Department of Occupational Health, University of Turku, 20014 Turku, Finland.
Finnish Institute of Occupational Health, 20014 Turku, Finland.
Occup Med (Lond). 2024 May 9;74(3):235-241. doi: 10.1093/occmed/kqae019.
Job burnout is associated with job stress but also with mental health symptoms, depression and anxiety.
This study aims to evaluate the effect of job stress on burnout without the effect of depression and anxiety.
A cross-sectional study was conducted in 2015 among 673 employees (88% female) from four public service sectors in Pori, Finland. Job burnout was assessed with the Bergen Burnout Indicator (BBI-15). Job stress was assessed by combining psychological risk factors (demand control, effort rewards and mental workload). Respondents who reported symptoms of depression and anxiety were excluded from the analyses.
Of the eligible study subjects (n = 617), 10% reported symptoms of at least mild burnout but only 1% severe burnout. The burnout symptoms varied from 6% to 21% by sector of public service. Job burnout was cumulatively associated with job stress factors. One job stress factor increased the risk of burnout 2-fold (relative risk [RR] 2.13; confidence interval [CI] 0.97-4.68), two factors 6-fold (RR 6.56; 2.92-14.8Or), and three factors even more (RR 23.5; CI 8.67-63.8). Similar trends were observed in the analysis of job burnout components (exhaustion, cynicism and professional inadequacy).
Our results indicate that job burnout is also strongly associated with job stress in employees who do not have depressive or anxiety symptoms. As job burnout may precede clinical depression or reduce productivity and well-being at work, it is essential to perform surveys to monitor burnout symptoms among the workforce, and design interventions to prevent remarkable job strain.
职业倦怠与工作压力有关，但也与心理健康症状、抑郁和焦虑有关。
本研究旨在评估工作压力对职业倦怠的影响，而不考虑抑郁和焦虑的影响。
2015 年在芬兰波里的四个公共服务部门对 673 名员工（88%为女性）进行了横断面研究。使用卑尔根倦怠指标（BBI-15）评估职业倦怠。通过结合心理危险因素（需求控制、努力回报和心理工作量）来评估工作压力。从分析中排除报告有抑郁和焦虑症状的受访者。
在合格的研究对象（n=617）中，有 10%报告有至少轻度倦怠症状，但只有 1%报告有严重倦怠症状。倦怠症状因公共服务部门而异，从 6%到 21%不等。职业倦怠与工作压力因素呈累积相关。一个工作压力因素使倦怠风险增加两倍（相对风险 [RR] 2.13；95%置信区间 [CI] 0.97-4.68），两个因素增加 6 倍（RR 6.56；2.92-14.8），三个因素甚至更多（RR 23.5；95%CI 8.67-63.8）。在职业倦怠成分（疲惫、玩世不恭和专业不足）的分析中也观察到了类似的趋势。
我们的结果表明，在没有抑郁或焦虑症状的员工中，职业倦怠也与工作压力密切相关。由于职业倦怠可能先于临床抑郁发生，或降低工作效率和幸福感，因此有必要进行调查以监测劳动力中的倦怠症状，并设计干预措施来预防明显的工作压力。
