Overcoming Burnout Syndrome

Consequences

It is crucial to consider the consequences of burnout in order to plan and implement intervention to tackle it.

• Previous research examined the relationship between burnout and job-satisfaction, turnover intention and organizational commitment in IT workers.
• On analyzing the data, it was found that there was a significant negative correlation between burnout and job satisfaction and also between job satisfaction and turn over intention (negative correlation- when one variable increase the other variable decreases)
• A positive relationship between job satisfaction and organizational commitment and between burnout and turnover intention (positive correlation: when one variable increases the other increases as well). From the above it can also be inferred that burnout has an impact on job satisfaction that has significant relationship with turnover intention and organizational commitment (OC) (Mattila, 2006).

Additionally, there are emotional, social, attitudinal and behavioral consequences. Burned out individuals are emotional exhausted. Employees tend to develop a sense of failure, impotence and insufficiency which effects their self-esteem (Schaufeli & Buunk, 1996).

It has been previously found that employees experiencing burnout mainly experience chronic fatigue. However, additionally employees also experience sleeplessness, loss of appetite and shortness of breath as a result of burnout. Furthermore, burnout also has an impact on the immune system of an individual (Schaufeli & Buunk, 1996).

Previous research suggests employees experiencing burnout might have increased interpersonal problems at work with colleagues and supervisors resulting in the tendency to isolate themselves and have lower levels of involvement in work. This leads to loop that constantly results in increased burnout (Schaufeli & Buunk, 1996)

It has been observed that employees experiencing burnout tend to consume higher levels of stimulants such as coffee and alcohol. It has also been observed that burnout influences health habits such as physical activity and diet negatively (Schaufeli & Buunk, 1996)

Considering that burnout has organizational and individual consequences that are impacting organizational and employee well-being negatively. It is important to implement interventions to tackle burnout.

Interventions

The Leiter model indicates that in order to prevent the escalation of burnout and its consequences it is essential to target the antecedents that effect emotional exhaustion. Previous research has identified five factors that are highly correlated to burnout Unmanageable workload, Lack of role clarity, unfair treatment at work, Unreasonable time pressure, Lack of communication and support from manager. It would be beneficial to target these factors while planning the interventions to be implemented

This would probably involve adjusting workload in order to facilitate better management of work, rearranging work tasks in order create wider variety in the job and figure out ways that effectively reduce interpersonal conflict.

Additionally, organizations should provide appropriate training and emphasize skill utilization in order to create a sense of competence among employees. Training should also be provided regarding coping skills for stress management which would probably result in better management of burnout. It might also be useful to include interventions such as increasing autonomy by creating a more inclusive and participatory environment for decision making. Additionally, employees can be provided with consultation opportunities regarding challenging client contacts. Furthermore, training for supervisors should be provided to develop a more supportive environment for employees.

The above-mentioned implementation can be achieved through a combination individual and organizational interventions. For instance, interpersonal conflicts can be reduced by forming groups to tackle problems. In order to deal with problems of workload, client problems and job design staff groups could create action plans. These are examples of organizational interventions.

Providing counselling for individual staff and training in order to improve efficacy expectations and coping skills might be individual level interventions that would aid in reducing advanced burnout.

Previous research suggests that a combined intervention have better results rather than either individual intervention or organization intervention (Awa, Plaumann and Walter, 2010).

Along with the implementation of interventions; there are a few policies that employers should be aware of in order to improve and protect employee well-being.

Directive 89/391 - OSH 'Framework Directive' provides a few guidelines for employers which enhances employee well-being organizations. The directive aims to achieve an equal level of health and safety for the benefit of all workers.

• The directive indicates that it is necessary for employers to take suitable measures to enhance workplace environment and provide a safer and healthier environment.
• The directive introduces the principle of risk assessment and identifies its main elements as a key aspect employer need to consider in order to prevent negative outcomes with respect to well-being. the key elements in the principle risk assessment include hazard identification, Documentation and regular re-assessment of workplace hazard. Employers are also required to Prioritize eliminating risk at source by implementing appropriate and adequate measures. The above element in the directive would probably alleviate the risk of burnout considering that employers would be required to perform risk assessments and appropriate implementation processes.
• The obligation to implement preventive measures emphasizes the significance of new forms of safety and health management as a part of general management processes.

Evidence suggests that there are positive influences of EU legislation on national standards for occupational health and safety which includes national implementing legislation and practical application in public sector institutions and enterprises

(https://osha.europa.eu/en/legislation/directives/the-osh-framework-directive/the-osh-framework-directive-introduction).

To conclude, this factsheet aims to analyze and report the antecedents, consequences and of burnout among IT employees and suggests interventions for prevention of the negative well-being outcomes. It also presents a few key policies that employers should consider in order to enhance workplace environment and well-being among employees.