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Contains fulltext : 54694.pdf (Publisher’s version ) (Closed access)

Contains fulltext : 55704.pdf (Publisher’s version ) (Closed access)

This article proposes a theoretical perspective on teacher burnout that is based on the principles of social exchange. More specifically, it is argued that burnout results from a lack of reciprocity; that is, from a mismatch between investments and outcomes. Typically, burned-out teachers have given too much long and received too little too late. According to social exchange theory, lack of reciprocity may develop at three levels: at the interpersonal level in the relationships with students, at the team level in the relationships with colleagues, and the organizational level in the relationship with the school. A series of colleagues, and at the organizational level in the relationship with the school. A series of empirical studies among teachers showed that, indeed, the balance of give and take is disturbed, particularly as far as the interpersonal and organizational levels are concerned. Furthermore, lack of reciprocity at all three levels of social exchange is associated with both distress and withdrawal. More specifically, a generic effect is observed; when the balance of give and take is disturbed at any level of social exchange emotional exhaustion develops, the core symptom of burnout. In addition, specific withdrawal effects are observed for each level of social exchange: lack of reciprocity with students results in depersonalization, the second hallmark of burnout; lack of reciprocity with colleagues results in withdrawal from colleagues; and lack of reciprocity with the school results in psychological (reduced organizational commitment) and behavioral (sickness absenteeism) withdrawal from the school

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Objectives: To investigate the short-term and long-term effectiveness of two, brief, preventive, work stress management programmes. One programme was a cognition-focused programme, the other was a newly developed intervention in which physical exercise and relaxation were combined. It was hypothesised that the newly developed intervention would be more effective in reducing psychological complaints than the cognitive intervention. Both programmes consisted of four sessions in a period of 10 weeks. Methods: From a working population engaged in a periodic health check-up, employees above a minimum stress level (n = 396) were invited to participate in a randomised comparative outcome study with pre-trial, post-trial and 6-month follow-up measures. After giving informed consent 130 participants entered the study (response rate 33%). Outcome measures consisted of three self-reported questionnaires on psychological complaints. Results: It was found that both interventions revealed a positive impact on psychological complaints, burnout and fatigue, both at short-term and at 6-month follow-up. No statistical interaction effects between the two interventions were found. Calculation of the clinical significance of the effects indicated that 50% of the employees with psychological complaints who participated in the physical intervention and 60% of the employees who participated in the cognitive intervention improved and returned to functioning within normal range both in the short term and in the long term at 6 months. Conclusion: The data indicate that interventions were equally effective on psychological complaints, burnout and fatigue. © Springer-Verlag 2005.

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In deze studie wordt ingegaan op de prevalentie van twee vormen van vermoeidheid onder werkenden, respectievelijk algemene (niet aan de werksituatie gebonden) en specifieke (aan de werksituatie gebonden) vermoeidheid. Dit laatste vormt de kern van een fenomeen waarvoor verschillende termen in omloop zijn die deels overlappen en deels een andere betekenis hebben: overspannenheid, surmenage, burnout, stress. Voorts wordt nagegaan wat de determinanten van deze twee typen vermoeidheid zijn, en in hoeverre deze van elkaar verschillen. Gegevens van vijf, onafhankelijk van elkaar opgezette studies met een totale omvang van ruim 80.000 werkenden wijzen erop dat ongeveer 4% van de Nederlandse beroepsbevolking vermoeid is. De oorzaken hiervoor zijn primair gelegen in de werksituatie. Voorts blijkt psychische vermoeidheid sterker te zijn gerelateerd aan de onderzochte determinanten dan algemene vermoeidheid. Algemene vermoeidheid is veel sterker gerelateerd aan fysieke risico's in het werk, vooral aan fysieke inspanning.

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Item does not contain fulltext The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

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Studie over teamgerichte interventie ter voorkoming van stress en burn-out in met name de zorgverlening.

Dit rapport, dat een overzicht wil bieden van de huidige stand van zaken met betrekking tot psychische vermoeidheid en werk, is geschreven in het kader van het door de Nederlandse Organisatie voor Wetenschappelijk Onderzoek (NWO) gesubsidieerde onderzoeksprogramma 'Psychische Vermoeidheid in de Arbeidssituatie' (PVA), waarin Nederlandse universiteiten en onderzoeksinstellingen samenwerken. Werkgerelateerde psychische problematiek staat momenteel in het middelpunt van de belangstelling. Eind 1999 waren werkgerelateerde psychische klachten goed voor ruim 31% van de WAO-intreders. Dat aandeel is al jaren nagenoeg stabiel, terwijl het totale aantal WAO-ers sinds enkele jaren gestaag stijgt. Ongeveer de helft van de uitval in de WAO is werkgebonden, terwijl dat bij uitval om psychische redenen nog wat vaker het geval is. Opvallend is dat risico's in het werk die worden geassocieerd met het ontstaan van psychische klachten, zoals een hoge werkdruk en grote intensiteit van het werk, eveneens gestaag toenemen. Bij het type psychische klachten waarmee mensen uitvallen, speelt vermoeidheid een centrale rol. 1. Psychische vermoeiheid en werk: wat is het - meten - voorkomen 2. De epidemiologie van vermoeidheid op het werk: verschillen man-vrouw - opleidingsniveau - bedrijfstak - functiegroep - risicogroepen 3. Burnout: risicogroepen - WEB-model - prevalentie 4. Burnout en de bijdrage van socio-demografische eb werkgebodnen variabelen 5. Opgebrand in het onderwijs: stress, psychische vermoeidheid en ziekteverzuim onder leraren

This literature review presents an overview of occupational stress and burnout in correctional institutions, based on 43 investigations from 9 countries. First, the prevalence of various stress reactions among correctional officers (COs) is discussed: turnover and absenteeism rates, psychosomatic diseases, and levels of job dissatisfaction and burnout. Next, empirical evidence is summarized for the existence of 10 specific stressors in the CO's job. It appears that the most notable stressors for COs are role problems, work overload, demanding social contacts (with prisoners, colleagues, and supervisors), and poor social status. Finally, based on 21 articles, individual-oriented and organization-oriented approaches to reduce job stress and burnout among COs are discussed. It is concluded that particularly the latter (i.e., improving human resources management, professionalization of the CO's job, and improvement of the social work environment) seems to be a promising avenue for reducing job stress and burnout in correctional institutions.

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