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Influence Of Personal Functioning And Behaviour Type On Burnout Among Public Health Workers
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(Picco, 2017)
emphasizes on occupational burnout which is characterized by exhaustion,
lack of enthusiasm and motivation, feeling of ineffectiveness which may
also have the dimension of frustration or cynicism, and as a result
reduces efficacy within the workplace. Bakker, Demerouti &
Sanzvergel (2014), emphasizes on the antithesis of burnout engagement
which is characterized by energy involvement and efficacy, (the opposite
of exhaustion, cynicism and inefficacy). According to Bakker et al
(2014), the causes of burnout are generally divided into two categories
situational factors and individual factor situational factors include
job demands and lack of job resources. Job demands are aspects of the
job demands and lack of job resources. Job demands are aspects of the
job that requires strenuous effort, (Demerouti et al, 2001). Therefore,
job demands are associated with psychological and physical costs, such
as an increased heart rate and fatigue such symptoms may set the ground
for the experience of burnout, because job demands lead to employees to
feel exhausted and to psychologically distance themselves from work
(Bakker Schaufeli, Sixma, Bosvveld & Van Dierendonck, 2000).
Role ambiguity, role conflict, role stress, stressful events, workload
and work pressure are among the most important job demands that cause
burnout (Akercon, 2011). Individual factors which are concerned with
both socio-economic status and personality variables have been analyzed
as creating a predisposition to suffer from burnout symptoms.
Also (Leiter & Maslach, 2005) maintained that the sources of
burnout at work are lack of control which entails that there is high job
demands in combination with low control and that there is a
disconnection between the workers care value and the care values of the
organization, the next sources of burnout is insufficient reward which
entails that the workers may feel being taken for granted not recognized
and under compensated, this entails demanding employees to engage in
more work activities, one employee can carry out the work in which three
or more people are supposed to carry out and they are not properly
rewarded for, this can lead to burnout, work overload is another source
of burnout which entails that the workers workload is too much, too
complex or too important to be ignored. Maslach, Schaufeli, &
Leiter (2001), burnout can be caused by stressors in which a person is
unable to cope with fully. Occupational burnout often develops slowly
and may not recognized until it has become severe, when one’s
expectation about a job and its reality differs burnout can begin, how
pressure is dealt with, determine how much stress someone feels and how
close they are to burnout. One individual can experience few stressors,
but be unable to handle the pressure well and thus experience burnout.
Another person however can experience a far greater number of stressors
but affectively deal with them and avoid burnout. According to Sorenson
& German (2013), the most recent Gallup survey on employee
engagement entails that 50% of worker’s report being not engaged, while
another 20% report being actively disengaged. Another source of burnout
is unfairness which entails that employees are treated unfairly, that
there is a culture of favoritism, assignment fashion and discussed
behind closed doors.
Breakdown of community is a source of
burnout which entails that workers have to work with patronizing
colleagues, and that there is no mechanism or conflict resolution and
that feed-back is non-existence (MC Pherson, Smith-Lovin &
Brashears, 2006). The perception of an inequitable work environment
might also lead to burnout, in addition to the work environment in the
industries ,some personal characteristics or individual differences
also, appear to predict burnout, these include both demographical and
dispositional variables.
Alarcon, Eschleman, &
Bowling (2009), found out that four of the big five factors of
personality, which are emotional stability, extraversion,
conscientiousness and agreeableness were consistently negatively related
to each of the three dimensions of burnout. Further, individuals high
in self-efficacy, optimism and self-esteem were better able to deal with
job demands, most likely because they believe they have control over
their work environment, and therefore are more likely to proactively
solve problems and seek resources when facing job demands, one possible
explanation for the negative link between burnout and performance is
that exhausted employees lack the concentration needed to perform well,
and therefore make more mistake. One problem that is evident from the
literature and follows logically from observation is that burnout
coincides with impaired job performance and that burnout predicts
increased job demands overtime (Bakka et al, 2014). Several studies have
been attributed to psychological burnout such as expectation,
self-concept, self-esteem and self-actualization (Den, 2001).
This study considers variables such as personal functioning and behavior
among health workers. Due to high rate of health workers encountering
psychological burnout arising from occupational stress, anger,
frustration, depression and sadness in the health sectors, the purpose
of this study is focusing on how to cope and function maximally so that
it would not lead to burnout. One of the variables of interest that can
influence psychological burnout is personal functioning. It has to do
with adaptive coping strategies and healthy way of dealing with stress.
The subjective assessment of personal functioning is that some people
believed that it is best not to think about a troublesome issue,
thought, feelings as getting upset about it may only make the issue
worse. In some instances, this will be true depending on how you react
to situations, inability to deal with stress, anxiety, or troubling
issues as it arises to feel a whole range of emotions about any given
situations is healthy but it is what you do in reaction to this emotion
however can be unhealthy.
According to Sarafino, (2012),
stress is when an individual perceives a discrepancy between the
physical or psychological demands of a situation and the resources of
his or her psychological or social systems. There are many ways of
coping with stress, their effectiveness depends on the type of
stressors, the particular individual involved and the circumstances.
There are two types of coping responses which are emotional focused and
problem focused. Emotional focused coping involves trying to reduce the
negative emotional responses associated with stress such as
embarrassment, fear, anxiety, depression, and frustration.This may only
be the only realistic option when the source of stress is outside the
person’s control. Problem focused coping ,target the cause of stress in
practical ways which tackles the problem or stressful situation that is
causing stress, problem focused strategies aim at removing or reducing
the causes of the stressors including problem solving, time management
and obtaining instrumental social support.
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ABSRACT - [ Total Page(s): 1 ]The study investigated influence of Personal functioning and Behavior type on burnout among public health workersâ€. Two hundred and thirty-one (231) health workers comprising of Hundred and one (101) males (44.5%) and Hundred and twenty-six (126) females (55.5%) were selected from hospitals in Uyo metropolis. Participants were selected using convenient sampling technique. Their age ranged between 18 and 62 years with a mean age of 38 years. Maslach Burnout Inventory -General survey (MBI-GS ... Continue reading---
