational analyses showed that expected control, hostility, and stressor frequency explained differences between specialties in burnout. The implications of these findings for interventions that reduce burnout and promote nursing retention are discussed.     

Professional burnout

Abstract

Stress has been a ubiquitous concept in health research. We compare stress theories with the operationalization of stress in health research. Although scientific investigation is ideally based on theoretical principles, stress research is seen as often atheoretical or misapplying theories. Major conceptualizations of stress are considered and prominent research avenues in health psychology are analyzed as to the extent they mirror, diverge from, or inform stress conceptualizations. A central conclusion of the paper is that perceived and objective stressors are not only both valid construels of stress, but that they operate differently on psychological and physiological systems.     

job burnout

In presenting an overview of job burnout, the author discusses the pioneering research and current theories of the burnout construct, along with the history of the main burnout assessment—the Maslach Burnout Inventory (C. Maslach & S. E. Jackson, 1981). The author examines the exhaustion, cynicism, and inefficacy dimensions of burnout and the job—person fit framework of C. Maslach, W. B. Schaufeli, and M. P. Leiter (2001). The current literature pertaining to the 6 dimensions of burnout is examined. The author concludes that an understanding of the interaction between employee and his or her environment is critical for grasping the origin of burnout.     

on the clinical validity of the maslach burnout inventory and the burnout measure

Abstract

Current knowledge about burnout suffers from a healthy worker bias since only working - and thus relatively healthy - employees have been investigated. The main objective of this study is to examine - for the first time among employees who sought psychological treatment - the validity of the two most widely used burnout instruments; the Maslach Burnout Inventory (MBI) and the Burnout Measure (BM). Two groups were distinguished: a “burned out” group (n = 71) that suffers from work-related neurasthenia (according to ICD-10 criteria), and a “non-burned out” group (n = 68). Results show that: (1) the validity of the three-factor structure of the MBI and the BM is confirmed; (2) burnout can partly be differentiated from other mental syndromes (e.g., anxiety and depression); and (3) two MBI-scales (Emotional Exhaustion and Depersonalization) and one BM-scale (Exhaustion) are able to discriminate between burned out and non-burned out employees. The practical implications of these results are discussed.     

on the clinical validity of the maslach burnout inventory and the burnout measure

Abstract Current knowledge about burnout suffers from a healthy worker bias since only working - and thus relatively healthy - employees have been investigated. The main objective of this study is to examine - for the first time among employees who sought psychological treatment - the validity of the two most widely used burnout instruments; the Maslach Burnout Inventory (MBI) and the Burnout Measure (BM). Two groups were distinguished: a "burned out" group (n = 71) that suffers from work-related neurasthenia (according to ICD-10 criteria), and a "non-burned out" group (n = 68). Results show that: (1) the validity of the three-factor structure of the MBI and the BM is confirmed; (2) burnout can partly be differentiated from other mental syndromes (e.g., anxiety and depression); and (3) two MBI-scales (Emotional Exhaustion and Depersonalization) and one BM-scale (Exhaustion) are able to discriminate between burned out and non-burned out employees. The practical implications of these results are discussed.     

Workload and burnout in nurses

This paper examines the relationship between workload, burnout and somatization in nurses. The respondents consisted of 1363 nurses employed in hospitals, which were undergoing extensive restructuring. Results of structural equation analyses showed that workload was positively related to emotional exhaustion. Emotional exhaustion led to cynicism and somatization, and cynicism was negatively related to nurses' professional efficacy. Implications of the results for nursing practice are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

Early predictors of job burnout and engagement

A longitudinal study predicted changes in burnout or engagement a year later by identifying 2 types of early indicators at the initial assessment. Organizational employees (N = 466) completed measures of burnout and 6 areas of worklife at 2 times with a 1-year interval. Those people who showed an inconsistent pattern at Time 1 were more likely to change over the year than were those who did not. Among this group, those who also displayed a workplace incongruity in the area of fairness moved to burnout at Time 2, while those without this incongruity moved toward engagement. The implications of these 2 predictive indicators are discussed in terms of the enhanced ability to customize interventions for targeted groups within the workplace.     

Job control and burnout across occupations

Researchers have reported that, for individual workers, low job control is associated with high burnout; however, as yet it is unclear whether this association holds for occupations as well. Whether differences in job control between occupations as assessed by eight expert judges could account for individual-level and occupational-level differences in burnout rates. Data were obtained from 9,503 incumbents of 28 occupations in The Netherlands (M age = 37.9 yr., SD = 8.7; 50% were men). Burnout was measured on the Maslach Burnout Inventory. Occupational-level job control was inversely correlated with burnout, explaining 16% of the variation in occupational-level burnout. Thus, between-occupation differences in job control are somewhat systematically related to burnout.     

The construct validity of burnout

Considerable confusion exists in the burnout literature about the similarities and separateness among the constructs of burnout, depression and job satisfaction. This study examined the construct validity of burnout using Campbell & Fiske's multitrait-multimethod approach. The constructs of burnout, depression and orderliness (chosen as a discriminant construct) were assessed by three types of self-report instruments. Data were analysed for 181 females and 139 male faculty members who spent at least 50 per cent of their time in teaching. Results indicated that measures of burnout largely met Campbell & Fiske's criteria for construct validity: burnout measures possessed adequate to good internal reliability and convergent validity. However, burnout measures also correlated substantially with measures of depression. Results are discussed in terms of possible explanations for the substantial overlap that has been demonstrated among measures of burnout, depression and job satisfaction.     

Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes

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.     

Next stage of burnout research and applications.

This note introduces a holistic estimate of burnout, which can be used to extend bivariate designs such as that of Turnipseed. The "phase model" builds on but also transcends the widely accepted approach to burnout via three separate subdomains. Here, these subdomains generate eight progressively intense phases that covary regularly with differences in a wide range of variables. Also, the phase model permits diagnoses on which ameliorative designs have been based.     

Phase analysis of burnout and other psychological phenomena

Phase analysis appears to have the potential to increase knowledge and improve ameliorative solutions for burnout. This article explored potential uses of the phase models of burnout and social and practical implications of the phases. The use of phase analysis to increase understanding of other psychological phenomena such as anxiety, citizenship behavior, and hardiness is introduced.     

Job mobility as predictor of health and burnout

A few earlier studies have shown that employee's turnover intentions and job mobility simultaneously could affect health and burnout. The present study investigated the cross‐sectional, 2‐year longitudinal and possible interactional or additive effects of turnover intentions and job mobility (internal and external mobility) on health (SF‐36) and burnout (CBI). The study used questionnaire data from 662 Swedish civil servants, 73% remained at the same workplace, 13% were internally mobile, and 14% left the organization (externally mobile) during the 2‐year follow‐up period. The results showed that high turnover intentions were cross‐sectionally associated with worse mental health (MH) and higher degree of burnout. The externally mobile group had, after the change of workplace, less degree of personal and work‐related burnout compared to the non‐mobile group. The effect of internal mobility on burnout and health was negligible compared to the effects of external mobility. The results also indicated that the relationship between turnover intentions and actual job mobility are additive rather than interactive. One practical implication of the present findings is that external mobility, if it is in concordance with the individual intentions, could be a powerful health promoting factor.     

Personality and emotional intelligence in teacher burnout

This paper aims to investigate the relationship between teacher's personality types, emotional intelligence and burnout and to predict the burnout levels of 147 teachers in the city of Mashhad (Iran). To this end, we have used three inventories: Maslach Burnout Inventory (MBI), NEO Five Factor Inventory (NEO-FFI), and Emotional Quotient Inventory (EQ-I). We used Homogeneity Analysis and Multiple Linear Regression to analyze the data. The results exhibited a significant relationship between personality types and emotional intelligence and the three dimensions of burnout. It was indicated that the best predictors for emotional exhaustion were neuroticism and extroversion, for depersonalization were intrapersonal scale of emotional intelligence and agreeableness, and for personal accomplishment were interpersonal scale and conscientiousness. Finally, the results were discussed in the context of teacher burnout.     

Occupational stress,psychological burnout and anxiety

Abstract

For many decades, the stress process was described primarily in terms of negative emotions. However, robust evidence that positive emotions co-occurred with negative emotions during intensely stressful situations suggested the need to consider the possible roles of positive emotions in the stress process. About 10 years ago, these possibilities were incorporated into a revision of stress and coping theory (Folkman, 1997). This article summarizes the research reported during the intervening 10 years that pertains to the revised model. Evidence has accumulated regarding the co-occurrence of positive and negative emotions during stressful periods; the restorative function of positive emotions with respect to physiological, psychological, and social coping resources; and the kinds of coping processes that generate positive emotions including benefit finding and reminding, adaptive goal processes, reordering priorities, and infusing ordinary events with positive meaning. Overall, the evidence supports the propositions set forth in the revised model. Contrary to earlier tendencies to dismiss positive emotions, the evidence indicates they have important functions in the stress process and are related to coping processes that are distinct from those that regulate distress. Including positive emotions in future studies will help address an imbalance between research and clinical practice due to decades of nearly exclusive concern with the negative emotions.     

Resilient teachers: resisting stress and burnout

In Australia, the incidence of teacher stress and burnout has caused serious concern. Many studies of teacher stress have focused on the dysfunctional strategies of individual teachers – in other words they have adopted a deficit approach to the problem with the focus firmly fixed on whats going wrong. From this perspective, the failure of some teachers to cope has generally been defined as a personal rather than an institutional weakness and the solutions that have been promoted have been largely palliative or therapeutic. The study reported in this paper adopted a different approach to the question of teacher stress and burnout. Instead of asking whats going wrong we asked why are some teachers able to cope successfully with the same kinds of stressors that appear to defeat others – in other words, we looked at whats going right.