Causes of discomfort in the academic workplace and their associations with the different burnout types: a mixed-methodology study

Abstract

BackgroundBurnout is the result of prolonged workplace exposure to chronic stress factors and may present itself in one of the following subtypes: “frenetic”, “under-challenged” and “worn-out”. The aims of the present study were to identify the causes of workplace discomfort that affect employees in large organizations and to determine the predictive power of these causes with regard to the burnout subtypes.MethodWe employed a qualitative and quantitative analysis (QQA), using a cross-sectional design with an online survey administered to a randomly selected sample of University workers (n = 409). To determine the causes of discomfort, we raised the following open question: “What aspects of your work generate discomfort for you?”. The responses were subjected to content analysis and categorized by three independent referees. The concordance between the responses was estimated with the kappa coefficient (k). Subtype classification was assessed according to the “Burnout Clinical Subtype Questionnaire” (BCSQ-36). The degree of association between the motives for the complaint and the burnout profiles was evaluated using adjusted odds ratio (OR), which was based on multivariate logistic regression models.ResultsThe causes of discomfort included: physical environment (setting aspects, material conditions, journey/access), organization (schedules, structure, functions, interpersonal relations) and individual conditions (workload, powerlessness, rewards, negligence). The concordance index between the referees was k = 0.80. Employees who were upset with the hierarchical structure were more likely to be classified as frenetic (OR = 4.32; 95% CI = 1.43-13.06; p = 0.010); those who complained of routine duties were more likely to be classified as under-challenged (OR = 5.33; 95% CI = 1.84-15.40; p = 0.002); those whose discomfort was caused by structure control systems were more likely to be classified as worn-out (OR = 6.13; 95% CI = 1.57-23.91; p = 0.009).ConclusionsThe causes of discomfort among the different burnout subtypes are primarily attributable to the organization itself, in response to the structure and functions. The associations observed between the different subtypes and motives for complaint are consistent with the clinical profile-based syndrome definition, which suggests that interventions should be case-specific.

Value Conflict, Lack of Rewards, and Sense of Community as Psychosocial Risk Factors of Burnout in Communication Professionals (Press, Radio, and Television)

“…As evidenced by several investigations conducted in different work environments, our study with journalists showed that the higher the manageable load index, the lower the level of EE [ 9 , 31 ]. However, the possibility of exercising “control” over the task itself was not shown to be an explanatory variable for any of the burnout dimensions, as we hypothesized before this study began.…”

Coping with Stress and Types of Burnout: Explanatory Power of Different Coping Strategies

“…Venting of emotions also presented significant bivariate relationships with all of the subscales belonging to the different burnout subtypes. This coping strategy could be a general feature of burnout, although the specific content presented in the complaints could be different depending on the type of burnout experiences, as has recently been reported [50]. Consequently, the frenetic subtype would complain about the organizational hierarchy, which imposes limits to his or her high ambition; the underchallenged subtype would express distress about the routine nature of his or her obligations, which would hinder personal development; and the worn-out subtype would be annoyed by the monitoring systems, owing to his or her negligent behaviour.…”

Frenetic, under-Challenged, and Worn-out Burnout Subtypes among Brazilian Primary Care Personnel: Validation of the Brazilian “Burnout Clinical Subtype Questionnaire” (BCSQ-36/BCSQ-12)

“…In general, under-challenged workers are disenchanted and feel trapped in an occupational activity that produces no gratifications and lack of personal growth [55]. Therefore, one might suppose that those older Brazilian PC providers that could be highly dependent on their salary and thus were obliged to carry on certain routine duties that maybe did not satisfy them and, at the same time, were not able to follow possible desires to change their job, could be suffering from the under-challenged subtype [91].…”