No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
The construct validity of an alternative measure of burnout: Investigating the English translation of the Oldenburg Burnout Inventory
Work & Stress
Abstract
While the most commonly employed burnout measure has been the Maslach Burnout Inventory (MBI), researchers have been troubled by some of the psychometric limitations of that scale (e.g. wording of the scale items) as well as the limited conceptualization of burnout upon which it is based. As a result, Demerouti et al. have developed an alternative measure of burnout, the Oldenburg Burnout Inventory (OLBI). The purpose of this paper is to develop evidence for the validity and reliability of an English-language translation of the OLBI. As such, this study is among the first validation studies of the OLBI, and the first to assess the characteristics of the OLBI an English-speaking sample. Using data from 2599 employees across two samples from the United States (a generalized sample of working adults and a sample of fire department employees), our preliminary multi-trait, multi-method (MTMM) and confirmatory factor analyses suggested that the OLBI may be a viable alternative to the Maslach Burnout Inventory–General Survey (MBI-GS). It demonstrates acceptable reliability (test–retest reliability and internal consistency) as well as factorial, convergent, and discriminant validity. We discuss the implications of this study for the measurement and conceptualization of burnout and suggest a variety of research directions that stem from our findings. Our findings suggest that the OLBI offers researchers an alternative measure of burnout that offers balanced wording, that can also be used to measure the opposite phenomenon (engagement), and provides an expanded conceptualization of the exhaustion component of burnout.
... Para avaliar o nível de burnout académico, utilizou-se o OLBI-S, conforme a versão original de Halbesleben & Demerouti (2005) e adaptada para o português por Campos et al. (2012). Este inventário é constituído por 16 itens, organizados em duas dimensões: ...
... As pontuações totais para cada dimensão são obtidas calculando a média das pontuações dos itens correspondentes, com pontuações mais altas indicando níveis mais elevados de burnout. O OLBI-S demonstrou boas propriedades psicométricas, incluindo confiabilidade teste-reteste e consistência interna nos estudos de validação (Campos et al., 2012;Halbesleben & Demerouti, 2005). No presente estudo, verificaram-se bons níveis de consistência interna, com valores de alfa de Cronbach de 0,87 para a dimensão de Exaustão Emocional e 0,81 para a dimensão de Distanciamento Emocional. ...
Contexto: Com a prevalência crescente do burnout académico em estudantes universitários, torna-se essencial aprofundar a compreensão deste fenómeno em contextos educativos exigentes, visando melhorar a sinalização e intervenção. Objetivo: Investigar os níveis de burnout em estudantes universitários e as suas relações com variáveis sociodemográficas e académicas e examinar o impacto do burnout e do autoconceito e no desempenho académico numa amostra portuguesa. Métodos: Participaram 1122 estudantes universitários portugueses, com idades entre os 17 e 65 anos (M = 23,59), maioritariamente do sexo feminino (n = 850; 75,8%). Aplicaram-se um Questionário Sociodemográfico-Académico, o Self-Description Questionnaire III e o Oldenburg Burnout Inventory – Student Version. Resultados: Predominaram baixos níveis de burnout. As estudantes reportaram níveis inferiores de burnout e desempenho académico superior comparativamente aos homens. Embora se tenha observado uma diminuição de burnout com o avanço nos anos académicos (r = -0,13; p< 0,01), verificou-se um aumento com a progressão da idade (r = 0,22; p < 0,01). Áreas mais exigentes como Matemática e Estatística mostraram maiores níveis de exaustão emocional. Um autoconceito positivo associou-se a menores níveis de burnout. A Exaustão Emocional (β = 0,10; p < 0,01) e o Distanciamento Emocional (β = 0,21; p < 0,001) e o Autoconceito Académico (β = -0,52; p < 0,001) revelaram-se preditores significativos do desempenho académico. Conclusões: O burnout e o autoconceito predizem o desempenho académico, sublinhando a necessidade de intervenções direcionadas que fortaleçam o autoconceito e mitiguem o burnout, de modo a promover um ambiente académico mais saudável.
... Kolejnym zarzutem wobec podejścia Maslach do wypalenia jest wyłączne koncentrowanie się na emocjonalnych aspektach wymiaru wyczerpania, z pominięciem istotnych elementów fizycznych i poznawczych. W rezultacie narzędzie MBI może nie uwzględniać pełnej gamy doświadczeń i objawów związanych z wypaleniem, co stanowi pewne ograniczenie w jego zdolności do dokładnego pomiaru zjawiska (Halbesleben, Demerouti, 2005). ...
... Wyniki przeprowadzonej eksploracyjnej analizy czynnikowej kwestionariusza OLBI poddały w wątpliwość dwuczynnikową strukturę polskiej adaptacji narzędzia, obejmującą wyczerpanie i brak zaangażowania. W celu zweryfikowania tych ustaleń zastosowano konfirmacyjną analizę czynnikową, która zgodnie z bardziej liberalnym kryterium pozwoliła na potwierdzenie dwuczynnikowej struktury zaproponowanej przez autorów oryginalnej wersji narzędzia (Demerouti, Nachreiner, 1998;Halbesleben, Demerouti, 2005). Zaobserwowano, że pozycje OLBI-S_3 i OLBI-S_7, które stanowią część podskali Brak zaangażowania, nie wykazują istotnego powiązania z ogólną strukturą narzędzia, a wręcz prezentują negatywny wpływ na spójność tejże podskali. ...
Zjawisko wypalenia akademickiego staje się coraz bardziej zauważalne i przyciąga wzmożone zainteresowanie badaczy na całym świecie. Pomimo rosnącej liczby rozpraw nad tym problemem, niewielka uwaga została dotąd poświęcona rozwijaniu narzędzi pomiarowych do oceny wypalenia akademickiego, zwłaszcza na gruncie polskim. Celem niniejszego artykułu jest przedstawienie wyników badań pilotażowych (wstępnych) polskiej adaptacji Oldenburskiego Kwestionariusza Wypalenia w wersji dla studentów (OLBI-S). Badanie obejmowało 204 uczestników (M=20,8; SD= 21,00). Wyniki wstępnych prac nad polską wersją OLBI-S, przedstawione w artykule, wskazują, że narzędzie to spełnia podstawowe kryteria psychometryczne dla badań naukowych. Obie podskale wykazują zadowalające wskaźniki rzetelności (wyczerpanie: α = 0,83; brak zaangażowania: α = 0,77). Trafność została potwierdzona poprzez korelacje wyników OLBI-S z innym narzędziem do pomiaru wypalenia oraz kwestionariuszem do badania zaangażowania w działania znaczące.
... All items are scored on a 4-point scale where 1 is 'almost never' and 4 is 'almost always' [25]; higher scores on the scale indicate greater anxiety. The Oldenburg Burnout Inventory (OLBI) [26] is a 16-item self-report tool used to assess workrelated burnout; a higher scale indicates more severe burnout. Items are split between two subscales assessing disengagement and exhaustion [26], and questions are scored on a 4-point Likert scale where 1 is 'strongly agree' and 4 is 'strongly disagree.' ...
... The Oldenburg Burnout Inventory (OLBI) [26] is a 16-item self-report tool used to assess workrelated burnout; a higher scale indicates more severe burnout. Items are split between two subscales assessing disengagement and exhaustion [26], and questions are scored on a 4-point Likert scale where 1 is 'strongly agree' and 4 is 'strongly disagree.' The Positive and Negative Affect Schedule -Short Form (PANAS-SF) [27] comprises 20 items, with 10 items assessing positive affect (e.g. ...
Background:
Optimal cognitive functions, including working memory (WM), are crucial to enable trainee physicians to perform and excel in their clinical practice. Several risk factors, including on-call shifts, poor mental health, burnout, and sleep problems, can impair clinical practice in trainee physicians, potentially through cognitive impairment; however, these associations have not been fully explored.
Objective:
This study investigated the effect of on-call shifts on WM among trainee physicians and its association with burnout, depression, anxiety, affect, and sleep.
Materials and methods:
This cross-sectional study involved 83 trainee physicians (45% male). We measured demographic and training-related factors including on-call shifts and working hours. We also assessed depressive symptoms (PHQ-9), both state and trait anxiety (STAI total score), burnout (OLBI total score), positive and negative affect scores (PANAS), and sleep disturbances (PSQI total score). WM was evaluated using spatial working memory (SWM) strategy scores that reflected performance and total error counts.
Results:
Trainee physicians with more on-calls per month had significantly worse depressive symptoms, burnout scores, and sleep, as well as more negative affect. While controlling for covariates, being on-call more times per month was significantly associated with worse WM. Worse depressive symptoms and burnout scores were also significantly associated with impaired WM.
Conclusion:
Working more on-call shifts is associated with compromised WM. Trainee physicians who experienced more depressive symptoms and burnout had worse WM.
... Oldenburg burnout inventory (OLBI). The OLBI is a self-reported questionnaire that measures the levels of exhaustion and disengagement experienced by an individual [10]. Exhaustion refers to the experience of physical, cognitive or emotional strain while disengagement refers to distancing oneself from one's work [10]. ...
... The OLBI is a self-reported questionnaire that measures the levels of exhaustion and disengagement experienced by an individual [10]. Exhaustion refers to the experience of physical, cognitive or emotional strain while disengagement refers to distancing oneself from one's work [10]. It has a total of 16 items scaled on Likert scale ranging from 1(strongly agree) to 4(strongly disagree). ...
The COVID-19 pandemic has exerted a huge emotional strain on mental health professionals (MHP) in Singapore. As Singapore transited into an endemic status, it is unclear whether the psychological strain has likewise lessened. The aims of this study were to investigate the levels of stress and burnout experienced by MHP working in a tertiary psychiatric hospital in Singapore during this phase of COVID-19 endemicity (2022) in comparison to the earlier pandemic years (2020 and 2021) and to identify factors which contribute to as well as ameliorate stress and burnout. A total of 282 MHP participated in an online survey in 2022, which included 2 validated measures, namely the Perceived Stress Scale and the Olden-burg Burnout Inventory (OLBI). Participants were also asked to rank factors that contributed the most to their stress and burnout. Between-group comparisons were conducted regarding stress and burnout levels among MHP across different demographic groupings and working contexts. In addition, OLBI data completed by MHP in 2020 and 2021 were extracted from 2 published studies, and trend analysis was conducted for the proportion of MHP meeting burnout threshold across 3 time points. We found that the proportion of MHP meeting burnout threshold in 2020, 2021 and 2022 were 76.9%, 87.6% and 77.9% respectively. Professional groups, age, years of experience and income groups were associated with stress and/or burnout. High clinical workload was ranked as the top factor that contributed to stress and burnout while flexible working arrangement was ranked as the top area for improvement so as to reduce stress and burnout. As such, policy makers and hospital management may want to focus on setting clear mental health targets and facilitate manageable clinical workload, build manpower resiliency, optimize resources and provide flexible work arrangements to alleviate stress and burnout among MHP. PLOS ONE PLOS ONE | https://doi.org/10.1371/journal.pone.
... Level of burnout was measured using the Oldenburg Burnout Inventory (OLBI), a validated measure with Cronbach's alpha scores of α =.84 (Demerouti et al., 2003;Demerouti & Bakker, 2008). Although this scale was originally created for German-speaking individuals, the English translation of the OLBI has been found to be reliable among English-speaking samples (Halbesleben & Demerouti, 2005). This 16-item scale asks respondents to indicate the degree of their agreement with each statement on a 4-point Likert scale ranging from strongly agree to strongly disagree. ...
... to α = .85 for the exhaustion subscale (Demerouti et al., 2003;Halbesleben & Demerouti, 2005). For this study, the 16-item OLBI overall was found to be highly reliable (α = .83) ...
Objective: Certified Child Life Specialists (CCLS) are pediatric healthcare professionals who help prevent and reduce psychological trauma resulting from a medical experience. They aid children and families in coping with the effects of hospitalization, illness, stress, and trauma, primarily in healthcare settings. Because their clinical work includes frequent exposure to trauma and emotional investment with patients, child life specialists are at high risk for developing Impostor Phenomenon (IP), burnout, or a combination of both. The aim of the present study is to better understand how child life specialists experience these phenomena and what factors put them at risk for experiencing IP, burnout, or a combination of these two factors.
Method & Results: After surveying a sample of child life specialists (N = 270), IP and burnout experiences were found to be related. Additionally, IP and the impact of COVID-19 on CCLS predicted levels of burnout.
Conclusion: By understanding the relationship between IP and burnout, we can work to promote better professional quality of life for CCLS, especially in light of the COVID-19 pandemic.
Disclosure Statement: No potential conflict of interest was reported by the author(s).
Funding Statement: No funding sources were provided by the author(s).
... This state of affairs may explain why there have been many attempts to redefine burnout over the years (e.g. Halbesleben & Demerouti, 2005;Kristensen et al., 2005;Schaufeli et al., 2020;Shirom, 2003;Tavella et al., 2021). ...
Burnout has garnered considerable attention from occupational health specialists for nearly 50 years. In this paper, we discuss three beliefs about burnout that remain ill-supported despite their popularity among researchers and their importance for burnout research. The three beliefs are the following: (a) work-related factors are the prime predictors of burnout; (b) burnout is a condition of epidemic magnitude in contemporary society; (c) burnout is not a depressive condition. As we examine these widely held views, we outline possible paths to clarification to aid future research. We close our commentary by recommending that researchers be vigilant about the risk of drawing premature conclusions about burnout.
... The remainder provides enhanced information about factors unique to physical therapist education, specifically, curricular content areas from Standard 7 of the CAPTE Standards and Required Elements. 11 Preliminary data from 10 consecutive graduating Doctor of Physical Therapy (DPT) cohorts confirmed that the PT-GQ is a feasible graduation metric (approximately 30-minute duration) and has sufficient sensitivity, reliability, and validity [12][13][14][15][16] to detect differences between physical therapy and medical learning environments. 10 To establish the generalizability of the PT-GQ and to determine its broader utility, we launched a multi-center trial among 34 academic physical therapy programs. ...
... To address this limitation, our centre is currently pursuing a strategy of longitudinally administering the Oldenburg Burnout Inventory, a well-being survey validated internationally for healthcare workers. 13 This approach would allow us to quantifiably assess staff burnout before and after implementation of debriefing and determine if debriefing has a measurable impact. Should other centres embark on using debriefing, similar quantitative approaches can be considered early on in order to provide more accurate and robust data on the true impact of this tool. ...
This manuscript presents the pioneering use of a post-event staff debriefing tool, TALK, in Acute Child and Adolescent Mental Health Units (CAMHU). While unsuccessful in reducing the rate and severity of patient behavioural events, our centre observed promising psychological benefits for CAMHU staff as a result of debriefing, with the tool promoting emotional resiliency and providing a platform for open conversations. Debriefing also served as a venue for patient concerns with care to be raised by staff, addressed and reflected in updated care plans. This initiative demonstrates the utility of debriefing to foster a culture of learning, improve staff wellness and enhance patient safety in CAMHU settings.
... Four items in each subscale are positively worded and four items are negatively worded (Demerouti, 1999). The OLBI English translation demonstrates acceptable reliability (test-retest reliability and internal consistency) as well as factorial, convergent and discriminant validity (Halbesleben & Demerouti, 2005). ...
Purpose
The purpose of this study was to examine how beginning teachers’ participation in a microcredential based on trauma-informed classroom management and restorative discipline (TIMRD) practices might enhance their self-efficacy (SE), through an understanding of their own trauma response, its neurobiological basis and classroom interventions that focus on student wellness and teacher self-care.
Design/methodology/approach
Using a single case study design, participants completed a pre- and post-assessment before and after completion of a TIMRD microcredential.
Findings
A total of seven teaching fellows completed the microcredential process. Results indicate that the use of a microcredential for professional learning assisted with decreasing sense of burnout while increasing professional SE, SE related to classroom management and instructional strategies (ISs).
Originality/value
New teachers commonly struggle with a lack of professional efficacy for a variety of reasons, yet all teachers present with their own personal trauma. Increasing new teachers’ sense of resilience through addressing their own trauma and the impact of student trauma is integral to increasing teaching SE and reducing rates of burnout.
... Given the hegemony of the MBI in burnout research, addressing this matter is important. It is of note that other measures deemed to assess burnout, such as the Oldenburg Burnout Inventory (OLBI) [12], suffer from similar inconsistencies and fail to measure what they are purported to measure. The OLBI assesses exhaustion and disengagement, two separate constructs reflected in two distinct scores. ...
For decades, the Maslach Burnout Inventory (MBI) has been regarded as the “gold standard” for the assessment of burnout. The present paper demonstrates that the MBI fails to measure the construct it is purported to measure. On a deeper level, the problems affecting the MBI question the very idea of burnout. These problems may be unsurprising in light of the genesis of the burnout construct. Burnout emerged in the mid-1970s as a largely predefined entity. Burnout’s definition was not predicated on robust empirical investigations or sound theorizing, nor was it anchored in a systematic review of the literature on stress and health. Interestingly, other measures deemed to assess burnout, such as the Oldenburg Burnout Inventory, similarly fail to measure what they are claimed to measure. Despite far-reaching implications for our ability to study and promote occupational health, the flaws that undermine the conceptualization and measurement of burnout remain widely underappreciated. We hope this paper will help raise awareness of these flaws and correct current practices in research on job-related distress. Alternatives to burnout do exist and may enable us to support our workforce more effectively.
... No significant effect was found on burnout. Overall, our sample was low in burnout at baseline compared to other samples of working adult populations (Halbesleben & Demerouti, 2005) so this may reflect a floor effect. ...
Psychological flexibility has been proposed as a core process of change when psychedelics are used for therapeutic purposes, but to date empirical outcomes have only documented changes on the Acceptance and Action Questionnaire (AAQ-II), a very general measure of psychological flexibility. This pilot study measured outcomes from psilocybin administered in a retreat setting across a range of measures assessing aspects of psychological flexibility. Nine participants attended a 7-day psilocybin retreat and completed measures at baseline, 2-, and 6-month follow up. Participants demonstrated significant improvements in cognitive defusion (Cognitive Fusion Questionnaire), valued living (Valuing Questionnaire), and Self-Compassion (Self-Compassion Scale), as well as a trend towards increased overall psychological flexibility (AAQ). Other outcome and process measures included measures related to acute effects of the psilocybin, belief in oneness, social safeness, mental health, burnout and emotion expressivity. These results offer preliminary evidence that therapeutic benefits obtained from psilocybin experiences may be linked to changes in psychological flexibility.
... Part 3: Oldenburg Burnout Inventory (OLBI): Oldenburg Burnout Inventory has been regarded as a reliable and robust tool to measure academic burnout (15)(16)(17). It effectively measures burnout by assessing all aspects of exhaustion, namely physical, affective, and cognitive. ...
Introduction
Burnout, resilience, and thriving significantly impact academics, particularly in health professions, where responsibilities are extensive. This study aimed to explore these constructs among academic health professionals, examining sociodemographic and work-related factors influencing these outcomes.
Methods
A cross-sectional study was conducted among academic health professionals via web-based professional networks from August 2022 to February 2023. Validated tools were used, and descriptive and inferential statistics were applied.
Results
505 participants were included, predominantly female (63%), with a mean age of 38.15 ± 9.6 years. High burnout was reported by 10.9%, 13.7% experienced exhaustion, and 6.3% were disengaged. Resilience and thriving were moderate at 59.2 and 51.9%, respectively. Age correlated negatively with burnout (r = −0.131, p = 0.003) but positively with resilience (r = 0.178, p < 0.001). Females reported higher exhaustion (p = 0.014), while males showed greater resilience (p = 0.016). Instructors exhibited lower resilience compared to assistant professors (p < 0.001) and associate professors (p < 0.001). Those at public universities reported higher exhaustion than those at private universities (p < 0.001).
Conclusion
Variable levels of burnout, resilience, and thriving were observed among academic health professionals, influenced by sociodemographic and work-related factors. Interventions targeting resilience and thriving may mitigate burnout risk and enhance engagement among academics in health professions.
... In addition, there are other measuring tools such as the Copenhagen Burnout Inventory (Kristensen et al., 2005), the Oldenburg Burnout Inventory (Halbesleben and Demerouti, 2005;Loscalzo et al., 2023;Macaron et al., 2023), and so on. ...
Although fruitful achievements have been explored about job burnout, little is known about burnout in the field of social interaction among college students. To address this limitation, this study defined the concept of Social Burnout and developed a measurement tool for it. The study adopted the method of combining qualitative research with quantitative research. After the qualitative study, we gathered examples of social burnout and finished item writing. Using convenient sampling and theoretical sampling methods, six different samples were recruited for reliability and validity testing. Confirmatory factor analysis (CFA) revealed the scale’s two-factor structure: emotional exhaustion and depersonalization. Cronbach’s alpha measured the internal consistency of the social burnout scale (SBS), which was excellent (Cronbach’s alpha of emotional exhaustion = 0.94; depersonalization = 0.82; the overall = 0.92). Susequently, the method of calculating AVE and CR evaluated the scale’s convergent and discriminant validity, which were relatively good (AVE of emotional exhaustion = 0.60, depersonalization = 0.59; CR of emotional exhaustion = 0.93, depersonalization = 0.81). Then, regression analysis verified the nomological network and criterion-related validity (r = −0.30, p < 0.01; r = −0.39, p < 0.01; β = −0.25, p < 0.01). The SBS was shown to be a reliable and appropriate measure for assessing students’ social burnout. Furthermore, the SBS is recommended for use in academic research and by healthcare professionals to measure students’ social distress. Further validation studies of this scale are needed in other cultural contexts.
... The Oldenburg Burnout Inventory (OLBI; [97,98]) is a 16-item measure of burnout that assesses exhaustion and disengagement from work. The OLBI has acceptable internal consistency, factorial validity, and expected correlations with other constructs [99]. ...
Background
Law enforcement officers (LEOs) are exposed to significant stressors that can impact their mental health, increasing risk of posttraumatic stress disorder, burnout, at-risk alcohol use, depression, and suicidality. Compromised LEO health can subsequently lead to aggression and excessive use of force. Mindfulness training is a promising approach for high-stress populations and has been shown to be effective in increasing resilience and improving mental health issues common among LEOs.
Methods
This multi-site, randomized, single-blind clinical feasibility trial was intended to establish optimal protocols and procedures for a future full-scale, multi-site trial assessing effects of mindfulness-based resilience training (MBRT) versus an attention control (stress management education [SME]) and a no-intervention control, on physiological, attentional, and psychological indices of stress and mental health. The current study was designed to enhance efficiency of recruitment, engagement and retention; optimize assessment, intervention training and outcome measures; and ensure fidelity to intervention protocols. Responsiveness to change over time was examined to identify the most responsive potential proximate and longer-term assessments of targeted outcomes.
Results
We observed high feasibility of recruitment and retention, acceptability of MBRT, fidelity to assessment and intervention protocols, and responsiveness to change for a variety of putative physiological and self-report mechanism and outcome measures.
Conclusions
Results of this multi-site feasibility trial set the stage for a full-scale, multi-site trial testing the efficacy of MBRT on increasing LEO health and resilience, and on decreasing more distal outcomes of aggression and excessive use of force that would have significant downstream benefits for communities they serve.
Trial registration
ClinicalTrials.gov, NCT03784846. Registered on December 24th, 2018.
... Other researchers have since built on the work of Freudenberger (e.g. Demerouti et al., 2001;Halbesleben and Demerouti, 2005;Leiter and Schaufeli, 1996;Maslach, 1976). However, it is ...
Purpose
Employee burnout is increasingly coming under attention due to its negative impact on employee well-being and organisational effectiveness. This study, a systematic review, aims to evaluate the role of servant leadership and its mediators in preventing and mitigating against burnout experiences in organisations.
Design/methodology/approach
A preferred reporting items for systematic review and meta-analyses (PRISMA) was conducted using three databases, Academic search Complete, Embase and Scopus, in addition to bibliography searches. Articles were included if they reported on primary data, in English from inception to 2023. The mixed methods critical appraisal tool was used to assess the quality of articles, and a narrative synthesis was used to report results.
Findings
The search strategy yielded 4,045 articles, of which ( N = 17), with total sample size of ( N = 10,444) are included. Findings suggest that servant leadership is predictive of burnout, and that several mediators impact this relationship. Most studies were conducted in health care ( n = 8) and banking ( n = 3), and while the quality of the studies was mostly high (64%), the methods used were mainly descriptive and cross-sectional, which limits the extent to which causality can be inferred. A theory of change is provided based on the findings from this review and integrated with the extant literature on servant leadership theory, and can be used by organisations to support the policy, training and practice of servant leadership to reduce burnout.
Originality/value
Servant leadership is predictive of burnout; however, further research needs to be undertaken in this important emerging area.
... Both outcomes, burnout and sleep disturbance, were measured at four different time points: Time point 1 (T1, data collected from May to June 2020 corresponding to the early pandemic), Time point 2 (T2, data collected from September to November 2021), Time point 3 (T3, data collected from February to March 2021 corresponding to the mid-pandemic), and Time point 4 (T4, data collected from June to September 2021). Burnout was measured using a 7-item version 4 of the Oldenburg Burnout Inventory scale adapted to the Swedish healthcare context (Gustavsson et al., 2010;Halbesleben & Demerouti, 2005). Each item (e.g., "There are days when I feel tired before I arrive at work") was rated on a 4-point scale ranging from does not apply at all (1), applies to some extent (2), applies to a large extent (3), to applies completely (4). ...
During a crisis, there is limited time to plan support initiatives for healthcare workers and few resources available to ensure that they engage with them. Using the context of the recent COVID-19 pandemic, this study aimed to investigate help-seeking behaviors among healthcare workers in relation to psychological support initiatives offered to them. Data from a Swedish longitudinal survey following healthcare workers from early (N = 681) to mid-pandemic (N = 396) were analyzed using latent class and transition analyses. We found three patterns of healthcare workers’ help-seeking behavior that applied to both time points: (1) engaging with different forms of group-based support, (2) not participating in any kind of offered support, and (3) only having been offered information-based support. The availability of support declined during the mid-pandemic. Group support users were primarily nurses and frontline workers, with higher levels of burnout symptoms. Our findings suggest that healthcare organizations should limit their implementation of psychological support during a crisis to a few key formats based on social support. Promoting participation from all staff groups may enhance the inclusivity, effectiveness, and sustainability of the support.
... Higher scores in the emotional exhaustion and depersonalization dimensions, and lower scores in the personal accomplishment dimension, are indicative of greater burnout [47,48]. Some studies have chosen to consider only the emotional exhaustion and cynicism dimensions to diagnose burnout, suggesting that the ineffectiveness dimension (also known as personal accomplishment) reflects a personality pattern [49,50]. Other studies have chosen a one-dimensional criterion (emotional exhaustion), considering that cynicism and low personal achievement would be different phenomena [51]. ...
Burnout syndrome is characterized by exhaustion, cynicism, and reduced effectiveness. Workers with high burnout scores who continue their professional activities are identified as experiencing non-clinical burnout (NCB), which includes early stages where burnout symptoms (BNS) are present but not yet severe enough to necessitate work leave. This study aimed to investigate the impact of BNS on attention performance among healthcare workers (HCWs) at a COVID-19 reference hospital during the pandemic. The Maslach Burnout Inventory (MBI) was applied to assess the three burnout dimensions. The Continuous Visual Attention Test (CVAT) evaluated four different attention subdomains. Participants were divided into two groups based on their scores on the MBI: controls and NCB. Thirteen controls were matched with 13 NCB subjects based on age, sex, and HCW category. This sample (n = 26, 65% male) consisted of 11 physicians and 15 nursing professionals with a mean age of 35.3 years (standard deviation = 5.47). NCB subjects had higher impulsivity than controls. There were not any significant group differences in the other attention subdomains. We found significant correlations between impulsivity and all burnout dimensions: higher absolute scores in BNS are associated with higher impulsivity. We concluded that NCB leads to executive attention deficits
... In terms of psychological theory, these results align with the job demands-resources theory, which hypothesizes that individuals with burnout will have higher levels of depression and anxiety than engaged ones [41]. As Leiter and Maslach [22] point out, these results suggest that burnout is a phenomenon that is not strictly analogous to emotional exhaustion or the combination of emotional exhaustion with cynicism [66,67]. Furthermore, these findings suggest that the cynicism dimension plays a relevant role independently of the other dimensions, as disengaged was the second most prevalent profile and showed differences in psychological variables compared to other profiles such as burnout and overextended. ...
There is abundant literature suggesting that university students in helping professions experience high levels of stress, leading to an increased risk of developing burnout. The objective of this study was to identify burnout profiles in a sample of 1162 Spanish nursing and psychology undergraduates using latent profile analysis, a person-oriented statistical method that can identify hidden homogenous subgroups within a heterogeneous population. We expected to replicate in university students the five-profile structure (burnout, overextended, disengaged, ineffective, and engagement) proposed by Leiter and Maslach using the burnout dimensions (emotional exhaustion, cynicism, and inefficacy) as indicators. The results showed that burnout, overextended, and engagement profiles were adequately replicated. Given that levels of inefficacy and cynicism were medium to low, the ineffective and disengaged profiles somewhat deviated from those identified by Leiter and Maslach. We found differences between the five latent profiles in several psychological variables, such as depression and anxiety. These results suggest that psychosocial factors (e.g., workload) are significant among students and may adversely impact their health, leading to psychosomatic and emotional disorders. Hence, designing effective interventions to prevent health problems associated with burnout seems advisable, considering the specific burnout profile that a student exhibits.
... The OLBI is a reliable and valid measure of burnout. It exhibits good construct validity (Halbesleben & Demerouti, 2005) and test-retest reliability (Demerouti et al., 2003). Additionally, the OLBI demonstrates satisfactory convergent validity, correlating positively with other established burnout measures (Demerouti et al., 2010). ...
Healthcare professionals, including occupational therapy practitioners, are experiencing epidemic levels of burnout. Professional organizations have prioritized research and programming to address burnout. This study evaluated the feasibility of an evidence-based virtual mindfulness continuing education program, Mindfulness at Work, and the mindfulness strategies participants learned and embedded into their workday. This program was developed and facilitated by an occupational therapist who is also a registered advanced yoga teacher. A total of 11 occupational therapy practitioners experiencing burnout met with the facilitator for once-weekly synchronous sessions over three weeks. OT practitioners were taught mindfulness strategies to use throughout their workday. Participants practiced the strategies at work between sessions and discussed their experiences during subsequent sessions. Aspects of the feasibility of both the program and the mindfulness strategies were measured post-only. Participant burnout was measured pre and post. Participants rated the virtual mindfulness continuing education program and mindfulness strategies as acceptable, appropriate, and feasible. There were significant decreases in pre-and post-test burnout scores during this preliminary evaluation. Attendance and retention rates were high. Eligibility criteria challenged recruitment capability.
... We used the Oldenburg Burnout Inventory (OLBI) (26), in its original Dutch version and its French version (27) to measure self-reported exhaustion and disengagement at work. ...
Background
General practitioners (GPs) are particularly vulnerable to job burnout. Tailored prevention and intervention strategies are needed.
Aim
To investigate organisational, interpersonal and individual factors contributing to exhaustion and disengagement at work among GPs.
Design & setting
We conducted a cross-sectional study in a sample of Belgian GPs.
Method
A total of 358 doctors (73% females, 301 with complete data) completed an online anonymous questionnaire assessing job burnout, psychosocial characteristics of the work environment, perceived social support in the private domain, emotional competence, and self-compassion.
Results
GPs reported moderate levels of exhaustion and disengagement. Regression models showed that included factors jointly explained 69% of the variance in exhaustion and 63% in disengagement. Exhaustion was significantly predicted by sex (being a woman) (β effect size =–.1), high perceived emotional demands ( β =.19), as well as low self-compassion ( β =–.14) and low emotional competence ( β =.09). Disengagement was significantly predicted by low seniority ( β =–.12) and limited opportunities for development ( β =–.16). Both exhaustion and disengagement were predicted by low perceived quality of work ( β =–.19 and –.14 respectively), meaning of work ( β =–.17 and –.31 respectively) and role clarity ( β =.09 and .12 respectively), as well as high perceived work-life conflict ( β =.46 and .21 respectively). Moreover, GPs working in a multidisciplinary group reported lower levels of exhaustion and disengagement than those working in a monodisciplinary group or a solo practice, and this difference was associated with factors such as work-life conflict.
Conclusion
Organisational, interpersonal and intrapersonal factors interact to predict a substantial part of burnout in general practice. The most significant risk factors were perceived work-life conflict and poor meaning of work. Policy-makers should work to support more sustainable practices based on the specific needs and constraints reported by GPs.
... Burnout was measured using a modified version of the validated Oldenburg Burnout Inventory (OLBI), a 16-item Likert-type questionnaire consisting of two subscales: exhaustion and disengagement [18]. Exhaustion refers to general feelings of emptiness, work overload, strong need for rest and cognitive, emotional and physical exhaustion [3]. ...
Background
This study presents the prevalence of burnout among the Canadian public health workforce after three years of the COVID-19 pandemic and its association with work-related factors.
Methods
Data were collected using an online survey distributed through Canadian public health associations and professional networks between November 2022 and January 2023. Burnout was measured using a modified version of the Oldenburg Burnout Inventory (OLBI). Logistic regressions were used to model the relationship between burnout and work-related factors including years of work experience, redeployment to pandemic response, workplace safety and supports, and harassment. Burnout and the intention to leave or retire as a result of the COVID-19 pandemic was explored using multinomial logistic regressions.
Results
In 2,079 participants who completed the OLBI, the prevalence of burnout was 78.7%. Additionally, 49.1% of participants reported being harassed because of their work during the pandemic. Burnout was positively associated with years of work experience, redeployment to the pandemic response, being harassed during the pandemic, feeling unsafe in the workplace and not being offered workplace supports. Furthermore, burnout was associated with greater odds of intending to leave public health or retire earlier than anticipated.
Conclusion
The high levels of burnout among our large sample of Canadian public health workers and its association with work-related factors suggest that public health organizations should consider interventions that mitigate burnout and promote recovery.
... The Oldenburg Burnout Inventory, developed by Demerouti and Nachreiner (1998) and adapted for the Portuguese population by Sinval et al. (2019), measured burnout. Its aim is to assess the exhaustion and depersonalization dimensions (Halbesleben and Demerouti 2005), in which the exhaustion subscale represents the feeling of emptiness, excessive workload, physical, cognitive, and emotional exhaustion (Demerouti et al. 2003). The depersonalization subscale reflects the disengagement from the professional environment and the attitudes towards work (Bakker and Demerouti (2008). ...
The main objective of this study was to study the effect of occupational stress on turnover intentions, as well as determine whether this relationship is mediated by burnout levels and moderated by motivation. The sample size of this study consisted of 603 participants, all employees of the Portuguese Tax and Customs Authority, which is part of the Ministry of Finance and belongs to the Direct State Administration. The results indicate that occupational stress (with managers, career and pay, and overwork) has a positive and significant effect on turnover intentions and that this relationship is mediated by burnout. Motivation (intrinsic and identified) has a negative and significant effect on turnover intentions. Intrinsic motivation moderates the relationship between occupational stress (with managers, colleagues, career and pay, and family problems) and turnover intentions. These results indicate that among the dimensions of occupational stress, the most critical are the stress caused by managers, work overload, and career and pay. These are factors that the Direct State Administration should be concerned with to reduce employees' stress levels, as well as their turnover intentions.
... We assessed three person-level outcomes on the postsurvey at the end of the workweek using a 5-point scale (1 ϭ strongly disagree; 5 ϭ strongly agree). Emotional exhaustion was measured with the eight-item emotional exhaustion scale from the Oldenburg Burnout Inventory (Halbesleben & Demerouti, 2005), such as "During my work, I often felt emotionally drained" (␣ ϭ .85). We assessed job satisfaction with the three-item scale from Cammann, Fichman, Jenkins, and Klesh (1983). ...
Surprisingly little research investigates employee breaks at work, and even less research provides prescriptive suggestions for better workday breaks in terms of when, where, and how break activities are most beneficial. Based on the effort–recovery model and using experience sampling methodology, we examined the characteristics of employee workday breaks with 95 employees across 5 workdays. In addition, we examined resources as a mediator between break characteristics and well-being. Multilevel analysis results indicated that activities that were preferred and earlier in the work shift related to more resource recovery following the break. We also found that resources mediated the influence of preferred break activities and time of break on health symptoms and that resource recovery benefited person-level outcomes of emotional exhaustion, job satisfaction, and organizational citizenship behavior. Finally, break length interacted with the number of breaks per day such that longer breaks and frequent short breaks were associated with more resources than infrequent short breaks.
... The most comprehensive national medical student wellbeing data in the United States (US) can be found in reports from the Association of American (Halbesleben and Demerouti 2007), and perceived stress (Y2Q only). From 2016 to 2021, mean levels of perceived stress, disengagement, and exhaustion on the Y2Q worsened, while levels on the GQ were similarly degraded and remained so over the same period. ...
... Burnout. For job burnout, a 6-item scale was adapted (Halbesleben and Demerouti, 2005). ...
Purpose
This study explores the impact of workplace tele pressure on innovative work performance. The study also tests the mediating effect of the work-family conflict and the moderating influence of job burnout between the work-family conflict and innovative work performance.
Design/methodology/approach
Data for the present study were collected through structured questionnaires from 285 employees working in the public and private sector universities. Data were analysed through SPSS and Smart-PLS.
Findings
Results confirmed the relationship between workplace tele pressure and innovative work performance, the mediating effect of work-family conflict between workplace tele pressure and innovative work performance and the moderating influence of job burnout between work-family conflicts and innovative work performance.
Originality/value
This study model is supported by the job demands-control model and effort-recovery theory, which is being tested for the first time to support the relationship between workplace tele pressure and innovative work performance. Further, the model “workplace tele pressure → work-family conflicts → job burnout → innovative work performance” was developed and tested for the first time to study the technology-based pressure in the education sector.
... To address these defi ciencies [17,18], a questionnaire (Perrotta-Marciano Burnout Risk Interview -1, BORI-1) has been developed and is being administered for validation, that intends to address the critical issues identifi ed. The test (Table 1) is structured into 6 sections, for a total of 50 items, described as follows and taking the most widely used psychometric tests as a reference model, paying more attention to the issue of risk [19][20][21]. can give a minimum total score of 0 and a maximum total score of 33, established according to a graduated risk, but increased in as for the overall numerical summation of this sub-section (E), a "+ 1" must always be added for each answer given with a value of 2 and "+2" for each answer given with a value of 3, and if, fi nally, there are at least 6 /11 of answers with a value of 2 or 3, a further "+5" total must be added. The fi nal total thus goes from 33 to 60. Therefore: if the score is between 0 and 6 the frequency of the discomfort is considered low, from 7 to 33 it is considered medium (suspicious threshold) and therefore worthy of clinical investigation, while from 34 to 60 is considered high (clinical threshold) and therefore worthy of intervention, even in the presence of the subject's contrary opinion. ...
Starting from the general concept of "burnout", thus describing the lack of energy, fatigue, and unproductivity at work that a person develops in the workplace, the present paper defines the specific characteristics of the syndrome and related contexts and then proposes a new psychometric instrument (Perrotta-Marciano Burnout Risk Interview 1, BORI-1), in the interview version, capable of assessing and graduating the risk of the same, to intervene promptly in borderline situations that could degenerate into injurious and self-injurious acts. The interview aims to analyze the risk of burnout in individuals who work in both the private and public sectors and who for reasons of service may be put under pressure, even if they have passed the medical and psychiatric examination. It is therefore proposed as a tool for investigation, prevention, and clinical evaluation of burnout syndrome in its clinical signs, thus bridging the critical issues noted in the current psychometric instruments dedicated to the subject under consideration
Purpose
Clinical staff working in mental health services experience high levels of work-related stress, burnout and poor well-being. Increased levels of stress, burnout, depression and anxiety and poorer mental well-being among health-care workers are associated with more sick days, absenteeism, lower work satisfaction, increased staff turnover and reduced quality of patient care. Virtual reality (VR) relaxation is a technique whereby experiences of pleasant and calming environments are accessed through a head-mounted display to promote relaxation. The purpose of this paper is to describe the design of a study that assesses the feasibility and acceptability of implementing a multi-session VR relaxation intervention amongst mental health professionals, to improve their relaxation levels and mental well-being.
Design/methodology/approach
The study follows a pre–post-test design. Mental health staff will be recruited for five weeks of VR relaxation. The authors will measure the feasibility and acceptability of the VR relaxation intervention as primary outcomes, alongside secondary outcomes evaluating the benefits of VR relaxation for mental well-being.
Findings
The study aims to recruit 20–25 health-care professionals working in both inpatient and specialist community mental health settings.
Originality/value
Research indicates the potential of VR relaxation as a low-intensity intervention to promote relaxation and reduce stress in the workplace. If VR relaxation is shown to be feasible and acceptable, when delivered across multiple sessions, there would be scope for large-scale work to investigate its effectiveness as an approach to enable health-care professionals to de-stress, relax and optimise their mental well-being. In turn, this may consequently reduce turnover and improve stress-related sick leave across health-care services.
Organizations and their leaders are recognized as key players in staff well‐being and engagement but there is limited longitudinal research with large samples. Moreover, it is not clear how specifically leader behaviour impacts on well‐being. Based on the social identity approach, we argue that school leaders who are capable of crafting and clarifying what it means to be an organizational member while actively representing the groups' interests—an identity leader—will be able to foster a positive school climate. In turn, this positive climate should result in a range of positive outcomes for school staff members, including better well‐being and engagement in their work. Using a longitudinal survey of over 6000 school staff, we found support for our hypothesis: school staff members who perceived their school leaders as being identity leaders perceived a more positive school climate 1 year later, which, in turn, predicted higher levels of well‐being (lower burnout, lower stress and higher self‐esteem) and engagement in school outcomes (higher organizational commitment, team morale and professional development). Overall, these results underline the key role that school identity leaders play in crafting positive working environments and outcomes for staff members.
Repeatedly capturing national headlines, excessive law enforcement officer (LEO) use of force in critical incident encounters is one of the most divisive human rights issues in the United States. Valid and reliable measures of potential precursors to LEO excessive use of force, such as aggression, are needed. The Buss–Perry Aggression Questionnaire‐short form (BPAQ‐SF) is a validated measure of aggression across various populations; however, evaluation of this easily administered measure in high‐stress, frontline populations such as LEOs is limited. The primary goal of this study was to evaluate the validity, reliability, and sensitivity to change the BPAQ‐SF in a sample of LEOs. A confirmatory factor analysis suggested that the hierarchical solution provides a mixed fit to the data: SBχ² (25.84) = 62.50, p = .0001; comparative fit index = .94, non‐normed fit index = .92, root mean square error of approximation = .19 (90% confidence interval = .17–.21), standardized root mean squared residual = .08. The BPAQ‐SF demonstrated good internal consistency ( α = .84) and test–retest reliability ( r = .86), correlations in the expected direction with predictors of and buffers against aggression, and sensitivity to change among LEOs who participated in an intervention targeting aggression. Results support and extend previous findings suggesting that the BPAQ‐SF is a valid and reliable measure of aggression among LEOs.
Objective
Emotional exhaustion (EE)-the first stage of burnout-is related to preventable work environment exposures. We examined the understudied impact of organizational support for safety(OSS) and safety hazards(SH) on EE in a mixed licensed and unlicensed population of healthcare workers(HCWs).
Methods
A work environment exposures survey was conducted in five U.S. public-healthcare facilities in 2018-2019. 1059 questionnaires were collected from a predominantly female population of mixed HCWs.
Results
Mean EE scores were higher among women, direct-care workers and younger subjects. In linear regression models, EE was positively associated with SH, emotional labor, psychological demands, physical demands, job strain, assault, and negative acts, while OSS was negatively associated.SH both mediated and moderated the relationship between OSS and EE.
Conclusion
When perception of SH is high, OSS has less impact on reducing EE;suggesting a need to effectively put safety policies to practice for improving EE in HCWS.
This study sought to investigate the measurement properties of a “gold standard” instrument for measuring burnout, the Maslach Burnout Inventory – General Survey (MBI-GS), with a systematic literature review and meta-analysis of studies that had as the primary aim its psychometric validation. The search spanned from January 1996 to December 2022 using the following databases: Web of Science, Scopus, PubMed, APA PsychINFO, ScienceDirect, and ProQuest Dissertations and Theses Global. Our search identified 35 eligible studies for inclusion in the systematic review. Of these, 17 were included in the meta-analysis. The meta-analysis of the original 16-item version studies supported a three-dimensional representation of burnout with modest internal consistencies. However, similar to the narrative findings, it also indicated the viability of a two-factor solution. Consequently, the structural validity of the MBI-GS remains unclear, and so does its cross-cultural validity. The criterion validity of the cynicism and personal efficacy scales also raised a few questions. Overall, the findings provided some support for the adequacy of the measurement properties of the MBI-GS as a research tool measuring exhaustion, cynicism, and professional efficacy. However, we also identified challenges and practices of which researchers should be cognisant and that they should consider in future burnout projects.
Yaşanan depremler sonrasında bireylerdeki deprem sonrası travma ve yaşam doyumu değişkenlerinin tükenmişlik üzerindeki etkisinin incelenmiştir. Çalışma ile depremi yaşayan ülke paydaşlarının mevcut durumu ortaya koyarak ileride muhtemel oluşacak depremlerde yapılması gereken yönetsel politikalara yol gösterici olması amaçlamaktadır. Ayrıca araştırmanın depremin ülke genelindeki psikolojik etkilerini ortaya koyması açısından önemli olduğu düşünülmektedir. Hedef örneklem Türkiye Cumhuriyeti Vatandaşları oluşturmaktadır. Örnekleme deprem sonrası travma düzeyi belirleme, yaşam doyumu ve tükenmişlik ölçekleri kullanılarak anket yöntemi ile veri toplanmıştır. Verilerin analizinde tanımlayıcı testler, pearson korelasyon analizi ve çok değişkenli regresyon analizi uygulanmıştır. Araştırma sonucunda modele dahil edilen deprem sonrası travma ve yaşam doyumu bağımsız değişkenleri birlikte modele dahil edildiğinde tükenmişlik üzerinde anlamlı düzeyde etkiye sahip olduğu ve deprem sonrasında oluşan tükenmişliğin yaklaşık %50’sinin bu iki bağımsız değişken tarafından açıklandığı görülmüştür. Araştırma sonucunda deprem sonrası travmanın tükenmişliği pozitif yönde etkilediği, yaşam doyumunun ise negatif yönde bir etkisinin olduğu tespit edilmiştir.
With rude and discourteous encounters in the workplace becoming more
common, Workplace incivility (WI) is at an all-time high. As such, workers experience
levels of burnout from these negative social interactions. The literature concedes that the
results of these interactions lead to mounting burnout, causing negative physical and
emotional outcomes at the individual and organizational levels. Considering that the
literature also supports that employees have the potential to recover from burnout
symptoms through rest, obtaining the perception of control of their circumstances, and
cognitive reframing, the time and activities a worker spends at home carry the potential
for minimizing burnout from daily incivility. Recognizing the potential of home-based
activities and support to minimize burnout, this research emphasizes romantic partner
support as a means to manage stress. This study, grounded in the Conservation of
Resources Theory, explores the moderating effect of romantic partner support on the
relationship between daily WI and burnout recovery. Using a diary study method over
five consecutive workdays with 277 participants, the findings reveal a nuanced
interaction between workplace stressors and personal relationships. Individual differences
in romantic partner support were found to moderate the influence of WI on burnout
recovery. These results have real-world implications, especially in demanding work
environments, and extend previous research on WI, romantic partner support, and
exhaustion recovery. The study contributes to a more comprehensive understanding of
navigating workplace challenges and fostering resilience and well-being, concluding with
a discussion of findings and suggestions for practice and future research.
Purpose:
Health care professions trainees and clinicians who perceive ambiguous situations as sources of threat (low tolerance for ambiguity [TFA]) experience greater risk for mental health disorders and professional burnout. Physical therapists likely encounter substantial ambiguity because of the biopsychosocial nature of their main therapeutic strategies. The purpose of this study was to identify student traits and experiences within the learning environment that differentiate students with high and low TFA for medicine and physical therapy (PT), and to identify areas of interprofessional overlap and distinction.
Method:
Graduation Questionnaire survey data from graduating PT (n = 2,727) and medical students (n = 33,159) from the 2019-2020 and 2020-2021 academic years were sorted according to student TFA score, and respondents in the highest and lowest TFA quartiles were retained for analysis. Difference-in-differences analysis was used to reduce the number of potential explanatory factors to a parimonious subset that was put into linear regression models. Inferential statistics were applied to all significant factors identified from the linear regression models.
Results:
For both professions, higher TFA was generally associated with more positive ratings of the learning environment (student-faculty interactions, faculty professionalism, satisfaction with career choice), lower experiences of exhaustion and disengagement (the 2 axes of academic burnout), and higher scores for the empathy domain of perspective-taking. Uniquely for medical students, low TFA was associated with lower empathy scores and a lower degree of interest in working with underserved individuals.
Conclusions:
Findings suggest that for both professions, high TFA corresponded with better ratings of the educational experience and with traits that are advantageous for patient-centered practice and occupational resilience. Interventions to cultivate TFA among health care trainees may be an important way to meet the growing demand for humanistic health care professionals who are prepared to meet society's complex needs.
Mobile health (mHealth) demonstrates great promise for providing effective and accessible interventions within an organizational context. Compared with traditional workplace interventions, mHealth solutions may be significantly more scalable and easier to standardize. However, inadequate user engagement is a major challenge with mHealth solutions that can negatively impact the potential benefits of an intervention. More research is needed to better understand how to ensure sufficient engagement, which is essential for designing and implementing effective interventions. To address this issue, this study employed a mixed methods approach to investigate what factors influence user engagement with an organizational mHealth intervention. Quantitative data were collected using surveys (n = 1267), and semi-structured interviews were conducted with a subset of participants (n = 17). Primary findings indicate that short and consistent interactions as well as user intention are key drivers of engagement. These results may inform future development of interventions to increase engagement and effectiveness.
Background: Work-related stress is detrimental to individual health and incurs substantial social costs. Interventions to tackle this problem are urgently needed, with mHealth solutions being a promising way of delivering accessible and standardized interventions on a wide scale. This study pilot tests a low-intensive mHealth intervention designed to mitigate the negative consequences of stress through promoting recovery strategies.
Methods: Nursing school students (N = 16) used the intervention for a month. Data were collected immediately before, immediately after, and one month after the end of the intervention. Additionally, intensive longitudinal data were collected daily during the time of the intervention. Primary outcome measures include recruitment and retention rates, engagement with and acceptability of the intervention, as well as evaluating the quality of measurement instruments.
Results: Recruitment and retention rates provide a benchmark that we need to invite 10-12 times the intended target sample size. Engagement and acceptability metrics are promising overall, showing key areas that need to be adapted to improve the intervention. Measurement quality is acceptable with instruments mostly functioning as intended.
Discussion: Results show that the intervention and study protocol are feasible for conducting a randomized controlled trial given a few adjustments. The randomization algorithm needs to match the sample size in order to allocate evenly distributed experimental groups. Acceptability of the intervention may be improved through adapting the recommended recovery strategies. Some additional outcome measures are suggested to provide a more comprehensive picture of intervention effects.
Objective
The purpose of this study was to explore the occupational burnout levels among a cohort of sonographers practicing in the United States and their perception of administrative support and resources for burnout prevention.
Materials and Methods
This study used a quantitative descriptive design with a cross-sectional online survey administered to the Society of Diagnostic Medical Sonography members. The survey consisted of demographic information, administrative support questions, and burnout measurements using the validated Oldenburg Burnout Inventory.
Results
A total of 1393 sonographers participated in the study. The results of this sonographer cohort indicated that 55.7% experienced moderate burnout. Although 30.9% reported feeling their employers cared for their well-being, 36.6% of respondents indicated no administrative support, and 30.7% said their administration did not provide resources to help them cope.
Conclusion
Occupational burnout levels among this cohort of sonographers was moderate and could increase without adequate intervention. Addressing sonographer burnout and managing stressors will help organizations to retain staff, continue providing quality patient care, and maintain patient outcomes.
In the present era, both learning and teaching, including foreign language learning (FLL) and teaching, are being radically influenced by a massive implementation of digital technologies. The purpose of this study is to analyze foreign language teachers’ attitudes towards the use of technologies in foreign language teaching across Europe and to identify clear implications for their efficient implementation. The methodology of this study includes a mixed-method research design (quantitative and qualitative) with a survey conducted with altogether 234 foreign language (FL) teachers from different universities across Europe. The results clearly show that FL teachers generally have a positive attitude towards the use of technologies in their classes and that they frequently use them in their teaching since they can make students more engaged in learning a foreign language. In fact, the FL teachers have always been at the forefront of innovative approaches to teaching and learning. In spite of this, they admit that they would welcome more professional support from the management of their home institutions and demand training in the use of new technologies. The results of the research also indicate that special attention should be paid to the lack of personal contact, students' reactions, and the expression of emotions, which is difficult and almost impossible to achieve through the use of digital media. These findings are unique since they aim specifically at current FL teachers´ attitudes and needs across Europe and can be utilized by stakeholders and FLL course designers. Moreover, they can also be extended to a larger scale, i.e., the global level.
Background:
Self-insights focused on the coping process are implicated in the refinement of capacities for resilience. To advance this research, we must identify key coping self-insights and develop a concise measurement tool.
Objective:
The purpose of this paper is to develop evidence for the construct dimensionality and validity of a measure of coping self-insight.
Methods:
Items measuring 13 coping self-insight dimensions were generated via consultation with theoretical work, subject matter experts, and pre-testing items for clarity. Thereafter, the dimensionality of items was assessed with undergraduate students (N = 232) and an online sample (N = 800) via exploratory and confirmatory analyses. Finally, a multi-trait, multi-method approach was used to test discriminant validity in a further sample of students (N = 228).
Results:
The initial item list was reduced to five key dimensions that balanced data-driven and conceptual considerations. Confirmatory Factor Analysis revealed moderate-to-strong correlations (r = .47-.80) among dimensions. We also demonstrated evidence of internal reliability, convergent, criterion, and discriminant validity. Invariance tests for sub-groups of interest (e.g., sex, sample type) frequently demonstrated metric or scalar invariance, except for age sub-groups.
Conclusions:
Findings offer a starting point regarding the types of coping self-insights important for the emergence of resilience and a validated tool for future research.
The current study aimed to identify the mean effect size of the alpha coefficient for the overall reliability of the MBI scale, and for the sub-dimensions; Emotional exhaustion, depersonalization, and lack of personal achievement through the analysis of (32) studies in which the inclusion criteria were met. The results of the research indicated that the mean alpha coefficient across the studies (n = 32) for overall reliability and dimensions; Emotional exhaustion, depersonalization, and lack of personal achievement were 0.83, 0.83, 0.78, and 0.77, respectively. It indicated that the mean alpha coefficient of the MBI scale varied significantly according to the participants in favor of school principals, and according to gender in favor of the mixed (male/female), and according to the country of application for studies conducted in North and East African countries, while it did not vary according to the sample size. It also showed that the mean alpha coefficient of the emotional exhaustion dimension varied according to the participants in favor of the teachers. The results also showed that there were no differences in the mean alpha coefficient of the dimension of emotional exhaustion according to the factors of sample size, gender, and country of application, and indicated that there were no significant differences in the mean alpha coefficient of the dimensions of depersonalization and lack of personal achievement according to the factors of sample size, participants, gender and country of application. Keywords: Maslach scale, Reliability, Emotional exhaustion, Depersonalization, Lack of personal achievement
Background
The COVID‐19 pandemic has posed unprecedented challenges, particularly for healthcare workers (HCWs). The prolonged struggles exposed the HCWs to a variety of stressors, potentially leading to burnout. Emotional exhaustion is widely recognized as the core component of burnout. This research aims to conceptualize and develop an emotional exhaustion screening questionnaire through literature review, validation, and accuracy testing.
Method
A literature review of questionnaires and extraction of items on emotional exhaustion were performed in June 2022. We proceed with the face validity of the items by experts. The items with good content validity ratio and index were selected and reworded to suit the context of HCWs working during the COVID‐19 pandemic. A pilot test of the questionnaire was done in the Central University Hospital of Asturias (HUCA) from October to December 2022 with a sample of 148 HCWs from the ORCHESTRA cohort to determine its reliability, convergent validity, and accuracy.
Results
Our literature review identified 15 validated questionnaires. After exclusion, 32 items were sent for content validation by experts, yielding five final items that proceeded with the pilot test. Resulting in a Cronbach's alpha‐coefficient of .83 for the scale and .78 for dichotomous responses, demonstrating good internal consistency and convergent validity. The result of our accuracy test yielded sensitivity (90.6%) and specificity (91.6%) for the OEEQ scale; and sensitivity (88.7%) and specificity (89.5%) for OEEQ dichotomous responses.
Conclusion
This study developed and validated the ORCHESTRA Emotional Exhaustion Questionnaire, demonstrating the questionnaire's clarity, relevance, and comprehensibility in screening emotional exhaustion among HCWs.
Objective
Obstetric ultrasound scans provide real-time results. In some organisations and countries, the immediate communication of results by sonographers to patients is standard practice, but there is a lack of evidence-based training to support them with this challenging task. This pilot study evaluated a novel communication coaching intervention to improve sonographer communication.
Methods
Coaches met with sonographers(N = 15) three times. Sonographers collected three audio recordings of scans involving unexpected news communication at baseline(R1), post-Session 1(R2) and post-Session 2(R3), which were rated for communication skills. Participants self-reported communication confidence and burnout before(T1) and after(T2) the intervention. Feedback was collected at T2. Data were analysed using paired-samples t-tests with bootstrapped significance estimates.
Results
N = 10 sonographers completed the intervention. There were significant increases in communication skills(R1 m = 4.85, SD = 1.07; R3 m = 6.73, SD = 1.80, p = 0.003) and communication confidence(T1 m = 28.00, SD = 6.27; T2 m = 32.80, SD = 6.05, p = 0.005). There were no significant changes in burnout(p > 0.05). All respondents said they would recommend the intervention and most strongly agreed it was engaging(n = 8; 89%) and imparted useful skills(n = 8; 89%).
Conclusion
Communication coaching is an acceptable, potentially effective tool for improving communication of unexpected news by sonographers in ultrasound.
Innovation
This is the first evaluation of an intervention to support obstetric sonographers with news delivery.
This study draws on the conservation of resources theory to investigate the relationship between burnout (disengage-ment and emotional exhaustion) and subjective career success (SCS) through career insecurity over time. It also aims to shed light on the role of the occupational future time perspective (i.e., remaining opportunities and remaining time) as a personal resource that may moderate the direct and indirect relationship between burnout and SCS through career insecurity. A total of 362 full-time working individuals participated in the survey, which was administered at two time points, 9 months apart. The results from the cross-lagged analysis suggested a bidirectional relationship between disengagement and SCS; however, emotional exhaustion did not predict SCS across time. Career insecurity mediated the cross-lagged relationship between burnout and SCS. Finally, the findings showed that the negative cross-lagged relationship between disengagement and SCS was moderated by remaining opportunities, such that the relationship was stronger for individuals low on remaining opportunities. The negative cross-lagged relationship between emotional exhaustion and SCS was moderated by remaining time, such that the relationship was stronger for individuals low on the remaining time. Implications for practice and future research directions are discussed. K E Y W O R D S burnout, career insecurity, lifespan development, occupational future time perspective, subjective career success
Resumo: Predomina na literatura uma perspectiva nosográfica na qual a Síndrome de Burnout (SB) é identificada a partir de três dimensões: exaustão emocional, despersonalização e baixa realização profissional. O objetivo desse estudo teórico-reflexivo consiste em refletir sobre a multidimensionalidade da SB, para além do plano nosográfico, e problematizar os desafios à realização do seu diagnóstico. Com base na sociologia clínica, argumentamos que o esgotamento profissional deve ser compreendido em sua complexidade, levando-se em conta suas dimensões existencial, organizacional e sócio-histórica. Oferecemos pistas para que os profissionais de saúde realizem
Although violence prevention has largely focused on students, national and state‐level studies suggest that teacher‐directed violence warrants attention by researchers, policy makers, and school stakeholders. In this chapter, we provide an overview of the empirical literature on teacher‐directed violence, including the extent of the problem, types of violence teachers experience, measurement issues, and how this problem varies across perpetrators and social contexts. We specify recommendations for assessment, including developing and using reliable and valid measures to better understand teachers' experiences with violence. Violence prevention approaches are described, and we advocate for assessment and intervention that incorporate teacher experiences. Using a social–ecological model, we outline intervention strategies that address school violence that affects students, teachers, and administrators at the microsystem, mesosystem, exosystem, and macrosystem levels. Ultimately, we need to take the entire school ecology into account to reduce violence and create an effective teaching and learning environment where everyone feels safe.
Burnout is a prevalent issue in healthcare. However, investigations into experiences of burnout among mainly administrative health systems’ personnel have not been conducted. Therefore, the purpose of this study is to evaluate burnout experiences among health systems’ personnel in administrative positions. This is a mixed-methods study measuring burnout using an 18-question burnout scale and by conducting 23 semi-structured interviews. Mean responses and a correlation analysis of the survey results were conducted. Interview transcripts were coded using ATLAS.ti 22. The quantitative results show low burnout scores. However, the interviews show that all administrative personnel had experienced burnout or stress, particularly during the COVID-19 pandemic. The COVID-19 pandemic, workload, and volatility drove burnout. Recognizing employees, promoting a strong work/life balance, and self-care practices may alleviate burnout. Similar to nurses and physicians, administrative health systems’ personnel are susceptible to burnout. Therefore, health systems’ leaders should cultivate strategies to mitigate and prevent burnout among administrative personnel. This research focuses on experiences of burnout among health systems’ employees who do not medically treat patients as part of their daily work. Additionally, this study uses interviews to obtain a context for survey results, unlike previous studies. Leaders should recognize not only clinicians but also administrative employees for their work to alleviate burnout. Additionally, leaders should promote work/life balance, especially among remote workers and attempt to reduce workload to mitigate burnout.
This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates than to the resource correlates, suggesting that workers might have been sensitive to the possibility of resource loss. The 3 burnout dimensions were differentially related to turnover intentions, organizational commitment, and control coping. Implications for research and the amelioration of burnout are discussed.
Arising from interest concerning the possibility of causal relationships among the three components of the Maslach Burnout Inventory, several process models have been proposed for the development of burnout. The present paper first reviews the evidence in favour of the three most influential of these (Leiter and Maslach's model (1988); Golembiewski, Boudreau, Munzenrider, & Luo's (1996) phase model; and Lee and Ashforth's model (1993)). These three models, and our own model (which integrates of two of them, and includes feedback effects of depersonalization on emotional exhaustion) are then compared with each other using structural equation modelling, drawing on longitudinal data from two Dutch samples (total N=1185). The review revealed that none of the seven previous studies on this issue provided any convincing support for any particular causal order proposed so far. In contrast, our own study showed that high levels of exhaustion were associated with high levels of depersonalization over time across both samples. Further, higher levels of depersonalization led to higher levels of emotional exhaustion and lower levels of personal accomplishment. To our knowledge, the present research is the first to provide reliable longitudinal evidence for the conceptualization of burnout as a developmental process, although the effects are not large enough to be of practical use in the recognition of burnout.
This research examines the construct validity of Schaufeli, Leiter, Maslach, and Jackson's (1996) general burnout measure, the Maslach Burnout Inventory-General Survey (MBI-GS). Whereas burnout is traditionally defined and measured in terms of a phenomenon occurring among workers who work with people, the MBI-GS is intended for use outside the human services. The authors first address the internal validity of the MBI-GS using data from two Dutch samples (179 software engineers and 284 university staff members). Confirmatory factor analysis revealed that the distinction among the three subscales of the MBI-GS was retained. To examine external validity, these subscales were then related to selected work characteristics. Based on conservation of resources theory, differential patterns of effects were predicted among the correlates and the three burnout subscales. Expectations were largely supported, suggesting that the meaning of the three subscales is quite different. These results largely replicate findings obtained in similar studies on the validity of the contactual version of the MBI.
The dimensionality and validity of the BM (Burnout Measure) is investigated in Dutch samples of human services professionals and white-collar workers (total N = 2190). Results show that, in contrast to the presumed dimensions 'physical exhaustion', 'emotional exhaustion' and 'mental exhaustion', the factors of the BM are 'demoralization', 'exhaustion', and 'loss of motive'. The factorial structure is not affected by using different time frames although an unrestricted time frame results in significantly higher mean scores. A BM version with a seven-point Likert scale results in more reliable subscales than a five-point scale. The factor 'loss of motive' is substantially affected by inconsistent answering patterns of the respondents. The three-factor model of the BM fits equally well in samples of professionals with and without patient contact. The BM subscales correlate highly with fatigue and with the dimension 'emotional exhaustion' of the. Maslach-Burnout-Inventory (MBI) but cannot be distinguished from psychological strain and psychosomatic complaints. Problems in the conceptualization of burnout and its operationalization are discussed. It is concluded that the BM captures only a particular aspect of burnout and is rather a measure of general well-being. Recommendations for further use of a modified BM are given.
This study examined the factorial and convergent validity of the OLdenburg Burnout Inventory (OLBI) and the Maslach Burnout Inventory – General Survey (MBI-GS) among 232 Greek employees from different occupational groups (e. g., banking and insurance, chemical industry). Results of confirmatory factor analyses supported the proposed factor structure for both instruments. In addition, the convergent and discriminant validity of the OLBI and MBI-GS was supported by the results of multitrait-multimethod analyses. Since the OLBI subscales contain both positively and negatively phrased items, it is suggested to increase the psychometric properties of the MBI-GS by including the positively phrased items of the OLBI.
"This paper advocates a validational process utilizing a matrix of intercorrelations among tests representing at least two traits, each measured by at least two methods. Measures of the same trait should correlate higher with each other than they do with measures of different traits involving separate methods. Ideally, these validity values should also be higher than the correlations among different traits measure by the same method." Examples from the literature are described as well as problems in the application of the technique. 36 refs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)
This study examined the dimensionality and construct validity of Golembiewski, Munzenrider, and Stevenson (1986) revision of the Maslach and Jackson (1981) Maslach Burnout Inventory (MBI). Results of confirmatory factor analyses conducted on data collected from 357 FAA employees in a technical, safety-related occupation provided support for a 3-factor, correlated model of burnout. The results suggest that the three factors (emotional exhaustion, depersonalization, and personal accomplishment) were differentially correlated with organizational phenomena of interest. These findings extend the literature beyond analyses on human service type workers and suggest the utility of developing and implementing different strategies for management interventions to respond to different manifestations of employee burnout. Burnout, Job Stress, Social Support, Job Satisfaction.
Structural equation modelling with LISREL was used to investigate the factor structure of the Maslach Burnout Inventory (MBI). Emotional exhaustion was the most robust of the MBI's three factors, followed by depersonalization, while the personal accomplishment factor performed weakly. A new measurement model was developed in a sample of 197 nurses consisting of the emotional exhaustion and depersonalization dimensions, which were measured with five and two empirical MBI indicators, respectively. A test of invariance of the two-factor model across three samples (i.e. one calibration sample of nurses, and two validation samples consisting of hospital laboratory technicians and hospital managers with an effective sample size of 445) produced a good fit for the proposed two-factor model. Assessment of psychometric properties of the two-factor model produced (1) internal consistencies comparable to those reported in the literature for the MBI's originally specified emotional exhaustion and depersonalization scales, and (2) correlations with criterion variables that were all in the expected direction and magnitude, comparable to those produced by the originally specified scales. Theoretical implications for the use of the two-factor model in burnout research are discussed.
Factor analysis, path analysis, structural equation modeling, and related multivariate statistical methods are based on maximum likelihood or generalized least squares estimation developed for covariance structure models (CSMs). Large-sample theory provides a chi-square goodness-of-fit test for comparing a model (M) against a general alternative M based on correlated variables. It is suggested that this comparison is insufficient for M evaluation. A general null M based on modified independence among variables is proposed as an additional reference point for the statistical and scientific evaluation of CSMs. Use of the null M in the context of a procedure that sequentially evaluates the statistical necessity of various sets of parameters places statistical methods in covariance structure analysis into a more complete framework. The concepts of ideal Ms and pseudo chi-square tests are introduced, and their roles in hypothesis testing are developed. The importance of supplementing statistical evaluation with incremental fit indices associated with the comparison of hierarchical Ms is also emphasized. Normed and nonnormed fit indices are developed and illustrated. (43 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals. Three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment. Various psychometric analyses showed that the scale has both high reliability and validity as a measure of burnout. Since the publication of this article in 1981, more extensive research was done on the MBI, which resulted in some modifications of the original measure. The present article has been re-edited to reflect those modifications. However, it does not include other new additions (which are contained in the MBI Manual distributed by the publisher, Mind Garden).
Job burnout has long been recognized as a problem that leaves once-enthusiastic professionals feeling drained, cynical, and ineffective. This article proposes two new approaches to the prevention of burnout that focus on the interaction between personal and situational factors. The first approach, based on the Maslach multidimensional model, focuses on the exact opposite of burnout: increasing engagement with work by creating a better “fit” between the individual and the job. The second approach draws from the decision-making literature and reframes burnout in terms of how perceptions of the risk of burnout may lead to suboptimal choices that actually increase the likelihood of burning out. These new approaches provide a more direct strategy for preventing burnout than typical unidimensional “stress” models because these new approaches (1) specify criteria for evaluating outcomes and (2) focus attention on the relationship between the person and the situation rather than one or the other in isolation.
The dimensionality of Maslach's (1982) 3 aspects of job burnout--emotional exhaustion, depersonalization, and personal accomplishment--was examined among a sample of supervisors and managers in the human services. A series of confirmatory factor analyses supported the 3-factor model, with the first 2 aspects highly correlated. The 3 aspects were found to be differentially related to other variables reflecting aspects of strain, stress coping, and self-efficacy in predictable and meaningful ways. Implications for better understanding the burnout process are discussed.
Normed and nonnormed fit indexes are frequently used as adjuncts to chi-square statistics for evaluating the fit of a structural model. A drawback of existing indexes is that they estimate no known population parameters. A new coefficient is proposed to summarize the relative reduction in the noncentrality parameters of two nested models. Two estimators of the coefficient yield new normed (CFI) and nonnormed (FI) fit indexes. CFI avoids the underestimation of fit often noted in small samples for Bentler and Bonett's (1980) normed fit index (NFI). FI is a linear function of Bentler and Bonett's non-normed fit index (NNFI) that avoids the extreme underestimation and overestimation often found in NNFI. Asymptotically, CFI, FI, NFI, and a new index developed by Bollen are equivalent measures of comparative fit, whereas NNFI measures relative fit by comparing noncentrality per degree of freedom. All of the indexes are generalized to permit use of Wald and Lagrange multiplier statistics. An example illustrates the behavior of these indexes under conditions of correct specification and misspecification. The new fit indexes perform very well at all sample sizes.
This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates than to the resource correlates, suggesting that workers might have been sensitive to the possibility of resource loss. The 3 burnout dimensions were differentially related to turnover intentions, organizational commitment, and control coping. Implications for research and the amelioration of burnout are discussed.
The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
The aim of this study was to explore the relationship between degree of burnout experienced during the first year of the career and career adaptation during the next decade. Subjects were 25 human service professionals originally working in the fields of public service law, public health nursing, high school teaching, or mental health. They were studied during the first year of their careers and again 12 years later. Early career burnout was assessed via ratings of interviews that were highly correlated with the Maslach Burnout Inventory. Career adaptation variables included career stability, work satisfaction, attitudes towards recipients, and flexibility as measured at the time of follow-up. Each of these variables was measured via interview ratings, a questionnaire, and ratings made hy confidants of the subjects. Results showed that subjects who were more burned-out early in their careers were less likely to change careers and more flexible in their approach to work as rated by confidants at the time of follow-up. The results suggest that early career burnout does not seem to lead to any significant, negative, long-term consequences. However, burnout occurring later in the career might have more serious long-term effects.
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.
This research challenges the claim made by D. Watson and L. A. Clark (see PA, Vols 78:27347 and 79:18429) that the negative affects (fear, sadness, hostility, and guilt) are organized in a hierarchical structure and at the same time achieve discriminant validity. These reanalyses of the data in Watson and Clark provide strong support for both the hierarchical representation of the negative affects under a single valence factor and convergent validity. However, although weak support exists for discriminant validity of self-report measures of the negative affects, discriminant validity is rejected when the negative affects are measured either with self- and peer-reports or self-reports over time treated as 2 methods. Limitations of Watson and Clark's procedures are pointed out, and the advantages of new methods are described. A rationale is provided for the interaction of traits and methods, where support is found in 1 of 4 data sets investigated. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This article examines the adequacy of the “rules of thumb” conventional cutoff criteria and several new alternatives for various fit indexes used to evaluate model fit in practice. Using a 2‐index presentation strategy, which includes using the maximum likelihood (ML)‐based standardized root mean squared residual (SRMR) and supplementing it with either Tucker‐Lewis Index (TLI), Bollen's (1989) Fit Index (BL89), Relative Noncentrality Index (RNI), Comparative Fit Index (CFI), Gamma Hat, McDonald's Centrality Index (Mc), or root mean squared error of approximation (RMSEA), various combinations of cutoff values from selected ranges of cutoff criteria for the ML‐based SRMR and a given supplemental fit index were used to calculate rejection rates for various types of true‐population and misspecified models; that is, models with misspecified factor covariance(s) and models with misspecified factor loading(s). The results suggest that, for the ML method, a cutoff value close to .95 for TLI, BL89, CFI, RNI, and Gamma Hat; a cutoff value close to .90 for Mc; a cutoff value close to .08 for SRMR; and a cutoff value close to .06 for RMSEA are needed before we can conclude that there is a relatively good fit between the hypothesized model and the observed data. Furthermore, the 2‐index presentation strategy is required to reject reasonable proportions of various types of true‐population and misspecified models. Finally, using the proposed cutoff criteria, the ML‐based TLI, Mc, and RMSEA tend to overreject true‐population models at small sample size and thus are less preferable when sample size is small.
Burnout is a psychological response to work stress that is characterized by emotional exhaustion, depersonalization, and reduced feelings of personal accomplishment. In this paper, we review the burnout literature from 1993 to present, identifying important trends that have characterized the literature. We focus our attention on theoretical models that explain the process of burnout, the measurement of burnout, means of reducing burnout, and directions for the future of burnout research.
The current investigation examined the form and magnitude of the relationship between political skill and two intrapersonal worker reactions—job satisfaction and job tension. Political skill was hypothesized to demonstrate an inverted U-shaped nonlinear relationship with job satisfaction and a U-shaped relationship with job tension. Data from three separate studies supported the hypothesized relationships. Specifically, moderate levels of political skill were associated with higher levels of job satisfaction (Studies 1–3) and lower levels of job tension (Studies 1 and 2). Conversely, in comparison to more moderate levels, higher and lower levels of political skill were adversely related to these outcomes. Implications, strengths and limitations, and directions for future research are discussed.
The information criterion AIC was introduced to extend the method of maximum likelihood to the multimodel situation. It was obtained by relating the successful experience of the order determination of an autoregressive model to the determination of the number of factors in the maximum likelihood factor analysis. The use of the AIC criterion in the factor analysis is particularly interesting when it is viewed as the choice of a Bayesian model. This observation shows that the area of application of AIC can be much wider than the conventional i.i.d. type models on which the original derivation of the criterion was based. The observation of the Bayesian structure of the factor analysis model leads us to the handling of the problem of improper solution by introducing a natural prior distribution of factor loadings.
This study examines the factorial structure of a new instrument to measure engagement, the hypothesized `opposite' of burnout in a sample of university students (N=314) and employees (N=619). In addition, the factorial structure of the Maslach-Burnout Inventory-General Survey (MBI-GS) is assessed and the relationship between engagement and burnout is examined. Simultaneous confirmatory factor analyses in both samples confirmed the original three-factor structure of the MBI-GS (exhaustion, cynicism, and professional efficacy) as well as the hypothesized three-factor structure of engagement (vigor, dedication, and absorption). Contrary to expectations, a model with two higher-order factors – ‘burnout’ and ‘engagement’ – did not show a superior fit to the data. Instead, our analyses revealed an alternative model with two latent factors including: (1) exhaustion and cynicism (‘core of burnout’); (2) all three engagement scales plus efficacy. Both latent factors are negatively related and share between 22% and 38% of their variances in both samples. Despite the fact that slightly different versions of the MBI-GS and the engagement questionnaire had to be used in both samples the results were remarkably similar across samples, which illustrates the robustness of our findings.
In the present study, burnout scores of three samples, as measured with the Maslach Burnout Inventory, were compared: (1) the normative American sample from the test-manual (N = 10,067), (2) the normative Dutch sample (N = 3,892), and (3) a Dutch outpatient sample (N = 142). Generally, the highest burnout scores were found for the outpatient sample, followed by the American and Dutch normative samples, respectively. Slightly different patterns were noted for each of the three components. Probably sampling bias, i.e., the healthy worker effect, or cultural value patterns, i.e., femininity versus masculinity, might be responsible for the results. It is concluded that extreme caution is required when cut-off points are used to classify individuals by burnout scores; only nation-specific and clinically derived cut-off points should be employed.
Subjects, 292 Dutch psychology students answering negatively phrased Personal Accomplishment items, reported a more personally competent feeling than subjects answering positively phrased personal accomplishment items. The way of phrasing personal accomplishment items significantly affects the answers given.
Burnout: From tedium to personal growth
- A Pines
- E Aronson
- D Kafry
Pines, A., Aronson, E., & Kafry, D. (1981). Burnout: From tedium to personal growth. New York: Free Press.
Reliability and validity of the Maslach Burnout Inventory: A critical approach
- E Demerouti
- F Nachreiner
Demerouti, E., & Nachreiner, F. (1996). Reliability and validity of the Maslach Burnout Inventory: A critical approach. Zeitschrift fü r Arbeitswissenschaft, 52, 82Á/89.
Methodological issues: Evaluating and using information
- M Shinn
Shinn, M. (1982). Methodological issues: Evaluating and using information. In W. S. Paine (Ed.), Job stress and burnout. Beverly Hills: Sage.
Burnout: Eine Folge Konkreter Abeitsbedingungen bei Dienstleistungs und Produktionstdtigkeiten . (Burnout: A consequence of specific working conditions among human service and production tasks)
- E Demerouti
Demerouti, E. (1999). Burnout: Eine Folge Konkreter Abeitsbedingungen bei Dienstleistungs und Produktionstdtigkeiten. (Burnout: A consequence of specific working conditions among human service and production tasks).