Relief from job stressors and burnout: Reserve service as a respite.

To reveal the ameliorative impact of being away from job stressors on burnout, we compared 81 men who were called for active reserve service with 81 matched controls in the same company who were not called during the same period. Each reservist and his control completed questionnaires shortly before the reservist left work for a stint of service and immediately on his return. Analysis of variance detected a significant decline in job stress and burnout among those who served and no change among the control participants. Among those who served, quality of reserve service and degree of psychological detachment from work interacted in moderating the respite effects; the greater the detachment, the stronger the effect positive reserve service experience had in relieving reservists from stress and burnout. Reserve service is discussed as a special case of stress-relieving get-away from work that may be experienced as an ameliorative respite akin to vacation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Recovery, well-being, and performance-related outcomes: The role of workload and vacation experiences.

On the basis of theoretical assumptions regarding resource gain and loss (S. E. Hobfoll, 1998), the authors used a longitudinal study to examine effects of vacation on well-being and performance-related outcomes. University employees (N = 221) completed measures of well-being (health complaints and burnout) and performance-related outcomes (self-reported task performance and effort expenditure) 1 week before and 2 days and 2 weeks after vacation and measures of workload 2 days after vacation. Specific vacation experiences (positive and negative work reflection, relaxation, mastery experience, and nonwork hassles) were assessed during vacation. Results showed changes in well-being and self-reported effort expenditure from before to after vacation, revealing vacation effects and partial fade-out effects. In addition, vacation experiences and workload significantly predicted some of the outcomes. The authors discuss applicability of the theoretical approach in the context of vacation and fade-out effects, implications for future research on recovery processes, and practical implications. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A vacation from work: Changes in work and nonwork outcomes.

Compared pre- and postvacation measures in 6 areas: job satisfaction, job involvement (measured as central life interest [JIC] and as importance of performance to self-esteem), organizational commitment, turnover intention, and life satisfaction. Responses obtained from 92 female and 36 male employees (mean age 39 yrs) in technical, administrative, clerical, and service positions 1 wk prior to and 1 wk following their vacations indicate that the vacation had a significant overall effect on the variables studied, even with sex, education, income, and occupational prestige included as covariates. Specifically, JIC decreased and both life satisfaction and turnover intention increased. Hierarchical regression analyses indicated that vacation satisfaction and an interaction term involving the prevacation measure and vacation satisfaction increased the predictability of the postvacation measure by 7% in 2 cases: life satisfaction and job satisfaction. Length of vacation did not contribute significantly to the prediction of any of the postvacation variables. The decrease in JIC is discussed in terms of the relative salience of work and nonwork domains and the allocation of psychological resources. Overall, the results are viewed as supporting an open-systems model of organizational behavior. (75 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of respite care on dementia and nondementia patients and their caregivers.

The impact of a respite program on the cognitive and physical functioning of dementia and nondementia patients, and on the burden perceived by their caregivers, was assessed in a pretest–posttest design. A total of 55 caregivers were interviewed twice, 5 weeks apart. In the respite group, the caregiver's patient experienced a 2-week respite stay in a nursing home during the 5-week interval, whereas in the waiting-list comparison group, the patient experienced ongoing in-home care during the interval. We hypothesized that patient diagnosis (dementia vs. nondementia) would interact with respite exposure, with nondementia patients showing more improvement from respite than dementia patients. Regardless of diagnosis, however, positive effects from respite exposure were found for caregiver reports of the patient's memory and behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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)     

Stress Management Interventions in the Dutch Domiciliary Care Sector: Findings From 81 Organizations.

This study evaluated the effectiveness of a large-scale job stress reduction program implemented in the Dutch domiciliary care sector. The employees of 81 organizations were interviewed twice (only nurses in executive jobs; total sample size exceeded 26,000). Organizations that implemented many interventions were expected to be more successful in reducing job stress than were other organizations. It was found that (a) levels of job stress decreased during the observed interval; (b) organizations with many suboptimal scores on selected work characteristics took, on average, more measures to reduce job stress than others; (c) organizations usually implemented a wide variety of measures; and (d) work-directed (but not other) interventions were linked to job stress reduction. The effects of these interventions, however, were weak. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Work-Family Interface and Burnout.

This study examined fluctuations in the experience of conflict between work and family and burnout in different phases of business travel as well as the relationship between work-family conflict (WFC) and burnout among 58 business travelers. Travelers completed questionnaires at 3 points in time: prior to going abroad, during the stay abroad, and after their return. An analysis of variance detected a different pattern of fluctuations in the levels of both WFC and burnout according to gender. Furthermore, while WFC at the pretrip and midtrip periods did not predict burnout in subsequent measurements, pretrip burnout did predict WFC during the trip and after the trip (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moderating effect of social support on the stress–burnout relationship.

Assessed the extent of life and work stresses, the availability of social support, and experience of burnout through a self-report questionnaire administered to 357 female (mean age 32 yrs) and 273 male (mean age 39 yrs) Israeli managers and human service professionals. Analysis showed that female Ss experienced more burnout and stress in life than did male Ss; no difference was found between the sexes for stress in work. Burnout was positively correlated with stress and negatively correlated with social support in both life and work. Further analysis revealed different patterns of moderating effects of social support on the relationship between stress and burnout for males and females: The relationship between work stress and burnout was moderated by support in life for females and by support in work for males. It is concluded that special attention should be paid to cultural, occupational, and sex differences in social support research and the exploration of its buffering effect. (47 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Burnout, job setting, and self-evaluation among rehabilitation counselors.

Surveyed 38 rehabilitation counselors to investigate the relationship of experienced burnout to self-concept and job setting. Ss completed the Maslach Burnout Inventory and a questionnaire about their work. The emotional exhaustion component of burnout emerged as the key factor in the results. Emotional exhaustion was related to work overload and a perceived lack of control. It was also linked to dissatisfaction with certain aspects of the job. Findings are consistent with previous theorizing and research on burnout by J. Gaines and J. M. Jermier (see record 1984-10923-001) and C. Maslach and S. E. Jackson (see record 1985-24012-001) and underscore the relevance of this phenomenon for the rehabilitation profession. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job Redesign as an Intervention Strategy of Burnout: Organizational Perspective

This study sought to identify job characteristics associated with burnout in the context of the construction industry and then formulated job redesign as an intervention strategy of burnout. A survey was undertaken to explore the experience of burnout among 403 construction professionals working in the Hong Kong construction industry. The results of the study show that long working hours, role overload, role conflict, role ambiguity, lack of autonomy, and job security are significant job determinants of burnout. Job redesign was formulated based on these findings and implemented in a company. Levels of burnout experienced by the same respondent both before and 1 year after the job redesign demonstrate a significant difference, implying that job redesign does contribute to lower levels of burnout. The importance, ways, and constraints of job redesign as an intervention to manage burnout at organizational levels are discussed. The results of this study should be of direct benefit to policy makers by providing them with a foundation for designing effective organizational interventions to manage burnout and minimize a serious and often hidden cost.     

Recovery, Health, and Job Performance: Effects of Weekend Experiences.

This study extended research on respites by examining the extent to which experiences during the weekend contribute to health and job performance after the weekend. Longitudinal data including 3 measurement occasions from 87 emergency service workers indicated that nonwork hassles, absence of positive work reflection, and low social activity during the weekend predicted burnout and poor general well-being after the weekend. Weekend experiences also predicted different aspects of job performance after the weekend. The results reveal practical implications for individual and organizational optimization of recovery processes. Suggestions for future research on specific recovery processes and their effects on individual health and performance are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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)     

Sabbatical leave: Who gains and how much?

A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case of respite from routine work. We hypothesized that (a) respite increases resource level and well-being and (b) individual differences and respite features moderate respite effects. A sample of 129 faculty members on sabbatical and 129 matched controls completed measures of resource gain, resource loss, and well-being before, during, and after the sabbatical. Among the sabbatees, resource loss declined and resource gain and well-being rose during the sabbatical. The comparison group showed no change. Moderation analysis revealed that those who reported higher respite self-efficacy and greater control, were more detached, had a more positive sabbatical experience, and spent their sabbatical outside their home country enjoyed more enhanced well-being than others. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job stress, social support, and burnout among counseling center staff.

We investigated the effects of stressful job experiences and social support on burnout among counseling center staff. A national sample of 169 doctoral-level staff completed a survey of job stress and social support; social support was assessed as provided by network members and as perceived by respondent. Multiple regression analyses revealed that higher amounts of job stress were associated with higher levels of burnout. Social support from supervisors and colleagues was associated with lower levels of burnout but did not serve a buffering function. We conclude that job demands need to be evaluated in terms of implications for the person who received certain forms of social support. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Burnout and coping in human service practitioners.

Do many Spanish human service practitioners suffer from burnout? What coping strategies are used to combat work stress, and are they associated with lower burnout? Which strategies may the psychologist promote to improve organizations? With an eye toward helping organizations improve their workers' quality of work life and service delivery, 211 professionals, either child protection workers or in-home caregivers, completed an inventory on coping and another on burnout. Coping strategies alone do not preclude burnout but may help prevent worker turnover. High job and salary satisfaction, together with active coping strategies play an important role in promoting personal accomplishment. Low job and salary satisfaction and the use of passive or emotional strategies predict elevated emotional exhaustion. The results suggest some possible points of intervention. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The influence of emotional dissonance and resources at work on job burnout among Chinese human service employees.

The authors extended Hobfoll's Conservation of Resources (COR) model to examine the influence of emotional dissonance and work resources on burnout among 392 Chinese human service employees. Bivariate correlation results showed that emotional dissonance correlated positively with display rules and burnout, but negatively with work resources, specifically, satisfactory work relations and job rewards. Results of structural equation modeling analyses supported the extension of the COR model to study the dissonance-resources-burnout association. In the revised model, display rules had a direct impact on emotional dissonance, which in turn influenced burnout indirectly through the mediation of work resources. Limitations of the study and implications for work stress management are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stress et immunité: étude de validité d'une mesure de stress psychologique (MSP).

Studied the validity of an instrument designed to measure psychological stress by measuring the effects of exposure or nonexposure to stressful situations on immunological measures of psychological stress. Human subjects: 33 male and female Canadian adults (mean age 22.7 yrs) (dental students). The short forms of L. Lemyre and Tessier's Mesure d'état de Stress Psychologique ("Psychological Stress Scale") (1988) were administered to Ss 4 times: twice during exam periods, once in the middle of the course, and once during the Ss' vacation. Physiological stress was assessed each time by measuring the serum and saliva immunoglobulin IgA titers. Test results, IgA levels, and testing periods were evaluated, using a multivariate analysis of variance (MANOVA) and other statistical tests. (English abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceptions of control, burnout, and depressive symptomatology: A replication and extension.

100 nurses were observed for burnout and depressive symptomatology. Analysis of change scores and structural equations suggested that the variance shared by burnout and depression (20%) may be attributable to their codevelopment. A definitive temporal sequence among measures of burnout and depressive affect was not obtained. At initial assessment and follow-up, burned-out nurses displayed accurate perceptions of job uncontrollability, whereas non-burned-out nurses overestimated job control. Perceptual accuracy increased in linear fashion with degree of burnout, irrespective of depressive symptomatology. Frequency of threats to job control predicted a significant amount of the variance in perceptual accuracy, supporting the view that "burnout realism" is reality driven. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational commitment: A further moderator in the relationship between work stress and strain?

In recent years, a growing interest in the relations between organizational commitment of employees and their experiences of job strain can be noted. Besides main effects on these consequences, two competing hypotheses have postulated moderating effects of commitment on the relationship of work stress to measures of strain. According to the first hypothesis highly committed employees experience the adverse effects of stress more than less committed employees, whereas according to the second hypothesis commitment operates as a buffer in the stress-strain relationship. Data from 506 staff members of a municipal administration provided evidence in favor of the buffer hypothesis. The effects of high stress on the burnout dimensions of exhaustion and depersonalization were reduced with increasing commitment to the organization. (PsycINFO Database Record (c) 2010 APA, all rights reserved)