<p>Studiens syfte är att undersöka hur förekomsten av utbrändhet ser ut</p><p>över olika yrkesområden. Utbrändhet mäts med hjälp av Maslach</p><p>Burnout Inventory General Survey på 1494 slumpmässigt utvalda</p><p>yrkesarbetande personer. En referensgrupp, där personer som blivit</p><p>sjukskrivna pga. stress ingått, användes för att kunna bedöma vilka i</p><p>stickprovet som var kliniskt utbrända. Respondenterna indelades i</p><p>olika yrkesområden utifrån Standard för svensk yrkesklassificering.</p><p>Ytterligare en uppdelning gjordes utifrån kvalifikationsnivån i</p><p>området, samt med hänsyn till grad av kontakt med människor och</p><p>möjlighet att ha kontroll över arbetets utformning. Resultatet visar att</p><p>det inte finns någon skillnad i hur utbrändhet fördelar sig över olika</p><p>yrkesområden. Däremot har en hög kontroll över arbetets utformning</p><p>en positiv påverkan i att sänka graden av utbrändhet.</p> / <p>The purpose of this study is to investigate the occurrence of burnout</p><p>across different occupational areas. Burnout is measured using</p><p>Maslach Burnout Inventory-General Survey on 1494 randomized</p><p>respondents who were a part of the working force. A reference group,</p><p>containing people sick listed due to stress, was used to determine</p><p>clinical burnout. The respondents were divided into different</p><p>occupational areas based on the Swedish Standard Classification of</p><p>Occupations. Further division was done in order to divide the</p><p>respondents according to the qualification level in the area, and also in</p><p>consideration of the extent of human contact and the possibility to</p><p>control the design of ones occupation. The result shows that there is</p><p>no difference in the occurrence of burnout across different</p><p>occupational areas. However it has shown that a high control over the</p><p>design of ones occupation has a positive influence in lower the grade</p><p>of burnout.</p>

Studiens syfte är att undersöka hur förekomsten av utbrändhet ser ut över olika yrkesområden. Utbrändhet mäts med hjälp av Maslach Burnout Inventory General Survey på 1494 slumpmässigt utvalda yrkesarbetande personer. En referensgrupp, där personer som blivit sjukskrivna pga. stress ingått, användes för att kunna bedöma vilka i stickprovet som var kliniskt utbrända. Respondenterna indelades i olika yrkesområden utifrån Standard för svensk yrkesklassificering. Ytterligare en uppdelning gjordes utifrån kvalifikationsnivån i området, samt med hänsyn till grad av kontakt med människor och möjlighet att ha kontroll över arbetets utformning. Resultatet visar att det inte finns någon skillnad i hur utbrändhet fördelar sig över olika yrkesområden. Däremot har en hög kontroll över arbetets utformning en positiv påverkan i att sänka graden av utbrändhet. / The purpose of this study is to investigate the occurrence of burnout across different occupational areas. Burnout is measured using Maslach Burnout Inventory-General Survey on 1494 randomized respondents who were a part of the working force. A reference group, containing people sick listed due to stress, was used to determine clinical burnout. The respondents were divided into different occupational areas based on the Swedish Standard Classification of Occupations. Further division was done in order to divide the respondents according to the qualification level in the area, and also in consideration of the extent of human contact and the possibility to control the design of ones occupation. The result shows that there is no difference in the occurrence of burnout across different occupational areas. However it has shown that a high control over the design of ones occupation has a positive influence in lower the grade of burnout.

L’épuisement professionnel est un problème de santé psychologique qui constitue un phénomène grandissant dans la population générale. La prévention de ce trouble devrait constituer une priorité dans les organisations et pourrait être améliorée par une meilleure identification des facteurs de risque en jeu. Bien qu’il existe des facteurs de risque organisationnels et individuels de l’épuisement professionnel, seuls les premiers faisaient jusqu’ici l’objet d’un questionnaire validé servant à les mesurer. La présente étude a effectué la validation d’un questionnaire mesurant les facteurs de risque individuels de l’épuisement professionnel : le Style personnel au travail (SPT). La cohérence interne, la validité factorielle ainsi que la validité convergente ont été vérifiées. Ce dernier type de validité a été examiné en comparant le questionnaire SPT à une mesure de l’épuisement professionnel, le Maslach Burnout Inventory - General Survey (MBI-GS) ainsi qu’à une mesure des facteurs reliés à la personnalité normale, le Sixteen Personality Factor Questionnaire (16PF). L’étude visait également à déterminer si le questionnaire SPT était complet, c’est-à-dire s’il semblait comprendre l’ensemble des principaux facteurs de risque individuels de l’épuisement professionnel. Un échantillon constitué de 230 travailleurs à temps complet issus de différentes organisations a répondu à trois questionnaires en format électronique : le SPT, le MBI-GS et le 16PF. Une analyse de fidélité par bissection, une analyse en composantes principales, des corrélations ainsi que des régressions multiples hiérarchiques ont été conduites afin d'atteindre les objectifs formulés. Les résultats appuient d’abord la bonne cohérence interne du questionnaire SPT et soutiennent la structure factorielle en six facteurs. Ils fournissent également plusieurs indices quant à la validité convergente du questionnaire en mettant en évidence plusieurs liens corrélationnels entre les facteurs du SPT et ceux du MBI-GS, d’une part, et du 16PF, d’autre part. Les résultats permettent finalement de considérer l’ajout potentiel d’un facteur de risque, issu du 16PF, au questionnaire SPT : la Stabilité émotionnelle. Les avantages et inconvénients d’un tel ajout sont discutés. La présente étude comporte certaines limites, concernant entre autres la taille et la composition de l’échantillon ainsi que la méthode utilisée. Néanmoins, les retombées de cette recherche sont importantes. En effet, l’étude fournit plusieurs indices quant à la validité du questionnaire SPT, qui permet désormais de mesurer les facteurs de risque individuels de l’épuisement professionnel conjointement avec l’AMT, un questionnaire validé mesurant les facteurs de risque organisationnels du trouble. Il est ainsi possible d’obtenir, en une seule passation, un portrait plus complet des principaux facteurs de risque reliés à l’épuisement professionnel. Ce portrait permettra également le développement d’outils de prévention efficaces et ciblés, dans le but de réduire l’incidence de ce trouble chez les travailleurs.

Syfte: Syftet med studien är att öka förståelsen för vilka yttre faktorer som är av betydelse för personalengagemang och hur dessa är av betydelse för personalengagemang enligt mellanchefer på medelstora till stora organisationer. Metod: Metodvalet för studien utgår från ett kvalitativt, socialkonstruktionistiska perspektiv med tio semistrukturerade intervjuer med mellanchefer på medelstora till stora organisationer. Det empiriska materialet har analyserats utifrån fyra olika teman för att sedan ställa de empiriska utfallen mot tidigare forskning för att på så vis öka förståelsen för vilka yttre faktorer som påverkar personalens grundläggande mänskliga behov som i sin tur är av betydelse för personalengagemang.  Bidrag: Personalengagemang är resultatet av en kedjereaktion i tre steg. Där yttre faktorer behöver tillfredsställa personalens grundläggande mänskliga behov som i sin tur är av betydelse för olika inre sinnestillstånd hos personalen.Det teoretiska bidraget lyfter fram att personalens grundläggande mänskliga behov samt de tre yttre faktorerna återhämtning, ledarskap och kommunikation är av betydelse för personalengagemang. Studien kom även fram till att ytterligare två yttre faktorer, tillit och frihet under eget ansvar, kan vara av betydelse för personalengagemang. Det praktiska bidraget består i att förse beslutsfattare inom organisationer med praktiska teorier för att bättre förstå och arbeta med personalengagemang.  Förslag till fortsatt forskning: Vi rekommenderar att framtida forskning utför validerande tester om de tre yttre faktorerna återhämtning, ledarskap och kommunikation utgör träffsäkra och pålitliga faktorer som är av betydelse för personalengagemang. Vi anser att det vore av intresse att vidare undersöka om de två yttre faktorerna tillit och frihet under eget ansvar har någon inverkan i att bibehålla fullt personalengagemang och om det kan finnas ett samband mellan dem och behovet av självförverkligande från Maslows (1943) behovstrappa. / Aim: The purpose of this thesis is to increase the understanding of which factors that are of importance for employee engagement and how they are of importance for employee engagement according to middle managers in medium-sized to large organizations.  Method: The choice of method for this thesis is based on a qualitative, social-constructive perspective based on ten semi-structured interviews with middle managers in medium-sized to large organizations. The empirical material has been analyzed on the basis of four different themes, where the empirical outcomes were compared to previous research in order to increase understanding of which external factors affect employee’s Maslow’s Hierarchy of Needs to then affect employee engagement. Contributions: Employee engagement seems to be the result of a three-step chain reaction. Where external factors need to satisfy the basic human needs of the employees, which in turn is of importance for different inner state of mind within the employees. The theoretical contribution emphasizes that employee’s basic human needs as well as the three external factors of recovery, leadership and communication are of importance for employee engagement. The study also concluded that two additional external factors, trust and freedom under one's own responsibility, may be of importance for employee engagement. The practical contribution consists in providing decision-makers within organizations with practical theories to better understand and work with employee engagement. Suggestions for future research: We recommend future researchers to conduct validating tests to affirm if the three external factors recovery, leadership and communication constitute accurate and reliable performance indicators of employee engagement. We believe it to be of interest to further investigate whether the two external factors trust and freedom to act under one’s own supervision have any correlation with maintaining a full level of employee engagement, and whether there exists a causality between them and the need of self-realization from Maslow's Hierarchy of Needs.

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2017-11-16T12:55:21Z No. of bitstreams: 1 Leonardo Lopes Fontes_.pdf: 664121 bytes, checksum: 77126538096938adc686cf80dbf8ebf5 (MD5) / Made available in DSpace on 2017-11-16T12:55:21Z (GMT). No. of bitstreams: 1 Leonardo Lopes Fontes_.pdf: 664121 bytes, checksum: 77126538096938adc686cf80dbf8ebf5 (MD5) Previous issue date: 2017-08-28 / Nenhuma / Este estudo foi realizado com 71 trabalhadores de instituições bancárias da região sul do país, que atuem em atividades externas às agências. Apresenta como principal objetivo avaliar os graus de Síndrome de burnout em bancos da Região Sul do Brasil a partir da aplicação da escala Maslach Burnout Inventory – General Survey (MBI-GS). A pesquisa teve abordagem quantitativa, e natureza de pesquisa pelos tipos pesquisa descritiva e tendo como estratégia a pesquisa de campo. A coleta de dados deu-se através de Survey e de aplicação da escala MBI. Como resultado, identificou-se a presença de níveis moderados de burnout no setor bancário, conforme os critérios estabelecidos por McLaurine (2008), haja vista que seriam indicativos de burnout altos índices de Exaustão Emocional e Despersonalização e moderados índices de Envolvimento Pessoal no Trabalho. No referencial teórico, a Exaustão Emocional seria a primeira dimensão a surgir como indicativo da patologia, apresentando pontuação mais elevada quando comparada as outras dimensões. De acordo com as médias de Exaustão Emocional, obteve-se resultados que variam de 1,37 até 3,24. No caso deste estudo, verificou-se que a Exaustão, apresentou resultado médio de 2,38, indicando que o sentimento de exaustão é frequente nos indivíduos que fizeram parte deste estudo. Quando analisados os níveis de cinismo, os níveis encontrados nesta pesquisa vão de 1 até 1,61, encontrando aqui média em 1,15, caracterizando-se como moderado nível de cinismo. A dimensão Eficácia no Trabalho apresenta suas médias invertidas pelo aspecto positivo dos questionamentos, com resultados entre 4,13 e 5,24, teve média de 4,83, apresentando moderado nível de eficácia no trabalho. Os dados desse estudo apontaram para um desvio padrão considerado elevado, o que demonstra que pode haver uma variação muito grande entre níveis bastante baixos e altos de burnout entre os indivíduos pesquisados. A média de burnout foi de 1,62, caracterizando como moderado o índice de burnout. Em relação ao gênero, observou-se uma correlação significativa com os componentes do burnout, apontando que as mulheres têm uma percepção de exaustão, em média, ligeiramente superior aos homens. Da mesma forma, também se verifica uma tendência para os homens apresentarem níveis médios de Eficácia no Trabalho superiores. Foram propostos três tipos de estratégias de intervenção para a prevenção e tratamento da síndrome de burnout: estratégias individuais; estratégias grupais; e estratégias organizacionais. O estudo apresentou limitações, mesmo ante ao rigor científico e metodológico utilizado. Há limitação na pesquisa em função da escolha da população pesquisada ter sido por acessibilidade ou conveniência, como também os trabalhadores escolhidos nas instituições financeiras formarem uma amostra menor, haja vista que os trabalhadores internos são uma parcela mais representativa no quadro de colaboradores. O número de respondentes reduzido da amostra também representou uma limitação. Para trabalhos futuros, sugere-se a replicação do estudo junto aos trabalhadores bancários internos e com maior número de respondentes, possibilitando uma análise mais detalhada de cada amostra, bem como a replicação em outros tipos de indústria ou regiões do Brasil, possibilitando a comparação entre as mesmas e entre regiões. Recomenda-se também a adoção de outras escalas de mensuração da síndrome de burnout. / This study was carried out with 71 employees from banking institutions in the southern region of the country, who work in activities outside the agencies. The main objective was to evaluate the degrees of Burnout Syndrome in banks in the Southern Region of Brazil from the application of the Maslach Burnout Inventory - General Survey (MBI-GS) scale. The research had quantitative approach, and nature of research by the types descriptive research and having as strategy the field research. The data collection was done through Survey and application of the MBI scale. As a result, the presence of moderate levels of burnout in the banking sector was identified, according to the criteria established by McLaurine (2008), since it would be indicative of high burnout rates of Emotional Exhaustion and Depersonalization and moderate levels of Personal Involvement in Work. In the theoretical reference, Emotional Exhaustion would be the first dimension to appear as indicative of the pathology, presenting a higher score when compared to the other dimensions. According with the Emotional Exhaustion averages, results were obtained that varied from 1.37 to 3.24. In the case of this study, it was verified that the Exhaustion presented an average result of 2.38, indicating that the feeling of exhaustion is frequent in the individuals who were part of this study. When analyzed the levels of cynicism, the levels found in this research range from 1 to 1.61, finding here average in 1.15, characterizing as moderate level of cynicism. The Efficacy dimension in the Work presents its means inverted by the positive aspect of the questions, with results between 4.13 and 5.24, with an average of 4.83, presenting moderate level of work efficiency. The data from this study pointed to a standard deviation considered high, which shows that there may be a very large variation between very low and high levels of burnout among the individuals surveyed. The mean of burnout was 1.62, characterizing as moderate the burnout index. Regarding gender, there was a significant correlation with the components of burnout, indicating that women have a perception of exhaustion, on average, slightly higher than men. In the same way, there is also a tendency for men to have higher average levels of Work Efficacy. Three types of intervention strategies for the prevention and treatment of burnout syndrome were proposed: individual strategies; group strategies; and organizational strategies. The study presented limitations, even before the scientific and methodological rigor used. There is a limitation in the research as a result of the choice of the researched population for accessibility or convenience, as well as the workers chosen in the financial institutions to form a smaller sample, since internal workers are a more representative group of employees. The reduced number of respondents from the sample also represented a limitation. For future work, it is suggested that the study be replicated with internal banking workers and with a larger number of respondents, allowing a more detailed analysis of each sample, as well as replication in other types of industry or regions of Brazil, making it possible to compare the same and between regions. It is also recommended to adopt other measures of burnout syndrome.

The objectives of this study were to validate the Maslach Burnout Inventory - General Survey (MBI-GS) and the Oldenburg Burnout Inventory (OLBI), to determine the construct equivalence and item bias of these instruments for employees in an earthmoving equipment industry in South &ca of different language groups, to determine the correlation between the MBI-GS and the OLBI, and to investigate the relationship between burnout and various demographic characteristics. A random sample of 326 employees in an earthmoving equipment industry of eight provinces in South Africa was taken. The MBI-GS, the OLBI and a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, inter-item correlation coefficients, Pearson product-moment correlation coefficients and exploratory factor analysis were used to analyse the data The results showed that three factors of the MBI-GS and two factors of the OLBI exist for different language groups. Exploratory factor analysis with target rotations confirmed the construct equivalence of the three factors of the MBI-GS and the two factors for the OLBI for different language groups. No evidence was found for uniform or non-uniform bias of the items of the MBI-GS or the OLBI for different language groups. Results indicated that no differences with respect to levels of burnout exist between various demographic characteristics. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

The objectives of this study were to validate the Maslach Burnout Inventory - General Survey (MBI-GS) and the Oldenburg Burnout Inventory (OLBI), to determine the construct equivalence and item bias of these instruments for employees in an earthmoving equipment industry in South &ca of different language groups, to determine the correlation between the MBI-GS and the OLBI, and to investigate the relationship between burnout and various demographic characteristics. A random sample of 326 employees in an earthmoving equipment industry of eight provinces in South Africa was taken. The MBI-GS, the OLBI and a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, inter-item correlation coefficients, Pearson product-moment correlation coefficients and exploratory factor analysis were used to analyse the data The results showed that three factors of the MBI-GS and two factors of the OLBI exist for different language groups. Exploratory factor analysis with target rotations confirmed the construct equivalence of the three factors of the MBI-GS and the two factors for the OLBI for different language groups. No evidence was found for uniform or non-uniform bias of the items of the MBI-GS or the OLBI for different language groups. Results indicated that no differences with respect to levels of burnout exist between various demographic characteristics. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

The aim of this study was to investigate the relationship between burnout and work engagement among employees in the pharmaceutical distribution industry. The research conducted on these concepts was geared towards adding to the knowledge base in the field of industrial and organisational psychology, to enable the current organisation from which the sample was chosen and other organisations in South Africa to focus on the effect that burnout has on employees, which directly affects the company. A quantitative survey using primary data was conducted on a convenience sample (N = 204) of full-time employees in a South African pharmaceutical distribution company. The Maslach Burnout Inventory – General Survey model (MBI-GS) and the Utrecht Work Engagement Scale (UWES) model were used to gather data. The work engagement-burnout continuum has received a great deal of research attention (Maslach, Schaufeli, & Leiter, 2001; Schaufeli & Bakker, 2003; Schutte, Toppinen, Kalimo, & Schaufeli, 2000) that has produced contradicting results. One viewpoint regards the core constructs of work engagement and burnout as opposite poles of two continua (vigour-exhaustion and dedication-cynicism), labelled energy and identification, respectively (González-Romá, Schaufeli, Bakker, & Lloret, 2006). Work engagement is ”characterized by a high level of energy and strong identification with one’s work”, while burnout is ”characterized by the opposite: A low level of energy combined with poor identification with one’s work” (Schaufeli & Bakker, 2003, p. 5; Bakker, Schaufeli, Leiter, & Taris, 2008). Hence work engagement and burnout can be recognised as inseparable and co-dependent constructs that share more or less 10 to 25% of their variance and are moderately negatively related (Schaufeli & Bakker, 2004; Schaufeli, Salanova, González-Romá, & Bakker, 2002). The second viewpoint regards work engagement and burnout as being strongly related, but fundamentally different in their separation in the work experience. They are therefore not opposite poles of a continuum (Denton, Newton, & Bower, 2008; Huhtala & Parzefall, 2007; Rothmann & Joubert, 2007; Schaufeli & Bakker, 2004; Schaufeli et al., 2002). Work engagement is defined as a ”positive, fulfilling, work-related state of mind that is characterised by vigour, dedication, and absorption” (Schaufeli & Bakker, 2004, p. 295). Burnout, however, is defined by Maslach and Jackson (1981, p. 99) as a ”syndrome of emotional exhaustion and cynicism that occurs frequently amongst individuals who do ‘people-work’ of some kind”. The statistical results of this study confirmed the hypothesis. It was found that there is a significant relationship between burnout and work engagement. Burnout is indeed negatively related to work engagement in the contact centre. However, a definitive relationship between burnout and work engagement in the distribution centre was not established. / Industrial & Organisational Psychology / M. Comm. (Industrial Psychology)

Text in English / The aim of the research was to describe how Generation Y medical doctors working in the South African public health sector at a hospital in the Limpopo Province experienced a coaching intervention for burnout. Generally, there are limited empirically based coaching interventions for burnout, even for at-risk populations such as Generation Y medical doctors working in the South African public health sector. Burnout affects Generation Y medical doctors, the service they offer, private lives, and the recipients of their care. Most research focuses on identifying the risk factors for Generation Y medical doctors working in the debilitating South African public health sector, and rarely on potential intervention. This study offers findings from a coaching intervention that could be incorporated into a bigger burnout intervention strategy in the South African public health sector. This would involve all stakeholders at the different levels to ensure that burnout is combatted on a long-term basis. The study took a phenomenological approach using a collective case study method. The aim was to gather and analyse information to explore the experiences of a coaching intervention for burnout. The study was done in three phases, namely: Phase I – Pre-coaching intervention; Phase II – Coaching intervention; and Phase III – Post-coaching intervention. The study incorporated the Maslach Burnout Inventory to quantify the level of burnout before (Phase I) and after (Phase III) the coaching intervention. The findings emphasised certain structural issues, the impact that neglecting burnout has on medical doctors, including Generation Y medical doctors, and how burnout affects patient care. Certain recommendations were made for the public health sector, future research in the field of coaching psychology, and coaches/consultants working with burnout amongst Generation Y medical doctors. / Psychology / D. Phil. (Consulting Psychology)

The aim of this study was to investigate the relationship between burnout and work engagement among employees in the pharmaceutical distribution industry. The research conducted on these concepts was geared towards adding to the knowledge base in the field of industrial and organisational psychology, to enable the current organisation from which the sample was chosen and other organisations in South Africa to focus on the effect that burnout has on employees, which directly affects the company. A quantitative survey using primary data was conducted on a convenience sample (N = 204) of full-time employees in a South African pharmaceutical distribution company. The Maslach Burnout Inventory – General Survey model (MBI-GS) and the Utrecht Work Engagement Scale (UWES) model were used to gather data. The work engagement-burnout continuum has received a great deal of research attention (Maslach, Schaufeli, & Leiter, 2001; Schaufeli & Bakker, 2003; Schutte, Toppinen, Kalimo, & Schaufeli, 2000) that has produced contradicting results. One viewpoint regards the core constructs of work engagement and burnout as opposite poles of two continua (vigour-exhaustion and dedication-cynicism), labelled energy and identification, respectively (González-Romá, Schaufeli, Bakker, & Lloret, 2006). Work engagement is ”characterized by a high level of energy and strong identification with one’s work”, while burnout is ”characterized by the opposite: A low level of energy combined with poor identification with one’s work” (Schaufeli & Bakker, 2003, p. 5; Bakker, Schaufeli, Leiter, & Taris, 2008). Hence work engagement and burnout can be recognised as inseparable and co-dependent constructs that share more or less 10 to 25% of their variance and are moderately negatively related (Schaufeli & Bakker, 2004; Schaufeli, Salanova, González-Romá, & Bakker, 2002). The second viewpoint regards work engagement and burnout as being strongly related, but fundamentally different in their separation in the work experience. They are therefore not opposite poles of a continuum (Denton, Newton, & Bower, 2008; Huhtala & Parzefall, 2007; Rothmann & Joubert, 2007; Schaufeli & Bakker, 2004; Schaufeli et al., 2002). Work engagement is defined as a ”positive, fulfilling, work-related state of mind that is characterised by vigour, dedication, and absorption” (Schaufeli & Bakker, 2004, p. 295). Burnout, however, is defined by Maslach and Jackson (1981, p. 99) as a ”syndrome of emotional exhaustion and cynicism that occurs frequently amongst individuals who do ‘people-work’ of some kind”. The statistical results of this study confirmed the hypothesis. It was found that there is a significant relationship between burnout and work engagement. Burnout is indeed negatively related to work engagement in the contact centre. However, a definitive relationship between burnout and work engagement in the distribution centre was not established. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)