{ "id": 12340, "date": "2024-08-20T13:55:35", "date_gmt": "2024-08-20T13:55:35", "guid": { "rendered": "https:\/\/easywello.se\/?page_id=12340" }, "modified": "2024-08-20T14:50:29", "modified_gmt": "2024-08-20T14:50:29", "slug": "interpretation-of-results-and-recommendations", "status": "publish", "type": "page", "link": "https:\/\/easywello.se\/en\/interpretation-of-results-and-recommendations\/", "title": { "rendered": "Interpretation of results and recommendations" }, "content": { "rendered": "
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INTERPRETATION OF RESULTS AND
RECOMMENDATIONS FOR WHAT TO DO<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Table of contents:<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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What is burnout?<\/a><\/p>

Why should I as an employee or an organization care about burnout risk?<\/a><\/p>

What do my results mean?<\/a><\/p>

What causes my risk of burnout?<\/a><\/p>

What to do about it?<\/a><\/p>

The science behind the survey and recommendations<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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What is burnout?<\/span><\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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According to the World Health Organization (WHO), burnout is a \u201csyndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.\u201d Burnout refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life.<\/p>\n

Burnout is a mental disorder that is characterized by severe mental exhaustion among those who cannot cope without the help or assistance of others. It has an energetic and motivational component reflected by no longer being able to work and no longer wanting to spend effort at work.<\/p>\n

Burnout is caused by an imbalance between high job demands (role conflict, interpersonal conflict, harassment etc.) and insufficient job resources (team atmosphere, role clarity, person-job fit etc.) Problems outside of work and\/or personal vulnerability may facilitate the development of burnout.<\/span><\/p>\n

 <\/span><\/p>\n


<\/span><\/p>\n

Burnout can be broken down into four dimensions:<\/span><\/p>\n

<\/p>\n

Exhaustion<\/strong> refers to a severe loss of energy that causes physical and mental fatigue. Manifestations are a lack of energy to start a new job, feeling completely exhausted after a working day, a feeling of fatigue that comes on quickly even with minimal effort at work, and the inability to rest after work.<\/p>\n

Mental distancing<\/strong> manifests as psychological distancing from work due to strong reluctance. Manifestations include avoidance of contact with others, indifference and lack of enthusiasm for the work. Mental distancing acts as a protective mechanism to prevent the individual from spending additional energy and thus increasing exhaustion.<\/p>\n

Emotional impairment<\/strong> refers to deterioration in emotional well-being that is indicated by easily getting upset, overreacting, difficulty controlling emotional reactions, and feeling overwhelmed by one’s emotions. Emotional impairment comes from the lack of energy.<\/p>\n

Cognitive impairment<\/strong> refers to impaired memory and attention\/concentration disorders, difficulty in thinking clearly and learning new things at work, and poor working memory, i.e. remembering and managing several things at the same time. Cognitive impairment also comes from the lack of energy.<\/p>\n


<\/strong><\/p>\n

<\/p>\n

Burnout can be understood as follows<\/b>. Because one feels extreme EXHAUSTION the functional capacity for regulating EMOTIONAL and COGNITIVE processes is impaired. By way of self-protection MENTAL DISTANCING occurs. Mental distancing leads to a lack of work motivation and job performance which increases stress and EXHAUSTION and the circle repeats.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Why should I as an employee or an organization care about burnout risk?<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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ORGANIZATIONAL OUTCOMES<\/strong><\/p>

High stress and burnout risk damage organizational outcomes. The following organizational outcomes are statistically correlated with burnout.<\/p>

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ALL FOUR burnout dimensions<\/strong> correlate with the following organizational outcome.<\/p>

  • EMPLOYEE TURNOVER INTENTION – The employee is planning to change jobs in the next year.<\/li><\/ul>


    For example, a person experiencing a high risk of burnout is more likely to change jobs within a year than a person with healthier stress levels.

    <\/p>

    EXHAUSTION, MENTAL DISTANCING and EMOTIONAL IMPAIRMENT<\/strong> have additionally statistically relevant negative correlations with:<\/p>

    • JOB SATISFACTION – The employee is satisfied with the current job. The higher the burnout score is, the less satisfied the person is.<\/li><\/ul>


      For example, a person experiencing a high risk of burnout is not satisfied with the job.

      <\/p>

      EMOTIONAL IMPAIRMENT and COGNITIVE IMPAIRMENT<\/strong> have additionally statistically relevant negative correlations with:<\/p>

      • IN-ROLE PERFORMANCE – The job performance of the employee meets the job requirements. The higher the burnout score is, the worse the performance results are.<\/li><\/ul>


        For example, a person experiencing a high risk of burnout does not perform well on the job.<\/p>

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        Long-lasting negative consequences<\/strong><\/p>

        Separate studies from the Netherlands and Sweden have found that cognitive functions like speed, attention and memory of a person who burned out are still not normal after 3 years from the time they first sought help.<\/p>

        So cognitive impairment is not only part of the burnout syndrome but also lasts for a very long time, even after other burnout symptoms have diminished.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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        What do my results mean?<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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        Traffic light (no risk, at risk, very high risk of burnout)<\/strong><\/p>

        Clinical cut-off values compare your results with the patients who, according to trained professionals, suffer from severe burnout complaints. This indicates if your score is \u201cproblematic\u201d.<\/p>

        – Green<\/strong>
        A green result indicates no risk of burnout at this moment. You might experience stressful periods but you receive enough recovery in between those stressful times which is good.<\/p>

        Please note though that the green result does not mean that you have no risk of burnout for the rest of your life. It indicates no risk of burnout at this moment. We still recommend you test regularly (every fourth month) to keep track of your stress and risk of burnout.<\/p>

        – Yellow<\/strong>
        A yellow result indicates that you have experienced high stress during a longer period with insufficient recovery. You have a good chance of turning this around if you slow down and prioritize recovery. Without making any changes you may end up in the red area (very high risk of burnout).<\/p>

        – Red<\/strong>
        A red result indicates a very high risk of burnout. This needs to be taken seriously.<\/p>

        You have probably been exposed to chronic, high stress during a long period. You need to make changes in your life\/at your work to prevent burnout.<\/p>

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        Statistical norms, comparison with the average employee<\/strong><\/p>

        Statistical norms (total score and score for each dimension) tell how you are doing compared to an average person. Statistical norms use a representative sample of the Dutch and Flemish workforce. Classification was made into four categories: “low”, “average”, “high”, and “very high” regarding the standard measurement error and the distribution of the scores.<\/p>

        Distribution of the scores:
        Low<\/strong>: 0% to 25%
        Average<\/strong>: 25% to 75%
        High<\/strong>: 75% to 95%
        Very high<\/strong>: 95% to 100%<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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        What causes my risk of burnout?<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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        As stated before, burnout is caused by an imbalance between high job demands (role conflict, interpersonal conflict, harassment etc.), insufficient job resources (team atmosphere, role clarity, person-job fit etc.) and personal vulnerability. There is a statistical correlation between burnout, job demands, personality traits and job resources.<\/p>\n

        If you scored high on any of the four burnout dimensions then the following reasons might have to do with it. Each dimension has overlapping and more individual aspects to them.<\/p>\n

        In the following text we cover each burnout dimension and what can cause a high score in this dimension.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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        DIMENSION 1: EXHAUSTION<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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        Job demands<\/strong><\/p>

        Job demands are the biggest reason for stress and burnout.<\/p>

        Note: Job demands that are traditionally associated with burnout like quantitative demands (work overload) and emotional job demands (appearing cheerful while hiding your own emotions) are not as strongly correlated with burnout as the following examples.

        <\/em><\/p>

        • ROLE CONFLICT – Conflicting requirements prevent the employee from properly fulfilling his or her work role.

          <\/li><\/ul>

          For example, two of your superiors ask you to do a task, and both cannot be accomplished at the same time.

          <\/p>

          • INTERPERSONAL CONFLICT – Work-related or personal conflicts with other people at work.

            <\/li><\/ul>

            For example, you have a disagreement with your colleague and you let the conflict escalate, it becomes chronic and is permanently unresolved.

            <\/p>

            • WORK-LIFE CONFLICT – Employee is having trouble combining work and private life. Conflict is not “caused” by problems outside of work, rather work problems interrupting private life.

              <\/li><\/ul>

              For example, work overload or interpersonal conflict at work has a negative impact on your personal life.<\/p>

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              Personality traits<\/strong><\/p>

              Your personality type can make you more prone to stress and burnout.

              <\/p>

              • OPTIMISM – This personality trait has a negative correlation with burnout. The less optimistic a person is, the higher the burnout score.

                <\/li>
              • NEUROTICISM – This personality trait has a positive correlation with burnout. The more neurotic (less emotionally stable) a person is, the higher the burnout score.<\/li><\/ul>

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                Job resources<\/strong><\/p>

                In addition to job demands and personality traits, there are also job resources that play a part in burnout and stress levels.

                <\/p>

                • TEAM ATMOSPHERE – There is a pleasant atmosphere in the team and the employee feels at ease. This has a negative correlation with burnout. The lower the team atmosphere is, the higher the burnout score.

                  <\/li><\/ul>

                  For example, you don\u2019t have a positive relationship with your team members and there is a lack of trust, cooperation, safety and support.

                  <\/p>

                  • ROLE CLARITY – The tasks to be performed are clearly defined and the expectations and responsibilities for the employee are clear. This has a negative correlation with burnout. The lower the role clarity is, the higher the burnout score.

                    <\/li><\/ul>

                    For example, you don\u2019t understand specifically what is expected of you in your job. You don\u2019t know what tasks you’re supposed to accomplish, what your specific goals are, how your work impacts the larger goals of the business, and how your work will be evaluated and measured.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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                    DIMENSION 2: MENTAL DISTANCING<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                    Job demands<\/strong><\/p>

                    Job demands are the biggest reason for stress and burnout.<\/p>

                    Note: Job demands like quantitative demands (work overload) and emotional job demands (appearing cheerful while hiding your own emotions) that are traditionally associated with burnout are not as strongly correlated with burnout as the following examples.<\/em><\/p>

                    \u00a0<\/p>

                    • INTERPERSONAL CONFLICT – Work-related or personal conflicts with other people at work.<\/li><\/ul>


                      For example, you have a disagreement with your colleague and you let the conflict escalate, it becomes chronic and is permanently unresolved.

                      <\/p>

                      • ROLE CONFLICT – Conflicting requirements prevent the employee from properly fulfilling his or her work role.

                        <\/li><\/ul>

                        For example, two of your superiors ask you to do a task, and both cannot be accomplished at the same time.

                        <\/p>

                        • WORK-LIFE CONFLICT – Employee is having trouble combining work and private life. Conflict is not “caused” by problems outside of work, rather work problems interrupting private life.

                          <\/li><\/ul>

                          For example, work overload or interpersonal conflict at work has a negative impact on your personal life.<\/p>

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                          Personality traits<\/strong><\/p>

                          Your personality type can make you more prone to stress and burnout.

                          <\/p>

                          • OPTIMISM – This personality trait has a negative correlation with burnout. The less optimistic a person is, the higher the burnout score.<\/li><\/ul>

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                            Job resources<\/strong><\/p>

                            In addition to job demands and personality traits, there are also job resources that play a part in burnout and stress levels.<\/p>

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                            • TEAM ATMOSPHERE – There is a pleasant atmosphere in the team and the employee feels at ease. This has a negative correlation with burnout. The lower the team atmosphere is, the higher the burnout score.

                              <\/li><\/ul>

                              For example, you don\u2019t have a positive relationship with your team members and there is a lack of trust, cooperation, safety and support.<\/p>

                              \u00a0<\/p>

                              • ROLE CLARITY – The tasks to be performed are clearly defined and the expectations and responsibilities for the employee are clear. This has a negative correlation with burnout. The lower the role clarity is, the higher the burnout score.

                                <\/li><\/ul>

                                For example, you don\u2019t understand specifically what is expected of you in your job. You don\u2019t know what tasks you’re supposed to accomplish, what your specific goals are, how your work impacts the larger goals of the business, and how your work will be evaluated and measured.<\/p>

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                                • PERSON-JOB FIT – The current job fits with what the employee can do and wants to do. This has a negative correlation with burnout. The lower the person-job fit is, the higher the burnout score.

                                  <\/li><\/ul>

                                  For example, your professional skills and abilities don\u2019t match what your job role expects from you. Additionally, your job is not interesting to you and you don\u2019t want to do it.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                                  <\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
                                  \n\t\t\t\t
                                  \n\t\t\t\t\t

                                  DIMENSION 3: EMOTIONAL IMPAIRMENT<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
                                  \n\t\t\t\t
                                  \n\t\t\t\t\t\t\t
                                  \n\t\t\t
                                  <\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
                                  \n\t\t\t\t
                                  \n\t\t\t\t\t\t\t\t\t

                                  Job demands<\/strong><\/p>

                                  Job demands are the biggest reason for stress and burnout.<\/p>

                                  Note: Job demands like quantitative demands (work overload) and emotional job demands (appearing cheerful while hiding your own emotions) that are traditionally associated with burnout are not as strongly correlated with burnout as the following examples.

                                  <\/em><\/p>

                                  • INTERPERSONAL CONFLICT – Work-related or personal conflicts with other people at work.

                                    <\/li><\/ul>

                                    For example, you have a disagreement with your colleague and you let the conflict escalate, it becomes chronic and is permanently unresolved.

                                    <\/p>

                                    • ROLE CONFLICT – Conflicting requirements prevent the employee from properly fulfilling his or her work role.

                                      <\/li><\/ul>

                                      For example, two of your superiors ask you to do a task, and both cannot be accomplished at the same time.

                                      <\/p>

                                      • WORK-LIFE CONFLICT – Employee is having trouble combining work and private life. Conflict is not “caused” by problems outside of work, rather work problems interrupting private life.

                                        <\/li><\/ul>

                                        For example, work overload or interpersonal conflict at work has a negative impact on your personal life.

                                        <\/p>