burnout
we argue that when job strain increases,
employees are more likely to engage in maladaptive modes of coping
–
that is,
coping in
fl
exibility
(see Figure 1). That is, the more job strain or burnout symptoms individuals experience, the less
able they will be to select a coping strategy that correctly matches the situational demands and
monitor whether the... See more
employees are more likely to engage in maladaptive modes of coping
–
that is,
coping in
fl
exibility
(see Figure 1). That is, the more job strain or burnout symptoms individuals experience, the less
able they will be to select a coping strategy that correctly matches the situational demands and
monitor whether the... See more
Just a moment...
Figure 1. Burnout as a function of job demands, resources, and self-regulation
“ As can be seen in Figure 1, we propose that job strain not only leads to more maladaptiveANXIETY, STRESS, & COPING 5self-regulation cognitions and behaviors such as inflexible coping and self-undermining (right side), but also to fewer adaptive self-regulation strategies such as job stress recovery and job crafting(Figure 1, left side). Furthermore, we argue that an accumulation of job strain and an increased risk of burnout is more likely when employees have limited access to stable organizational resources and have few key personal resources. Thus, employers and employees both play a crucial role in the development, prevention, and reduction of job burnout. Importantly, we propose that only when employees go through the entire process repeatedly, the accumulated job strain will become so overwhelming that it causes burnout.”
Bakker, A. B., & de Vries, J. D. (2020). Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout. Anxiety, Stress, & Coping, 34(1), 1–21. https://doi.org/10.1080/10615806.2020.1797695