Hallsten Lennart, Voss Margaretha, Stark Stefan, Josephson Malin
Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden.
Work. 2011;38(2):181-92. doi: 10.3233/WOR-2011-1120.
Contingent self-esteem has been assumed to be a risk for burnout-related disorders, and a contingent self-worth notion of job burnout was applied to study the prospective relationship between job burnout and registered episodes of sickness absence of ≥ 60 consecutive days.
Job burnout was defined as being in the high quartiles on the Maslach Burnout Inventory - General Survey (MBI-GS) scales of exhaustion and cynicism and, in addition, as being above the median on a scale for performance-based self-esteem. Another high exhaustion-cynicism group, a "job wornout" group, was defined as being high on the same MBI-GS scales but having performance-based self-esteem scores below the median. Data were analyzed by a multivariate, logistic regression approach.
4,109 public employees in Sweden.
The job burnout group showed an over-risk of long-term sickness absence incidence, both compared with a low exhaustion-cynicism reference group and with the job wornout group after adjustment for several potential confounders. No association with incidence of long-term sickness absence was found for the job wornout group.
The differential vulnerability to long-term sickness absence among high exhaustion-cynicism groups suggests that a self-worth perspective of job burnout can be advantageous for prevention of the costly long-term sickness absences.
条件自尊被认为是与职业倦怠相关障碍的一个风险因素，并且职业倦怠的条件自我价值概念被用于研究职业倦怠与连续缺勤≥60天的登记病假事件之间的前瞻性关系。
职业倦怠被定义为在马氏职业倦怠量表-一般调查（MBI-GS）的疲惫和玩世不恭量表上处于高分位，此外，在基于绩效的自尊量表上高于中位数。另一个高疲惫-玩世不恭组，即“工作倦怠”组，被定义为在相同的MBI-GS量表上处于高分位，但基于绩效的自尊得分低于中位数。数据采用多变量逻辑回归方法进行分析。
瑞典的4109名公共部门员工。
与低疲惫-玩世不恭参照组以及在调整了几个潜在混杂因素后的工作倦怠组相比，职业倦怠组显示出长期病假发生率的过高风险。未发现工作倦怠组与长期病假发生率之间存在关联。
高疲惫-玩世不恭组中对长期病假的不同易感性表明，职业倦怠的自我价值视角对于预防代价高昂的长期病假可能是有利的。
