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首页> 外文期刊>Journal of Applied Psychology >Is Burnout Static or Dynamic? A Career Transition Perspective of Employee Burnout Trajectories
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Is Burnout Static or Dynamic? A Career Transition Perspective of Employee Burnout Trajectories

机译：倦怠是静态的还是动态的？员工倦怠轨迹的职业过渡视角

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摘要

Despite decades of theory and empirical research on employee burnout, its temporal and developmental aspects are still not fully understood. This lack of understanding is problematic because burnout is a dynamic phenomenon and burnout interventions may be improved by a greater understanding of who is likely to experience changes in burnout and when these changes occur. In this article, we advance existing burnout theory by articulating how the 3 burnout dimensions should differ in their pattern of change over time as a result of career transition type: organizational newcomers, internal job changers (e.g., promotions or lateral moves), and organizational insiders (i.e., job incumbents). We tested our model in a broad sample of 2, 089 health care employees, with 5 measurement points over 2 years. Using random coefficient modeling, we found that burnout was relatively stable for organizational insiders but slightly dynamic for organizational newcomers and internal job changers. We also found that the dimensions of emotional exhaustion and depersonalization were more sensitive to career transition type than reduced personal accomplishment. Finding some differences among different types of employees as well as the dimensions of burnout may begin to explain longstanding inconsistencies between theory and research regarding the dynamics of burnout, offering directions for future research that address both dynamism and stability.
机译：尽管对员工倦怠进行了数十年的理论和实证研究，但其时间和发展方面仍未完全了解。这种缺乏理解是有问题的，因为倦怠是一种动态现象，并且可以通过更好地了解谁可能经历倦怠的变化以及何时发生这些变化来改善倦怠干预。在本文中，我们通过阐明3个职业倦怠维度应随着职业过渡类型而随着时间的变化而发生变化的方式来推进现有的职业倦怠理论：组织新人，内部工作变更者（例如，晋升或横向移动）和组织内部人员（即在职人员）。我们在2,089位医疗保健员工的广泛样本中测试了我们的模型，并在2年中使用了5个测量点。使用随机系数模型，我们发现职业倦怠对于组织内部人员而言相对稳定，但对于组织新人和内部工作更换者则有些动态。我们还发现，情绪疲惫和人格解体的维度对职业过渡类型比对个人成就感的降低更为敏感。发现不同类型员工之间的某些差异以及职业倦怠的规模，可能会开始解释理论和研究之间关于职业倦怠动态的长期不一致之处，从而为解决动态性和稳定性的未来研究提供了方向。

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