A Preliminary Survey Examining Predictors
of Burnout in Pain Medicine Physicians in the
United States

Kroll, Henry R.; Macaulay, Taylor; Jesse, Michelle T

doi:10.36076/ppj/2019.19.e689

Cited by 32 publications

(20 citation statements)

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“…20 Moreover, employees who have high work boredom and low job autonomy have significantly higher frustration levels. 21 This may be attributed to low job satisfaction, which may lead to burnout which was evident in the study of Kroll et al (2016). 22 However, in this study among female factory workers, there was a low average response for 'work is boring' (0.259 ± .560).…”

Section: Boredommentioning

confidence: 56%

Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

2021

Acta Med Philipp

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Introduction. With the growing number of females employed as factory workers, it is important to look into the phenomenon of burnout and related organizational climate affecting these workers. Objectives. The study's objectives were: 1) to come up with the indices of burnout among Filipino female factory workers and; 2) to come up with indices of organizational climate components of job autonomy, the content of the job, and nature of management through exploratory factor analysis. Methods. The secondary data used for this study were from a cross-sectional study involving 344 female factory workers. The indicators of the organizational climate were derived through exploratory factor analysis of items in the dataset. Exploratory Factor Analysis was used to reduce the variables into a fewer set of “Component Variables.” The technique explored the relationship of each indicator and then grouped them according to which component they were highly correlated. Using the factor loadings as weights, the index score was generated. The organizational climate indices were derived from the factor loading scores. Burnout Score was derived from respondents’ answers on nine items relating to burnout. The organizational climate indexes were also generated using factor analysis with these components- job autonomy, content of the job, and nature of management. Cronbach alpha was generated for all the items under each index to show the internal consistency and scale reliability. Results. There were 344 female respondents with a mean age of 26 (SD=5.02), and the majority were single (69.21%). Nine items were measured with the lowest average response “work is boring” (0.259 ± .560) for burnout indices. The highest mean answer for the item “work requires new skills or upskilling regularly” at 1.619 ± .762, suggesting that most respondents were required to upskill regularly. “Salary is not enough to meet worker’s needs” also has a high average response, suggesting that most respondents felt that their salary was insufficient to sustain their daily needs. The total burnout score indicates that workers experienced moderate burnout. The indices for burnout have good internal consistency and scale reliability (Cronbach alpha= 0.712). The organizational climate was grouped into Indexes through factor analysis, namely, Autonomy on Quality Index, Autonomy on Rest Index, Skilled work content Index, Physical work content Index, Hazardous work content Index, Health, Safety, and Compensation Index, and Training Index. Autonomy on Quality Index has a mean of 66.877 ± 31.934, suggesting that the autonomy on quality for respondents was moderately high, while Autonomy on Rest Index was 24.159 ± 30.788, suggesting that respondents have low autonomy on rest. The skilled work content index was high at an average of 70.801 ± 22.87, while physical work content and hazardous work content index were low at 29.398 and 25.377, respectively. Health, Safety, and Compensation index average was very low at 8.891 ± 8.524. Conclusion. This study came up with indices of burnout unique to female factory workers. The indexes were boredom/boring work, repetitious tasks, fast-paced work, work pressure, not sufficient compensation, work-home conflicts, upskilling, physically tiring, mentally tiring, and salary is not sufficient to meet basic needs. This study also came up with the indexes of organizational climate relating to job autonomy, content of job, and nature of management. The several items under each of these components were subjected to Factor Analysis to come up with indexes of organizational climate. Thus, the contribution of this study is coming up with a burnout index unique to the Filipino factory worker, not just based on subjective expert opinion, but data-driven and statistically derived.

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Section: Boredommentioning

confidence: 56%

Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

2021

Acta Med Philipp

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“…Relationships with colleagues are mutually supportive in a situation where co-workers are cooperative and work collaboratively. Co-worker support was significantly related to personal accomplishment [49].…”

Section: Interpersonal Relationshipmentioning

confidence: 98%

Data Modelling in Human Resource Management: Influencing Factors of Employees’ Job Satisfaction

Zhuang

Pan

2022

Mathematical Problems in Engineering

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In the digital era, data mining and statistical analysis have been widely used to solve problems, especially in the field of management and engineering. Therefore, we aim to make a new insight of human resource management based on multiple regression modelling and quantile regression modelling. Specifically, the systematic framework of job satisfaction in this research is constructed by three dimensions from the perspective of psychology, namely, the perception of interpersonal relationship, financial compensation, and work conditions. Each dimension consists of two measures which reflect the employees’ view towards them. The empirical estimation results show the following. (1) Perceived relationship with managers, perceived rationality of compensation, perceived match degree of job, and perceived autonomy degree of work are all significantly positively correlated with job satisfaction. (2) The effect of perceived rationality of compensation is significantly different between the high quantile and the low quantile. For those with lower perceived rationality of compensation, their job satisfaction is more likely to be affected due to the perceived compensation than those with higher perception. This research enriches the existing theory by constructing a comprehensive framework of the influencing factors of job satisfaction, which provides useful implications of human resource management optimization for enterprises.

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“…Desempeñar una labor dentro del área de la salud supone el encuentro y la interacción con pacientes que presentan problemas físicos y/o emocionales y solicitan tratamientos efectivos y eficientes. Esto resulta en que la medicina como profesión sea altamente demandante y se asocie con agotamiento, no sólo físico sino también emocional (Kroll et al, 2016). De este modo, los médicos se encuentran constantemente expuestos a elevados niveles de presión laboral, lo que conduce a un incremento en el riesgo de padecer cansancio emocional, distanciamiento hacia las personas con las que se trabaja y sensación de incompetencia, es decir, Burnout (Maslach y Jackson, 1981).…”

Section: • Introducciónunclassified

Relación entre empatía, compasión y Burnout en estudiantes de medicina, residentes y profesionales médicos de Medellín

Cadavid

Lemos

González

et al. 2022

rev. Logos cienc. tecnol.

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Los médicos están expuestos a altos niveles de presión laboral, lo que conduce a un mayor riesgo de Burnout. La empatía es el reconocimiento cognitivo y afectivo del estado de ánimo y situación de una persona. La compasión es una respuesta al reconocimiento del sufrimiento del paciente y al deseo de reducirlo. Objetivos: explorar la relación entre empatía, compasión y Burnout en estudiantes y profesionales médicos y otras variables relacionadas con el síndrome. Método: 143 médicos y estudiantes respondieron un cuestionario sociodemográfico, el MBI, el TECA y la Escala de Compromiso y Acción Compasivos. Resultados: el 41,9 % mostró altos niveles de agotamiento emocional, el 21 % despersonalización y el 19,5 % bajos niveles de realización personal. Los niveles de Burnout se asociaron negativamente con la percepción de equilibrio entre la vida social, familiar y laboral, la compasión y la edad; F(5, 92) = 11,012, p < 0,00; (p < 0,05). La fatiga emocional interrumpió el desarrollo de comportamientos relacionados con la autocompasión y disminuyó la percepción de éxito. Conclusiones: para que los médicos tengan niveles óptimos de empatía afectiva y compasión, es fundamental el desarrollo de empatía cognitiva y habilidades de regulación emocional. Estos son factores protectores de Burnout.

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A Preliminary Survey Examining Predictors of Burnout in Pain Medicine Physicians in the United States

Cited by 32 publications

References 0 publications

Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

Analysis of Burnout Indices and Components of Organizational Climate among Female Factory Workers

Data Modelling in Human Resource Management: Influencing Factors of Employees’ Job Satisfaction

Relación entre empatía, compasión y Burnout en estudiantes de medicina, residentes y profesionales médicos de Medellín

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