No abstract

We conclude that permanence of mobbing from Time 1 to Time 2 increases depressive symptoms.

ResumenEl objetivo de esta investigación fue analizar la influencia de algunos factores de riesgo psicosociales en el desarrollo del burnout y analizar la influencia de este fenómeno en el absentismo laboral. La muestra la integraron 142 trabajadores de la salud. El análisis de los datos se efectuó considerando estadística descriptiva y modelos de regresión lineal múltiple. Los resultados confirman la influencia de la ambigüedad y del conflicto de rol sobre el Burnout [F (2.139) = 26.720; p < .001] y no se valida la influencia de éste sobre el absentismo laboral. No obstante, se evidencia una relación significativa y positiva entre la dimensión desgate psíquico y absentismo laboral (β = 0.197; p< .05). Se concluye que el conflicto de rol es el predictor más intenso del componente emocional del burnout (desgaste psíquico; β = 0.585; p < .001). Se evidencia que un esfuerzo emocional sostenido pudiese favorecer el absentismo laboral. Palabras clave: psicología de la salud, burnout, ambigüedad, conflicto de rol y absentismo laboral. AbstractThe aim of this research was to analyze the influence of some psychosocial risk factors in the development of burnout and to analyze the influence of this phenomenon on employee absenteeism. The study sample included 142 health care workers. The data analysis included descriptive statistics and multiple linear regression models. The results confirmed the influence of role ambiguity and role conflict on burnout [F (2.139) = 26.720; p < .001], but the influence of burnout on employee absenteeism was not confirmed. However, a significant and positive relationship has been shown between burnout and employee absenteeism (β = 0.197; p < .05). In conclusion, the findings of this study support the claims that role conflict is a more intense predictor of the emotional component of burnout (burnout; β = 0.585; p < .001). Additionally, there is evidence that prolonged emotional strain could encourage employee absenteeism.

No abstract

The results of this study provide support for the mediator role of mobbing in the relationship between high role ambiguity, low social support and high interpersonal conflicts and psychosomatic disorders and inclination towards absenteeism.

This study was designed to assess the factor structure of the Spanish Burnout Inventory in a sample of 1131 Mexican prison employees. This instrument comprises 20 items distributed in 4 dimensions: enthusiasm toward the job (5 items), psychological exhaustion (4 items), indolence (6 items), and guilt (5 items). The factor structure was examined through confirmatory factor analysis. To assess the factorial validity of the Spanish Burnout Inventory, 4 alternative models were tested. The 4-factor model obtained an adequate data fit for the sample. The results show that the 4-model factor of the Spanish Burnout Inventory possesses adequate psychometric properties in the Hispanic cultural context.

Previous studies have shown that guilt feelings seem to be involved in job burnout process. However, the exact nature of the relationship between burnout, guilt and the inclination toward absenteeism is unclear. The aim of this study was to analyse the role of guilt in the relationship between burnout and the inclination toward absenteeism. The sample in this cross-sectional study was composed of 120 Spanish teachers. A path analysis model was tested. The hypothesized model showed an adequate data fit, including for the mediator role of guilt in the relationship between burnout and the inclination toward absenteeism. The results of this study recommend taking guilt into account as a symptom of burnout in order to perform a more reliable diagnosis of the syndrome and its consequences.Keywords: burnout, guilt, teachers, absenteeism. ResumenEstudios anteriores han demostrado que los sentimientos de culpa parecen estar involucrados en el proceso del síndrome de quemarse por el trabajo (SQT). Sin embargo, la naturaleza exacta de la relación entre el SQT, culpa, y la inclinación al absentismo no es clara. El objetivo de este estudio fue analizar el papel de la culpa en la relación entre el SQT y la inclinación al absentismo. La muestra de este estudio transversal estuvo compuesta por 120 profesores españoles. Se ha testado un modelo de path análisis. El modelo hipotetizado mostró un ajuste de datos adecuado, incluyendo el papel mediador de la culpa en la relación entre el SQT y la inclinación al absentismo. Los resultados de este estudio recomiendan tomar en consideración la evaluación de la culpa como un síntoma del SQT con el fin de desarrollar un diagnóstico más fiable del síndrome y sus consecuencias.Palabras clave: síndrome de quemarse por el trabajo, culpa, profesores, absentismo.

Background  Burnout has been recognised as an important stress‐related problem for employees working with people with intellectual disability. Researchers have been troubled by some of the psychometric limitations of the questionnaires developed to evaluate burnout. This study was designed to assess the psychometric properties of the Spanish Burnout Inventory. Method  The sample consisted of 697 Spanish employees working in intellectual disability services. The instrument is composed of 20 items distributed in four dimensions: Enthusiasm towards the job, Psychological exhaustion, Indolence and Guilt. The psychometric properties were examined through the following analyses: confirmatory factor analysis and reliability. To assess the factorial validity of the Spanish Burnout Inventory, four alternative models were tested. Results  The four‐factor model obtained an adequate data fit for the sample. The four sub‐scales exhibited high reliability, with Cronbach alphas exceeding the critical value of 0.70. Conclusions  This study provides evidence showing the adequate psychometric properties of an alternative burnout measure that could facilitate the diagnosis of individuals with burnout. It recommends taking feelings of guilt into consideration in interventions designed to improve staff burnout.