Some Personality Correlates of Job Burnout

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Bangladesh Psychological Studies,2008, Vol. 18, p.43-54

Some Personality Correlates of Job Burnout

Asheek Mohammad Shimuland

Shaheen IslamDepartment of Psychology

University of Dhaka

AbstractThe purpose of the study was to investigate self-esteem, Iocus of control and social

support as the personality correlates of burnout. It was hypothesized that the variation in

burnout could be ctccounted by self-esteem, social support and locus of control. 213

professionals from dffirent professions participated in this study. Incidental sampling

procedure was used for collecting the data. For testing the hypothesis, one

demographic and personal infonnation question; Bangla version (Huque, 2002) ofRosenberg's (1965) Self-esteem scale; Bangla version of Multidimensional Scale ofPerceived Social Support (Zimet, Dahlem, Zimet & Farley, 1988); Bangla version ofRotter (1965) Locus of Control scale, and Shimul Burnout Inventory (SBI) were used.

Results partially confinned the hypothesis. Correlational analysis indicated that social

support, self-esteem and locus of control had significant negative correlation with

burnout. Standardized betas of multiple regression analysis indicate that social support

and self-esteem were the predictors of bumout. But locus of control was not found as

predictor of burnout

IntroductionBurnout is persistent, negative, work-related state of mind in "normal" individuals that is

primarily characterized by exhaustion, which is accompanied by distress, a sense ofreduced effectiveness, decreased motivation, and development of dysfunctional attitudes

and behaviors at work. There is no generally accepted definition ofburnout but according

to Maslach, Jackson, & Leiter (1996), the burnout syndrome has three very clear as well

as distinct dimensions: emotional exhaustion (feelings of being emotionally overextended

and exhausted with one's work), depersonaiisation (the development of negative and

uncaring attitudes towards others), and negative personal accomplishment (the loss of

feelings of self-competence and dissatisfaction with one's achievements in job). Factors in

the workplace that appear to promote burnout include work overload, intetpersonal

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Asheek Mohammad Shimul and Shaheen Islam

conflicts at work, lack of control over work responsibilities and outcomes, and inadequate

recognition for one's work.

The term locus ofcontrol refers to a construct that originated from Rotter's social learning

theory (Rotter, 1966). A locus of control orientation is a belief about where we attribute

the result of our behavior or outcome. If we attribute the result on our own effort or

ability then we are internally controlled and on the other hand if we say that it is not our

effort or ability that we have gained then we are externally controlled. Maslach et al.

(2001) have shown that, burnout is higher among people who have an external locus ofcontrol (attributing events and achievements to powerful others or chance) rather an

internal locus of control (attribution of one's own ability and efforl). Sunbul, and Murat

(2003) showed that, external locus of control and age (predictor variables) were

positively and directly related to emotional exhaustion dimension of burnout. In another

study Oberle (1991) had shown that locus of control is a poor predictor of health

behavior.

It is known that we are part of a community of people who feel love and care for us, value

and think well of us. Social support is the physical and emotional comfort given to us by

our family, friends, co-workers and others. Support can come in many different forms,

such as emotional support, informational support, sharing points of view, personal

feedback, practical help or instrumental support. These kinds of support help us complete

the basic tasks of day-to-day life. It was found among nurses that, social support from

colleagues and superiors reduced burnout, a result of chronic occupational stress,

(Constable & Russell, 1986; Dick, 1986; Hare, Pratt, & Andreaw, 1988; Paredes, 1982).

But some studies have shown some contrast results that is, positive relationship between

social support and burnout was found (Patenauder-Jones, 1988; Skiles & Hinson, 1989,

Kahili, 1986). Pines (1983) found that the better the social support relationships, the less

burnout. Through the worldwide researcher's work, it has been suggested that, increasing

the social support available to reaches may be a useful strategy for preventing teacher

burnout because social support is significantly and negatively correlated with burnout

(Sharmin, 1999). But this relationship varies considerably, depending upon the type ofsocial support. Several studies on burnout in the workplace have shown that social

support from supervisors is related to lower levels of burnout, whereas other sources ofsocial support (e.g., from family, friends, and coworkers) are less strongly related to

increased burnout (Huebner, 1994; Russell, Altmaier, & VanVelzen ,1987). Social support,

had explained significant percentages of the variance in different dimensions of burnout

(Leiter and Maslach, 1988; Huebner,1993).

Among the personality variables studied with respect to the burnout syndrome the

self-esteem was studied extensively which refers to an individual's sense of his or her

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value or wofth or the extent to which a person values, approves of, appreciates, prizes, or

likes him or herself (Blascovich & Tomaka, 1991). The most broad and frequently cited

definition of self-esteem within psychology is Rosenberg's (1965), who described it as a

favorable or unfavorable attitude toward the self (p.15). Self-esteem has been related both

to socio-economic status and to various aspects to health and health related behavior such

as depression, anxiety, burnout and so on. In another study by Dahlin, and Joneborg (2001)

self-esteem is associated with burnout and they had also found significant as well as

moderate correlation with different burnout dimensions. On the other hand the opposite

findings had been provided by the Janseen, Schaufelioe and Houkes in 1999, they had

shown that self-esteem did not moderate the relationship selected work factor and burnout.

Fumiyo, Laori, Mielo and Yukari (1999) showed that burnout and self-esteem

are negatively correlated.

Burnout is an important area of study for multiple disciplines because it is costly in terms

of loss of the full potential of human capability and the critical results of burnoutincluding loss of work time and low levels of productivity. Rapid change of the modern

working life is associated with increasing demands of learning new skills, need to adopt

to new types of work, pressure of higher productivity and quality of work, time pressure

and hectic jobs are increasing stress among the workforce. The increasing rushes and tear

of working life produces money, however it costs society both harmony and health. The

increasing difficulty in integrating working life with family life globally has caused

imbalance in financial capital, social capital and health capital. After considering the workenvironment factors, what could be organizational impact of burnout? The answer that

comes to my mind first is obviously decreased productivity, poor quality of products, lowmorale, increased staff turnover rates, increased absenteeism rates, increased workers

compensation claims, increased injury frequency rates, increased demand on

occupational health, safety and counseling services. Workforce affected with burnout can

present with physical, affective, cognitive behavioral and motivational symptoms invaried combinations. Burnout syndrome, that has immense economic and psychosocial

impact on the organization and the wok force, need to be prevented. But the question is

how one does that? One needs to focus on individual, individual I organization and the

organization itself. The attempt is to make people and organizations aware of burnout as

an important organizational health issue to be kept on the top agenda. The focus must be

on the organizational development and occupational health service should play major roleas facilitator, listener and established help center for burnout group.

Hypothesis

Considering above reviews and objectives of the study, it was hypothesized that Variationin burnout would be accounted by self-esteem, locus of control and social support.

45

AGlltHHdWnIslam

Method

Participants

In the present study 213 respondents participated. Incidentat qlqfrrg pocedure was

followed during the selection of sample. Among them 132 *=re r*rd tl rcre female

and they were between the ages 16 to 54 (the mean age wi$ :n ycrs! Tb monthly

income of the participants ranged from 1000 to 6O(XX) taka (ra irc was 14700

taka). Among the participants 126 were manied and 86 wert rrrnranied- Flticipanls were

selected from different occupational categories of government d'm'governmententrepreneur.

Measures used

Demographic end personal information questionnaire.' To oollect personal and

demographic information of the respondents a demographic ana personat information

questionnaire was used, which includes age, sex, marital status, number of kids' name of

occupation, years of work experience, number of job left before' monthly income, nature

of the organization and position among the siblings.

Bangla version (Huque, 2002) of Rosenberg's (1965) Self-Esteem scale: To measure

self-esteem Bangla version (Huque, 2002) of Rosenberg's (1965) se$-esteem scale (SES)

was used. It was ten-item Guttman scale designed to measure global positive or negative

attitude toward one's self (Rosenberg, 1965). These ten items were of Likert type

allowing one of four responses: "strongly agree," "agree," "disagree," and "strongly

disagree." The scale total score ranged from 10-40, with 40 indicated the highest possible

score and higher the score higher the degree of self-esteem. The self-esteem scale had high

reliability: test-retest correlation were typically found in the range of 0'82 to 0'88 and

Cornbach's alpha for various samples were in the range of 0.71 to 0-88 The scale had

demonstrated good validity across a large number of different sample groups- The SES

had been validated for use with both male and female adolescent, adult and elderly

population's substance abusers and other clinical groups and was regularly used in

treatment outcome studies. The items of the scale were face valid'

Bangla version of Multidimensionul Scale of Perceived Social Support (Zimet, Dahlem,

Zimet & Farley, 1988): Adapted Bangla version (Shimul, 2007) of Multidimensional

Scale of Perceived Social Suppott (Zimet, Dahlem, Zimet and Farley 1988) was used to

have an index of amount of emotional support the employee of different job received. It

contains 12 items related to provision of care and comfort with empathy love or relative

feedback from someone around the surroundings. The scale was a self-report measure in

5-point scale ranging from 'very appropriate' to 'not at all appropriate'. The test-retest

reliability (r 23 = 0.648, p< .001) of the scale is reported '

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Bangla version of Rotter (1965) Locus of Control scqle The Locus of Control is a26

item (13 for the internal locus of control and 13 for external locus of control)

questionnaire developed by Rotter (l966). Adapted Bangla version of this scale was used

to measure the degree of locus of control. The items of the scale were translated by the

author (Shimul 2007) and modified to suit our culture. These 26 items were of Likert type

allowing one of three responses: "agree," "uncertain," and "disagree-" For external locus

of control item, score 1 indicate "agree," score 2 "uncertain," and score 3 indicate

"disagree." For internal locus ofcontrol scoring was in reverse order. Sum ofthe scores of

all items was total score in the scale for an individual. High score indicate higher degree

of internal locus of control and low score indicates an external control. Total scores range

from 26 to 78. The scale is highly reliable, test-retest reliability correlation coefficient

(r20 = 0.718, p < .001) indicate high temporal stability of the scale. On the other hand the

Bangla and English version of the scale were administered to 20 participants with a gap

of 14 days. Significant positive correlation of Bangla and English version (r20 = 0.53,

p < .01) indicate the transiation reliability of Bangla version of the scale. High Cronbach

alpha (a =0.'74) of Bangla version of the scale indicated internal consistency of the scale.

shimul Burnout Inventory (sBI) (Shimul 2007): Shimul Burnout Inventory is a

self-administered burnout measuring scale containing three subscales that assess the

different aspects of experienced burnout: emotional weariness, depersonalization, and

personal triumphs. Each of these three aspects measured on separate subscales. Burnout is

conceptualized as a continuous variable, ranging from low to high degree of experienced

feeling. A high degree of burnout is reflected in high scores on the three subscales and on

the other hand low scores indicate lower levels of burnout. The Shimul Burnout Inventory

has been found to be reliable, valid, and easy to administer. The subject responds to 25

statements using a six-point Likert scale ranging from never (1) to every day (6), but there

are four statements (item no.13, 21,22, and23) where the scoring is reversed. Internal

consistency reliabilities for the burnout subscales scales using 40 samples were 0.86 for

emotional weariness, 0.78 fbr depersonalization and 0.40 for personal triumph. To

determine the temporal stability of the scale test retest reliability was done and it was

found highly reliable (r 38 =0.803, p < .001).

Procedure

The respondents were contacted personally and the instruments were administered

individually either at their work situation or residence with a brief introduction about the

putpose of the study. Those who agreed to participate were given the questionnaire along

with the written instruction at the top of each questionnaire set. The participants were

instructed verbally to make it sure that they had understood the task. Sometimes it was

required to clarify the meaning of one or more items using real life examples because ofthe abstract nature of some items. At the completion of the questionnaire, care was taken

to check any omitted items to be answered and the respondents were thanked for his or her

coopefation.

41

Asheek Mohammad Shimul and Shaheen lslam

Results

Inthepresentstudytoinvestigatetherelationsh*tUt*"n:n"tt:l"t'"variables'suchas self-esteem, locus "i'ffi"t

and social-s;;'' with burnout' -stepwise

multiple

regression analysis *", .;;;;rt. The conelati"o"n "o"rroi"nts of the studied personality

variables were signific;ffi;"out. In ,n"^roito*tn' table it was summarized (see

able 1). Results "f "";;;; indicated that th: ""rra"ti*

of burnout with social support

tr (211) --'0'333'n '";;;i: '"1'-""""'n t'('il'=; itn'" '0051' locus orcontrol

tr (2l l) = -0.210, 0 . .*i;; n.gutiu. -a t igt rv significant' Result indicated that' a

person with high ,."*;;;"; oi ,nJ O..r*"f i,r""-iJit had lower burnout' Significant

predictors of burnour *"* iO"""i;ed thro;;h t*tt" tuttutution of standardized beta

coefficienrs or ,n" p"rro;,uritf variable ,hr"d; ;;; multiple regression analvsis

(see table 2)'

Tablel,:Mean,standarddeviationandcorrelationvalueofthestudiedvariables

Studied variables MSD.333**

46.32 8.09Social supPort -.259**

Self--esteem 2't '28 4'36

Locus of Control 52'34 4'56 -'210x*

11q.g4 1

63.85 iw'' '

Standardized BetaSignificance

' LevelPsychosocial Variable

Coefficients (B).0005.142

Burnout

Standardized betas (Bs) o'IiJ' '"u"1* *"1:1'::'::::::f '0'326' p< 0'005)' self-esteem

Table 2 : Regression

'd"::H;;:;:;;;; *"'" tt'" signincant predictors or burnout'

R square value of table 3 indicated that' among the personality variaffl of interesl only

social support una ,"f-"'rt";;;;" the significant p'r"dictors' These two variables jointly

exolained ll 'zq"'u'iun";Jiin" o*no'' e"a '*i'"i *w*t came to the most important

;l.al# ;'t;'"""i'nnn alone explain ed tz'rvo v anance'

Social suPPort.326 - J''

^^n - 3.615 '000.229

Self-esteemSelr-estsvrrr <t^-^' ^f h'rnotlt' Thus results

on the other hand '"rJilIl"plains only 5'2vo vaiance of burnou

regression partiallv '":"tltrit it:^:::, Sf"::-';;ation in burnout wourd

ofbe

:"tfiffi t11i#t;;'io"u' or control and social support

48


Table 3: Selected statistics from Regression of Burnout on Psychosocial Variables

RSq

Rsq

change

Variables

Social support .348

Self-esteemxSocial support .416

.t2t

.113

.t2lo52

28.136 .000

21.133 .000

DiscussionAlong with the objective of the study the hypothesis was, the variation in burnout could

be accounted by self-esteem, social support and locus of control. The hypothesis was

partially confirmed in the present study. Social support as a resource in stress process has

been found to have high significant negative correlation with burnout. Standardized beta

coefficient clearly indicates that higher social support leads to lower burnout and it

appears to be the most important predictor variable which alone can explain 12. 1 percent

variance of burnout (see table 3). From the standardized beta value it is clear that one unit

increase of social support can decrease 0.326 unit of burnout. The present findings is

congruent with the result of Leiter, 199i;Maniove, 1993;Eastburg, Williamson, Gorsuch,

and Ridley, 1994; Pines, 1983; Shannin,1999; Constable & Russell, 1986; Dick, 1986;

Hare, Prarr, &Anderarvs, 1988; Paredes, 1982, and Maslach, Schaufeli, & Leiter,2001.

Social support is an exchange of resources between at least two individuals and its

function is to give information to individual that he/she is loved, cared for, esteemed,

valued and belongs to a mutually cooperative communication network. When the

employee is in pressure then he/she usually can do two things. One is to share the task with

other person who can really do it and the second is to share the feelings of strain to make

relieved oneself. Especially social support most likely helps to provide opportunities for

reappraisal and adaptive responses to work stress, thereby easing burnout. Positive

reappraisal and the formation of adaptive responses are reflected by communication that

is positive in content. This greater positive support has been found to be associated with

less burnout (Beehr, King & King, 1990; Zellars & Perrewe',2001). Moreover, social

support can improve the decision making ability which ultimately.reduces the likelihood

of burnout (Boyel, Grap, Younger, & Thornby, 1991). Social support can elevate the

personal accomplishment through recognition in the job which will make the employee

more confident and internally motivate to work more and also helps to grow the tendency

to evaluate their job very positively. People with higher social support have a greater

accessibility in different insights of different people which give them to think

ingeniously, imaginatively and in a novel way. This style of life reduces the sensitivity

toward their work and indirectly it reduces the feeling of cynicism as well as burnout.

Burnout produces feeling of hopelessness, powerlessness, but when people are in a state

49

Asheek N{ohammad Shimul and Shaheen Islam

of hopelessness, his social supporters can give the coping stlategy so that he/she can get

out of such unpleasant situation. Social support gives people the color of iife because it

stop one to be isolated and insist to be come part of crorvd part of joy. when one is

burdened with constant job stress, dealing with other people is often the last thing we want

to do despite the fact that developing closeness anci emotional intirnacy with other is one

of our most effective ways of buffering ourselves from pressure social support works iike

sunscreen: if one applies sunscreen, the radiation (the stressor) is still there but it does not

affect the skin negatively. It is clear from the findings by Koniarek and Dudek (1996) that'

social support, especially from friends, is closely related to lower levels of burnout'

Speciftcally, higher social support fron.r friends was associated rvith lower levels of

depersonalization and higher levels of personal accomplishment So in a word it can be

firmly said rhar, employee with high social support have a smiling life, a life with full of

joys, insights and so on which positively affect their workin-e life as u'ell as enhance the

quurity of work and finally reduce the feeling of being burned out' Moreover, working in

an environment along with an enhanced level of sociai support decreased the level of

stres s.

On the other hand, self-esteem is a wonderful feeling of inner-balance, ground on

self-acceptance and a healthy, comforting self-respect towards oneself' In tl.re present

study through analysis of the data it has been fbund that' self-esteem has significant

n.gutiu" correlation with burnout. Standardized beta coefficient clearly indicates that

hijher self-esteem leads to lower burnout. From the standardized beta value it is clear that

one unit increase of self-esteem can decrease 0.229 unit of burnout. It appears to explain

5.2 percent variance of burnout (see table 3). Like the previous hypothesis it is also

partially supported by the data. The findings of the data are similar to those obtained by

Maslach, Schaufeli and Leiter (2001).

People of high self-esteem focus on their accomplishments in job field and they

congratulate themselves for the achievement whether it is big or small' They choose to risk

success and establish realistic goals that they can achieve and are high enough to satisfy

themselves. They learn from failure and examine strategies and objectives which may

have to be revised in order to succeed where burnout is rare. Self esteem gives one the

worth either it is negative or positive. If the worth is positive one then individual will feel

proud, aclmiration oneself. Messina and Messina (2006) have depicted the thoughts and

feelings of people with high self-esteem in a fantastic way which states that, people with

high self-esteem hold themselves as worthy to be loved and to love others, worthy to be

cared for and to care for others, worthy to be nurtured and to nurtures others, worthy to be

touched and supported and to touch and support others, worthy to be listened to and to

listen to others, worthy to be recognized and to recognize others, worthy to be encouraged

and to encouraged other, worthy to be reinforced as good people and to recognize others

as good people. People with high self-esteem have the tendency to work innovatively; they

50

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are creative and imaginative problem solver, optimistic in the view of their lives and

highly goal oriented. According to Blascovich and Tomaka (1991) self-esteem includes

cognitive, behavioral, evaluative and affective aspects of life. So a person in his/her

working life, who have high self-esteem tend to have better thinking power that is, he/she

can think rationally and take decision appropriately which reduce the probability of

mistakes in the.job, ultimately slow down the feeling of burnout. They set very specific

goals in their lives and try their best to achieve it as a result a feeling of attachment is

grown inside the individual which tell the person not to feel burned out.

In the face of difficult situation people with high self-esteem show healthy coping skills

and they are able to handle the stress in their lives in a productive way (Huque &Ilyas,

2006). Byrne (1992) found that individuals who are involved in alleviating their own work

related stress had higher self-esteem and lower stress. They are not too impractical or too

gloomy and they have good sense of humor and are able to keep balance of work and fun

in their lives which may reduced the level of emotional exhaustion as well burnout'

Instead of negative feedback l-righ self-esteem individuals are more apt to work harder, less

negatively affected by chronic stressors. It has been found that people with low

self-esteem either cause or contribute to neurosis, anxiety defensiveness and ultimately

alcohol and drug abuse (Keegan,1987) these all are the predisposing symptoms of

burnout. Finally it can be said that, people with high self-esteem feel, think and behave in

a way that generates and maintains highly positive outlook to the self and to the world and

increase the probability of becoming successful in job situational activities and thus

contributes to reduce burnout. This is the reason for why some of the researchers (Dahlin

and Joneborg, 20A1) have shown through their findings that self-esteem is one of the

predictor of burnout.

In the present study, although locus of control and job experience was found to have a

significant correlation with burnout but they did not appeared as a predictor when

stepwise multiple regression was carried out along with other considered variables. The

same finding is found by Maslach et al. (2001). The failure to find significant link between

locus of control and burnout suggests that other influential factors may be facilitating the

burnout of the sample. Factors such as socio-economic status, health belief, work

environment, social circumstances may influence the feeling of burnout in this sample.

The relations of social support, self-esteem, and locus of control to burnout may be very

different in other academic, work settings, including less demanding job or others. The

sample does not fully represent the population in Bangladesh; furthermore, the data were

collected only from Dhaka city, so one must be cautious in generalizing the findings to all

over Bangladeshi employees experience substantial levels of burnout' The study has

higher social importance and due to that importance it has put down the opportunities for

future researchers

51


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Some Personality Correlates of Job Burnout