PhD, Faculty of Education and Social Work, Universidad de Vigo, Ourense, Spain.
MSW, are professors, Faculty of Education and Social Work, Universidad de Vigo, Ourense, Spain.
Soc Work. 2023 Mar 16;68(2):131-140. doi: 10.1093/sw/swad002.
Few studies have analyzed the existence of homogeneous groups (profiles) in burnout and engagement among professionals, and none in social workers. This study with 448 social workers from Spain mainly examined their profiles in burnout and engagement and the characteristics of each profile in relevant job-related variables. Cluster analyses yielded four distinct profiles: the first, Burned Out, showed high burnout and low engagement; the second, Engaged, exhibited the inverse pattern with low burnout and high engagement; the third, Both, displayed simultaneously high burnout and high engagement; the fourth, Neither, showed low burnout and low engagement. The profiles also differed greatly in work-related variables: job demands (i.e., workload and work--family conflict), job resources (i.e., support from supervisor and coworkers), personal resources (i.e., psychological detachment and relaxation), and outcomes (i.e., intrinsic job satisfaction and intent to leave). The findings support interventions, individual and organizational, tailored to the characteristics of different groups to boost engagement and decrease burnout and turnover.
鲜有研究分析专业人员中倦怠和投入的同质群体（特征）的存在，社会工作者更是如此。本研究对来自西班牙的 448 名社会工作者进行了研究，主要考察了他们在倦怠和投入方面的特征，以及每个特征在相关工作相关变量中的特征。聚类分析产生了四个不同的特征：第一个特征是“精疲力竭”，表现为高倦怠和低投入；第二个特征是“投入”，表现为低倦怠和高投入的相反模式；第三个特征是“两者皆有”，同时表现出高倦怠和高投入；第四个特征是“两者皆无”，表现为低倦怠和低投入。这些特征在工作相关变量上也有很大的差异：工作要求（即工作量和工作-家庭冲突）、工作资源（即主管和同事的支持）、个人资源（即心理解脱和放松）和结果（即内在工作满意度和离职意向）。研究结果支持针对不同群体的特点进行个人和组织干预，以提高投入、减少倦怠和离职。
