Burnout Development Andela, Truchot, and Van der Doef (2015) conducted a study linking job stressors and burnout in the hospital setting. Researchers found that emotional dissonance, workload, expectations of patients and their relatives, observing patient suffering as well as the stress of coworkers all contributed to hospital workers, who are human service employees, feeling burned out. Researchers main finding was the role that emotional dissonance plays in burnout. At one point in the article they describe health care providers engaging in emotional labor. This not only applies to individuals who work in a hospital setting, but also social workers and those who work in the human service field. Leiter (1991) provides a model of burnout
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They defined burnout as “a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by three dimensions of exhaustion, cynicism, and inefficacy (p.397).” The MBI-Human Service Survey, MBI-Educators Survey, or the MBI-General survey, depending on the individual’s profession, assesses burnout. Identified outcomes of burnout are job performance absence and withdrawal as well as increased stress related health outcomes. Similar to Dermerouti, Nachreiner, Bakker, and Schaufeli (2001), Maslach, Schaufelie and Leiter (2001) identified job a correlation of high job demands with minimal resources. It was identified that human service and education occupations experienced high rates or burnout as they both have emotional challenges attached “in either a caregiving or teaching role (p. 408).” It was found that individuals over 30 years old as well as those who are unmarried are more likely to burnout. Some studies found that individuals with higher education levels are more likely to burnout than an individual with a lower level of education. This could be attributed to higher educated individuals have a more stressful job with more responsibilities. Individual who are Type-A and have character traits of neuroticism, or anxiety, hostility, depression, self-consciousness, and vulnerability have an increased chance to experience burnout. It has been hypothesized, …show more content…
They did so by studying organizational employees who completed burn out assessments as well as assessments in six areas of their work life two times in a one-year period. Their results found that inconsistent scores on the tool used to measure burnout each time it was given to employees is an early indicator of burnout. Another early indicator is the breaking point in which a person and job are no longer on the same page. They suggest that organizations conduct ‘checkups’ on a regular basis of their employees to ensure employees are not overly exhausted in the job
They defined burnout as “a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by three dimensions of exhaustion, cynicism, and inefficacy (p.397).” The MBI-Human Service Survey, MBI-Educators Survey, or the MBI-General survey, depending on the individual’s profession, assesses burnout. Identified outcomes of burnout are job performance absence and withdrawal as well as increased stress related health outcomes. Similar to Dermerouti, Nachreiner, Bakker, and Schaufeli (2001), Maslach, Schaufelie and Leiter (2001) identified job a correlation of high job demands with minimal resources. It was identified that human service and education occupations experienced high rates or burnout as they both have emotional challenges attached “in either a caregiving or teaching role (p. 408).” It was found that individuals over 30 years old as well as those who are unmarried are more likely to burnout. Some studies found that individuals with higher education levels are more likely to burnout than an individual with a lower level of education. This could be attributed to higher educated individuals have a more stressful job with more responsibilities. Individual who are Type-A and have character traits of neuroticism, or anxiety, hostility, depression, self-consciousness, and vulnerability have an increased chance to experience burnout. It has been hypothesized, …show more content…
They did so by studying organizational employees who completed burn out assessments as well as assessments in six areas of their work life two times in a one-year period. Their results found that inconsistent scores on the tool used to measure burnout each time it was given to employees is an early indicator of burnout. Another early indicator is the breaking point in which a person and job are no longer on the same page. They suggest that organizations conduct ‘checkups’ on a regular basis of their employees to ensure employees are not overly exhausted in the job