A tentative dual-level social exchange model of burnout and organizational commitment is proposed that includes social exchange relationships at the interpersonal level (i.e. between human services professional, or caregiver, and recipient) as well as at the organizational level (i.e. between employees and organization). The model was tested and cross-validated in two independent samples that consisted of 220 and 142 student nurses, respectively, by using linear structural modelling with LISREL VII. The hypothesized model assumes that lack of reciprocity at both levels is positively related to burnout, whereas poor organizational commitment is exclusively related to lack of reciprocity at the organizational level. This model fitted reasonably well to the data of both samples. The limitations of the study and its practical implications are discussed, and directions for future research on the dual-level social exchange model are proposed.
This study among a sample of 154 Dutch teachers examines the discriminant validity of burnout and depression, as measured by the Maslach Burnout Inventory (MBI) and the Center for Epidemiologic Studies Depression Scale (CES-D), respectively. Confirmatory factor analyses show that burnout can be statistically discriminated from depression. Results corroborate the three-factor structure of the MBI and partly confirm the four-factor structure of the CES-D. Furthermore, results of structural equation modeling analyses show that a lack of reciprocity in the relationship with one's partner predicts depression (and not burnout), and that a lack of reciprocity in the relationship with students predicts burnout (and only indirectly depression). These findings are consistent with equity theory, and confirm the central hypothesis that burnout is work-related, whereas depression is context-free.
No abstract is provided for this article.
This article starts with some facts and figures about working life in Holland in order to place the recent developments m their appropriate national context (section 1). Next, the basic principles are described of the WCA, which is the cornerstone of the Dutch governmental and corporate policies to reduce psychosocial risks and job stress (section 2). A special section is devoted to the work of the OHSS' s and the key professionals they employ, including an entirely new profession: the so-called Work- and Organisational Expert (section 3). Furthermore, two job stress models are outlined that are being practically used as general frameworks for the assessment of psychosocial risks at work (section 4) and some examples of risk-assessment instruments are presented (section 5). Next, a general stepwise approach is described that is used in programs to prevent or reduce job stress (section 6), and an example of a suchlike program is presented (section 7). The article is concluded with some final, critical remarks and with a brief statement on the changed position of W&O psychology m the Netherlands (section 8).
The aims of this two-year follow-up study among Finnish managers (n = 463) were twofold: first, to investigate the relation between work engagement and workaholism by utilizing both variable- and person-centered approaches and second, to explore whether and how experiences of work engagement and workaholism relate to job change during the study period. The variable-centered analysis based on Structural Equation Modelling revealed that the latent factors of work engagement and workaholism did not correlate with each other, thereby suggesting that they are independent constructs. The person centered inspection with Growth Mixture Modelling indicated four work engagement-workaholism classes: 1) 'high decreasing WE - low stable WH' (18%), 2) 'low increasing WE - average decreasing WH' (7%), 3) 'low decreasing WE - low stable WH' (6%), and 4) 'high stable WE - average stable WH' (68%). Overall, these results suggest first that also at the intra-individual level work engagement and workaholism were largely independent psychological states (changes in work engagement and workaholism were related only in the class 'low increasing WE - average decreasing WH', 7%); second, job conditions had an impact on the levels of both work engagement and workaholism as, typically, the participants in the class 'low increasing WE - average decreasing WH' had typically changed their job during the study period. The fact that work engagement and workaholism are sensitive to job changes suggests that both psychological conditions depend - at least partly - on the individual's work situation.
No abstract is provided for this article.
Introduction: the main purpose of this study was to investigate the relationship between interest and academic burnout. Method: 238 female students from university of Isfahan were selected by random simple sampling and were assessed with Maslach Burnout InventoryStudent Survey (MBI-SS) and Self Directed Search (short form). Data analysis ran by product-moment Pearson correlation matrix and linear regression. Results: step-wise Multiple Regression Analysis revealed that investigative interest negatively is predictor of academic burnout. Conclusion: Counselors should help students engage in Investigative activities for prevent from academic burnout.