Burnout and impaired cognitive functioning: The role of executive control in the performance of cognitive tasks

Abstract

Burnout patients often report deficits in cognitive control, and there is a need to understand the processes involved. Drawing on recent findings, we hypothesized that emotional exhaustion and task-related demands on executive control would interact in predicting performance in tasks requiring the updating and monitoring of working memory as well as the inhibition of prepotent (dominant or automatic) responses. In accordance with recent conceptualizations of burnout, we focused on emotional exhaustion as the core symptom of burnout. The sample comprised 81 employees recruited from nursing homes for elderly care in Germany, who participated in a laboratory study involving cognitive tasks. Based on a median split, participants were divided into two groups: those with high burnout and those with low burnout. In line with our hypotheses, the high exhaustion participants performed less well than those with low exhaustion only when tasks put high demands on their executive control. As predicted, high levels of emotional exhaustion were associated with more errors and longer reaction times when demands on executive control were high, whereas no performance differences were found when both tasks put low demands on executive control. The implications for practice are discussed.     

企业中层管理者工作倦怠的成因及其干预措施

工作倦怠是管理心理学和组织行为学的研究热点之一.如何降低工作倦怠,留住所需人才已成为企业关注的焦点.文章从静态因素和动态因素两个方面入手,对工作因素、组织因素、个体因素、个体认知和个体与组织匹配等影响企业中层管理者工作倦怠的主要因素进行分析,并提出了相应的干预措施.     

饭店员工工作倦怠的结构及其分异规律研究

实证研究结果表明：饭店员工的工作倦怠能够很好的用Maslach-GS的三个维度表示;饭店员工的工作倦怠主要体现在衰竭维度,而其无效能感和疏离感不强;不同人口学特征的饭店员工在工作倦怠三个维度上的得分有显著性差异。     

高校辅导员职业倦怠影响因素及对策研究

职业倦怠是指在以人为服务对象的职业领域中,个体由于长期遭受到情绪和人际关系紧张源而产生的反应.高校辅导员是典型的助人职业,其职业倦怠日益凸现,研究发现高校辅导员达到中等程度的职业倦怠,且主要组织影响因素为工作压力、组织公平和社会支持,因此对辅导员开展生涯规划管理、做好工作压力管理、良好的组织支持、科学民主的政务公开制度、入职培训将有效降低其职业倦怠水平。     

Does job complexity mitigate the negative effect of emotion-rule dissonance on employee burnout?

In interactions with clients or patients, human service workers are at risk of experiencing discrepancies between felt and organizationally mandated emotions (i.e. emotion-rule dissonance). Given the documented detrimental effects of such discrepancies on employee strain, the present study investigated whether job complexity mitigates the relation between emotion-rule dissonance and employee burnout using data from a two-wave panel study of eldercare workers (N?=?583, 16-month time lag). Structural equation modelling revealed that emotion-rule dissonance at Time 1 preceded emotional exhaustion and depersonalization at Time 2. Beyond that, employees whose work offered job complexity were found to suffer less from emotional exhaustion and depersonalization when encountering discrepancies between felt and stipulated emotions compared to employees who conducted noncomplex work. Thus, designing complex tasks appears to be a crucial starting point for alleviating employee burnout in jobs that provoke emotion-rule dissonance.     

新生代员工情绪劳动策略对工作生活质量的影响--工作倦怠的中介作用

从工作倦怠的视角探索中国情境下新生代员工的工作生活质量问题对于完善新生代员工的管理具有重要意义。基于此,运用实证研究方法,以工作倦怠作为工作生活质量前因变量和情绪劳动策略的结果变量,探讨新生代员工情绪劳动策略、工作倦怠和工作生活质量三者间的相互作用机理,并用优势分析检验了工作倦怠3个维度对工作生活质量的相对贡献。研究结果表明：（1）新生代员工表层扮演对工作生活质量具有显著负向影响,而深层扮演对工作生活质量具有正向影响;（2）工作倦怠各维度在情绪劳动策略与工作生活质量关系间均具有部分中介效应;（3）职业效能感对新生代员工工作生活质量的贡献最大,为50．26％,其次是玩世不恭达到30．1％,最后是情绪衰竭为19．6％。     

高校教师工作倦怠、人格特质与工作满意度的关系

采用问卷法调查全国15所高校1655名教师,通过结构方程模型考察工作倦怠与人格特质、工作满意度的关系。结果表明：（1）高校教师工作倦怠存在显著的性别和年龄段差异;（2）工作满意度与倦怠总分及各因子之间均呈显著负相关,人格特质中的内外向与倦怠总分及各因子之间均呈显著负相关,而神经质和精神质与倦怠总分及各因子之间均呈显著正相关;（3）工作倦怠在内外向与工作满意度之间具有完全中介效应,工作倦怠在神经质与工作满意度之间起着部分中介作用。     

中学教师职业倦怠的状况分析

教师心理健康问题得到广泛关注,而职业倦怠是近年来关注的热点。对170名中学教师进行职业倦怠情况调查的结果表明,中学教师的职业倦怠程度并不严重,但仍有一定比率的教师经历严重的倦怠。调查结果还发现,女性教师、重点学校的教师、工作2至3年和工作11至20年两个教龄段的教师更多地经历情绪衰竭;未婚教师在去个性化维度上得分更高。未来研究需要探讨预防和缓解教师发生职业倦怠的干预措施。     

导游职业倦怠的原因及对策研究

我国导游职业倦怠现象产生于20世纪90年代,其产生的原因中不合理的薪酬制度和零、负团费旅游接待模式下导游背负的巨大经济压力以及职业前景的缺乏是最主要的根源,政府主管部门、旅行社、导游自身和社会应积极采取对策化解导游职业倦怠,确保我国旅游业持续健康地发展.     

Organizational climate and burnout in a New Zealand social service agency

A two-phase study was conducted on the relationship between organizational climate variables and burnout among personnel in a multifunction community service agency. Initial interviews with a small pilot sample identified major sources of stress, which were then incorporated into a second-phase questionnaire to all staff. Multiple regression analyses illustrated that perceived interactions between head office administrators and sections of the agency contributed significantly to emotional exhaustion, whereas perceptions of within-section interactions and involvement in decision-making had a positive impact on personal accomplishment. Perceived communication levels, however, were negatively related to personal accomplishment. The findings suggest the importance of organizational variables and highlight strategies for burnout reduction and effective stress management in human service organizations.