Meeting the Challenge of Burnout

There is growing evidence of the challenge that burnout poses for everyone in health care. But what is the evidence about the causes of burnout, and how can that be translated into effective solutions? Innovative answers to this challenge need to focus more on how to change critical sources of burnout within the job context, rather than simply helping people cope with the negative effects. These proposed solutions must be implemented and evaluated systematically, in order to establish what are truly the best practices for beating burnout. Such an approach will lead to a better vision of healthy workplaces for health care.https://openworks.mdanderson.org/hrc_burnout_presentations/1009/thumbnail.jp

Can Confidence Come Too Soon? Collective Efficacy, Conflict and Group Performance over Time

Groups with a strong sense of collective efficacy set more challenging goals, persist in the face of difficulty, and are ultimately more likely to succeed than groups who do not share this belief. Given the many advantages that may accrue to groups who are confident, it would be logical to advise groups to build a high level of collective efficacy as early as possible. However, we draw on Whyte’s (1998) theory of collective efficacy and groupthink, to predict that when confidence emerges at a high level toward the beginning of a group’s existence, group members may be less likely to engage in process conflict; a form of conflict that may be beneficial in the early phase of a group project. We found support for this prediction in two longitudinal studies of classroom project teams

Rethinking the undergraduate curriculum: It takes a village

The Berkeley Campus Culture: - Research and graduate program pre-eminence - Strong faculty governance - Highly entrepreneurial culture - Autonomous academic departments, schools, and colleges - Decentralized “silos” Berkeley Library Culture: - Library pre-eminence - Collections-centered - Value of subject specialization - Library silo Shifting Library Culture: - Traditional Model - New Mode

Latent burnout profiles: a new approach to understanding the burnout experience

Latent profile analysis, with two large datasets, was used to identify multiple person-centered profiles across the burnout – engagement continuum, as assessed by the three dimensions of the Maslach Burnout Inventory (MBI). Five profiles emerged from this analysis: Burnout (high on all three dimensions), Engagement (low on all three), Overextended (high on exhaustion only), Disengaged (high on cynicism only), and Ineffective (high on inefficacy only). Each of these profiles showed a different pattern of correlates with organizational variables. The Disengaged profile was more negative than Overextended, and closer to the Burnout profile, which argues against the use of exhaustion alone as a proxy for burnout. The results have important implications for theory, research, and interventions

The role of sex and family variables in burnout

Two survey studies were conducted to assess the relationship of demographic variables to the experience of job burnout. Contrary to earlier hypotheses that women are more vulnerable to this form of job stress, the results show that women do slightly better than men. However, this difference is rather small, which suggests that the sex of the employee is not a major factor in burnout. Other results show that employees who were married or who had children experienced less burnout. Job category was also an important predictor. The findings are discussed in terms of sex-role socialization, sex-typed occupations, and social support systems.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/45574/1/11199_2004_Article_BF00287876.pd

Stress ocupacional e alteração do Estatuto da Carreira Docente português

Este estudo foi realizado com 1162 professores, tendo como objetivo analisar a experiência de stress e a síndrome de “burnout”, antes a após a alteração do Estatuto da Carreira Docente em Portugal. Assim, foram efetuadas duas avaliações em momentos temporais distintos, assumindo-se um plano transversal de recolha de dados (2004/2005, n=689 e 2008/2009, n=473). O protocolo de avaliação incluiu medidas de fontes de stress (Questionário de Stress nos Professores, Gomes, Silva, Mourisco, Mota, & Montenegro, 2006) e de “burnout” (Inventário de “Burnout” de Maslach – Versão para Professores, Maslach, Jackson, & Leiter, 1996; Maslach, Jackson, & Schwab, 1996, Adaptação de Gomes et al., 2006). Os resultados indicaram que a experiência de stress e de “burnout” aumentou entre as duas avaliações, verificando-se em 2008/2009 aumentos em áreas relacionadas com as pressões de tempo/excesso de trabalho e com o trabalho burocrático/administrativo e, inversamente, diminuições em áreas relacionadas com as diferentes capacidades e motivações dos alunos. Quanto à predição da síndrome de “burnout”, não se verificaram alterações substanciais nas variáveis preditoras nos dois momentos. Em síntese, os resultados indicaram aumentos nas exigências profissionais dos professores, mas não se pode afirmar que tal se deva às alterações do Estatuto da Carreira Docente uma vez que não observámos alterações no stress associado à carreira docente.(undefined