The process of burnout in white‐collar and blue‐collar jobs: eight‐year prospective study of exhaustion

This study tested three contrasting theories about the sequential process of the three dimensions of burnout (i.e., exhaustion, cynicism and professional efficacy) as measured by the Maslach Burnout Inventory—General Survey (MBI‐GS). The causal order of the burnout components was investigated by including job stressors as antecedents of burnout in structural equation models (LISREL). The predictive effect of exhaustion on burnout dimensions eight years later was also investigated. The longitudinal models were then tested in two occupational subgroups. The participants were 713 Finnish employees (415 white‐collar and 298 blue‐collar workers) from an international industry enterprise. The best fitting model of the associations between the three burnout dimensions was obtained by a path model where exhaustion predicted cynicism, and cynicism in turn predicted lack of professional efficacy. The symptoms of exhaustion were persistent over time. There were no differences between the two occupational groups in the process of burnout. Also the work‐related antecedents of burnout (job stressors) were very similar in both groups. Copyright © 2002 John Wiley & Sons, Ltd.     

The role of burnout syndrome as a mediator for the effect of psychosocial risk factors on the intensity of musculoskeletal disorders: a structural equation modeling approach

This study examined the hypothesis that burnout syndrome mediates effects of psychosocial risk factors and intensity of musculoskeletal disorders (MSDs) among hospital nurses. The sample was composed of 415 nurses from various wards across five hospitals of Iran's Hamedan University of Medical Sciences. Data were collected through three questionnaires: job content questionnaire, Maslach burnout inventory and visual analogue scale. Results of structural equation modeling with a mediating effect showed that psychosocial risk factors were significantly related to changes in burnout, which in turn affects intensity of MSDs.     

Relationships between certain individual characteristics and occupational accidents

Background. Work accidents and injuries are an occupational health and safety problem. Methods. This cross-sectional study was conducted for 404 frontline workers who were randomly selected from the Arya Sasol Petrochemical Company in Bushehr, Iran, during 2016. A statistical analysis was performed using the χ² test and the logistic regression model with SPSS version 18. Results. The overall occupational accident rate among the participants was found to be 9.2%. Statistically significant differences were observed for body mass index, education, job experience, smoking habit, consumption of sedative pills and presence of sleep disorders. Three factors had significant adjusted odds ratios (ORs): body mass index (OR 2.41, 95% confidence interval [CI] [1.16, 5.04]), education (OR 0.25, 95% CI [0.07, 0.85]) and job experience (OR 0.29, 95% CI [0.15, 0.57]). Conclusions. Preventive programs should be implemented for industrial workers, especially young workers, workers who smoke, overweight workers and workers with psychosomatic disease.     

The construct validity of two burnout measures

The present study was carried out among a sample of 667 Dutch nurses and assesses three aspects of the construct validity of the two most widely used self-report burnout questionnaires: The Maslach Burnout Inventory (MBI) and the Burnout Measure (BM). Although the factorial validity of the three-dimensional structure of the MBI was convincingly demonstrated by confirmatory factor analysis with LISREL, four weak and ambiguous items were identified. Regarding the BM, some doubts have arisen about its one-dimensionality. The congruent validity of the questionnaires was well established: They both refer to the core element of the burnout syndrome (i.e. exhaustion). Moreover, linear structural analyses suggested that burnout is a two multi-dimensional construct consisting of an affective component (i.e. exhaustion) and an attitudinal component (i.e. a negative attitude towards recipients and towards one's job performance). However, the discriminant validity of the first component is rather poor since it considerably overlaps with self-reported somatic complaints and psychological strain. It is concluded that the MBI can be employed as a reliable and valid multi-dimensional indicator of burnout in professionals who work with people. The BM assesses the non-specific affective component of burnout (i.e. exhaustion) and should therefore be supplemented by a scale that measures the attitudinal component of the syndrome.     

Exploration of relationships between safety performance and unsafe behavior in the Chinese oil industry

Safety performance is comprised of two components, safety compliance and safety participation. However, relationships between safety performance and unsafe behavior have not been thoroughly investigated. In this work, scales for safety compliance and safety participation were revised for use in the oil industry, and job burnout scale was developed on the basis of the Maslach Burnout Inventory-General Survey (MBI-GS). A structural equation model was then employed to investigate the interactions of these factors for 238 front-line oil workers from the PetroChina Huabei Oilfield Company in China. From the results, it was determined that workers' unsafe behavior could not be reduced significantly solely from these two dimensions of safety performance. Compared with safety participation, safety compliance was found to have a greater influence on unsafe behavior. However, job burnout was found to be a significant moderator between these two components and unsafe behavior. Furthermore, it was determined that oil workers' occupational psychological health conditions must be taken into account to improve organizational safety management and reduce workers’ unsafe behavior.     

Job demands,job resources,and their relationship with burnout and engagement: a multi‐sample study

This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.     

Differences in the importance of work outcomes between full-time and part-time hospital employees

This study examined differences in the importance of work outcomes between full-time and part-time hospital employees in a sample drawn from five western hospitals (N = 1,876). Work status was operationalized by classifying respondents into four categories based on hours worked per week. Exploratory factor analysis showed that work outcomes may be classified as extrinsic (pay and fringe benefits) and instrinsic (being informed about the job, participating in decision-making, and doing the job well). Confirmatory factor analyses demonstrated that this two-factor structure fits the data well for all four work status categories although the factor loadings differed across categories. Multivariate analyses of variance and covariance indicated that statistically significant differences in the importance of extrinsic and intrinsic outcomes exist for full-time and part-time employees and that these differences persist when various social and demographic variables are held constant. Employees who work fewer hours per week tend to assign less importance to the work outcomes measured in this study. The results suggest that theoretical models of variables such as job satisfaction should take into account work status differences in the importance of work-related outcomes. In addition, managers may find that workers respond to different reward structures depending on the degree of their involvement in the organization.     

I can't get no job satisfaction: Meta‐analysis comparing permanent and contingent workers

Scholars are concerned that contingent workers experience more adverse psychological job outcomes than permanent employees, but the empirical work on job satisfaction is mixed. The purpose of this study was to quantitatively summarize the potential mean differences in job satisfaction between contingent workers and permanent employees. Meta‐analytic results from 72 primary studies (N = 237 856) suggest that compared with permanent employees, contingent workers experience lower job satisfaction (d = ?0.21); but when outlying primary studies are removed, the mean difference is small but significant (d = ?0.06). Methodological artifacts explain small but significant differences in job satisfaction but do not account for much variance. Moderator analyses support previous findings that contingent workers are not a homogeneous group; some contingent workers (e.g., agency workers) experience lower job satisfaction than permanent employees, whereas the job satisfaction of other contingent workers (e.g., contractors) is similar to permanent employees. The findings have implications for increasing our understanding of job satisfaction by showing that job satisfaction appears to vary by employment type. Practical implications suggest that extending human resource practices to contingent workers may increase their job satisfaction, which has been shown to influence job performance, citizenship behaviors, and turnover. Copyright © 2012 John Wiley & Sons, Ltd.     

Predicting burnout with a hassle-based measure of role demands

The paper presents a hassle-based measure of job demands, whose scales of hassles-conflict, hassles-ambiguity and hassles-overload consist of items pertaining to such role episodes. Hierarchical multiple regression is used to test the incremental validity of the new variables. This was done with a statistical model where the role stressor variables (i.e. role conflict, role ambiguity, and role overload) were entered first, followed by the three equivalent hassle variables. The data indicate that the new Role Hassles Index (RHI) shows a substantial R² increment with regard to the MBI's exhaustion and depersonalization scales, but not in regard to self-accomplishment. These data are interpreted as supporting a balance model of burnout, specifying that exhaustion is an outcome of daily demand level on the one hand, and recovery availability on the other. © 1997 by John Wiley & Sons, Ltd.     

Fear of terror and increased job burnout over time: Examining the mediating role of insomnia and the moderating role of work support

While the prevalence of terrorism has increased substantially, there is a paucity of research on the effects of terrorism on employee behavior at work. Building on conservation of resources (COR) theory, and its extension, the conservation of social resources theory, we close gaps in the literature by investigating the effect of fear of terror on increased job burnout over time, the mediating effect of insomnia, and the moderating effect of supervisor and co‐worker support on these relationships. This longitudinal study followed a large sample of Israeli employees (n = 670) across three time measurements over 7 years, in a time period characterized by a high number of terror attacks. The results showed fear of terror to be related to elevated job burnout over time, even during a period in which terror attacks were reduced substantially. Further, insomnia mediated the relationship between fear of terror and increased burnout, while co‐worker support, but not supervisor support, moderated the relationships between fear of terror and increased insomnia and between increased insomnia and increased burnout. The results further support the notion of loss cycles in COR theory, as well as the importance of social resources, which are the cornerstones of conservation of social resources theory. Copyright © 2014 John Wiley & Sons, Ltd.     

Correlates of burnout among public service lawyers

Several hypotheses suggested by the theoretical literature on burnout were empirically tested in an attempt to identify the organizational conditions associated with employee burnout. Public service lawyers in the U.S. (N= 391) completed a survey designed to assess (a) three components of burnout, namely, emotional exhaustion, depersonalization, and feelings of low personal accomplishment; (b) perceptions of several job conditions predicted to be associated these three components of burnout, including workload, role conflict, social support, decision-making policies, and autonomy; and (c) organizational commitment. Results indicate that emotional exhaustion is most strongly associated with role conflict and quantitative workload. Feelings of personal accomplishment were associated with supervisory social support and job level. Depersonalization was associated with role conflict and decision-making policies. Finally, each burnout component is significantly related to organizational commitment.     

Patterns of burnout among managers and professionals: a comparison of models

Using structural equation modeling, this paper compares the intertemporal sequences of the burnout components proposed by Maslach (1982) and Golembiewski (1989) using responses from 354 human resource professionals. The relationship between the burnout components and several critical variables that are theoretically linked to the phenomenon are also investigated. Studying human resource professionals allows us to examine the generalizability of burnout. This group of employees provides a range of services to a largely internal client group, and thus experience strain from interpersonal interactions. Results support Maslach's three-factor sequential model of burnout, although its superiority over the Golembiewski sequential model is not definitive. A post hoc analysis reveals a significant path between emotional exhaustion and personal accomplishment, and an insignificant path between depersonalization and personal accomplishment. Investigation of the relationship between the burnout components and several critical, theoretically linked variables indicates significant paths between (a) role overload and emotional exhaustion, (b) noncontingent punishment and depersonalization, and (c) contingent rewards and personal accomplishment. The work documents the generalizability of burnout to managers and professionals in corporate settings. © 1997 John Wiley & Sons, Ltd.     

Job control and occupational health: the moderating role of national R&D activity

Workers (n = 17 275) from 14 European Union (EU) member states provided data on job control, job dissatisfaction, perceived risk of occupational stress, and absence. For each state, level of research and development (R&D) activity was assessed. Associations between individual levels of control and occupational health were stronger where national R&D activity was higher. The moderation occurred for individuals' levels of control in relation to job dissatisfaction, perceived risk of occupational stress, and absence. The findings with job dissatisfaction and absence were replicated in a sample of workers from 10 Eastern European former Communist countries (n = 7926). Copyright © 2007 John Wiley & Sons, Ltd.     

Crossover of stress,strain and resources from one spouse to another

The main focus of the study was the crossover of burnout and of coping resources from husbands to wives and vice versa. The study was carried out on 101 couples, male military officers and their wives, who were randomly selected by the Israel Defense Force computer. They filled out questionnaires that measured their level of burnout, job stress, work support, family support concerning work problems, and their sense of control. Findings reveal that the husbands' sense of control and burnout were positively related to the corresponding variables measured for their wives. To establish the crossover effect, the theoretical model was tested by structural equation analysis (LISREL), which showed a positive effect of wives' burnout on husbands' burnout, after controlling for the husbands' own job stress and coping resources. The husbands' burnout likewise affected their wives' burnout. Thus, a crossover of burnout was exhibited from husbands to wives and vice versa. Furthermore, for both sexes, sense of control had the highest impact on their own burnout and on their spouse's burnout, after controlling for their own job stress and resources. Thus, the spouse's sense of control was found to be an additional resistance resource working to the benefit of the other partner. The relevance of these findings to burnout prevention is discussed.     

Lower health risk with increased job control among white collar workers

Associations between increased job control and health status were tested with questionnaire data from a random sample of full-time workers (n = 8504) from the national Swedish white collar labor federation, TCO (representing 25 per cent of the Swedish work force). Of these subjects, 1937 had undergone a company-initiated job reorganization during the previous several years. Workers in the job reorganization group who had influence in the reorganization process and obtained increased task control as a result had lower levels of illness symptoms on 11 of 12 health indicators controlling for age and sex (11 of 12 associations significant for males, four of 12 associations significant for females). A previously validated measure of coronary heart disease was significantly lower in circumstances of increased job control for males (8.6 per cent symptom frequency with decreased control versus 3.4 per cent with increased control; p = 0.05). Absenteeism was lower: 10.7 per cent versus 5.0 per cent (0.01). Depression was lower 27.8 per cent to 13.7 per cent (0.001). However, smoking was significantly higher for women 11.0 per cent versus 23.5 per cent (0.01). All illness indicators showed that the process of job reorganization itself was associated with significantly higher symptoms (‘change stress’). However for males (only) symptoms levels when reorganization was accompanied by increased control were often as low or lower than symptom levels for no reorganization at all. Unfortunately, job reorganizations involving employee influence and increased task control were less frequent than job reorganizations involving reduced influence and no increased control, especially for women and older workers.     

An assessment of safety climate,job satisfaction and turnover intention relationships using a national sample of workers from the USA

The association between safety climate, job satisfaction and turnover intention has not been thoroughly researched. This research is needed so that safety researchers and practitioners can begin to delineate the impact of safety on organizational and business outcomes. A path analysis was completed using data from a national sample of workers from the USA (n?=?1525). The overall fit of the model was excellent and analyses determined that both training and resource adequacy positively affected safety climate and job satisfaction. Safety climate also positively influenced job satisfaction. Both safety climate and job satisfaction were negatively associated with respondents’ turnover intention. In the study, the relationship between job satisfaction and turnover intention is reiterated in a sample of workers across many industries. This study is novel because it is one of the first studies to confirm that turnover intention is reduced with increased safety climate in a diverse sample of workers.     

Model for predicting peak expiratory flow rate of Nigerian workers in a cement factory in Itori,Ogun State,Nigeria

The main aim of the study was to propose a model for predicting the peak expiratory flow rate (PEFR) of Nigerian workers in a cement factory. Sixty randomly selected non-smoker and healthy workers (30 in production sections, 30 in the administrative section of the factory) participated in the study. Their physical characteristics and PEFR were measured. Multiple correlations using SPSS version 16.0 were performed on the data. The values of PEFR, using the obtained model, were compared with the measured values using a two-tailed t test. There were positive correlations among age, height and PEFR. A prediction equation for PEFR based on age, height, weight and years of exposure (experience) was obtained with R²?=?.843 (p?<?0.001). The developed model will be useful for the management in determining PEFR of workers in the cement industry for possible medical attention.     

Patient demands,lack of reciprocity,and burnout: a five‐year longitudinal study among general practitioners

This study among a sample of 207 general practitioners (GPs) uses a five‐year longitudinal design to test a process model of burnout. On the basis of social exchange and equity theory, it is hypothesized and found that demanding patient contacts produce a lack of reciprocity in the GP–patient relationship, which, in turn, depletes GPs' emotional resources and initiates the burnout syndrome. More specifically, structural equation analyses confirmed that—both at T1 and T2—lack of reciprocity mediates the impact of patient demands on emotional exhaustion. Emotional exhaustion, in turn, evokes negative attitudes toward patients (depersonalization), and toward oneself in relation to the job (reduced personal accomplishment). Moreover, this process model of burnout was confirmed at T2, even after controlling for T1‐scores on each of the model components. Finally, T1 depersonalization predicted the intensity and frequency of T2 patient demands, after controlling for T1 patient demands. This major finding suggests that GPs who attempt to gain emotional distance from their patients as a way of coping with their exhaustion, evoke demanding and threatening patient behaviors themselves. The theoretical and practical implications of these findings are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

Mental health outcomes of job stress among Chinese teachers: role of stress resource factors and burnout

This study examined the mental health outcomes of job stress among Chinese teachers in Hong Kong. A total of 269 Chinese teachers participated in Study 1 which provided cross‐sectional data regarding the associations among stress resource factors, burnout, and negative mental health. Study 2 was a six‐month longitudinal study which aimed to establish the direction of the associations among the hypothesized variables across two time points with a separate sample of 61 Chinese secondary school teachers. Results of the structural equation modelling analyses on the cross‐sectional data at T1 showed that stress resource factors of self‐efficacy and proactive attitude were negatively related to burnout, which in turn had a direct effect on negative mental health. Stress resource factors were also directly linked to mental health status of teachers. Results of similar analyses on the longitudinal data at T2 further indicated that burnout at T1 had a direct impact on burnout at T2, which in turn had a direct effect on negative mental health at T2. Findings and limitations of the study were discussed. Copyright © 2001 John Wiley & Sons, Ltd.