An analysis of burnout among helping professionals and the relationship between burnout, gender and salary levels.
Written in 2009; 4,480 words; 20 sources; APA; $ 117.95
Paper Summary:
This paper explores the relationships between job variables, demographic variables and job burn out among helping professionals. The paper specifically focuses on such questions that seek to determine if there is a relationship between gender and salary level and burn out. The paper also seeks to determine if there is a correlation between the age of participants and burn out. A chart and table are included with the paper.
Table of Contents:
Statement of Problem
Literature Review
Methodology
Results
Discussion
Appendix
From the Paper:
"Results of the present study both support and contradict findings from previous studies indicating that much more research is needed to determine contributing factors to job burn out. Based on the findings, it would appear that increased job experience and intrinsic rewards, rather than monetary rewards are factors that may prevent job burn out. Therefore, implementation of job training programs and personal reward incentives may be ways to combat job burn out. This is consistent with earlier findings by Maslach, Schaufeli & Leiter, (2001) and Rosenberg & Pace, (2006) who found that more training was associated with less job burn out. Because heavy caseload was also positively correlated with job burn out, another way to prevent job burn out is that agencies should strive to ensure that professionals are not overburdened by their caseload. Again these findings support Sprang, Clark, & Whitt-Woolsey, (2007) findings that higher caseload led to higher rates of burn out. Lastly, if employers were to allot more time to complete work to employees and encouraged to get more rest, perhaps by offering flexible scheduling, employers could potentially prevent job burn out among their employees."
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