Showing papers on "Emotional exhaustion published in 2001"

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.

Building the emotional intelligence of groups.

Abstract: The management world knows by now that to be effective in the workplace, an individual needs high emotional intelligence. What isn't so well understood is that teams need it, too. Citing such companies as IDEO, Hewlett-Packard, and the Hay Group, the authors show that high emotional intelligence is at the heart of effective teams. These teams behave in ways that build relationships both inside and outside the team and that strengthen their ability to face challenges. High group emotional intelligence may seem like a simple matter of putting a group of emotionally intelligent individuals together. It's not. For a team to have high EI, it needs to create norms that establish mutual trust among members, a sense of group identity, and a sense of group efficacy. These three conditions are essential to a team's effectiveness because they are the foundation of true cooperation and collaboration. Group EI isn't a question of dealing with a necessary evil--catching emotions as they bubble up and promptly suppressing them. It's about bringing emotions deliberately to the surface and understanding how they affect the team's work. Group emotional intelligence is about exploring, embracing, and ultimately relying on the emotions that are at the core of teams.

Emotion work and job stressors and their effects on burnout

Abstract: This article reports research on emotion work, organizational as well as social variables as predictors of job burnout. In burnout research, high emotional demands resulting from interactions with clients are seen as a core characteristic of service jobs. However, these emotional demands were seldom measured in a direct manner. It was only recently that emotional demands were included in studies on burnout referring to the concept of emotion work (emotional labor). Emotion work is defined as the requirement to display organizationally desired emotions. A multi-dimensional concept of emotion work was used to analyze the relations of emotion work variables with organizational and social variables and their joint effect on burnout in five samples including employees working in children's homes, kindergartens, hotels, banks and call centers. Emotion work variables correlated with organizational stressors and resources. However, hierarchical multiple regression showed a unique contribution of emotion ...

Leadership, organizational stress, and emotional exhaustion among hospital nursing staff.

Abstract: STUDY'S RATIONALE AND OBJECTIVES: We examined the effect of work stressors and head nurses' transactional and transformational leadership on the levels of emotional exhaustion experienced among their staff. METHODOLOGICAL DESIGN AND RESEARCH METHODS: A questionnaire was sent to all nurses of a university hospital. Usable returns were received from 625 nurses, giving a response rate of 39.2%. Data were treated using correlational analyses and multiple regression. The latter modelled stressors and leadership as predictors of nurses' reported emotional exhaustion. MEASURES: Work stressors were assessed using the Nursing Stress Scale (NSS) which comprises 34 items divided into three subscales (referring to stress from the physical, psychological, and social environment), and the role ambiguity (three items) and conflict (three items) scales. Leadership was measured with the Multifactor Leadership Questionnaire. RESULTS: In regression analyses, work stressors as a whole were found to explain 22% of the variance in emotional exhaustion whereas leadership dimensions explained 9% of the variance in that outcome measure. Stress emanating from the physical and social environment, role ambiguity, and active management-by-exception leadership were significantly associated with increased levels of emotional exhaustion. Transformational and contingent reward leadership did not influence emotional exhaustion. LIMITATIONS: A limitation of this study is that it considered only the emotional exhaustion dimension of burnout. Also, as data were cross-sectional in nature, conclusions regarding the direction of causality among variables cannot be drawn. CONCLUSIONS: This study provided, for the first time, a test of the influence of leadership on burnout among nurses, taking into account the role of work stressors. Future research is needed to examine if the effects reported herein can be replicated using the two other dimensions of burnout (depersonalization and reduced personal accomplishment).

When a "happy" worker is really a "productive" worker: A review and further refinement of the happy-productive worker thesis.

Abstract: For decades, organizational scientists and practitioners alike have been fascinated by the happyproductive worker thesis. According to this hypothesis, happy employees exhibit higher levels of job-related performance behaviors than do unhappy employees. However, despite years of research, support for the happy-productive worker thesis remains equivocal. These ambiguous findings result from the variety of ways in which happiness has been operationalized. Researchers have operationalized happiness as job satisfaction, as the presence of positive affect, as the absence of negative affect, as the lack of emotional exhaustion, and as psychological well-being. Some of these measures exhibit appreciable associations with job performance, others do not. The circumplex framework is offered as a potentially useful taxonomy for researchers interested in better understanding and promoting a happy and productive workforce.

Testing reciprocal relationships between job characteristics and psychological well-being: A cross-lagged structural equation model

Abstract: This article describes a two-wave panel study which was carried out to examine reciprocal relationships between job characteristics and work-related psychological well-being. Hypotheses were tested in a sample of 261 health care professionals using structural equation modelling (LISREL 8). Controlling for gender, age, and negative affectivity, the results primarily supported the hypothesis that Time 1 job characteristics influence Time 2 psychological well-being. More specifically, Time 2 job satisfaction was determined by Time 1 job demands and workplace social support, respectively. Furthermore, there was also some preliminary but weak evidence for reversed cross-lagged effects since Time 1 emotional exhaustion seemed to be the causal dominant factor with respect to Time 2 (perceived) job demands. In conclusion, this study builds on earlier cross-sectional and longitudinal findings by eliminating confounding factors and diminishing methodological deficiencies. Empirical support for the influence of job characteristics on psychological well-being affirms what several theoretical models have postulated to be the causal ordering among job characteristics and work-related psychological well-being.

Occupational stressors and coping as determinants of burnout in female hospice nurses

Abstract: Aims. Stressors, coping and demographic variables were examined as predictors of burnout in a sample of hospice nurses. The study aimed to investigate the level of burnout among hospice nurses; to ascertain which aspects of nursing work were positively or negatively related to burnout; to examine the relative contributions made by these different variables and to suggest individual and organizational interventions to reduce levels of burnout. Methods. Eighty-nine female nurses from nine hospices completed a battery of questionnaires comprising the Maslach Burnout Inventory, Nursing Stress Scale, Ways of Coping Scale and a demographic information form. Results. In general, the level of burnout (characterized by high emotional exhaustion, high depersonalization of patients and low personal accomplishment) was found to be low. In multiple regression analyses, 'death and dying', "conflict with staff', 'accepting responsibility' and higher nursing grade contributed to emotional exhaustion. 'Conflict with staff', 'inadequate preparation', 'escape' and reduced 'planful problem-solving' contributed to depersonalization. 'Inadequate preparation', 'escape', reduced 'positive reappraisal' and fewer professional qualifications contributed to lower levels of personal accomplishment. Overall, stressors made the greatest contribution to burnout and demographic factors contributed the least. Conclusions. The importance of not labelling individuals as good and bad 'copers' was discussed, as the effectiveness of a strategy may depend on the situation. It was concluded that the investigation of problem-focused and emotion-focused coping in relation to burnout, was oversimplifying the coping-burnout relationship. Suggestions for stress management included staff training in counselling skills, monitoring staff conflict, implementing stress inoculation training to teach appropriate use of coping skills and finally, monitoring particularly vulnerable groups of hospice staff such as unqualified nursing assistants and qualified nurses in management positions. It was concluded that despite the difficult nature of hospice work, the hospice is a positive environment in which to work.

Are teamwork and professional autonomy compatible, and do they result in improved hospital care?

Abstract: A postal questionnaire survey of 10 022 staff nurses in 32 hospitals in England was undertaken to explore the relationship between interdisciplinary teamwork and nurse autonomy on patient and nurse outcomes and nurse assessed quality of care. The key variables of nursing autonomy, control over resources, relationship with doctors, emotional exhaustion, and decision making were found to correlate with one another as well as having a relationship with nurse assessed quality of care and nurse satisfaction. Nursing autonomy was positively correlated with better perceptions of the quality of care delivered and higher levels of job satisfaction. Analysis of team working by job characteristics showed a small but significant difference in the level of teamwork between full time and part time nurses. No significant differences were found by type of contract (permanent v short term), speciality of ward/unit, shift length, or job title. Nurses with higher teamwork scores were significantly more likely to be satisfied with their jobs, planned to stay in them, and had lower burnout scores. Higher teamwork scores were associated with higher levels of nurse assessed quality of care, perceived quality improvement over the last year, and confidence that patients could manage their care when discharged. Nurses with higher teamwork scores also exhibited higher levels of autonomy and were more involved in decision making. A strong association was found between teamwork and autonomy; this interaction suggests synergy rather than conflict. Organisations should therefore be encouraged to promote nurse autonomy without fearing that it might undermine teamwork.

Burnout in psychiatric nursing

Abstract: Burnout in psychiatric nursing Introduction. Burnout in nursing is of both individual and organizational concern with ramifications for well-being, job performance, absenteeism and turnover. Burnout is rarely assessed as part of a comprehensive model of occupational stress, a short-coming which this paper attempts to redress. Method. A randomly selected sample of 510 psychiatric nurses from one Scottish Trust completed a questionnaire based on a psychological model of occupational stress which included the Maslach Burnout Inventory (MBI) as the dependent variable. Findings. The respondents reported average, low and average levels of emotional exhaustion, depersonalization and personal accomplishment, respectively. The study sample had significantly lower scores on emotional exhaustion and depersonalization than normative data but also significantly lower levels of personal accomplishment than a normative group of physicians and nurses. Only 2·0% of the study sample could be categorized as having high burnout overall (i.e. high emotional exhaustion, high depersonalization, low personal accomplishment) and they differed significantly from the rest only in terms of males being over-represented. Hierarchical regression analysis revealed that selected explanatory variables accounted for 41·9% of emotional exhaustion, 16·4% of depersonalization and 25·6% of personal accomplishment in the study sample. Implications. The paper discusses the implications of the findings in terms of a comprehensive approach to intervention aimed at minimizing the risk of burnout in psychiatric nurses. Such an approach will involve interventions at the organizational and individual level.

Workload and burnout in nurses

Abstract: 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.

Emotional labor and nursing: an under-appreciated aspect of caring work.

Abstract: This paper describes one component of the findings of a larger research study entitled 'Nurses' social construction of self: Implications for work with abused women'. One of the most consistent themes arising from that study involved nurses' views regarding the relevance of emotional engagement/detachment in pursuit of excellence in their practice. In this article this theme is examined in the light of work on emotional labor and the emotional work of nursing. Nurses' high degree of satisfaction in the emotional rewards of their work with clients is described and contrasted with their dissatisfaction in relation to nursing education and their views of the lack of valuing of nurses' work by others within the healthcare system. The importance of supporting them in relation to the emotional aspects of their work is explored.

Affective personality and the content of emotional social support: coping in organizations.

Abstract: This field study extended previous research by simultaneously examining the influence of affective personality on 4 dimensions of emotional social support and job burnout. Furthermore, the dimensions of emotional social support were examined as to their differential effects on the components of burnout. Results suggest that affective personality characteristics are associated with emotional social support as well as burnout dimensions. Results also indicate that some types of emotional social support appear to guard against burnout, whereas other types appear to contribute to the burnout experience. These findings suggest that types of emotional social support may have different personality antecedents and that distinct dimensions of social support have differential consequences in regard to burnout. Suggestions for future research are offered.

Self-Esteem and Emotion: Some Thoughts about Feelings

Abstract: Self-esteem has been linked to a diverse array of positive and negative affective states. The present research explored the nature of these relationships. Study 1 found that self-esteem (as measured by the Rosenberg Self-Esteem Scale) is more closely associated with self-relevant emotional states than with emotional states that do not directly implicate the self. Study 2 replicated these findings and found that although several personality variables predicted participant’s emotional reactions to success and failure, these effects were eliminated once self-esteem was taken into account. Study 3 found that self-esteem predicted participant’s self-relevant emotional reactions to failure but not their non-self-relevant emotional reactions. These findings provide converging evidence that self-esteem is most closely linked to a particular class of emotions that pertain to how people feel about themselves.

Emotional reactivity and emotional regulation strategies as predictors of social behavior with peers during toddlerhood.

Abstract: Fifty-six mothers and their 24-month-old toddlers were observed on two occasions in a series of laboratory procedures designed to assess relations between emotional functioning (emotional reactivity and emotion regulation) in an individual assessment and social behavior with a same-sex peer. Emotional reactivity was assessed using two frustration tasks designed to elicit distress. Emotional regulation was assessed by examining the child’s behaviors (venting, distraction, focal-object focus, self-orientation, and mother-orientation) when confronted by the two distress-eliciting tasks. Peer play behaviors were coded for social participation and peer-directed conflict (aggressive) behavior. The results indicated that both emotional reactivity and emotion regulation were important predictors of at least two types of social behavior: conflict and cooperation. Distress to frustration, when accompanied by high venting or high focal-object focus, was significantly related to conflict with peers but not when accompanied by distraction, mother-orientation or self-focused behaviors. These findings are discussed in terms of the adaptive value of emotion regulation skills in early development, and the importance of identifying the causal relations between child regulation and early social competence.

Job stress, job strain, and psychological withdrawal among Dutch university staff: towards a dual-process model for the effects of occupational stress

Abstract: This study examined the antecedents of job strain (emotional exhaustion, health complaints) and withdrawal behaviour (e.g. lowered organizational commitment) among a cross-sectional sample of 131 academic staff members of the law department of a large Dutch university. Conservation of resources theory (Hobfoll, 1989) provided the theoretical background for this study. Strains and withdrawal behaviours were expected to be most prominent among those who reported having few resources and/or who reported high job demands. Structural equation modelling revealed that this was indeed the case. As predicted, differential patterns of effects emerged for job demands and job resources. Analysis of the effects of four job-specific stressors revealed that especially the structural aspects of a staff member's teaching task (e.g. the number of students in their classes) contributed strongly to perceived job demands. Theoretical and practical implications of the study are discussed.

Specific relationships between work characteristics and intrinsic work motivation, burnout and turnover intention: A multi-sample analysis

Abstract: This study of two different samples (245 bank employees and 362 teachers) tested a theoretically derived pattern of specific relationships between work stressors and outcome variables. The research model proposes four central domains of the work situation: work content, working conditions, social and labour relations, and conditions of employment. In addition, the research model proposes three important outcome variables: intrinsic work motivation, emotional exhaustion, and turnover intention. More specifically, it was hypothesized that: (1) intrinsic work motivation is primarily predicted by task characteristics; (2) emotional exhaustion is primarily predicted by both workload and lack of social support; (3) turnover intention is primarily predicted by unmet career expectations; and (4) the proposed pattern of relationships holds over different groups. In order to test these hypotheses, a multi-sample analysis was performed using structural equation modelling. The results showed that the proposed pattern of relationships was largely supported by the data and that it was invariant across two samples. Furthermore, several additional relationships were found in each sample, one of which was common for both samples. Several explanations regarding these findings are discussed.

Psychosocial work characteristics and psychological strain in relation to low-back pain

Abstract: Objectives This study investigated the relationship between psychosocial work characteristics and low-back pain and the potential intermediate role of psychological strain variables in this relationship. Methods The research was part of a prospective cohort study of risk factors for musculoskeletal symptoms. The study population consisted of 861 workers from 34 companies in The Netherlands who had no low-back pain at baseline and for whom data on the occurrence of low-back pain were obtained with annual questionnaires during a 3-year follow-up period. Information on psychosocial work characteristics and psychological strain variables was collected using a questionnaire at baseline. Cases of low-back pain were defined as workers who reported, in at least one of the annual follow-up questionnaires, that they had had regular or prolonged low-back pain in the previous 12 months. Results After adjustment for individual factors and quantified physical load at work, nonsignificant relative risks ranging from 1.3 to 1.6 were observed for high quantitative job demands, high conflicting demands, low supervisory support, and low co-worker support. Decision authority and skill discretion showed no relationship with low-back pain. In general, the estimated relative risks for the psychosocial work characteristics were scarcely influenced by additional adjustment for job satisfaction, emotional exhaustion, and sleeping difficulties. Conclusions It can be concluded that low social support, from either supervisors or co-workers, appears to be a risk factor for low-back pain. Some indications of a relationship between high quantitative job demands and high conflicting demands and low-back pain were also found. Little evidence was found for an intermediate role for the psychological strain variables under study.

Burnout Contagion Among General Practitioners

Abstract: This study used a representative sample of 507 general practitioners (GPs) to test the hypothesis that burnout is contagious. Following a two-dimensional conceptualization of burnout, it is assumed that burnout is comprised of emotional exhaustion and negative attitudes (i.e., depersonalization and reduced personal accomplishment). We hypothesized that perceived burnout complaints among colleagues and susceptibility to emotional contagion would make an independent contribution to explaining variance in negative attitudes through their influence on emotional exhaustion. The findings of a series of LISREL-analyses support this burnout contagion model. In addition, susceptibility to the emotions expressed by others had a moderating effect on the relationship between perceived burnout complaints among colleagues and individual GPs' emotional exhaustion: Burnout contagion was most pronounced among those GPs who were, in general, highly susceptible to emotional stimuli. These findings, as well as possi...

Antecedents and Outcomes of Work-Family Conflict: Toward a Motivational Model

Abstract: The purpose of the present study was to propose and test a model of work-family conflict based on Self-Determination Theory and the Hierarchical Model of Intrinsic and Extrinsic Motivation. The model posits that positive interpersonal factors both at work (i.e., one’s employer) and at home (e.g., one’s spouse) influence work and family motivation. Moreover, the model proposes that low levels of self-determined family and work motivation both contribute to family alienation, which in turn influences the experience of work-family conflict. Finally, work-family conflict leads to feelings of emotional exhaustion. Results from structural equation modeling supported the model. Although the model was supported for both men and women, some sex differences were uncovered at the mean level. Theoretical implications of the findings are discussed.

Emotional Intelligence and Giftedness.

Abstract: This article examines the relation between concepts of emotional giftedness and emotional intelligence, and attempts to relate a person's level of emotional intelligence to the actual ways they cope with challenging social situations. Emotional intelligence and social behavior were explored in a pilot study with adolescents. Emotional intelligence was measured with the Multifactor Emotional Intelligence Scale (Mayer, Salovey, & Caruso, 1997), an ability‐based measure of emotional perception, facilitation, understanding, and management. General intelligence was measured with the Peabody Picture Vocabulary Scale (Dunn & Dunn, 1981). Each of the 11 adolescents also answered questions about how he or she had handled a difficult social encounter. Those with higher emotional intelligence were better able to identify their own and others’ emotions in situations, use that information to guide their actions, and resist peer pressure than others.

Is the Path to Burnout and Turnover Paved by a Lack of Supervisory Support? A Structural Equations Test

Abstract: Several studies have shown that low levels of supervisory support contribute to job burnout and turnover. We used structural equations modeling to test the hypotheses that low levels of supervisory support will have both direct and mediated effects on job burnout and turnover intentions of nurses working in a large New Zealand hospital. Specifically, we hypothesized that low supervisory support will have a direct effect on a)emotional exhaustion, b) depersonalization, and c) turnover intentions, and mediated effects on depersonalization and turnover intentions, transmitted through emotional exhaustion and depersonalization. The proposed theoretical model was supported by the data from 250 NZ nurses. The direct effect of low supervisory support on emotional exhaustion was -. 18, on depersonalization -. 15, and on turnover intentions -.30. The indirect effects of low supervisory support on depersonalization mediated through emotional exhaustion was .39 and .21 on turnover intentions. The mediated effects of depersonalization on turnover intentions was .27. Theoretical and practical implications of the findings are discussed. Nurses are frequently exposed to intense and emotionally draining life-and-death situations, which over time can take a toll on them personally (Chiriboga & Bailey, 1986; Keane, Ducette, & Adler, 1985). Research has shown that a lack of social support contributes to higher burnout (Constable & Russell, 1986; Leiter & Maslach, 1988; Pines & Maslach, C., 1978). Among various types of social support available to nurses in a work setting, the support of one's supervisor is probably more important than other support variables (Constable & Russell, 1986). The effects of low levels of supervisory support on burnout experiences of nurses and other categories of employees in human service organizations are well documented in the literature (Eastburg, Williamson, Gorsuch, & Ridley, 1994; Lee & Ashforth, 1993; Leiter & Maslach, 1988). However, no direct structural test has been undertaken to investigate the relationship of low levels of supervisory support on job burnout and intentions to quit among nurses. The present study investigates the impact of low supervisory support on job burnout experiences of nurses and on their intent to quit their jobs. The central variable in the present study is job burnout. We used the three component conceptualization of burnout proposed by Maslach and Jackson (1981; 86). According to Maslach and Jackson, "Burnout is a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment that can occur among individuals who do "people work"" (1986, p. 1). More fully, burnout is "... the gradual loss of caring about the people they work with. Over time they find they simply cannot sustain the kind of personal care and commitment called for in the personal encounters that are the essence of their job" (Maslach, 1978, p58). Maslach states that there are three components to the experience of burnout that have implications for individuals who do "people work". These are: emotional exhaustion, depersonalization and diminished personal accomplishment. Each component of burnout needs to be understood in the context of what happens to the caregivers such as nurses in the process of caring. Emotional Exhaustion: The first component is generally considered to be the core symptom of burnout, and it is strongly related to other burnout dimensions as well. Emotional exhaustion refers to the feelings of being emotionally over-extended and exhausted by one's work (Maslach & Jackson, 1986). Emotional exhaustion is characterised by a lack of energy and a feeling that one's emotional resources are used up (Cordes & Dougherty, 1993). Maslach (1982a) describes it as a response to the overwhelming emotional demands of other people. Individuals who are emotionally exhausted lack enough energy to face another day, and often report that they are filled with dread at the prospect of returning to work for another day. …

Burnout and inequity among human service professionals: a longitudinal study.

Abstract: In a composite sample of human service professionals (N = 245), longitudinal relations across 1 year were tested between equity in the professional-recipient relationship and burnout (i.e., emotional exhaustion, depersonalization, and reduced personal accomplishment). The 1st research question was whether inequity influenced burnout across time. The 2nd research question was whether longitudinal relations between equity and burnout were curvilinear, as predicted by equity theory. The results confirmed that inequity affects the central component of burnout (i.e., emotional exhaustion) and that this relation is curvilinear. Feeling more deprived and feeling more advantaged resulted in higher future emotional exhaustion levels. No indication was found for a longitudinal relation between inequity and depersonalization. A synchronous relation was found suggesting that personal accomplishment influences equity.

The association between job skill discretion, decision authority and burnout

Abstract: This paper reports on the relationship between dimensions of control (skill discretion and decision authority) and burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) among 164 human service workers. It examines the differential influence of job demands, control (skill discretion and decision authority) and social support (supervisor, co-workers, others) on each burnout dimension. Then it examines the moderating effects of higher skill discretion, higher decision authority, and higher social support on burnout. Low skill discretion was found to be associated with high emotional exhaustion and depersonalization and low personal accomplishment. The effects of decision authority were not statistically significant. High job demands were associated with high emotional exhaustion only. Social support (supervisor, co-worker, and others) was not associated with burnout when demographic variables and job characteristics were controlled for. Neither dimension of control moderated ...

The Relationship of Secondary Special Education Teachers' Roles and Factors that Lead to Professional Burnout.

Abstract: The purpose of this study was to extend previous research on teacher burnout by delineating factors which contribute to secondary learning disabilities teachers' feelings of emotional exhaustion, depersonalization, and reduced sense of personal accomplishment. Data were collected via a survey that employed the use of the Maslach Burnout Inventory (Maslach & Jackson, 1986) and the Role Conflict and Role Ambiguity Questionnaire (Rizzo, House, & Lirtzman, 1970). Overall, findings revealed that secondary learning disabilities teachers (N = 300) were experiencing high levels of emotional exhaustion, specifically those who team teach with a general educator. Following regression analysis, findings concluded that each of the seven variables chosen for this study contributed significantly to burnout, however, the relationship between those variables and the three determinants of burnout changed across teaching positions.

Mental health, job satisfaction, and intention to relocate. Opinions of physicians in rural British Columbia.

Abstract: OBJECTIVE To determine the prevalence of depression and burnout among family physicians working in British Columbia9s Northern and Isolation Allowance communities. Current level of satisfaction with work and intention to move were also investigated. DESIGN Cross-sectional, mailed survey. SETTING Family practices in rural communities eligible for British Columbia9s Northern and Isolation Allowance. PARTICIPANTS A random sample of family physicians practising in rural BC communities. Initial response rate was 66% (131/198 surveys returned); excluding physicians on leave and in temporary situations and those who received duplicate mailings gave a corrected response rate of 92% (131/142 surveys returned). MAIN OUTCOME MEASURES Demographics; self-reported depression and burnout; Beck Depression Inventory and Maslach Burnout Inventory scores; job satisfaction; and intention to leave. RESULTS Self-reported depression rate was 29%; the Beck Depression Inventory indicated 31% of physicians suffered from mild to severe depression. About 13% of physicians reported taking antidepressants in the past 5 years. Self-reported burnout rate was 55%; the Maslach Burnout Inventory showed that 80% of physicians suffered from moderate-to-severe emotional exhaustion, 61% suffered from moderate-to-severe depersonalization, and 44% had moderate-to-low feelings of personal accomplishment. Depression scores correlated with emotional exhaustion scores. More than half the respondents were considering relocation. CONCLUSION Physicians working in these communities suffer from high levels of depression and very high levels of burnout and are dissatisfied with their current jobs. More than half are considering relocating. Intention to move is strongly associated with poor mental health.

Re‐thinking burnout

Abstract: The conceptualization and psychometric properties of the Maslach Burnout Inventory (Maslach and Jackson, 1981) were examined by this study. A new structure of five burnout factors was identified using a sample of 480 Australian law enforcement managers. An examination of each item, along with single and confirmatory factor analyses supported both emotional exhaustion and the lack of personal accomplishment factors splitting into two factors while depersonalization remained a single factor. The new five-factor structure incorporates psychological and somatic strain aspects of emotional exhaustion, and two aspects of the lack of personal accomplishment, namely self and others. This expanded factor structure clarifies the multi-dimensional nature of the MBI. Further research directions are discussed. Copyright © 2001 John Wiley & Sons, Ltd.

Does role stress predict burnout over time among health care professionals

Abstract: The main objective of this study is to test the effects over time of three role stress variables (role conflict, role ambiguity and role overload) on the three burnout dimensions (emotional exhaustion, depersonalization and personal accomplishment). Based on theoretical models on burnout and on meta-analytical research, it is hypothesized that the three role stress variables will predict changes over time in emotional exhaustion and depersonalization, but not in personal accomplishment. The results obtained by means of hierarchical regression analysis partially support the hypothesis. The three role stress variables predict emotional exhaustion over time. Role conflict and role overload predict depersonalization over time. Finally, contrary to expectations, role ambiguity predicts personal accomplishment over time.

Self-Efficacy in Eliciting Social Support and Burnout Among Secondary-School Teachers

Abstract: A nonrecursive model with relationships between perceived lack of social support, perceived self-efficacy in eliciting support at the workplace. and the 3 successive burnout dimensions-emotional exhaustion. depersonalization, and personal accomplishmentwas tested ;, a sample of 277 secondary-school teachers in The Netherlands. Results showed that teachers’ perceived lack of support from colleagues and principals had a significant effect on their self-efficacy beliefs in eliciting support from them, while these self-efficacy beliefs were shown to predict their level of burnout. The hypothesized feedback loop was also confirmed: Teachers’ level of burnout predicted the extent to which they feel lack of support. An additional effect of the personal-accomplishment dimension of burnout on perceived self-efficacy was suggested. It was concluded that perceived selfefficacy in eliciting support at the workplace is a usable construct in the prediction of teacher burnout. Future directions in research are suggested. Burnout is described as

From inequity to burnout: the role of job stress.

Abstract: This research examined burnout (i.e., emotional exhaustion, depersonalization, and lack of personal accomplishment) among 2 samples of Dutch teachers as a function of inequity and experienced job stress in 3 different exchange relationships (with students, colleagues, and the school). It was hypothesized that inequity would be linked to burnout through the stress resulting from this inequity. Analysis of a cross-sectional sample (N = 271) revealed that this was indeed the case. Findings were replicated longitudinally using an independent sample of 940 teachers. It is concluded that the often-reported effect of inequity on burnout can partly be interpreted in terms of elevated levels of job stress. Implications of the findings are discussed.