Burnout among psychosocial oncologists in Israel: The direct and indirect effects of job demands and job resources. Issue 6 (19th December 2017)

• Record Type: Journal Article
• Authors: Shinan-Altman, Shiri; Cohen, Miri; Rasmussen, Victoria; Turnell, Adrienne; Butow, Phyllis
• Is Part Of: Palliative & supportive care. Volume 16:Issue 6(2018)
• Page Start: 677
• Page End: 684
• Publication Date: 2017-12-19
• Subjects: Burnout, -- psychosocial oncologists, -- job demands-resources model, -- work engagement, -- over-commitment, -- perceived value; Palliative treatment -- Great Britain -- Periodicals; 616.029
• DOI: 10.1017/S1478951517001006
• Languages: English
• ISSNs: 1478-9515

Abstract

Abstract: Objective: Psychosocial oncologists may be particularly vulnerable to burnout. This study aimed to assess burnout among Israeli psychosocial oncologists in relation to the Job Demands-Resources model and the coping strategies model. Method: Participants included 85 of 128 listed psychosocial oncologists currently working with cancer patients. They completed a questionnaire assessing emotional exhaustion, depersonalization, job demands, job resources, work engagement, overcommitment, and perceived value of work. Results: The mean level of burnout was low, whereas 16.3% experienced high levels of emotional exhaustion and only 2.4% experienced high levels of depersonalization. According to mediation analysis, overcommitment, partially mediated job demands-burnout associations, and work engagement mediated the perceived value-burnout association. Job resources and burnout were not related, either directly or indirectly. Significance of results: The study extended the Job Demands-Resources model to include perceived value as an additional resource, and work-engagement and overcommitment as coping strategies. Two distinct patterns of associations were found between work characteristics and burnout: the positive-protective pattern (perceived value and work engagement) and the negative pattern (job demands and overcommitment). These two patterns should be considered for further research and for implementing preventive interventions to reduce burnout in the workplace setting.