"“Sources of social support and burnout: A meta-analytic test of the conservation of resources model”: Correction.

Reports an error in "Sources of social support and burnout: A meta-analytic test of the conservation of resources model" by Jonathon R. B. Halbesleben (Journal of Applied Psychology, 2006[Sep], Vol 91[5], 1134-1145). There were errors in transcribing the ρ values from Table 2 to the results section. In the second paragraph of page 1138, the second and third sentences should read “In the present study, work-related support was more strongly related to exhaustion (ρ = -.26) than depersonalization (ρ = -.23) and personal accomplishment (ρ = .24; F(2, 111) = 24.13, p > .01). On the other hand, non-work support was more strongly related to depersonalization (ρ = -.16) and personal accomplishment (ρ = .19) than exhaustion (ρ = -.12; F(2, 38) = 3.83, p > .05).” The values in Table 2 are correct and the substantive conclusions have not changed. (The following abstract of the original article appeared in record 2006-11397-012.) The Conservation of Resources (COR) model of burnout (Hobfoll & Freedy, 1993) suggests that resources are differentially related to burnout dimensions. In this paper, I provide a meta-analysis of the social support and burnout literature, finding that social support, as a resource, did not yield different relationships across the 3 burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), challenging the COR model. However, when considering the source of the social support (work vs. nonwork) as a moderator, I found that work-related sources of social support, because of their more direct relationship to work demands, were more closely associated with exhaustion than depersonalization or personal accomplishment; the opposite pattern was found with nonwork sources of support. I discuss the implications of this finding in relation to the COR model and suggest future research directions to clarify the relationship between resources and burnout dimensions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sources of social support and burnout: A meta-analytic test of the conservation of resources model.

[Correction Notice: An erratum for this article was reported in Vol 96(1) of Journal of Applied Psychology (see record 2010-24169-001). There were errors in transcribing the ρ values from Table 2 to the results section. In the second paragraph of page 1138, the second and third sentences should read “In the present study, work-related support was more strongly related to exhaustion (ρ = -.26) than depersonalization (ρ = -.23) and personal accomplishment (ρ = .24; F(2, 111) = 24.13, p > .01). On the other hand, non-work support was more strongly related to depersonalization (ρ = .16) and personal accomplishment (ρ = .19) than exhaustion (ρ = -.12; F(2, 38) = 3.83, p > .05).” The values in Table 2 are correct and the substantive conclusions have not changed.] [Correction Notice: An erratum for this article was reported in of Journal of Applied Psychology (see record 2010-24169-001). There were errors in transcribing the ρ values from Table 2 to the results section. In the second paragraph of page 1138, the second and third sentences should read “In the present study, work-related support was more strongly related to exhaustion (ρ = -.26) than depersonalization (ρ = -.23) and personal accomplishment (ρ = .24; F(2, 111) = 24.13, p > .01). On the other hand, non-work support was more strongly related to depersonalization (ρ = -.16) and personal accomplishment (ρ = .19) than exhaustion (ρ = -.12; F(2, 38) = 3.83, p > .05).” The values in Table 2 are correct and the substantive conclusions have not changed.] The Conservation of Resources (COR) model of burnout (Hobfoll & Freedy, 1993) suggests that resources are differentially related to burnout dimensions. In this paper, I provide a meta-analysis of the social support and burnout literature, finding that social support, as a resource, did not yield different relationships across the 3 burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), challenging the COR model. However, when considering the source of the social support (work vs. nonwork) as a moderator, I found that work-related sources of social support, because of their more direct relationship to work demands, were more closely associated with exhaustion than depersonalization or personal accomplishment; the opposite pattern was found with nonwork sources of support. I discuss the implications of this finding in relation to the COR model and suggest future research directions to clarify the relationship between resources and burnout dimensions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Direct and interaction effects among the dimensions of the Maslach Burnout Inventory: Results from two German longitudinal samples.

Inspired by the idea that the three dimensions of the Maslach Burnout Inventory (emotional exhaustion, depersonalization, and personal accomplishment) are causally related to each other, five models have been proposed in the literature to explain the main processes of burnout development. Latest empirical findings based on model comparisons suggest that emotional exhaustion exerts positive lagged effects on depersonalization and that depersonalization conceptualized as a coping strategy in turn leads to exhaustion and a low sense of personal accomplishment. The present study offers a more thorough test of various models of burnout development with longitudinal data from two German samples (total N = 643). The analyses, based on structural equation modeling, showed that exhaustion is longitudinally associated with depersonalization and that accomplishment is longitudinally predicted by depersonalization and exhaustion. Furthermore, and going beyond prior research, three moderator effects of depersonalization were identified in predicting all three burnout dimensions at a later point in time. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Antecedents and consequences of three dimensions of burnout in psychotherapists: A meta-analysis.

The present study aimed to identify the antecedents of burnout and its consequences for psychotherapists. The meta-analysis showed that, among antecedents, the over-involvement variable had the most significant positive correlation with emotional exhaustion, while the control variable had the most significant negative correlations with depersonalization and personal accomplishment. On the other hand, among consequences, the job satisfaction variable had the most significant positive correlations with emotional exhaustion, depersonalization, and personal accomplishment. Based on these results, we found resources that can assist with developing burnout prevention interventions for psychotherapists. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Burnout and inequity among human service professionals: A longitudinal study.

In a composite sample of human service professionals (N?=?245), longitudinal relations across 1 year were tested between equity in the professional–recipient relationship and burnout (i.e., emotional exhaustion, depersonalization, and reduced personal accomplishment). The 1st research question was whether inequity influenced burnout across time. The 2nd research question was whether longitudinal relations between equity and burnout were curvilinear, as predicted by equity theory. The results confirmed that inequity affects the central component of burnout (i.e., emotional exhaustion) and that this relation is curvilinear. Feeling more deprived and feeling more advantaged resulted in higher future emotional exhaustion levels. No indication was found for a longitudinal relation between inequity and depersonalization. A synchronous relation was found suggesting that personal accomplishment influences equity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Extending our understanding of burnout: Test of an integrated model in nonservice occupations.

C. L. Cordes and T. M. Dougherty (1993) provided a conceptual framework of job burnout in nonservice organizations. This study sought to determine the "fit" of that theoretical model within nonservice occupations. LISREL VIII was used to test this model on 165 participants, and the overall model fit the data well. Supervisory support moderated the relationships between the role conflict, role ambiguity, and quantitative role overload stressors and emotional exhaustion and between emotional exhaustion and depersonalization. Unexpectedly, role conflict, role ambiguity, and quantitative role overload had a positive impact on emotional exhaustion when supervisory support was high. As expected, participation had a negative association with depersonalization. Employees experiencing emotional exhaustion were more likely to feel nervous or tense at work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The moderating role of cognitive control deficits in the link from emotional dissonance to burnout symptoms and absenteeism.

The present study examines whether cognitive control deficits (CCDs) as a personal vulnerability factor amplify the relationship between emotional dissonance (ED; perceived discrepancy between felt and expressed emotions) and burnout symptoms (emotional exhaustion and depersonalization) as well as absenteeism. CCDs refer to daily failures and impairments of attention regulation, impulse control, and memory. The prediction of the moderator effect of CCDs draws on the argument that portraying emotions which are not genuinely felt is a form of self-regulation taxing and depleting a limited resource capacity. Interindividual differences in the resource capacity are reflected by the measure of CCDs. Drawing on two German samples (one cross-sectional and one longitudinal sample; NTOTAL = 645) of service employees, the present study analyzed interactive effects of ED and CCDs on exhaustion, depersonalization, and two indicators of absenteeism. As was hypothesized, latent moderated structural equation modeling revealed that the adverse impacts of ED on both burnout symptoms and absence behavior were amplified as a function of CCDs. Theoretical and practical implications of the present results will be discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Burnout: current knowledge and relevance to old age psychiatry

OBJECTIVES: To review the literature on burnout and consider its relevance to old age psychiatry and the role of the consultant. DATA SOURCES: Medline and PsychLit computerized databases. DATA SYNTHESIS: Burnout is a syndrome of emotional exhaustion, depersonalization and decreased sense of personal accomplishment which is recognized in people working in the human service professions and can have adverse effects on the workforce. There is little evidence of unique stressors related to care of elderly mentally ill people. Burnout is likely to be modified by workplace interventions. Relevant areas for intervention are political and social, organizational and management, training and personal issues. Support to consultants and their continuing professional development need to be radically reviewed.     

From inequity to burnout: The role of job stress.

This research examined burnout (i.e., emotional exhaustion, depersonalization, and lack of personal accomplishment) among 2 samples of Dutch teachers as a function of inequity and experienced job stress in 3 different exchange relationships (with students, colleagues, and the school). It was hypothesized that inequity would he linked to burnout through the stress resulting from this inequity. Analysis of a cross-sectional sample (N?=?271) revealed that this was indeed the case. Findings were replicated longitudinally using an independent sample of 940 teachers. It is concluded that the often-reported effect of inequity on burnout can partly be interpreted in terms of elevated levels of job stress. Implications of the findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

On the meaning of Maslach's three dimensions of burnout.

The dimensionality of C. Maslach's (1982) 3 aspects of job burnout (emotional exhaustion, depersonalization, and personal accomplishment) was examined among a sample of supervisors and managers in the human services. A series of confirmatory factor analyses supported the 3-factor model, with the first 2 aspects highly correlated. The 3 aspects were found to be differentially related to other variables reflecting aspects of strain, stress coping, and self-efficacy in predictable and meaningful ways. Implications for better understanding the burnout process are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Toward an understanding of the burnout phenomenon.

Tested 9 hypotheses about the burnout phenomenon, defined as a 3-component syndrome of emotional exhaustion, depersonalization, and feelings of low personal accomplishment. Burnout was hypothesized to be associated with 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. Elementary and secondary school teachers (median age 36 yrs) responded to 2 questionnaires mailed to their homes; 1 yr elapsed between completion of the 2 questionnaires. Regression analyses of time-lagged data (N?=?248) supported many of the hypothesized correlates of employee burnout. It is suggested that improved conceptualizations about the burnout phenomenon are needed. (40 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Examining a stress-coping model of burnout and depression in extension agents.

Occupational stressors, coping strategies, and burnout and depression were examined in extension agents. Results indicated that a significant proportion of extension agents (range?=?9.8%–51%) reported burnout symptoms above established cut-off scores for the burnout subscales, but fewer than 3% of the sample reported significant symptoms on all 3 dimensions of burnout. Depressive symptoms based on established cut-off scores were noted in approximately 26% of the sample. Stepwise multiple regression indicated that extension agents who used an emotion-oriented coping strategy were more likely to (a) display high levels of depression, emotional exhaustion, and depersonalization and (b) exhibit low levels of personal accomplishment. Furthermore, task-oriented coping strategies were found to be negatively associated with the 3 dimensions of burnout. Implications for interventional programming to reduce the symptoms of burnout are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relationship between staff burnout/distress and interactions with residents in two residential homes for older people

OBJECTIVE: The main hypothesis was that staff burnout/distress would be negatively associated with the quantity and quality of social interactions between staff and residents. The subsidiary hypothesis hypothesis was that 'perceived involvement in decision-making' among staff would be positively associated with the quantity and quality of staff-resident interactions. DESIGN: Cross-sectional and within-group. Standardized self-report questionnaires completed by staff; and non-participant, time-sampling observation and coding of staff-resident interactions. SETTING. Two independent (not-for-profit) residential care homes for older people in the UK. PARTICIPANTS: 18 out of 24 residential workers completed questionnaires. MEASURES: The 12-item General Health Questionnaire (GHQ-12); the Maslach Burnout Inventory (MBI); the Perceived Involvement Personal Questionnaire (PIPQ); and the Quality of Interactions Schedule (QUIS). RESULTS: Staff who reported higher levels of personal accomplishment (ie lower levels of burnout on the personal accomplishment subscale) exhibited significantly more staff-resident interactions; and staff who perceived more involvement in decisions relating to their work showed significantly fewer negative staff-resident interactions. Staff distress, emotional exhaustion and depersonalization were not found to be significantly related to the quantity or quality of staff resident interactions. CONCLUSIONS: The results provide some support for the hypotheses. It appears that levels of personal accomplishment and perceived involvement in decision-making among staff may significantly influence the quantity and quality of staff-resident interactions in residential settings. However, the causal relationships are uncertain, and replication of these findings is required in other contexts.     

Take care! The evaluation of a team-based burnout intervention program for oncology care providers.

In this quasi-experimental study among staff of 29 oncology wards, the authors evaluated the effects of a team-based burnout intervention program combining a staff support group with a participatory action research approach. Nine wards were randomly selected to participate in the program. Before the program started (Time 1), directly after the program ended (Time 2), and 6 months later (Time 3), study participants filled out a questionnaire on their work situation and well-being. Results of multilevel analyses showed that staff in the experimental wards experienced significantly less emotional exhaustion at both Time 2 and Time 3 and less depersonalization at Time 2, compared with the control wards. Moreover, changes in burnout levels were significantly related to changes in the perception of job characteristics over time. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Customer-Related Social Stressors and Burnout.

Although almost all literature on burnout implicitly assumes that burnout is primarily caused by stressful employee-customer interactions, only a few studies have addressed this empirically. A principal-components analysis of a newly developed instrument assessing various forms of customer-related social stressors (CSS) in 3 different service jobs (N = 591) revealed 4 themes of CSS: disproportionate customer expectations, customer verbal aggression, disliked customers, and ambiguous customer expectations. These 4 CSS predict burnout beyond a variety of control variables. Contrary to other predictors of burnout analyzed in previous studies, the amount of variance explained in exhaustion (14%) by the 4 CSS scales is not higher than for personal accomplishment (14%) and is considerably lower than for depersonalization (23%). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and work setting differences in career-sustaining behaviors and burnout among professional psychologists.

What factors relate to levels of burnout experienced by male and female psychologists? Five hundred ninety-five psychologists responded to a survey about professional activities, work demands and resources, career-sustaining behaviors, and burnout. Respondents in solo or group independent practice reported a greater sense of personal accomplishment, more sources of satisfaction, fewer sources of stress, and more control at work than respondents in agency settings. In addition, women in independent practice reported less emotional exhaustion than women in agency settings. In general, women tended to give higher ratings to the importance of career-sustaining behaviors; however, 6 strategies emerged as highly important for all respondents: maintain sense of humor, maintain self-awareness/self-monitoring, maintain balance between personal and professional lives, maintain professional identity/values, engage in hobbies, and spend time with spouse, partner, or family. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work Setting and Burnout Among Professional Psychologists.

How does work setting relate to burnout among professional psychologists? Five hundred and seventy-one doctoral psychologists responded to a survey about professional activities, work environment, and burnout. Solo and group independent practitioners reported a greater sense of personal accomplishment than agency respondents. However, women experienced higher levels of emotional exhaustion in agency settings than in either solo or group independent practice, whereas men experienced higher exhaustion in group independent practice. Overall, greater emotional exhaustion was associated with less control over work activities, working more hours, spending more time on administrative tasks and paperwork, seeing more managed care clients and fewer direct pay clients, and having to deal with more negative client behaviors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work-family conflict and burnout among practicing psychologists.

Research has found that men and women psychologists experience burnout differentially depending on the work setting. A total of 497 psychologists responded to a survey designed to replicate this finding and to investigate the role of work-family conflict in contributing to this difference. Results failed to replicate gender differences in levels of burnout according to work setting. In general, the overall pattern of results was the same for men and women. Findings indicated that family support was important for well-being at work and that conflict between work and family domains was associated with burnout. Mediational models indicated that work-family conflict and family-work conflict can help researchers understand the process by which resources or demands in work and family domains influence burnout at work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The pro-protein convertase PC1 is induced in the transected sciatic nerve and is present in cultured Schwann cells: comparison with PC5, furin and PC7, implication in pro-BDNF processing

Emotional dissonance, or person-role conflict originating from the conflict between expressed and experienced emotions, was examined. The study was based on a reconceptualization of the emotional labor construct, with dissonance as a facet rather than a consequence of emotional labor. The effects of emotional dissonance on organizational criteria were isolated, thereby explaining some of the conflicting results of earlier studies. Empirically, job autonomy and negative affectivity as antecedents of emotional dissonance, and emotional exhaustion and job satisfaction as consequences of emotional dissonance, were explored. Self-monitoring and social support were tested as moderators of the emotional dissonance-job satisfaction relationship. Significant relationships with job autonomy, emotional exhaustion, and job satisfaction were found. Social support significantly moderated the emotional dissonance-job satisfaction relationship.