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Mc 120201793 Yasmeen Akhtar
RESEARCH METHODS (STA630) SPRING 2013
ASSIGNMENT NO. 2
DUE DATE: 25TH JUNE, 2013
MARKS: 30
SPECIAL INSTRUCTION: Make sure to upload the solution by using the given
format for answering questions 1, 2, & 3. Use separate heading for
attempting question no. 4.
Given below is the literature review on the concept Job burnout:
LITERATURE REVIEW
Job Burnout concept emerged in 1970s in the field of organizational
behavior and soon it has inspired researchers to study it to develop better
understanding of the concept. The literature reveals that researchers not
only explored the causes of job burnout and its impact & consequences at
individual as well as organizational level, but also they have come with some
remedial measures to combat it.
In simple words job burnout describes the personal agony of job stress
(Schaufeli, Leiter, & Maslach, 2009). Burnout in literal meaning defined as
physical or emotional exhaustion caused due to long term stress.
Researchers have tried to define burnout in different ways and gave different
explanations. Two important definitions are cited in in the literature. One is
presented by Nahavandi and Malekzadeh (1999) while second is given by
Maslach (1986).
Nahavandi and Malekzadeh defined job burnout as feeling of exhaustion anda sense of powerlessness that leads to apathy and psychological
withdrawal (p. 536). Whereas, according to Maslach, job burnout is a
condition of emotional exhaustion, depersonalization and reduced self-
efficacy (p. 1).
Both definitions vary from each other in terms of scope and precision, in
spite of the fact, both contributed a lot in developing an understanding of the
concept. Nahavandi and Malekzadehs definition is precise but refers to pure
psychological domain only. The definition lacked a common and precise
measure of burnout. Whereas, Maslachs definition is widely accepted and
referred to multiple domains that will be elaborated later.Maslach explained his definition and said that emotional exhaustion is the
emotional state of the individuals characterized by loss of feelings towards
work, lack of energy, and increased physical/mental illness (Leiter &
Maslach, 1988). Individuals who are emotional exhausted will experience
anxiety, fatigue and psychological diseases which will decrease productivity
in long run. Depersonalization or dehumanization is marked by the treatment
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of others as objects rather than people. Workers may display an attitude to
avoid work, loss of care/attention, and cynical attitude towards others
(Maslach & Pines, 1977). Empirical evidence shows that depersonalization
has abnormal effects, for example; increase in turnover, absenteeism,
reduced productivity, which implies significant cost for both organizations
and individuals (Jackson & Maslach, 1982). Whereas; reduced self-efficacy
consists of feelings when an individual starts thinking that he is not good at
work, less effective, and has also a weakened sense of accomplishment
(Maslach et al., 1996). It results in a loss of will in which motivation is
damaged, resulting in an increased inability to mobilize interests and
capabilities. So, if employees have a feeling that they have nothing more to
give, it would create sense of demotivation among them.
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Activity Required:
After reading the given
literature review
carefully; you are
required to answer
following questions: Sr.#
Questions Marks
1 From the given literature
review; select best
definition and then
provide an operational
definition of Job burnout
by identifying (at least 3)
dimensions.
2 State (at least 3)
elements of each
defined dimension.
9
(1 mark for each
element)
3 Develop (at least 1)
question statement on
any defined element by
using Likert scale.
6
(2 marks for each
question)
4 Develop a causal
hypothesis showing a
cause and effect relation
by using any of the
defined dimensions withits consequences.
6
Total=30
1 From the given literature review; select best definition and then provide
an operational definition of Job burnout by identifying (at least 3)
dimensions.
Answer = the three dimension are
1 = EMOTIONAL EXASUATION
A = lose of feelings
B = lack of power and less energy
C= mental illness and physical illness
2= DEPERSONALIZATION
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A= attitude to avoid the work / always to avoid the work to do/
negligences of the workers
B= lose of care tension
C= bad attitude towards others / behavior towards the others people
3= REDUCED SELF EFFICNCY
A= when individual starts thinking that he is not good
B = less effective
C = sense of accomplishment.
State (at least 3) elements of each
defined dimension.
9
(1 mark for each element)
StronglyAgree (5)
gree(4)
Neutral(3)
Disagree(2)
StronglyDisagree (1)
Dimension 1: Emotional exhaustion
Element 1: Loss of feelings
Element 2: Lack of energy
Element 3: Physical/mental illness
Question statement:
Physical or emotional
exhaustion caused due
to long term stress?
Strongly
Agree
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Bandura identifies four factors affecting self-efficacy.
1. Experience, or "Enactive Attainment"
as we know that the experience is an essential factor determining a
person's self-efficacy. Success raises self-efficacy, while failure lowers it.
" Children cannot be made fool by faulty praise. It is chance we can make
them fool by artificial things (Erik Erikson)
Dimension 2:
Element 1: Attitude to avoid work
Element 2: Loss of care attention
Element 3: Attitude towards others
Question statement:
Depersonalization or
dehumanization is
marked by the treatment
of others as objects
rather than people? Neutral
Dimension 3: Reduced self efficacy
Element 1: When individual starts thinking that he is not good
Element 2: Less effective
Element 3: Sense of accomplishment
Question statement:
Reduced self-efficacy
consists of feelings
when an individual
starts thinking?
ansgree
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2. Modeling, or "Vicarious Experience"
Modeling is experienced as, we means if anyone can do it then I can also do
it as well as he is. When we see something in success then our efficiency
increased to get success where we see people failing, our self-efficacy
decreases. This process is most effectual when we see ourselves as similarto the model
3. Social Persuasion
Social persuasion generally we means that we are directly impressed by the
people who are advised us to do something or not to do it. Discouragement is
generally more effective at decreasing a person's self-efficacy than
encouragement is at increasing it.
4. Physiological Factors
In stressful situations, people commonly feel fear horror pains fatigues,
shocks aches and pains, nausea, etc. Perceptions of these responses in one
can markedly alter self-efficacy. Getting 'butterflies in the stomach' before
public speaking will be interpreted by someone with low self-efficacy as a
sign of inability, thus decreasing self-efficacy further, where high self-
efficacy would lead to interpreting such physiological signs as normal and
unrelated to ability. It is one's belief in the implications of physiological
response that alters self-efficacy, rather than the physiological response
itself.
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