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.

A Review and an Integration of Research on Job Burnout

A meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings

This article reports a meta-analytic test of a two-dimensional work stressor framework with respect to stressors' relationships with strains, motivation, and performance Hindrance stressors had a 

https://www.jstor.org/stable/pdfplus/20159696.pdf

A Meta-Analytic Test of the Challenge Stressor–Hindrance Stressor Framework: An Explanation for Inconsistent Relationships Among Stressors and Performance

In this article, a 2-dimensional work stressor framework is used to explain inconsistencies in past research with respect to stressor relationships with retention-related criteria. Results of meta-analyses of 183 independent samples indicated that whereas hindrance stressors had dysfunctional relationships with these criteria (negative relationships with job satisfaction and organizational commitment and positive relationships with turnover intentions, turnover, and withdrawal behavior), relationships with challenge stressors were generally the opposite (positive relationships with job satisfaction and organizational commitment and negative relationships with turnover intentions and turnover). Results also suggested that the differential relationships between challenge stressors and hindrance stressors and the more distal criteria (withdrawal behavior and turnover) were due, in part, to the mediating effects of job attitudes.

http://psycnet.apa.org/journals/apl/92/2/438.pdf

Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis

A version of this paper was presented at the Academy of Management meetings, August 1976. The author thanks his colleagues David Lewin, Noel Tichy, and Michael Ginzberg, and an anonymous reviewer forASQ for their helpful comments and criticism. This work was supported by grants from the Center for Research in Career Development at Columbia University and from the Shell Companies Foundation.

https://www.jstor.org/stable/pdfplus/2392402.pdf

Special Boundary Roles in the Innovation Process.

Organizational role conflict: Its antecedents and consequences

Role requirements as sources of organizational stress.

Relative strengths of relationships between both role conflict and role ambiguity and various personal outcomes were compared using an empirical sample representing five organizational roles. The r...

A Comparison of the Relative Impacts of Role Perceptions of Ambiguity and Conflict by Role

An empirical test of causal inference between role perceptions of conflict and ambiguity and various personal outcomes.

The article presents a study which explored role differences in relationships between degree of role clarity and various personal outcomes and in the moderating effects of need for clarity for supe...

Robert H. Miles

Papers

Organizational role conflict: Its antecedents and consequences

Role requirements as sources of organizational stress.

A Comparison of the Relative Impacts of Role Perceptions of Ambiguity and Conflict by Role

An empirical test of causal inference between role perceptions of conflict and ambiguity and various personal outcomes.

Relationships Between Role Clarity, Need for Clarity, and Job Tension and Satisfaction for Supervisory and Nonsupervisory Roles