Maslach Burnout Inventory: Factor Structures and Norms for USA Pharmacists

Lahoz, Monina R.; Mason, Holly L.

doi:10.2466/pr0.1989.64.3c.1059

Cited by 36 publications

(22 citation statements)

References 4 publications

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“…This relation between heavy workload and low job satisfaction agreed with the results of previous studies with factor analyses [5][6][7][8][9][10]. From these, it is considered that a too large amount of each task imposed on a part of the dissatisfied staff should be leveled to improve the degree of job satisfaction as a whole.…”

Section: Discussionsupporting

confidence: 88%

“…Therefore, a chronic shortage of care workers has been at issue [2][3][4]. Heavy workload is commonly considered as one of main reasons for the care-worker shortage in Japan and has been internationally taken up in many researches as one of key factors associated with low job satisfaction, turnover intention and burnout in human services including health-care services [5][6][7][8][9][10]. However, it is unclear about difference of workload indicated by an amount of each task between care workers with/without job satisfaction, in spite that those tasks primarily represent the character of the job.…”

Section: Introductionmentioning

confidence: 99%

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Relationship between an amount of Key Tasks and Job Satisfaction among Caregivers and Nurses in Elderly Care Facilities

Hiruta

Shimaoka

Tatsumi

et al. 2014

Ann of Occup and Environ Med

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Objectives: The purpose of this study is to examine relationship between an amount of key tasks and job satisfaction among caregivers and nurses in elderly care facilities. Methods: Questionnaires were mailed to the caring staff of elderly care facilities. After data collection (return rate 70%), information about work situations and health conditions were analyzed among 325 female workers, who were classified to 4 groups as follows; (1) caregivers under 40 years of age (2) caregivers of 40 years or over (3) nurses under 40 years of age (4) nurses of 40 years or over. Results: Mean ages and length of career in caring sector were 37.2 ± 12.2 yr and 4.5 ± 3.0 yr for caregivers and 41.6 ± 9.2 yr and 16.8 ± 8.9 yr for nurses, respectively. A larger amount of care services were done on average by workers being dissatisfied with their job than by the satisfied workers in each of the 4 groups. The dissatisfied caregivers under 40 years showed significantly higher frequencies (as ratios of 1.4 -2 to 1) in several care services such as "helping with showers or baths", "helping with eating", "changing diapers", "moving caretakers from bed or chair to wheelchair or vice versa", as compared with the satisfied caregivers under 40 years. Similarly, the 40 plus dissatisfied caregivers helped caretakers sit up in bed significantly more frequently. For nurses, on the other hand, "changing diapers" was found as the only service with a significant difference in frequency between the dissatisfied and the satisfied, but that was limited in the 40 plus age group. A frequency of "changing diapers" was associated with an increase in the risk of job dissatisfaction. Conclusions: These results suggested that an appropriate amount of each key task in elderly care facilities should be set to prevent staff's dissatisfaction with their job from growing excessively.

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Section: Discussionsupporting

confidence: 88%

Section: Introductionmentioning

confidence: 99%

Relationship between an amount of Key Tasks and Job Satisfaction among Caregivers and Nurses in Elderly Care Facilities

Hiruta

Shimaoka

Tatsumi

et al. 2014

Ann of Occup and Environ Med

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“…Many other factor-analytic studies confirmed the weakness and ambiguity of item 12 ('I feel very energetic'). Generally these studies report that this personal accomplishment item loads between -0.30 and -0.45 on the emotional exhaustion dimension as well Jackson, 1981, 1986;Iwanicki and Schwab, 1981;Belcastro et al, 1983;Firth et al, 1985;Powers and Gose, 1986;Green and Walkey, 1988;Lahoz and Mason, 1989;Byrne 1991). Accordingly, from a factorial validity point of view, item 12 should be removed from the MBI.…”

Section: Discussionmentioning

confidence: 99%

The construct validity of two burnout measures

1993

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The present study was carried out among a sample of 667 Dutch nurses and assesses three aspects of the construct validity of the two most widely used self-report burnout questionnaires: The Maslach Burnout Inventory (MBI) and the Burnout Measure (BM).Although the fuctoriaf vulidiry of the three.-dimensional structure of the MBI was convincingly demonstrated by confirmatory factor analysis with LISREL, four weak and ambiguous items were identified. Regarding the BM, some doubts have arisen about its one-dimensionality. The congruent validity of the questionnaires was well established: They both refer to the core element of the burnout syndrome (i.e. exhaustion). Moreover, linear structural analyses suggested that burnout is a two multi-dimensional construct consisting of an affective component (i.e. exhaustion) and an attitudinal component (i.e. a negative attitude towards recipients and towards one's job performance). However, the discriminant validity of the first component is rather poor since it considerably overlaps with self-reported somatic complaints and psychological strain. It is concluded that the MBI can be employed as a reliable and valid multi-dimensional indicator of burnout in professionals who work with people. The BM assesses the non-specific affective component of burnout (i.e. exhaustion) and should therefore be supplemented by a scale that measures the attitudinal component of the syndrome. 1981).Within a few years the MBI became the most popular instrument to assess burnout. Accordingly, the definition of burnout provided by the test-authors was accepted by implication. From then on it appeared that the controversy about the nature of burnout was settled by a silent agreement among researchers, at least as it relates to the human service professions. Then, according to Maslach and Jackson (1981), burnout was restricted to individuals 'who ' The authors gratefully acknowledge the detailed comments of the editor and the three anonymous reviewers on earlier versions of this article. , four dimensions have also been reported. In the latter case either the emotional exhaustion (Firth, McIntee, McKeown and Britton, 1985), depersonalization (Iwanicki and Schwab, 1981) or personal accomplishment subscale (Powers and Gose, 1986) separates into two factors. In contrast, some studies suggest a two-dimensional structure of the MBI (Brookings, Bolton, Brown and McEvoy, 1985; Dignam, Barrera and West, 1986; Green, Walkey and Taylor, 1991). The findings of these studies are rather consistent: Emotional exhaustion and depersonalization merge into a single factor. This leads some authors to propose a composite exhaustion and depersonalization score: The 'Core of Burnout Scale' (Green et al., 1991, p. 463). It should be emphasized that in none of the above-mentioned studies an adequate attempt was made to test the factorial validity of the MBI, for instance by carrying out confirmatory factor analysis. Although Golembiewski and Munzenrider (1988, pp. 19-23) claim that the results of their factor comparison...

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“…The prevalence of burnout was determined with the MBI (Lahoz & Mason, 1989;Maslach et al, 1996;Maslach & Jackson, 1981) and the Mini-Z survey, named for the Zero Burnout Program (Linzer et al, 2016).…”

Section: Methodsmentioning

confidence: 99%

Cross‐sectional survey of workplace stressors associated with physician burnout measured by the Mini‐Z and the Maslach Burnout Inventory

Olson¹,

Sinsky

Rinne³

et al. 2019

Stress and Health

137

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Rising physician burnout has adverse effects on healthcare. This study aimed to identify remediable stressors associated with burnout using the 10‐item Mini‐Z and the Maslach Burnout Inventory (MBI), and to compare performance of the Mini‐Z's single‐item burnout metric against the 22‐item MBI. Surveys were emailed to 4,118 clinicians affiliated with an academic health system; 1,252 clicked the link, and 557 responded (completion rate 44%). Four hundred seventy‐five practicing physicians were included: academic faculty (372), hospital employed (52), and private practitioners (81). Prevalence of burnout via the MBI was 56.6%. Predictors of burnout were poor control over workload [OR = 8.24, 95% CI 4.(81, 14.11)], inefficient teamwork [OR = 7.61, 95% (CI 3.28, 17.67)], insufficient documentation time [OR = 5.83, 95% (CI 3.35, 10.15)], hectic‐chaotic work atmosphere [OR = 3.49, 95% (CI 2.12, 5.74)], lack of value‐alignment with leadership [OR = 3.27, 95% (CI 2.12, 5.74)], and excessive electronic medical record time at home [OR = 1.99, 95% CI (1.21, 3.27)]. Academic faculty experienced more burnout than private practitioners (59.9% vs. 42.0%, p = 0.013). Odds of burnout associated with stressors were generally concordant via Mini‐Z's burnout metric versus the MBI. The Mini‐Z is a brief, valid method to identify stressors associated with burnout and guide interventions.

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Maslach Burnout Inventory: Factor Structures and Norms for USA Pharmacists

Cited by 36 publications

References 4 publications

Relationship between an amount of Key Tasks and Job Satisfaction among Caregivers and Nurses in Elderly Care Facilities

Relationship between an amount of Key Tasks and Job Satisfaction among Caregivers and Nurses in Elderly Care Facilities

The construct validity of two burnout measures

Cross‐sectional survey of workplace stressors associated with physician burnout measured by the Mini‐Z and the Maslach Burnout Inventory

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