Toward an understanding of the burnout phenomenon

Article Abstract:

It has been argued recently that employee burnout is an identifiable and important phenomenon, especially in human service occupations, but empirical data about burnout are relatively scarce. We report the results of a study designed to test several hypotheses about the burnout phenomenon. Burnout is defined as a three-component syndrome of emotional exhaustion, depersonalization, and feelings of low personal accomplishment. Burnout was hypothesized to be associated with both unmet employee expectations and job conditions. Hypothesized consequences of burnout included (a) preferred job type, (b) subsequent thoughts about leaving, (c) job-search behaviors, (d) training received, (e) intentions to leave, and (f) voluntary leaving. Participants in the study were elementary and secondary school teachers who responded to two questionnaires mailed to their homes. One year elapsed between completion of the two questionnaires. Regression analyses of time-lagged data (N = 248) support many of the hypothesized correlates of employee burnout, but improved conceptualizations about the burnout phenomenon are needed. (Reprinted by permission of the publisher.)

Job stress, Burn out (Psychology)

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Understanding, prediction, and control as moderators of the relationships between perceived stress, satisfaction, and psychological well-being

Article Abstract:

This study provides a preliminary test of a model proposed by Sutton and Kahn (1986). In the model, the ability to understand, predict, and control events in the work environment can reduce the potential adverse effects generally associated with certain work conditions. Using a sample of physicians, dentists, and nurses (N = 206) from a large naval medical hospital, the present study examined the moderating effects of understandable, predictable, and controllable work situations on the relationship between perceived role stress, satisfaction, and psychological well-being. Understanding and control were found to have moderating effects on the relationship between perceived stress and satisfaction. Understanding, prediction, and control were found to have direct relationships with perceived stress, but only control had a significant direct relationship with satisfaction. None of these variables were found to have significant direct relationships with psychological well-being. (Reprinted by permission of the publisher.)

Psychological aspects, Health aspects, Physicians, Medical professions, Nurses, Dentists, Psychology, Applied, Applied psychology

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Some differences make a difference: individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover

Article Abstract:

Schneider's (1987) attraction-selection-attrition model and Pfeffer's (1983) organization demography model were used to generate individual-level and group-level hypotheses relating interpersonal context to recruitment, promotion, and turnover patterns. Interpersonal context was operationalized as personal dissimilarity and group heterogeneity with respect to age, tenure, education level, curriculum, alma mater, military service, and career experiences. For 93 top management teams in bank holding companies examined over a 4-yr period, turnover rate was predicted by group heterogeneity. For individuals, turnover was predicted by dissimilarity to other group members, but promotion was not. Team heterogeneity was a relatively strong predictor of team turnover rates. Furthermore, reliance on internal recruitment predicted subsequent team homogeneity. (Reprinted by permission of the publisher.)

Interpersonal relations, Organizational behavior, Individual differences, Individual differences (Psychology)

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