Inequity Among Human Service Professionals: Measurement and Relation to Burnout

This research investigated the impact on burnout of inequity experienced by human service professionals. Two studies were conducted, among therapists working with inmates in a forensic psychiatric center (N = 112) and among staff members of an institute for the direct care of mentally disabled (N = 189). Two types of inequity were examined: interpersonal inequity in the relations with recipients and inequity in relation with the organization. The majority of the professionals in both studies felt underbenefited in relation with recipients as well as in relation with their organization. As expected, inequity was curvilinearly related to burnout, especially with the emotional exhaustion dimension. Surprisingly, professionals who felt overbenefited experienced more burnout than colleagues who felt underbenefited. No gender effects were found for the distribution of inequity nor for the relation between inequity and burnout.     

Burnout in School Principals: Role Related Antecedents

The school principal's professional world is characterized by overwhelming responsibilities, information perplexities, and emotional anxiety. The main purpose of this study was to map the common work-related stressors encountered by principals and to assess their relative weight in terms of predicting school principal burnout. A sample of 821 elementary and secondary, male and female school principals participated in the study. They completed a self-report questionnaire containing two scales: a burnout scale (measured as a three-dimensional concept consisting of exhaustion, depersonalization, and accomplishment), and a role-pressures scale. Multiple analysis of variance (MANOVA), multiple linear regression, and discriminant function analysis were used in data processing. Findings show that burnout was affected mostly by pressures stemming from teachers and parents, and to a lesser extent, from overload (qualitative and quantitative). Differences between elementary and secondary school principals were noted. The findings imply that principals who feel that their leadership is challenged or rejected feel strongly stressed and eventually burned-out.     

倦怠、应激和抑郁

倦怠是“在以人为服务对象的职业领域中,个体的一种情感耗竭、人格解体和个人成就感降低的症状”。在倦怠研究的文献中,存在着严重的倦怠、应激和抑郁的概念混淆现象。文章对工作倦怠、工作应激和抑郁的联系与区别进行了详细阐述,并指明了未来的研究方向,具有重要的理论意义。     

Avoiding Counselor Burnout Through Role Renewal

Counselor burnout has become a concern for the counseling profession. This article focuses on avoiding counselor burnout through role renewal and makes generic role renewal recommendations for the counselor facing the possibility of burnout.     

The Relationship of Work Environment and Client Contact to Burnout in Mental Health Professionals

The authors explored the relationship of the work environment (assessed by the Work Environment Scale) and client contact to scores of 94 mental health professionals on the Emotional Exhaustion, Personal Accomplishment, and Depersonalization subscales of the Maslach Burnout Inventory.     

Job Stress and Burnout Among Correctional Officers: A Literature Review

This literature review presents an overview of occupational stress and burnout in correctional institutions, based on 43 investigations from 9 countries. First, the prevalence of various stress reactions among correctional officers (COs) is discussed: turnover and absenteeism rates, psychosomatic diseases, and levels of job dissatisfaction and burnout. Next, empirical evidence is summarized for the existence of 10 specific stressors in the CO's job. It appears that the most notable stressors for COs are role problems, work overload, demanding social contacts (with prisoners, colleagues, and supervisors), and poor social status. Finally, based on 21 articles, individual-oriented and organization-oriented approaches to reduce job stress and burnout among COs are discussed. It is concluded that particularly the latter (i.e., improving human resources management, professionalization of the CO's job, and improvement of the social work environment) seems to be a promising avenue for reducing job stress and burnout in correctional institutions.     

African American Professionals: Coping with Occupational Stress in Predominantly White Work Environments

Mail survey data from 112 African American professionals working in predominantly White work settings (human service and business) were examined to test hypotheses regarding the potential influences on job satisfaction of routine and race-related work stressors, personal workplace spirituality, internal locus of control, and work-related and nonwork related social resources. No significant differences of these variables were observed for type of work setting or for gender. Consistent with predictions, job satisfaction was related to routine work stressors, race-related stressors, internal locus of control, and work-related social support, but not to workplace spirituality or nonwork social support. Evidence was limited for predictions based on the buffer model: in only a few tests did personal and social resource variables moderate the relation between stressors and job satisfaction. Findings are discussed in relation to minority work stress.     

The Impostor Phenomenon in Mental Health Professionals: Relationships Among Compassion Fatigue,Burnout, and Compassion Satisfaction

Imposter phenomenon is defined as a sense of intellectual fraudulence and an inability to internalize success and competency. Although imposter phenomenon has been noted in several populations, literature is sparse that focuses on mental health professionals. In addition, little is known about the relationships between imposter phenomenon, compassion fatigue, and compassion satisfaction for mental health workers. Using a survey design with a convenience sample of 158 mental health workers, this study found that imposter phenomenon was positively associated with compassion fatigue, as well as negatively associated with compassion satisfaction, when controlling for years of work and age. Further, the combination of lower levels of compassion satisfaction and higher levels of burnout predicted higher levels of imposter phenomenon. Implications and preventative measures are discussed.

     

Perfectionism and School Counselors: Differences in Stress,Coping, and Burnout

The authors examined perfectionism and its association with perceived stress, coping processes, and burnout in a sample of 298 practicing school counselors. Latent profile analysis based on measures of perfectionism supported a 3‐class model made up of adaptive perfectionists, maladaptive perfectionists, and nonperfectionists. Among these groups, the authors found significant differences in perceived stress, coping processes, and burnout. Implications for the school counseling profession are discussed.     

The Relationship Between Burnout and Occupational Stress in Genetic Counselors

Burnout represents a critical disruption in an individual’s relationship with work, resulting in a state of exhaustion in which one’s occupational value and capacity to perform are questioned. Burnout can negatively affect an individual’s personal life, as well as employers in terms of decreased work quality, patient/client satisfaction, and employee retention. Occupational stress is a known contributor to burnout and occurs as a result of employment requirements and factors intrinsic to the work environment. Empirical research examining genetic counselor-specific burnout is limited; however, existing data suggests that genetic counselors are at increased risk for burnout. To investigate the relationship between occupational stress and burnout in genetic counselors, we administered an online survey to members of three genetic counselor professional organizations. Validated measures included the Maslach Burnout Inventory—General Survey (an instrument measuring burnout on three subscales: exhaustion, cynicism, and professional efficacy) and the Occupational Stress Inventory—Revised (an instrument measuring occupational stress on 14 subscales). Of the 353 respondents, more than 40 % had either considered leaving or left their job role due to burnout. Multiple regression analysis yielded significant predictors for burnout risk. The identified sets of predictors account for approximately 59 % of the variance in exhaustion, 58 % of the variance in cynicism, and 43 % of the variance in professional efficacy. Our data confirm that a significant number of genetic counselors experience burnout and that burnout is correlated with specific aspects of occupational stress. Based on these findings, practice and research recommendations are presented.     

Attachment Styles and Employee Performance: The Mediating Role of Burnout

Researchers are becoming increasingly interested in how early experiences within the family are relevant to an individual’s behavior at work. Drawing on Bowlby’s attachment theory, the present study addresses this topic by examining the relationship between attachment in adulthood and job performance, and the mediating role of burnout in that relationship. We used data from two samples (201 Dutch employees and 178 Romanian working students) and structural equation modeling to test this mediation model and its possible invariance across both samples. The results showed that in both samples, attachment-related anxiety was positively related to burnout, which was in turn negatively related to job performance. Attachment-related avoidance was not significantly associated with burnout or performance. These results were similar in both samples, thus increasing their validity. The results suggest that childhood and early socialization experiences play a role in shaping the employee’s behavior and well-being at work. The study is one of the few examining attachment styles in relation to burnout and performance.     

On the Role of Passion for Work in Burnout: A Process Model

ABSTRACT The purpose of the present research was to test a model on the role of passion for work in professional burnout. This model posits that obsessive passion produces conflict between work and other life activities because the person cannot let go of the work activity. Conversely, harmonious passion is expected to prevent conflict while positively contributing to work satisfaction. Finally, conflict is expected to contribute to burnout, whereas work satisfaction should prevent its occurrence. This model was tested in 2 studies with nurses in 2 cultures. Using a cross-sectional design, Study 1 ( n =97) provided support for the model with nurses from France. In Study 2 ( n =258), a prospective design was used to further test the model with nurses from the Province of Quebec over a 6-month period. Results provided support for the model. Specifically, harmonious passion predicted an increase in work satisfaction and a decrease in conflict. Conversely, obsessive passion predicted an increase of conflict. In turn, work satisfaction and conflict predicted decreases and increases in burnout changes that took place over time. The results have important implications for theory and research on passion as well as burnout.     

Burnout in Health Care: The Role of the Five Factors of Personality

Job burnout continues to plague organizations and individuals, resulting in costly consequences. In examining the antecedents to job burnout, prior research has primarily focused on role stressors present in the job environment. with little attention given to individual characteristics. The purpose of this field study was to examine the extent to which dimensions of an individual's personality have differential efects on the 3 components of burnout (emotional exhaustion, depersonalization. and diminished personal accomplishment) among nurses working in a hospital. After controlling for several demographic variables and 3 role stressors, findings indicate that specific dimensions of personality do significantly and differentially impact the experience of the 3 components of burnout.     

Burnout,Secondary Traumatic Stress,and Social Support

The current study examines the extent to which selected work-related variables differentially predict burnout and secondary traumatic stress (STS) and the degree to which social support mitigates both of these occupational stress syndromes. Multiple regression performed on responses from 331 professional chaplains found that: (1) the number of years worked in the same employment position was positively associated with burnout but not STS; (2) STS, but not burnout, was positively associated with the number of hours spent per week counseling patients who had had a traumatic experience; and (3) social support was negatively related to burnout and STS. Only specific sources of social support (supervisory support and family support), however, were negatively associated with burnout. Results highlight the need for counselors to be attuned to not only their clients but also to their own inner dynamics in order to mitigate the possible deleterious effects of their work.     

Stress,Burnout, and the Special Services Provider

Burnout is a particular response to stress involving psychological withdrawal. It is a costly coping mechanism that can adversely affect the motivation, performance, and personal wellbeing of special service providers. The burnout response develops when more direct and active problem-solving efforts are perceived as useless. Research on the causes of burnout suggests that factors in the work environment are relatively more important than characteristics of individuals. Lack of clarity, control, support, and feedback, as well as work overload, are particularly significant sources of burnout in special education. Various strategies for preventing burnout have been developed, and some have been evaluated to a limited extent. They include individual strategies such as exercise, progressive relaxation, cognitive restructuring, and social problem-solving skills training. Group strategies such as social support groups and resource exchange networks, and organizational strategies such as participative decision-making structures, quality circles, and survey feedback for supervisors, also represent promising options.     

教师工作满意感与工作绩效:职业倦怠的中介效用

本研究通过考察398名幼儿园和小学教师的工作满意感、职业倦怠和工作绩效状况,采用纵向研究方法,借助于结构方程模型建构,以揭示其工作满意感、职业倦怠与工作绩效三者之间的关系。结果表明,(1)工作满意感对工作绩效存在显著的影响;(2)工作满意感通过职业倦怠中情感耗竭维度的中介作用影响教师的工作绩效;(3)职业倦怠中人格解体维度和成就感低落维度对工作绩效没有显著影响。     

Mindfulness and Burnout in Elite Junior Athletes: The Mediating Role of Experiential Avoidance

Previous research suggests that mindfulness and experiential avoidance are negatively and positively related to athlete burnout, respectively. It is unknown, however, whether experiential avoidance functions as a mediator between mindfulness and athlete burnout. To address this gap, 387 elite Chinese junior athletes (M = 15.44 years, SD = 1.42) completed self-report measures of mindfulness, experiential avoidance, and athlete burnout. Findings provided cross-sectional evidence that experiential avoidance mediated the inverse association from mindfulness to each of the three burnout dimensions. No gender difference of these indirect effects was revealed. This study is the first to test the theoretical sequence in which mindfulness is associated with athlete burnout via experiential avoidance and provide additional support the adaptive nature of mindfulness.     

医务人员职业倦怠压力源因素分析——以锦州某医院的调查为例

医务人员职业倦怠的影响因素有多种,如宏观层面的执业环境、中观层面的医院管理,以及微观层面的个体自身。以锦州市某医院医务人员为调查对象,采用问卷调查法和访谈调查法相结合的方式,识别影响职业倦怠的主要压力源因素。调查发现,中观层面的因素对医务人员职业倦怠影响较大,进而对此提出有效的预防及干预对策,如构建医务人员健康档案,建立医患冲突防范系统,加强对医务人员沟通能力的培训,实行多元化考核方式,实施绩效薪酬积分制度等。