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One study suggests that social-cognitive processes such as commitment to work, self-efficacy, learned resourcefulness, and hope may insulate individuals from experiencing occupational burnout. [151] Increasing a worker's control over his or her job is another intervention has been shown to help counteract exhaustion and cynicism in the workplace.
Burnout was another major contributor to these professionals who had a higher risk of suffering from Compassion Fatigue. Burnout is a prevalent and critical contemporary problem that can be categorized as suffering from emotional exhaustion, de-personalization, and a low sense of personal accomplishment. [44]
Christina Maslach (born January 21, 1946) [1] is an American social psychologist and professor emerita of psychology at the University of California, Berkeley, [2] known for her research on occupational burnout. [3] She is a co-author of the Maslach Burnout Inventory [4] and Areas of Worklife Survey. [5]
Personal resources, such as status, social support, money, or shelter, may reduce or prevent an employee's emotional exhaustion. According to the Conservation of Resources theory (COR), people strive to obtain, retain and protect their personal resources, either instrumental (for example, money or shelter), social (such as social support or status), or psychological (for example, self-esteem ...
Susan E. Jackson is an American researcher in the fields of managing for environmental sustainability, strategic human resource management, occupational burnout, and work team diversity. [1] She was the co-author of the Maslach Burnout Inventory in 1981, [ 2 ] the primary diagnostic instrument for the condition of occupational burnout.
Give workers opportunities to participate in decisions and actions affecting their jobs. Improve communications-reduce uncertainty about career development and future employment prospects. Provide opportunities for social interaction among workers. Establish work schedules that are compatible with demands and responsibilities outside the job.
Which specific job resources buffer the effect of different job demands, depends on the particular work environment. Thus, different types of job demands and job resources may interact in predicting job strain. Good examples of job resources that have the potential of buffering job demands are performance feedback and social support (e.g., [6]).
The Maslach Burnout Inventory (MBI) is a psychological assessment instrument comprising 22 symptom items pertaining to occupational burnout. [1] The original form of the MBI was developed by Christina Maslach and Susan E. Jackson with the goal of assessing an individual's experience of burnout. [ 2 ]