Showing papers on "Emotional exhaustion published in 2004"

The customer is not always right: customer aggression and emotion regulation of service employees

Abstract: Research on work aggression or anger has typically focused on supervisors and co-workers as the instigators of aggression; however, aggressive customers are also likely and may have unique consequences for the employee. We explore this phenomenon with a sample of 198 call center employees at two work sites. The employees reported that customer verbal aggression occurred 10 times a day, on average, though this varied by race and negative affectivity. Using LISREL, our data indicated that both the frequency and stress appraisal of customer aggression positively related to emotional exhaustion, and this burnout dimension mediated the relationship of stress appraisal with absences. Stress appraisal also influenced employees' emotion regulation strategies with their most recent hostile caller. Employees who felt more threatened by customer aggression used surface acting or vented emotions, while those who were less threatened used deep acting. Job autonomy helped explain who found these events more stressful, and implications of these results are discussed. Copyright © 2004 John Wiley & Sons, Ltd.

The Development of Emotional Competence

Abstract: Carolyn Saarni’s book is one of a very practical series of titles by Guilford Press examining emotional and social development. The author stated a number of goals for the book including: writing about emotional development in mid-childhood and adolescence, examining emotion as a part of culture, and establishing a pattern of studying emotion within the lives of children. The book was organized into three parts: research and theories of emotional competence; skill levels of emotional competence and the clinical application of emotional competence. In the first part, Dr. Saarni defined emotional competence as the functional capacity wherein a human can reach their goals after an emotion-eliciting encounter. She defined emotion as a building block of self-efficacy. She described the use of emotions as a set of skills achieved which then lead to the development of emotional competence. Attainment of the skills of emotional competence is crucial to self-efficacy. Dr. Saarni outlined her theoretical position in relation to theories of emotion and social learning and cognitive development. Her approach to theory in each of these fields was integrative and focussed on self-development with a strong social-contructivist perspective. I enjoyed the culture and folk theories of emotional regulation in chapter three. Also, chapter three contained an interesting section on parent and peer influences on emotional regulation, very useful for child psychiatrists who work to discern abnormal emotional regulation and mood patterns in context. The bulk of the book was devoted to the eight emotional competence skills: Awareness of one’s own emotions, Ability to discern and understand other’s emotions, Ability to use the vocabulary of emotion and expression, Capacity for empathic involvement, Ability to differentiate subjective emotional experience from external emotion expression, Adaptive coping with aversive emotions and distressing circumstances, Awareness of emotional communication within relationships, and Capacity for emotional self-efficacy. Skills one through six are based on developmental research on emotions but the final two skills are based on her experience as a clinical developmental psychologist. Each chapter contained organizing subtitles and ended with culture, developmental stage and gender information. In keeping with her leanings to Lewis and Michaelson, her most basic skill, ‘awareness of one’s own emotions,’ is one that requires cognitive ability. She stipulated that, to accomplish the first skill, (Lewis’ argument) the child must know how the body feels to have an emotion. A child needs to be age four or five to demonstrate this skill reliably. Of all the skills, skill four, the capacity for empathic involvement appears to be an outlier. While the material she presented was interesting to read, the role of empathy as a skill of emotional competence wasn’t argued convincingly. On the other hand, skill 7 had a great deal of face validity. It suggested that there is a skill of emotional meta-communication. A strength of the book is its comprehensive examination of the skills she proposed. She covered many practical issues in emotional competence. The book conveyed a strong sense of children in their world and thus it was easy and enjoyable to read. A limitation of the book related to Dr. Saarni’s description of the differences between the theoretical models and how she applied them. There is a distinct difference between the social constructivists and functionalists. If child psychiatrists or residents are not familiar with the difference, this book will confuse their understanding. The former see emotions as arising from the development of cognition and the latter see emotion as not developmentally dependent upon cognition, rather, an organizing principle in development in its own right. Despite this, the effort and breadth of the treatment of emotional competence as illustrated in this book makes it well worth the read.

Critical Care Nurses’ Perceptions of Futile Care and Its Effect on Burnout

Abstract: • BACKGROUND Nurses’ perceptions of futile care may lead to emotional exhaustion. • OBJECTIVES To determine the relationship between critical care nurses’ perceptions of futile care and its effect on burnout. • METHODS A descriptive survey design was used with 60 critical care nurses who worked full-time and had a minimum of 1 year of critical care experience at the 2 participating hospitals (350-470 beds). Subjects completed a survey on demographics, the Moral Distress Scale, and the Maslach Burnout Inventory. Six research questions were tested. The results of the following question are presented: Is there a relationship between frequency of moral distress situations involving futile care and emotional exhaustion? • RESULTS A Pearson product moment correlational analysis indicated a significant positive correlation between the score on the emotional exhaustion subscale of the Maslach Burnout Inventory and the score on the frequency subscale of the Moral Distress Scale. Moral distress accounted for 10% of the variance in emotional exhaustion. Demographic variables of age, education, religion, and rotation between the critical care units were significantly related to the major variables. • CONCLUSIONS In critical care nurses, the frequency of moral distress situations that are perceived as futile or nonbeneficial to their patients has a significant relationship to the experience of emotional exhaustion, a main component of burnout. (American Journal of Critical Care. 2004;13:202-208)

Emotional intelligence in nursing work.

Abstract: Background Emotional labour has been widely accepted in the literature as part of nursing work, however the contribution of emotional intelligence in the nursing context requires further study. Aim This paper aims to present an analysis of the literature on emotional intelligence and emotional labour, and consider the value of emotional intelligence to nursing. Method A literature search was undertaken using the CINAHL and MEDLINE databases. Search terms used were 'emotions', 'intelligence', 'emotions and intelligence' and 'emotional labour'. A hand-search of relevant journals and significant references added to the data. Results Emotional intelligence plays an important part in forming successful human relationships. Emotional labour is important in establishing therapeutic nurse-patient relationships but carries the risk of 'burnout' if prolonged or intense. To prevent this, nurses need to adopt strategies to protect their health. The potential value of emotional intelligence in this emotional work is an issue that still needs to be explored. Conclusions Analysis of the literature suggests that the modern demands of nursing draw on the skills of emotional intelligence to meet the needs of direct patient care and co-operative negotiations with the multidisciplinary team. The significance of this needs to be recognized in nurse education. The link between emotional intelligence and emotional labour is a fruitful area for further research. The potential benefits of gaining a better understanding of how these concepts interact is largely conjecture until we have more evidence. The prospect that there may be advantages to both nurses and patients is a motivating factor for future researchers.

Stressors, burnout and social support: nurses in acute mental health settings.

Abstract: Aims. This paper reports a study which aims (1) to investigate and compare levels of stressors and burnout of qualified and unqualified nursing staff in acute mental health settings; (2) to examine the relationships between stressors and burnout and (3) to assess the impact of social support on burnout and stressor–burnout relationships. Background. Several studies have noted that the work of mental health nurses can be highly stressful, but relatively few have focused specifically on staff working in acute inpatient settings. Although many of the pressures faced by this group are similar to those in other nursing specialities, a number of demands relate specifically to mental health settings, including the often intense nature of nurse–patient interaction and dealing with difficult and challenging patient behaviours on a regular basis. Methods. A convenience sample of 93 nursing staff from 11 acute adult mental health wards completed the Mental Health Professionals Stress Scale, Maslach Burnout Inventory and House and Wells Social Support Scale. Results. Lack of adequate staffing was the main stressor reported by qualified staff, while dealing with physically threatening, difficult or demanding patients was the most stressful aspect for unqualified staff. Qualified nurses reported significantly higher workload stress than unqualified staff. Approximately half of all nursing staff showed signs of high burnout in terms of emotional exhaustion. A variety of stressors were positively correlated with emotional exhaustion and depersonalization. Higher levels of support from co-workers were related to lower levels of emotional exhaustion. Higher stressor scores were associated with higher levels of depersonalization for staff reporting high levels of social support, but not for those reporting low levels of support (a reverse buffering effect). Conclusions. Qualified and unqualified nursing staff differed in terms of the prominence given to individual stressors in their work environment. The findings were consistent with the notion of burnout developing in response to job-related stressors. While staff support groups may be useful in alleviating feelings of burnout, the reverse buffering effect suggests that they should be structured in a way that minimizes negative communication and encourages staff to discuss their concerns in a constructive way.

Validation of a single‐item measure of burnout against the Maslach Burnout Inventory among physicians

Abstract: The measurement of burnout among physicians is important because physician well-being has the potential to affect workforce stability and quality of care. In this study, a single-item measure of burnout was validated against the sub-scales of the Maslach Burnout Inventory (emotional exhaustion, depersonalization, and personal accomplishment). Survey items included the 22-item Maslach Burnout Inventory, a single-item measure of burnout, and other questions regarding demographics, practice characteristics, and occupational satisfaction. The surveys were mailed to Texas Tech University School of Medicine Alumni classes of 1980–1989. The response rate was 43 per cent (n = 307). Pearson correlation coefficients and ANOVA were used to determine the association between the Maslach Burnout Inventory scores and the single-item burnout question. The single-item was correlated at r = 0.64 (p < 0.0001) with emotional exhaustion and the ANOVA yielded an R2 of 0.5 (p < 0.0001). Hence, in surveys of physicians where emotional exhaustion is the primary sub-scale of interest, a single-item measure of burnout may be used as an alternative to the Maslach Burnout Inventory in order to abbreviate survey material and potentially increase response rates among physicians. Copyright © 2004 John Wiley & Sons, Ltd.

Employee burnout: a meta-analysis of the relationship between age or years of experience

Abstract: This study examined the relationship between age or years of experience and employee burnout by performing a meta-analysis on research studies that present findings on relationships between employee burnout and age or years of experience. The problem has practical significance in that the appropriateness of approaches to addressing employee burnout may depend on whether age or years of experience is a factor related to burnout. Results indicated that there was a small negative correlation between employee age and emotional exhaustion, one of the components of burnout, at least for employees in some fields in the United States, and possibly a small negative correlation between years of experience in a field and emotional exhaustion.

Compassion fatigue following the September 11 terrorist attacks: a study of secondary trauma among New York City social workers

Abstract: Experience suggests that individuals working in the caring and psychotherapeutic professions are among those to provide mental health services to disaster victims suffering from psychological trauma following catastrophic events. Yet, few studies have focused on the emotional exhaustion from working with such clients, referred to as compassion fatigue (CF) in this study, and how CF differs from other occupational hazards, such as secondary trauma (ST) and job burnout. In the present study, we used recently validated scales to predict ST and job burnout related to providing services to those affected by the World Trade Center (WTC) attacks. Our study data were based on a random survey of 236 social workers living in New York City (NYC), over 80% of which reported being involved in post-WTC disaster counseling efforts. Our analyses indicated that controlling for demographic factors, years of counseling, and personal trauma history, ST was positively associated with WTC recovery involvement (p <. 001) and negatively associated with having a supportive work environment (p < . 01). In contrast, job burnout was negatively associated with having a supportive work environment (p < .01), but not associated with WTC involvement or WTC counseling efforts. We discuss these results in light of future conceptual and empirical research needs.

Burnout among Teachers Students’ and Teachers’ Perceptions Compared

Abstract: The aim of this study was to explore students’ and teachers’ perceptions of teacher burnout in relation to the occurrence of disruptive student classroom behaviour and the teachers’ competence to cope with this kind of behaviour. First, the study shows that the Maslach Burnout Inventory, the Coping with Disruptive Behaviour Scale and the Perceived Disruptive Behaviour Scale could be adapted to students to report perceived burnout symptoms among their teachers, the occurrence of perceived disruptive student behaviour and the students’ perception of their teachers’ competence to cope with disruptive student behaviour. Second, students’ perceptions do not differ according to their age. Third, we found that there was a significant difference between the perceptions of male and female students in respect of emotional exhaustion and depersonalization, but not in respect of personal accomplishment. Fourth, according to the students’ perceptions, a considerable percentage of variance in each of the three burnout ...

The Emotionally Intelligent Manager: How to Develop and Use the Four Key Emotional Skills of Leadership

Abstract: Introduction. Part One: Learn About the World of Emotional Intelligence. 1. Emotions and Reasoning at Work. 2. An Emotional Blueprint. Part Two: Understand Your Emotional Skills. 3. Read People: Identifying Emotions. 4. Get in the Mood: Using Emotions. 5. Predict the Emotional Future: Understanding Emotions. 6. Do It with Feeling: Managing Emotions. 7. Measuring Emotional Skills. Part Three: Develop Your Emotional Skills. 8. Read People Correctly: Improving Your Ability to Identify Emotions. 9. Get in the Right Mood: Improving Your Ability to Use Emotions. 10. Predict the Emotional Future Accurately: Improving Your Ability to Understand Emotions. 11. Do It with Smart Feelings: Improving Your Ability to Manage Emotions. Part Four: Apply Your Emotional Skills. 12. Managing You: Applying Your Emotional Intelligence Skills. 13. Managing Others: Applying Emotional Intelligence Skills with Others. 14. Building the Emotionally Intelligent Manager. Appendix 1: Assessing Your Emotional Style. Appendix 2: The Emotional Blueprint. Appendix 3: Further Reading and Updates. Notes. Acknowledgments. About the Authors. Index.

Nurse educators’ workplace empowerment, burnout, and job satisfaction: testing Kanter's theory

Abstract: Background. Empowerment has become an increasingly important factor in determining college nurse educator burnout, work satisfaction and performance in current restructured college nursing programmes in Canada. Aim. This paper reports a study to test a theoretical model specifying relationships among structural empowerment, burnout and work satisfaction. Method. A descriptive correlational survey design was used to test the model in a sample of 89 Canadian full-time college nurse educators employed in Canadian community colleges. The instruments used were the Conditions of Work Effectiveness Questionnaire, Job Activities Scale, Organizational Relationship Scale, Maslach Burnout Inventory Educator Survey and Global Job Satisfaction Questionnaire. Results. College nurse educators reported moderate levels of empowerment in their workplaces as well as moderate levels of burnout and job satisfaction. Empowerment was significantly related to all burnout dimensions, most strongly to emotional exhaustion (r = −0·50) and depersonalization (r = −0·41). Emotional exhaustion was strongly negatively related to access to resources (r = −0·481, P = 0·0001) and support (r = −0·439, P = 0·0001). Multiple regression analysis revealed that 60% of the variance in perceptions of job satisfaction was explained by high levels of empowerment and low levels of emotional exhaustion [R2 = 0·596, F (1, 86) = 25·01, P = 0·0001]. While both were significant predictors of perceived job satisfaction, empowerment was the stronger of the two (β = 0·49). Conclusions. The results provide support for Kanter's organizational empowerment theory in the Canadian college nurse educator population. Higher levels of empowerment were associated with lower levels of burnout and greater work satisfaction. These findings have important implications for nurse education administrators.

Stress and coping among orthopaedic surgery residents and faculty.

Abstract: Background: Evaluations of physicians and residents have revealed concerning levels of psychosocial dysfunction. The purposes of this study were to determine the quality of life of orthopaedic residents and faculty and to identify the risk factors for decompensation. Methods: Twenty-one orthopaedic residents and twenty-five full-time orthopaedic faculty completed a 102-question voluntary, anonymous survey. The survey consisted of three validated instruments, i.e., the Maslach Burnout Inventory, the General Health Questionnaire-12, and the Revised Dyadic Adjustment Scale; and three novel question sets addressing background and demographic information, stress reaction and management, and the balance between work and home life. Descriptive statistics, pairwise correlations, simple t tests, and Pearson and nonparametric Spearman correlations were calculated. The simple correlation coefficient was used to assess bivariate relationships. Results: The mean overall quality-of-life score, on a scale of 0 to 4 points, was 2.5 points for residents compared with 3.6 points for faculty members. Residents reported considerable burnout, showing a high level of emotional exhaustion and depersonalization and an average level of personal achievement, whereas faculty reported minimal burnout, showing a low level of emotional exhaustion (p < 0.0003), an average level of depersonalization (p < 0.0001), and a high level of personal achievement (p < 0.0001). Only two of twenty-five faculty members (compared with seven of twenty-one residents) scored over 4 points on the General Health Questionnaire-12, indicating significant symptomatology (p < 0.01). The majority of subjects reported that a partner or spouse showed nondistressed levels of marital adjustment and satisfaction. All residents and nine of the twenty-five faculty members had mentors but judged the resource to be minimally beneficial. Resident burnout and psychiatric morbidity correlated with weekly work hours; conflict between the commitments of work and home life; discord with faculty, nursing staff, and senior residents; debt load; and work-related stress. Protective factors included being a parent, spending time with a spouse, having a physician father, and deriving satisfaction from discussing concerns with colleagues, friends, and family. Conclusions: In pursuit of our goal of determining the quality of life of orthopaedic residents and faculty, we identified a large disparity between the two groups. The resident group reported much greater levels of dysfunction particularly with regard to burnout and psychiatric morbidity. Furthermore, with regard to our second goal; our data revealed a number of risk factors for resident decompensation, most notably, increased workload, high debt levels, and discord with superiors. In addition, our research revealed that the current support interventions by the residency program, including mentoring and facilitation of spousal adjustment, are viewed as being of little help.

Conflict Stress and Reduced Wellbeing at Work: The Buffering Effect of Third-Party Help

Abstract: This study among 108 Dutch social services workers examined whether particularly the intra-psychic tension directly associated with interpersonal conflict at work, i.e. conflict stress, is responsible for reduced wellbeing in terms of emotional exhaustion, absenteeism and turnover intentions. Furthermore, we explored whether these detrimental effects were buffered by third-party help. Factor analyses showed that third-party help can be considered an additional conflict management style, next to more traditional behavioral styles such as problem solving and forcing. As expected, conflict stress was positively related to emotional exhaustion, absenteeism, and turnover intentions even when controlled for task and relationship conflict. Furthermore, this relationship was strong for respondents who report low third-party help and non existent for respondents who report high third-party help. These findings suggest that third-party help is a successful conflict management strategy to prevent negative outcomes of interpersonal conflict in organizations.

Effect of the 80-Hour Workweek on Resident Burnout

Abstract: Hypothesis With the introduction of the newly mandated restrictions on resident work hours, we expected improvement in subjective feelings of personal accomplishment and lessened emotional exhaustion and depersonalization. Design Residents and faculty members completed an anonymous online Maslach Burnout Inventory Human Services Survey (3rd ed; Consulting Psychologist Press Inc, Palo Alto, Calif) and work-hour registry before and after implementation of new restrictions. Setting Urban, university-based department of surgery. Participants All house staff (n = 37) and faculty (n = 27). Intervention Introduction of new Institutional Standards for Resident Duty Hours 2003. Main Outcome Measure Resident work hours and levels of emotional exhaustion, perceived degree of depersonalization, and personal accomplishment. Results Resident work hours per week decreased from 100.7 to 82.6 ( P P P >.05). Conclusions Despite successful reductions in resident work hours, measures of burnout were not significantly affected. However, important clinical activities such as time spent in the operating room, clinic, and making rounds were maintained. Formal in-hospital education time was reduced.

The work‐life experiences of office and site‐based employees in the Australian construction industry

Abstract: A survey was conducted among employees of a large Australian construction firm. Comparisons were made between employees who differed by gender and work location. Male employees in site‐based roles reported significantly higher levels of work to family conflict and emotional exhaustion than male employees who worked in the regional or head office. Site‐based male employees were also less satisfied with their pay than male respondents who worked in the regional of head office. Few significant differences were found between women who worked in different locations. Neither were significant differences between men and women who worked in the same location reported. The results are explained in terms of women's tendency to work in administrative, secretarial or support services roles, which typically demand fewer hours. The paper concludes that the experiences of site‐based construction employees, particularly men, warrant further attention to explore the sources of work‐life imbalance and burnout.

Acts of Love (and Work) Gender Imbalance in Emotional Work and Women’s Psychological Distress

Abstract: Family members do work to meet people’s emotional needs, improve their well-being, and maintain harmony. When emotional work is shared equally, both men and women have access to emotional resources in the family. However, like housework and child care, the distribution of emotional work is gendered. This study examines the psychological health consequences of gender divisions in emotional work. Quantitative and qualitative data from a sample of 102 couples with young children show that the gender imbalance affected women’s, but not men’s, experience of love and conflict in their marriage. Through this erosion of the marriage, the gender imbalance posed a health risk to women and helped explain gender differences in psychological distress. Couples preserved a sense of mutuality by accounting for the gender imbalance as something beyond men’s choice or control, or in terms of women’s excess emotional needs, thus entrenching gender differences in the performance and consequences of emotional work.

The four-dimensional symptom questionnaire (4DSQ): measuring distress and other mental health problems in a working population

Abstract: In non-clinical (working) populations it is important to differentiate between general distress, on the one hand, and psychiatric symptoms—depression, anxiety and somatization—on the other hand. The Four-Dimensional Symptom Questionnaire (4DSQ) is a new instrument that measures these four symptom dimensions (Terluin, 1996). This study aimed to investigate the psychometric properties of the 4DSQ in a working population. A postal stress and health survey was sent to all employees of a Dutch telecom company, 51% of whom responded (N=3852). The mailing included the 4DSQ, a set of questionnaires concerning job stress (e.g. psychological demands), coping style (e.g. problem-focused coping, avoidant coping), and indicators of strain (e.g. emotional exhaustion, fatigue). Cronbach's α for the four sub-scales of the 4DSQ ranged from .79 to .90. Factor analysis showed four factors corresponding to the four scales of the 4DSQ: distress, depression, anxiety, and somatization. The validity of the 4DSQ was assessed usin...

Hospital nurses' perceptions of respect and organizational justice.

Abstract: Objective To test an exploratory model of the antecedents and consequences of nurses' perceptions of respect in hospitals. Background Although nurses in hospital settings often state that they do not receive the respect they deserve for their contribution to patient care, there is little empirical research on this phenomenon. Interactional organizational justice theory framed the analysis. Methods A random sample of 285 staff nurses from Ontario teaching hospitals completed measures of interactional justice, structural empowerment, perceived respect, work pressures, emotional exhaustion, and work effectiveness. Results More than half of the nurses felt that managers did not show concern or deal with them in a sensitive and truthful manner regarding decisions affecting their jobs. The strongest predictors of perceptions of respect were interactional organizational justice, followed by structural empowerment and job stress resulting from lack of recognition, poor interpersonal relationships and heavy workload. Consequences of nurses' feelings of respect included greater job satisfaction, trust in management, and lower emotional exhaustion, as well as higher nurse ratings of quality of care and perceived staffing adequacy. Conclusions A positive organizational environment increases nurses' perceptions of respect, resulting in positive outcomes for both the nurse and the organization.

Burnout, stress and health of employees on non-standard work schedules: a study of Canadian workers

Abstract: This study examined the relationship between non-standard work schedules (shift work and weekend work) and job burnout, stress and psychosomatic health problems among full-time employed Canadians in a large metropolitan city on the east coast. Data were collected by means of a structured mail back questionnaire (N = 376). Employees involved with weekend work reported significantly higher emotional exhaustion, job stress and psychosomatic health problems than employees not involved with weekend work. Similarly, employees on non-standard work shifts (other than fixed day shift, 9 a.m.–5 p.m.) reported significantly higher overall burnout, emotional exhaustion, job stress and health problems than employees on a fixed day shift. Results from two-way ANOVA indicated that employees involved with weekend work and non-fixed day shifts reported significantly higher emotional exhaustion and health problems than other employees. Implications of the findings are discussed for future researchers in light of employee well-being and non-standard work schedules. Copyright © 2004 John Wiley & Sons, Ltd.

Individual Differences in Emotional Complexity: Their Psychological Implications

Abstract: Two studies explored the nature and psychological implications of individual differences in emotional complexity, defined as having emotional experiences that are broad in range and well differentiated. Emotional complexity was predicted to be associated with private self-consciousness, openness to experience, empathic tendencies, cognitive complexity, ability to differentiate among named emotions, range of emotions experienced daily, and interpersonal adaptability. The Range and Differentiation of Emotional Experience Scale (RDEES) was developed to test these hypotheses. In Study 1 (N=1,129) students completed questionnaire packets containing the RDEES and various outcome measures. Study 2 (N=95) included the RDEES and non-self-report measures such as peer reports, complexity of representations of the emotion domain, and level of ego development measured by a sentence completion test. Results supported all of the hypotheses, providing extensive evidence for the RDEES's construct validity. Findings were discussed in terms of the role of emotional complexity in ego maturity and interpersonal adaptability.

An analysis of burnout and job satisfaction among Turkish special school headteachers and teachers, and the factors effecting their burnout and job satisfaction

Abstract: This study explores issues of burnout and job satisfaction among special school headteachers and teachers in Turkey. The purpose of the study is to determine whether there is a difference between headteachers' and teachers' burnout and job satisfaction in terms of work status, gender and work experiences, and to analyse the factors effecting their burnout and job satisfaction. In this paper, a quantitative approach has been used: 295 subjects (33 special school headteachers and 262 special school teachers) responded to the survey. As the research instruments, the Job Satisfaction Scale and Maslach Burnout Inventory were used to measure job satisfaction and burnout levels in terms of the dimensions of emotional exhaustion, depersonalization and personal accomplishment. The study results indicated that special school headteachers felt less personal accomplishment than special school teachers. However, there were no significant differences between headteachers and teachers on two burnout dimensions, namely e...

Burnout among Roman Catholic Parochial Clergy in England and Wales: Myth or reality?

Abstract: A sample of 1,468 Roman Catholic parochial clergy in England and Wales completed a modified form of the Maslach Burnout Inventory, together with the Eysenck Personality Questionnaire. The data demonstrated higher levels of emotional exhaustion and depersonalization among Roman Catholic parochial clergy than were reported in a comparable study among Anglican parochial clergy by Rutledge and Francis (2003). Extraversion, neuroticism, and psychoticism scores are shown to be significant predictors of self-assessed burnout.

Burnout in direct care staff in intellectual disability services: a factor analytic study of the Maslach Burnout Inventory

Abstract: Background: There is gathering research interest in the well-being of staff working in services for people with intellectual disability (ID), including the assessment of burnout and its correlates. However, no previous studies have considered the applicability of the main three dimensions of burnout to staff in ID services. Methods: Data were analysed from two samples of staff (total n = 184) who participated in research studies that included completion of the Maslach Burnout Inventory (MBI). Results: Nineteen of the MBI items loaded clearly onto factors closely resembling the three original subscales: emotional exhaustion, depersonalization and personal accomplishment. Internal consistency for the three MBI subscales was fair to good (range 0.68–0.87). Conclusions: The original three MBI dimensions were found to be highly relevant to the present sample of staff. The analyses support the construct validity and reliability of the MBI for staff in ID services.