Levels Of Job Burnout Research Articles

Job Burnout and Occupational Stressors among Chinese Healthcare Professionals at County-Level Health Alliances.

Background: This study aimed to examine the degrees of job burnout and occupational stressors and their associations among healthcare professionals from county-level health alliances in Qinghai–Tibet Plateau, China. Methods: A cross-sectional study was conducted in county-level health alliances in Qinghai Province, China, in November 2018. The Maslach Burnout Inventory—General Survey and the 38-item Chinese version of the “Scale for occupational stressors on clinicians” were used. Medical staff in four health alliances from two counties were invited to complete the questionnaire. Results: A total of 1052 (age: 34.06 ± 9.22 years, 79.1% females) healthcare professionals were included, 68.2% (95% CI: 65.2–71.0%) of the participants had job burnout symptoms. Occupational stressors had positive associations with moderate (OR = 1.06, 95% CI: 1.05–1.07) and serious (OR = 1.15, 95% CI: 1.13–1.19) level of job burnout. Stressors from vocational interest produced the greatest magnitude of odds ratio (OR = 1.76, 95% CI: 1.62–1.92) for serious degree of burnout, followed by doctor–patient relationship, interpersonal relationship as well as other domains of occupational stressors. Conclusions: Job burnout was very common among healthcare professionals working in Chinese county-level health alliances, different occupational stressors had associations with job burnout. Appropriate and effective policies and measures should be developed and implemented.

Distinguishing Firefighters With Subthreshold PTSD From Firefighters With Probable PTSD or Low Symptoms

A substantial proportion of professional firefighters experience PTSD symptoms at levels high enough to qualify for a probable diagnosis. However, firefighters with subthreshold levels for clinical diagnosis may also experience significant difficulties. For this study, 164 professional firefighters completed measures assessing PTSD symptoms, job-related outcomes, and problems with substance use. Results indicated that firefighters with subthreshold levels of PTSD symptoms reported higher levels of job burnout compared to peers with fewer symptoms. Overall, study results suggest the importance of addressing the needs of firefighters who experience PTSD symptoms at levels below that of clinical diagnosis.

Evolution of Job Satisfaction and Burnout Levels of Emergency Department Professionals during a Period of Economic Recession.

Satisfaction at work has been found to be a predictive factor of permanency. On the other hand, burnout has been associated with financial loss. The purpose of this study was to analyse the levels of satisfaction and burnout of professionals in a hospital emergency department and make a comparison with results from the same service during the economic recession in 2012. An analytical, cross-sectional and descriptive study was undertaken during two time periods into the levels of satisfaction and burnout of the professionals of an emergency department. Consequently, 146 replies were received. The percentage of professionals who considered their salary to be unsatisfactory in 2012 diminished in comparison with 2018 (p = 0.034), while job stability was considered more satisfactory in 2018 (p = 0.039) and the timetable in 2018 as more unsatisfactory (p = 0.009). With regards to burnout, it was observed that in 2018 the score for depersonalisation had fallen (p = 0.029) in comparison with 2012. An improvement in the level of satisfaction is observed in 2018, and more positive scores have also been found in the depersonalisation subscale in 2018. An inverse association was observed between depersonalisation in 2018 and overall satisfaction.

Evaluation of Job Satisfaction and Burnout Levels of Social Workers Working in Different Social Services

Bu araştırma, farklı sosyal hizmet kurumlarında çalışan sosyal hizmet uzmanlarının iş doyumu ve tükenmişlik düzeylerini tespit etmek amacıyla gerçekleştirilmiştir.Tarama modelinde bir nicel araştırma olarak planlanan bu araştırmanın çalışma evrenini çalışmanın yapıldığı tarihlerde İstanbul ilinde görev yapmakta olan tüm sosyal hizmet uzmanları oluşturmaktadır. Verilerin elde edilmesinde araştırmacı tarafından hazırlanmış olan bir kişisel bilgi formu, Minnesota iş doyum Ölçeği ve Maslach tükenmişlik Ölçeği kullanılmıştır. Elde edilen bulgular, t testi ve Anavo analizi sonuçlarına dayalı olarak yorumlanmış, verilerin analizi aşamasında SPSS 21 programı kullanılmıştır. Çalışmanın bulgularına göre haftalık 20-30 saat müracaatçılarla birebir çalışanlarda dışsal doyum puanlarının yüksek, 5-10 yıl kıdeme sahip olan çalışanların içsel doyum puanlarının yüksek olduğu tespit edilmiştir. Mesleği isteyerek seçenler ile kendini mesleki olarak yeterli hissedenlerin içsel ve dışsal doyum puanlarının daha yüksek olduğu belirlenlmiştir. Sosyal hizmet uzmanlarının kendini yetersiz hissettikçe duygusal tükenmişlik ve düşük kişisel başarı puanı azalmakta, yeterli hissettikçe içsel ve dışsal doyum puanı yükselmektedir. Ayrıca iş arkadaşları ile iletişim kalitesi azaldıkça duygusal tükenmişlik puanları, yöneticileri ile iletişim kalitesi azaldıkça ise tükenmişlik boyutları puanları azalmaktadır.
 İş arkadaşları ve yönetici ile iletişim kalitesi arttıkça da içsel ve dışsal doyum puanı artmaktadır. Kurum içerisinde ise bağımsız karar verme süreci desteklenmedikçe duygusal tükenmişlik, duyarsızlaşma ve düşük kişisel başarı puanı desteklendikçe de içsel ve dışsal doyum puanı artmaktadır.Bu çalışmadan elde edilen araştırma bulgularının sosyal hizmet uzmanlarının iş doyumu ve tükenmişlik düzeylerini etkileyen değişkenlerin belirlenerek uzmanların işlerinde verimli ve başarılı olmalarına katkıda bulunması bakımından önem arz edeceği düşünülmektedir.

Indicators Associated With Job Morale Among Physicians and Dentists in Low-Income and Middle-Income Countries

Improving health care in low- and middle-income countries (LMICs) requires a workforce with positive job morale. However, the level of job morale in this population remains unclear. To analyze studies measuring the job morale of physicians and dentists working in LMICs, using levels of job burnout, job satisfaction, and job motivation as indicators of job morale. A comprehensive search of Scopus, PubMed, PsycINFO, EMBASE, Web of Science, and the Cochrane Library, from database inception to October 30, 2018, and gray literature was performed. Studies were eligible if at least 50% of the sample were qualified physicians and/or dentists working in public health care settings in LMICs. Three indicators of job morale in this population were used: job burnout, job satisfaction, and job motivation. Of 12 324 records reviewed, 79 studies were included in the systematic review and 59 were eligible for the meta-analysis. Data were extracted independently by several investigators in accordance with the Meta-analyses of Observational Studies in Epidemiology (MOOSE) reporting guidelines. Random-effects meta-analyses, planned subgroup analyses, and metaregression were performed. The Quality Assessment Tool for Observational Cohort and Cross-Sectional Studies was used to assess bias. Levels of job burnout, job satisfaction, and job motivation as indicators of job morale. Overall, 12 324 records were identified. Of them, 80 records, representing 79 studies and involving 45 714 participants across 37 LMICs, met the inclusion criteria for the review; however, only 3 were from low-income countries. In 21 studies with 9092 participants working mainly in middle-income countries, 32% (95% CI, 27%-38%; I2 = 95.32%; P < .001) reported job burnout, and in 20 studies with 14 113 participants, 60% (95% CI, 53%-67%; I2 = 98.21%; P < .001) were satisfied with their job overall. Sufficient data were not available for a meta-analysis of job motivation. The findings suggest that, among physicians and dentists working mainly in middle-income countries, more than half reported having positive job morale. Positive job morale among physicians and dentists may help with recruitment and retention and thus support programs for improving health care in LMICs.

Analysis of the job satisfaction and burnout levels of operating room nurses

This study was performed for identifying the job satisfaction and burnout levels of nurses working in the operating room. As a descriptive and cross-sectional study, it was carried out with the participation of operating room nurses employedat two public hospitals in the Konya province of Turkey. As the research aimed to reach the entire population, a sample was not specifically selected. The data were collected via the ‘Maslach Burnout Inventory’ and the ‘Minnesota Satisfaction Questionnaire’. The mean score obtained from the overall Minnesota Satisfaction Questionnaire was 61.16±6.44 points, and the mean score obtained from the Emotional Exhaustion, Depersonalization and Personal Accomplishment Sub-scales of the Maslach Burnout Inventory were found respectively as 22.35±2.74, 12.51±3.08 and 15.28±4.46 points. In conclusion, as per this study, the mean job satisfaction score of the operating room nurses was on aat moderate level, and the means of their burnout scores were on high level.

Organizational Commitment and Job Burnout Effect on Turnover Intention Among Private Hospitals in Karachi

The undertaken study aims to investigate the magnitude of burnout that affects the employees. This study also intends to explore the mediating effect of organizational commitment in a relationship between job burnout and turnover intention. The data sample comprises of 1152 respondents, which was collected from the doctors and nursing staff of different private hospital of Karachi through a structured questionnaire. For the analysis purposes, we have employed descriptive statistics, structural equation modeling, and confirmatory factor analysis. The modified model of this study showed both direct and indirect influence among variables of interest. The research constructs job burnout, and its dimension, namely: cynicism, emotional exhaustion, and professional efficacy have a direct effect on turnover intention. The organizational commitment, along with its three constructs, including affective commitment, continuous commitment, and normative commitment, has a mediating influence in a relationship of job burnout and turnover intention. Job burnout levels among employees of the healthcare sector also have a direct influence on organizational commitment.

Burnout and job satisfaction among Turkish oceangoing seafarers.

Seafaring includes a great variety of stressors that may let seafarers suffer from burnout syndrome. Job satisfaction is one of the most important factors affecting burnout. This study aims to determine the factors that affect job satisfaction and burnout levels of Turkish oceangoing seafarers who work actively on Turkish flagged ships. The questionnaire was applied to participants in a face-to-face mode or by e-mail. The first part of the questionnaire consisted of 12-item which included socio-demographic and health-related information. Thus, according to their health status and socio-demographics, seafarers were classified and their impact on job satisfaction and burnout were examined by nonparametric comparison of multivariate samples analysis. Maslach Burnout Inventory (MBI; 22 items) and Minnesota Satisfaction Questionnaire (MSQ; 20 items) were used. Spearman's rho correlation analysis was used to determine the relationship between the sub-factors of the scales. 203 seafarers, 133 of them deck/engine cadets and 186 of them working on deck, aged 18-60 years participated in the study. Negative correlation between job satisfaction and burnout was found by correlation analysis. Department and happiness while working on board were found as common important factors that vary according to both job satisfaction and burnout. According to these parameters, job satisfaction increased while burnout decreased or vice versa in both deck and engine and total. According to the results, it was determined that deck officers are more prone to high burnout levels and low job satisfaction levels than the engine department. In addition, the results show that as happiness increases, job satisfaction increases and burnout decreases.

DAHİLİ VE CERRAHİ BİRİMLERDE ÇALIŞAN HEMŞİRELERİN İŞ STRESİ VE TÜKENMİŞLİK DÜZEYLERİNİN BELİRLENMESİ

Aim: To determine the relationship between job stress and burnout level of nurses and identify any factors affecting job stress and burnout level. Methods: The population of this cross-sectional, descriptive study consisted of the nurses working in internal medicine and surgical units (n=80), and the sample was the nurses willing to participate in the study (n=58). The data were obtained by face to face interview method using "Participant Identification Form", "Maslach Burnout Inventory (MBI)" and "Work-Related Strain Inventory (WRSI)". Results: The nurses 58.6% were in the 30-39 age group. The nurses' MBI total score was 48.27±11.66 and WRSI score was 42.10±4.81. The scores of the MBI subscales were as follows: personal accomplishment (PA) 21.74 ± 5.74, emotional exhaustion (EE) 21.55 ± 7.20, depersonalization (DP) 5.08 ± 4.42. There was a significant relationship between WRSI and MBI subscales (p<0.05). The WRSI score increased with increasing MBI, EE and DP scores. Conclusion: The WRSI scores increased with increasing EE, DP scores and MBI total score. It is recommended that the factors affecting the level of burnout and job stress of the nurses are identified and that these factors are taken into consideration in reducing job stress and burnout in the work environment.

Loving thy work: developing a measure of work passion

ABSTRACTPassion for work has become increasingly valued, as reflected by its ubiquity in popular and empirical discourse. Yet we lack scientific consensus on the definition of work passion, and a reliable, well-validated measure of work passion that is relevant to workers across various vocations. In this paper, we identified and integrated key themes from existing scientific conceptualizations into a precise definition: Passion for work means to strongly identify with a line of work that one feels motivated to engage in and derives positive affect from doing. We developed a 10-item Work Passion (WP) scale, which we tested across multiple studies with a total of 858 adults, including working adults from two different English-speaking cultural backgrounds (i.e., United States and Singapore), and a two-wave study of employees from various vocations. Our results showed that work passion is associated with a host of beneficial outcomes, including greater career commitment, lower levels of job burnout, less work-home conflict, and fewer physical symptoms. Our research (1) provides an integrated definition of work passion, (2) offers a reliable, cross-culturally tested scale, and (3) highlights important implications for work outcomes associated with being passionate towards one’s line of work.

Job Burnout and Related Factors among Health Sector Employees

Objective: Job burnout can cause physical and psychological damage and reduce job efficiency, especially in difficult jobs such as health care fields. This study aimed to assess the association between the level of job burnout and some contributing factors among health care providers in Iran. Method : This study was performed on the data derived from 1807 participants from the first phase of the employees' health cohort in 2017-2018. The data were collected using as a self-administrated tool utilizing Maslach Burnout Inventory. The questionnaire scores ranged from never to everyday, with 3 levels of burnout as well as burnout itself; then, the scores were categorized as low, moderate, or high. Ordinal logistic regression model was used to adjust ordinal dependent variables. Results: The mean score of the total burnout was 16.5±7.77 and was associated with work experience and age group (p < 0.001). The components of burnout consisted of emotional exhaustion (8.9± 9.0), depersonalization (23± 2.9), and personal accomplishment (34± 8.6). Emotional exhaustion was related to sex (less among males, OR=0.48) and type of job (less among officials compared to health care staff, OR=0.488). Composite burnout was more common among younger staff (OR= 3.85). Depersonalization was associated with duty shift workers (OR=2.42). Conclusion: Job burnout is a major concern, and lack of personal accomplishment, as a component of burnout, was highly prevalent among Iranian health care employees. Being a single woman, health care provider, and having more than 20 years of work experience with a duty shift were contributing factors for burnout experience. Monitoring symptoms of burnout and its associated factors in the workplace and proposing an alternative organizational and behavioral system and sharing it with relevant authorities may help prevent or reduce job burnout and its deleterious effects.

The role of work resources between job demands and burnout in male nurses.

To explore the regulation role of work resources in male nurses' job burnout and job demands. Burnout syndrome affects a wide range of nurses. Although burnout and turnover rate have drawn many researchers' attention, little is known of work characteristics that may cause a high burnout and turnover rate in male nurses. A survey design was used. A total of 366 male nurses in Guangzhou hospitals were included in this survey using the Burnout Scale (MBI-GS) and the Job demands Resources Scale. Data were processed by hierarchical regression analysis. (Followed the STROBE checklist) RESULTS: The male nurse's MBI score was (2.72±1.02). Job demands affected the severity of male nurses' job burnout. Work resources are in a low level, especially at the social support, reward and skill diversity. The regression coefficients β of job demands, work resources and interaction items of job demands and work resources were 0.277, 0.314 and -0.006, respectively, and both passed the significance test (p<.01).). The new explanatory quantity ΔR2 after introducing the interaction between job demands and working resources was also statistically significant (ΔR2 =0.254, p<.01). Male nurses are at a mild level of job burnout, and work resources are in shortage. Work resources play a regulating role in job demands and burnout. The mild burnout may be a surface phenomenon or was a sign of trend of male nurses' intention to leave the job. Managers should pay attention to the emotional needs and mental health problems of male nurses' work environment.

Job Stress and Job Burnout Based on Personality Traits among Emergency Medical Technicians

Background: Emergency medical services employees, the first people providing pre-hospital services for critically ill or injured patients, are constantly exposed to many stressful factors that can lead to job burnout in the long run. The level of job burnout varies according to employees' personality traits. Objectives: The present study aimed to investigate job stress and job burnout based on the personality traits of emergency medical service technicians of the Tehran Disaster and Emergency Medical Management Center. Methods: This cross-sectional, descriptive study was conducted in 2018 on all operational staff of the Tehran Disaster and Emergency Medical Management Center (N = 1551). A sample of 308 personnel was selected using the stratified random sampling method proportional to size and simple random sampling method. The required data was collected using a four-part questionnaire which measured demographic characteristics and included the Health and Safety Executive Job Stress Questionnaire, the Maslach Burnout Questionnaire, and the revised Costa and McCrae NEO Five-Factor Inventory (NEO-FFI). The collected data was analyzed using SPSS 22.0. Results: Reducing exhaustion, job stress, and neuroticism and strengthening conscientiousness and agreeableness among emergency medical services employees are very important issues. Reducing working hours, examining factors of dissatisfaction and stressors in the workplace, and improving welfare facilities can decrease job burnout among employees. Moreover, the heads and managers of pre-hospital emergency services should plan to provide continuous training in stress management skills at emergency bases in order to reduce job stress among employees.

Job Burnout Among Mental Health Staff at a Veterans Affairs Psychosocial Rehabilitation Center.

Mental health providers who serve clients with severe mental illness may be particularly prone to job burnout given the nature of the work. This study examined levels of job burnout among mental health providers who serve clients with severe mental illness. Forty-two mental health staff at a Veterans Affairs psychosocial rehabilitation center completed an online survey that assessed burnout and work-life balance. Maslach Burnout Inventory (MBI) scores were compared to published scores of workers in other professions. Participants reported moderate MBI Emotional Exhaustion, Depersonalization, and Personal Accomplishment scores and overall had lower burnout scores than other healthcare providers and service workers. Being younger and white were associated with higher MBI Emotional Exhaustion scores. These findings suggest job burnout among mental health staff is a concern that should be closely monitored even among staff who express a sense of personal accomplishment from the work.

Professional burnout and its correlates in Polish donor transplant coordinators

Job demands-resources (JD-R) model of professional burnout states that job demands predict the feeling of exhaustion, and lack of job resources—disengagement from work. This research project investigated professional burnout and it correlates, including sex, death anxiety, and relationship status in 108 Polish donor transplant coordinators involved in organ, tissue, and cell transplantations. This study employed the Polish version of the Oldenburg Burnout Inventory which follows the JD-R model, the Psychosocial Working Conditions Questionnaire—a Polish instrument based on the model of job stress proposed by Karasek—and the Polish version of the Fear of Death and Dying Questionnaire. The results were suggestive of average levels of job stress and burnout in the studied population, with men being more disengaged than women. Participants who were in relationship had significantly higher levels of exhaustion than those who were single. Exhaustion was positively correlated with years of working as a transplant coordinator but not with participants’ age. Multiple negative correlations were detected between exhaustion/disengagement and different aspects of job control, social support, and well-being. Moreover, positive correlations between different components of fear of death and dying and exhaustion were detected. Our findings, linking fear of death and dying with some aspects of professional burnout in transplant coordinators, suggest that a pre-employment screening for the level of death anxiety in candidates for transplant coordinators could be useful as this job provides chronic exposure to mortality cues.

Effects of Trait Anger and Anger Expression on Job Satisfaction and Burnout in Preceptor Nurses and Newly Graduated Nurses: A Dyadic Analysis

PurposeThe preceptor–newly graduated nurse (NGN) relationship is integral to the successful experience of clinical teaching and learning and new nurses' transition. However, interpersonal conflicts between them are common. Little is known whether their anger contributes to their level of job satisfaction and burnout. This study aimed to examine the effects of each nurse's anger on job satisfaction and burnout in preceptor–NGN dyads. MethodsA cross-sectional, correlational survey design was used. This study involved 121 preceptor–newly graduate nurse dyads in two hospitals in South Korea. Nurses completed a questionnaire about demographics, the State-Trait Anger Expression Inventory-Korean version, a job satisfaction measure, and the Copenhagen Burnout Inventory. This study adopted the Actor-Partner Interdependence Model to handle dyadic data. ResultsPreceptor nurses reported higher frequencies of feeling anger than did new nurses and appear to have higher levels of trait anger, anger-out, and burnout. Both the preceptors' and NGNs' trait anger was positively associated with preceptors' burnout. Suppressing anger was closely related to the nurses’ own job satisfaction and burnout. Preceptors with a higher level of anger-control had higher job satisfaction, and NGNs with a higher level of anger-control had less burnout. ConclusionThe results indicate that preceptors and new nurses appear to experience significant anger, which is closely associated with their job satisfaction and burnout during their preceptorship. Anger management training programs geared toward educating both preceptors and new nurses about appropriate anger expression in the workplace should be developed to retain valuable nurses.

Job Satisfaction and Burnout Levels of Home Care Nurses in Turkey

Owing to the nature of their jobs, nurses all over the world experience burnout. The aim of this descriptive and correlational study was to describe the job characteristics, job satisfaction and burnout levels of home care nurses, and to predict what factors contributed to their job satisfaction and burnout levels. The study population consisted of 80 nurses working in home care units. Of them, 71 participated in the study. A socio-demographic questionnaire, the Minnesota Satisfaction Scale and the Maslach Burnout Inventory were used. Of the participants, 85.9 per cent were female, 56.4 per cent had a bachelor’s degree, and 46.5 per cent were employed in the public sector, 36.6 per cent in municipalities and 16.9 per cent in the private sector. The results revealed that their burnout levels for emotional exhaustion and personal accomplishment were high, and moderate for depersonalisation. Perceived work-related stress was more associated with emotional exhaustion and depersonalisation than with work satisfaction. Home healthcare nurses were suffering from high levels of burnout. Interventions are needed to improve job satisfaction, to reduce the burden of burnout among nurses, and to prevent them from leaving their jobs and retiring earlier.

Analysis of the influence of emotional intelligence training on clinical communication ability and job burnout of Cardiology nurses

Objective To explore the influence of emotional intelligence training on the clinical communication ability and job burnout of nurses in Cardiology, and to guide the administrative direction of nursing managers and provide effective management methods. Methods Using the convenient sampling method, a total of 89 nurses from the department of Cardiology of Wuxi Second People's Hospital from September to November 2018 were selected as the subjects. According to the random number table method, they were divided into the experimental group (44 nurses) and the control group (45 nurses) . The experimental group were given 8 emotional intelligence training sessions, and the control group received regular training. The Emotional Intelligence Scale (EIS) , the Maslach Burnout Inventory (MBI) , and the Clinical Communication Ability Scale were used to evaluate the difference before and after the training. Results After the training, the experimental group nurses' EIS total scores and scores in all dimensions were higher than those in the control group (P<0.05) ; the MBI scores of emotional exhaustion, and cynicism dimensions of experimental group were significantly lower in the control group, the scores of personal accomplishment were significantly higher in the control group, and the difference was statistically significant (P<0.05) ; the scores of Clinical Communication Ability Scale in the experimental group were higher than those in the control group, and the difference was statistically significant (P<0.05) . Conclusions Emotional intelligence training for clinical Cardiology nurses can effectively improve their emotional intelligence, clinical communication ability, and reduce their level of job burnout and it is worth promotion. Key words: Nurses; Emotional intelligence; Inservice training; Communication ability; Job burnout

Okul Öncesi Öğretmenlerinin Mesleki Tükenmişlik Düzeyleri İle Örgütsel Sinizm Tutumları Arasındaki İlişkinin İncelenmesi

Bu araştırmanın amacı, okul öncesi öğretmenlerinin mesleki tükenmişlik düzeyleri ile örgütsel sinizm tutumları arasındaki ilişkinin incelenmesidir. Tarama modelindeki bu çalışmanın katılımcılarını, seçkisiz örnekleme yöntemiyle belirlenen 408 okul öncesi öğretmeni oluşturmuştur. Çalışmada, veri toplama araçları olarak Kişisel Bilgi Formu, Maslach Tükenmişlik Envanteri-Eğitimci Formu ve Örgütsel Sinizm Ölçeği kullanılmıştır. Araştırmanın veri analizin-de bağımsız örneklemler için t testi, Tek Faktörlü ANOVA ve Pearson korelasyon analizi gibi parametrik testler kullanılmıştır. Mesleki tükenmişliğin Duygusal Tükenme boyutu ve duyarsızlaşma boyutu ile örgütsel sinizmin kurumdan uzaklaşma, performansı düşüren etkenler, okula karşı olumsuz tutum, kararların alınmasına katılım boyutları ve sinizm ölçeğinin genel toplamı arasında pozitif yönde anlamlı bir ilişki bulunmuştur. Mesleki tükenmişliğin Kişisel Başarı boyutu ile örgütsel sinizmin kurumdan uzaklaşma, okula karşı olumsuz tutum, kararların alınmasına katılım boyutları ve sinizm ölçeğinin genel toplamı arasında negatif yönde anlamlı bir ilişki bulunmuştur. Mesleki tükenmişliğin Kişisel Başarı boyutu ile örgütsel sinizmin performansı düşüren etkenler boyutu arasında ise bir ilişki bulunmamıştır.

Job satisfaction and burnout among professionals in corporate sectors

Job satisfaction and burnout has become a persistent and pervading feature of various corporate sectors. In present scenario, workers are found to be burnt-out and exhausted very soon and the reason for being exhausted is that they are over burdened and highly competitive. The aim of the present study was to compare the level of job satisfaction and burnout in various corporate sector professionals. This cross sectional, analytical study was carried out at Lucknow. By purposive sampling technique 120 subjects were included from various corporate sectors that met the inclusion and exclusion criteria and gave consent for the study. They were evaluated on General Health Questionnaire 12, Job Satisfaction Index and Copenhagen Burnout Inventory. Analysis of assessment tool results showed there was no significant difference in the level of job satisfaction and the degree of burnout, but trend was found in the area of work burnout by multiple comparisons of all groups with Post Hoc Test by Bonferroni Method. The findings of the present study suggest that the level of job satisfaction and the degree of burnout were almost similar in various corporate sectors. However, findings suggest a trend towards higher work burnout in professionals in Multinational Corporation in comparison to the Professionals in Public Sector Corporation. Keywords: Job satisfaction, Burnout, Public sector, Private sector, Multinational corporation.