Post by Master Kim on Dec 15, 2014 22:18:59 GMT -5
Burnout (psychology) - en.wikipedia.org/wiki/Burnout_%28psychology%29
Burnout is a psychological term that refers to long-term exhaustion and diminished interest in work. Burnout has been assumed to result from chronic occupational stress (e.g., work overload). However, there is growing evidence that its etiology is multifactorial in nature, with dispositional factors playing an important role. Despite its great popularity, burnout is not recognized as a distinct disorder, neither in the DSM, nor in the ICD-10. This is notably due to the fact that burnout is problematically close to depressive disorders. In the only study that directly compared depressive symptoms in burned out workers and clinically depressed patients, no diagnostically significant differences were found between the two groups: burned out workers reported as many depressive symptoms as clinically depressed patients. Moreover, a recent study by Bianchi, Schonfeld, and Laurent (in press) showed that about 90% of burned out workers meet diagnostic criteria for depression, suggesting that burnout may be a depressive syndrome rather than a new or distinct entity.
Clinical psychologist Herbert Freudenberger first identified the construct "burnout" in the 1970s. Social psychologists Christina Maslach and Susan Jackson developed what is the most widely used instrument for assessing burnout, namely, the Maslach Burnout Inventory. The Maslach Burnout Inventory operationalizes burnout as a three-dimensional syndrome made up of exhaustion, cynicism, and inefficacy. Some researchers and practitioners have argued for an "exhaustion only" model that views that symptom as the hallmark of burnout.
Maslach and her colleague, Michael Leiter, defined the antithesis of burnout as engagement. Engagement is characterized by energy, involvement and efficacy, the opposites of exhaustion, cynicism and inefficacy.
Many theories of burnout include negative outcomes related to burnout, including measures of job function (performance, output, etc.), health related outcomes (increases in stress hormones, coronary heart disease, circulatory issues), and mental health problems such as depression. It has been found that patients with chronic burnout have specific cognitive impairments, which should be emphasized in the evaluation of symptoms and treatment regimes. Significant reductions in nonverbal memory and auditory and visual attention were found for the patient group. The term burnout in psychology was coined by Herbert Freudenberger in his 1974 Staff burnout, presumably based on the 1960 novel A Burnt-Out Case by Graham Greene, which describes a protagonist suffering from burnout.
Burnout is supposed to be a work-specific syndrome. However, this restrictive view of burnout's scope has been shown to be groundless. Thus, the restriction of the study of burnout to the occupational domain results from an arbitrary choice rather than from an empirical necessity.
Burnout is becoming a more common result as the modern workplace changes. Being both economically and psychologically exhausting, the increasingly hostile and demanding environments employees work in is being studied as a cause. More frequently are economic values being placed ahead of human values. The phenomenon is more likely when a mismatch is present between the nature of the job and the person doing the job. A common indication of this mismatch is work overload. It involves doing too much with too little resources, going beyond human limits. This may occur in a situation of downsizing, which often does not reduce a companies mandate, but allocates it to present employees.
While the typical causes of burnout result directly from work, such as the feeling of no control over one's work, lack of recognition for good work, and unclear and overly demanding expectations, the phenomenon may be supplemented by lifestyle and personality outside of the workplace. For instance, lack of sleep and close/personal relationships, high expectations from too many people, working to the point of not allowing time for relaxation and socializing, and pessimistic tendencies all will aid in creating the feeling of burnout if the work environment is already overly pressing.
Being that burnout may sound a lot like stress, it is important to realize that they are not one in the same. While stress is characterized by over-engagement, burnout is characterized by dis-engagement. Stress ultimately produces urgency and hyperactivity, whereas burnout produces helplessness or hopelessness. And although stress may cause a loss of energy and anxiety disorders, burnout often involves loss of motivation, ideals, and hope.....
Burnout is a psychological term that refers to long-term exhaustion and diminished interest in work. Burnout has been assumed to result from chronic occupational stress (e.g., work overload). However, there is growing evidence that its etiology is multifactorial in nature, with dispositional factors playing an important role. Despite its great popularity, burnout is not recognized as a distinct disorder, neither in the DSM, nor in the ICD-10. This is notably due to the fact that burnout is problematically close to depressive disorders. In the only study that directly compared depressive symptoms in burned out workers and clinically depressed patients, no diagnostically significant differences were found between the two groups: burned out workers reported as many depressive symptoms as clinically depressed patients. Moreover, a recent study by Bianchi, Schonfeld, and Laurent (in press) showed that about 90% of burned out workers meet diagnostic criteria for depression, suggesting that burnout may be a depressive syndrome rather than a new or distinct entity.
Clinical psychologist Herbert Freudenberger first identified the construct "burnout" in the 1970s. Social psychologists Christina Maslach and Susan Jackson developed what is the most widely used instrument for assessing burnout, namely, the Maslach Burnout Inventory. The Maslach Burnout Inventory operationalizes burnout as a three-dimensional syndrome made up of exhaustion, cynicism, and inefficacy. Some researchers and practitioners have argued for an "exhaustion only" model that views that symptom as the hallmark of burnout.
Maslach and her colleague, Michael Leiter, defined the antithesis of burnout as engagement. Engagement is characterized by energy, involvement and efficacy, the opposites of exhaustion, cynicism and inefficacy.
Many theories of burnout include negative outcomes related to burnout, including measures of job function (performance, output, etc.), health related outcomes (increases in stress hormones, coronary heart disease, circulatory issues), and mental health problems such as depression. It has been found that patients with chronic burnout have specific cognitive impairments, which should be emphasized in the evaluation of symptoms and treatment regimes. Significant reductions in nonverbal memory and auditory and visual attention were found for the patient group. The term burnout in psychology was coined by Herbert Freudenberger in his 1974 Staff burnout, presumably based on the 1960 novel A Burnt-Out Case by Graham Greene, which describes a protagonist suffering from burnout.
Burnout is supposed to be a work-specific syndrome. However, this restrictive view of burnout's scope has been shown to be groundless. Thus, the restriction of the study of burnout to the occupational domain results from an arbitrary choice rather than from an empirical necessity.
Burnout is becoming a more common result as the modern workplace changes. Being both economically and psychologically exhausting, the increasingly hostile and demanding environments employees work in is being studied as a cause. More frequently are economic values being placed ahead of human values. The phenomenon is more likely when a mismatch is present between the nature of the job and the person doing the job. A common indication of this mismatch is work overload. It involves doing too much with too little resources, going beyond human limits. This may occur in a situation of downsizing, which often does not reduce a companies mandate, but allocates it to present employees.
While the typical causes of burnout result directly from work, such as the feeling of no control over one's work, lack of recognition for good work, and unclear and overly demanding expectations, the phenomenon may be supplemented by lifestyle and personality outside of the workplace. For instance, lack of sleep and close/personal relationships, high expectations from too many people, working to the point of not allowing time for relaxation and socializing, and pessimistic tendencies all will aid in creating the feeling of burnout if the work environment is already overly pressing.
Being that burnout may sound a lot like stress, it is important to realize that they are not one in the same. While stress is characterized by over-engagement, burnout is characterized by dis-engagement. Stress ultimately produces urgency and hyperactivity, whereas burnout produces helplessness or hopelessness. And although stress may cause a loss of energy and anxiety disorders, burnout often involves loss of motivation, ideals, and hope.....
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