Task 8 Flashcards
3 core aspects of Burnout
- exhaustion = feeling overwhelmed (affective, physical and cognitive)
- lack of personal accomplishment = feeling that you do not do it properly
- cynicism/ disengagement = detaching from work, lack of interest in the job
How to get Burnout?
- job demands-resources model (JD-R)
- high job demands & low job resources –> burnout
o long-term job demands (work overload, emotional demands) -> exhaust cognitive + physical resources -> depletion of energy (exhaustion) -> health problems (coronary heart disease, muscular problems, depression)
How to get Burnout?
- effort-recovery theory (ER)
- consequences of high workload and no recovery –> detoriating well-being
o people’s work efford to achieve work goals
–> exhaustion resources (domain-specific)
o short-term exhaustion is reversible through sufficient recover
o BUT, if no recovery activities - exhaustion accumulate –> long-term: serious health consequences and negatively impact well-being
o Limitation: individual differences, within-person fluctuation
How to recover from Burnout?
- low efford activities
- social activities
- physical activities
- low-effort activities (resting, watching TV)
o relaxation
o restoration of resources (no further demands)
- social activities (friends, family) o relaxation o detachment from work o social support o use of different resources to those required at work
- physical activities (sports, physical activity)
o recovery through physiological mechanisms (more endorphins, higher body temperature, increased serotonin and dopamine)
o detachment from work
o increased feelings of competence + bodily attractiveness
o use different resources to those required at work
BURNOUT AND DAILY RECOVERY: A DAY RECONSTRUCTION STUDY (OERLEMANS)
- Aim
- Methods
Aim:
Examine the moderating effect of general burnout level (between-person variable) on time spent on off-job activities (within person variable) and daily recovery
Methos:
- 287 employees
o majority females + high education level –> not that representative :(
- day reconstruction method (DRM) over 2 weeks
o minimizes recall bias (memory distortions) + social desirability :)
- Measures:
o Time spent on off-job activities (after work) + type of activity
o Daily recovery measures (3 outcome measures)
- -> physical vigor (strengt)
- -> cognitive liveliness (alert, creative, quick thinking)
- -> state recovery
o Levels of burnout (OLBI questionnaire)
- -> exhaustion (cognitive, affective and physical)
- -> disengagement from work (lack of interest in job)
BURNOUT AND DAILY RECOVERY: A DAY RECONSTRUCTION STUDY (OERLEMANS)
- Results
Main Effects
- Between person: Burnout negatively relates to physical vigor, cognitive liveliness & recovery
- Within person: Recovery in evening (vigor, liveliness, state recovery) positively relates to next day’s recovery level
- Within person: Off-job time non-work activities related positively to 3 recovery outcomes
(off-job time work-related activities no significant relationship with 3 recovery measures)
BURNOUT AND DAILY RECOVERY: A DAY RECONSTRUCTION STUDY (OERLEMANS)
- Result
Interaction –> Hypotheses
- Time off-job Work-related activities stronger negative relationship with
(a) state physical strength
(b) state cognitive liveliness
(c) the state recovery ….for high (vs. low) burnout –> confirmed
o low burnout no significant effect on the 3 measures (at bedtime) - Time off-job Non-work activities (low effort, social, physical activities) more positively associated with
(a) state physical strength
(b) state cognitive liveliness
(c) the state recovery …for high (vs. low) in burnout –> partly confirmed
o low effort activities: burnout moderated effect on vigor & liveliness (not state recovery) –> partial support
o social activities: burnout moderated effect on all 3 measures –> full support
o physical activities: burnout not moderate effect on 3 measures (always beneficial) –> no support
BURNOUT AND DAILY RECOVERY: A DAY RECONSTRUCTION STUDY (OERLEMANS)
- Discussion
- -> continuation of work off-job lower daily recovery for employees at risk of burnout (other not)
- people high in burnout already lost their resources –> should continue working of job
- people low in burnout still have capacities
- -> low effort activities or social activities will benefit burnout “candidates”
- -> physical activities help everybody
Emotional labor =
- consequenses
Emotional labor theory =
= needing to manage (self-control) and regulate their emotions as part of their job
- (cognitive +) emotional exhaustion and decresead job satisfaction –> burnout
= employees make use of 2 different emotion regulation strategies (ER) when they face discrepancy between actually felt vs. required emotions (surface acting and deep acting)
Mindfulness =
- key aspects
- btw. vs. within
- consequenses
= state of consciousness in which individuals attend to ongoing events (present moment) and experiences in a receptive and non-judgmental or accepting way
o receptive awareness (internal+external)
o processing pre-conceptual (without evaluating…)
o present-oriented consciousness (moment-to-moment)
- inherent human capacity which varies in strength: both across situations (state) & between persons (trait)
- -> promotes self-determined behavior + getting back in check with values and goals
- -> promotes autonomous self-regulation (preserves vitality + energy)
- -> promotes psychological well-being + related to positive work-related outcomes
Affective events theory (AET)
o work events + their appraisal cause affective reactions -> predict job satisfaction
o mindful individuals attend to present moment in non-judgmental way
o stressful events seen more objectively (+ not that meaningful)
o more adaptive appraisal of stressful situations –> positive and less negative reaction –> higher job satisfaction
BENEFITS OF MINDFULNESS AT WORK: THE ROLE OF MINDFULNESS IN EMOTION REGULATION, EMOTIONAL EXHAUSTION AND JOB SATISFACTION (HULSHEGER)
- Hypotheses
- Job satisfaction is positively predicted by…
- Emotional exhaustion is negatively predicted by…
- Surface acting (ER) will mediate the relationship between jobsatisfaction and…
- Surface acting will mediate the relationship of emotional exhaustion and…
(mindfulnes will be reated negatively to surface acting)
(a) trait-mindfulness (btw. p.)
(b) state-mindfulness (wihtin)
(c) mindfulness self-training intervention (causal)
BENEFITS OF MINDFULNESS AT WORK: THE ROLE OF MINDFULNESS IN EMOTION REGULATION, EMOTIONAL EXHAUSTION AND JOB SATISFACTION (HULSHEGER)
Methods
- Study 1
-Study 2
Study 1:
- 219 employees (interactive service jobs)
- observational 5-day diary study
- Measurements (twice a day ) of
o trait-mindfulness (in beginning), state-mindfulness & surface acting (after work), job satisfaction & emotional exhaustion (at bedtime)
Study 2:
- combines diary design with experimental field study to test causality
- same measures as in study 1 (but for 10 days)
- 64 employees were randomly assigned to:
o mindfulness intervention group = mindfulness self-training over 10 days
(2xtimes a day: body, breating exercises, meditation - compasion, acceptance etc.)
o control group
BENEFITS OF MINDFULNESS AT WORK: THE ROLE OF MINDFULNESS IN EMOTION REGULATION, EMOTIONAL EXHAUSTION AND JOB SATISFACTION (HULSHEGER) Results - Study 1 - Study 2 Discussion
- -> All hypotheses confirmed
- -> Except 3 (c): surface acting did not significantly mediate the link between mindfulness and job satisfaction
- mindfulness reduced surface acting, BUT missing link between surface acting and job satisfaction
- -> mindfulnes has benificial influence on job satisfaction and emotional exhaustion
- -> for emotional exhasion this is mediated by the fact that mindfulnes decreases surface acting
- -> it be made conclusions about causality since the second study was an experiement
Surface acting
Deep acting
o Surface acting = altering outward emotional expression without changing the actual feeling –>suppress negative & fake positive emotional expressions (fake smile)
- effortful, depletes mental resources, undermines sense of authenticity and hampers positive social interactions
- Gross model: late emotion regulation = response modification (altering emotional expression after cues have been evaluated)
- -> not good for emotional exhausion
o deep acting = change internal feelings
- more effective, more authentic, more rewarding
- Gross model: early emotion regulation strategy = attentional deployment, re-appraisal, perspective taking etc.
