Burnout research最新文献

This study aimed to investigate the interplay between burnout and work engagement. More specifically, we examined the energy and identification continua theorized to underlie the relationship between burnout and work engagement by simultaneously evaluating the factorial structure of the Maslach Burnout Inventory–General Survey (MBI–GS) and the Utrecht Work Engagement Scale (UWES). Results from Exploratory Structural Equation Modeling (ESEM) offered little support for these continua, suggesting that burnout and work engagement are not diametrical counterparts. Moreover, ESEM significantly altered the relationships burnout and work engagement hold with job demands and resources (i.e., work overload, job autonomy, and recognition), as well as health-related (i.e., psychological distress) and motivational (i.e., turnover intention) outcomes. These findings shed new light on the health-impairment and motivational processes theorized by the JD-R model.

The purpose of this study was to examine whether managerial self-awareness (defined as degree of agreement between self and subordinate ratings of leaders’ behaviors) mediates the relationship between supervisor burnout and supervised workgroup climate. Using an HLM approach, supervisor emotional exhaustion, depersonalization and personal accomplishment exhibited significant indirect relationships with workplace Civility and Psychological Safety, via managerial self-awareness. No direct relationships between supervisor burnout and workgroup climate were found, suggesting that self-awareness may be an important mediator for individual characteristics of leaders previously thought to be non-significant. Additional post hoc comparisons indicated that workgroups with supervisors who over-rated their own performance behaviors reported the lowest levels of Civility and Psychological Safety compared to workgroups with supervisors who accurately rated or under-rated their own performance behaviors. However, supervisors that under-rated their own performance reported the highest levels of burnout, highlighting the importance of self-awareness (accurately rating oneself) in relation to individual and group outcomes. The relationships between supervisor burnout, managerial self-awareness, and workgroup perceptions of Civility and Psychological Safety differed when considering the directionality of self-other rating agreement, with the negative impact of burnout at the supervisor level having a more direct impact on the workgroup level perceptions of Civility and Psychological Safety when the workgroup is managed by an under-rater, as opposed to an accurate- or over-rater. Practically, organizations should consider the role of managerial self-awareness in influencing subordinate performance and creating desirable work climates. Also, this study suggests the effects of burnout extend beyond the individual and have significant implications for the performance of those in the supervision of the burned out manager.

This study examined the factor structure and measurement invariance of the Oldenburg Burnout Inventory (OLBI) across different groups (German employees vs. German students) and tested academic burnout across samples from different countries (Greek vs. German students). Our results supported the proposed two-factor structure for each sample separately. In addition, multigroup analyses partially supported the equivalence of job and academic burnout within the German samples and the equivalence of academic burnout across Greek and German students. In sum, we suggest that the OLBI is a robust instrument for the measurement of burnout in both contexts: work and academic.

Objective

Depression and burnout are two psychopathological labels that have been subject to an extensive discussion over the last decades. The crucial question is whether they can be seen as conceptually equal or as two distinct syndromes. One argument for the distinction is that depression impacts on the whole life of a suffering person whereas burnout is restricted to the job context. Depression has been shown to be affected by life stress. The more stressful life events a person experiences, the more he or she is susceptible for developing a depression. As there is the widespread but controversial opinion that burnout is a prodromal syndrome of depression, the present study examined whether the number of stressful life events is also associated with an increased risk for burnout.

Methods

N = 755 healthy participants and N = 397 depressed patients completed the Maslach Burnout Inventory (MBI), the Beck Depression Inventory (BDI II) and reported the extent of experienced life stress.

Results

A significantly closer relation between depression and life stress than between burnout and life stress was found in the healthy (z = 3.01, p = .003) as well as in the depressed sample (z = 3.41, p = .001). This finding was supported in both samples by means of a path analytic approach where the associations between life stress, burnout, and depression were controlled for possible mediator and moderator effects, also considering the influence of age.

Conclusion

By considering the influence of life stress it could be demonstrated that depression and burnout are not identical although they share substantial phenotypic variance (r = .46–.61). Most important, the trivariate associations are the same in a representative employee sample and in an inpatient clinical sample suggesting the same underlying mechanisms covering the whole range from normal behavior to psychopathology. However, only longitudinal data can show if burnout necessarily turns into depression with the consequence that the burnout – life stress association approaches the depression – life stress association over time.

This study evaluates the factorial validity and reliability of the Slovenian adaptation of the Oldenburg Burnout Inventory (OLBI) in a sample of 1436 Slovenian employees of various occupations. Confirmatory factor analyses were used to evaluate alternative structural models of OLBI, and reliability of variant scales was estimated. The results reveal a different structure of the Slovenian adaptation compared with the original one and a very notable difference in reliability between positively and negatively framed items. The results could be explained with a response bias or the specific nature of burnout and work engagement that OLBI promises to assess simultaneously. Therefore, we believe that the internal structure of the original inventory needs to be reconsidered.

Although the potential deleterious effects of negative social interactions at work have been well established in the literature, the impact of personal factors in forming work relationships has been relatively neglected. Therefore, using a survey of 1624 Canadian healthcare providers, we examined the extent to which attachment styles at work were associated with the quality of social relationships. We found support for a new measure of attachment styles at work that differentiated between anxiety and avoidance attachment. Avoidance was negatively correlated with positive social constructs (civility, psychological safety, and trust) and with the efficacy dimension of burnout. Overall, compared to attachment avoidance, attachment anxiety was more strongly correlated with experienced and instigated workplace incivility, exhaustion, and cynicism. Attachment avoidance was negatively correlated with positive social constructs (civility, psychological safety, and trust) and with the efficacy dimension of burnout. Adding these two attachment dimensions to a model of burnout as a function of workload, value congruence, and coworker incivility significantly improved its fit. This study suggests that employees with high attachment anxiety tend to be more closely involved in work relationships and processes, but this closeness comes at a cost in that they experience more strain when participating in social encounters.

In this article, we discuss the individual employee's role in the development of his/her job burnout. We review the antecedents and consequences of burnout, and propose a model with chronic burnout as a moderator of daily functioning in the workplace. Specifically, we argue that chronic burnout strengthens the loss cycle of daily job demands, daily exhaustion, and daily self-undermining. Additionally, we argue that chronic burnout weakens the gain cycle of daily job resources, daily work engagement, and daily job crafting. We conclude that employees with high levels of burnout need help in structurally changing their working conditions and health status.

This study tested the dimensionality of the Maslach Burnout Inventory – General Survey (MBI-GS) on a sample of 1190 Romanian healthcare professionals from three county hospitals. Data provided evidence to support the hypothesised three-factor model after removing one item from the cynicism scale: χ²(86) = 432.29, CFI = .94, GFI = .95, NFI = .93, and RMSEA = .05. Results of multigroup analysis confirmed the invariance of the 15 items model across professional role, gender, age, and organisational tenure. Structural equation modeling results proved specific relations between occupational factors and burnout dimensions. Our results have practical implications for future research on burnout using the MBI-GS among samples of healthcare professionals.