L8: Wellbeing, burnout, & work engagement

Question 1

what is burnout?

Answer 1

syndrome characterized by:
1. emotional exhaustion (central strain dimension of burnout)
2. depersonalization/cynicism (distant attitude toward work in general)
3. lack of personal accomplishment/reduced professional efficacy (decline in ones feelings of competence & successful achievement at work (social & non social aspects))

Question 2

how can you measure burnout?

Answer 2

• classic option: maslach burnout inventory (exhaustion, cynicism, professional efficacy)
• newer option: oldenburg burnout inventory (exhaustion, disengagement)

Question 3

how do you operationalize “burnout”?

Answer 3

• dimensional approach: high to low exhaustion
• categorical/diagnostic approach: fixed “treshhold values”: upper quartile of exhaustion & cynicism as well as bottom quartile of personal accomplishment = burnout
• the previously published cut off scores were arbitrary ! so we dont use categorical/diagnostic approach anymore!
• profile approach: various burnout profiles: engaged, ineffective, overextended, disengaged, burnout (calculated using standardized values of the 3 dimensionss)

Question 4

what is the goal of the “profile approach” of burnout?

Answer 4

to inform the design of burnout interventions
(someone who matches ineffective profile needs different care then one who matches overextended profile)

Question 5

what is the job demands resources model I (original)?

Answer 5

job demands (physical demands, emotional demands, time pressure etc) & job resources (feedabck, support, job control etc) both relate to strain/burnout & engagement which relate to org outcomes

Question 6

what outcomes are added in job demands resources model II?

Answer 6

• turnover intentions
• health problems (depression, cardiovasc disease, psychosomatic complaints)
• work enegagement as a unique construct

Question 7

what is work engagement?

Answer 7

a positive, fulfilling, work related state of mind that is characterized by vigor, dedicaiton, and absorption

Question 8

what are the subparts of work engagement?

Answer 8

• vigor (opposite of exhaustion)
• dedication (opposite of cynicism)

Question 9

what is vigor?

Answer 9

high levels of energy & mental resilience while working, willingness to invest effort in one’s work, and persistence even in the face of difficulties

Question 10

what is dedication?

Answer 10

• being strongly involved in one’s work & experiencing a sense of significance, enthusiasm, and challenge

Question 12

what is the theoretical explanation about the development & causes of burnout & work engagement?

Question 13

what are the consequences of burnout & well being for general well being?

Question 14

what is the role of one’s individual health status in the dev of burnout & work engagement?