Gedrag & Organisatie - Volume 17, Issue 1, 2004

De auteurs vormen de redactiecommissie van dit thema. Aan dit themanummer hebben behalve de auteurs van de diverse artikelen, die ook als beoordelaars van elkaars conceptartikelen zijn opgetreden, ook een drietal 'externe' beoordelaars meegewerkt. Onze dank gaat daarbij uit naar Harriëtte Riese, Jan Fekke Ybema en Steven Dhondt.

Burnout among the working population. Results of the Maastricht Cohort Study

IJ. Kant, N.W.H. Jansen, L.G.P.M. van Amelsvoort, D.C.L. Mohren & G.M.H. Swaen, Gedrag & Organisatie, volume 17, February 2004, nr. 1, pp. 5-17.

The aim of this study was to describe the prevalence of burnout among the Dutch working population in a large study sample. Data of the Maastricht Cohort Study on Fatigue at Work (N=12,140) were analyzed. This study shows that burnout has a one-year incidence of 6.1% and is highly prevalent (16.4%) among the working population, and is strongly associated with both objective situational job and family characteristics and health status. However, burnout appeared to be associated with organizational aspects as well. Our approach of comparing prevalences between different groups, based on a large study sample, is suitable for detecting and describing possible risk groups for burnout. Furthermore, this study shows large differences in the prevalence of burnout, both between companies within one occupational sector and between departments within one company. It is concluded that the detection of burnout risk groups should be based on (objective) job and family characteristics and health, rather than solely on occupation.

Cortisol disturbance in employees suffering burnout; a pilot study

P. Mommersteeg, C. Heijnen, G. Keijsers, M. Verbraak & L. van Doornen, Gedrag & Organisatie, volume 17, February 2004, nr. 1, pp. 18-31.

Burnout symptoms are the result of chronic job stress and insufficient recovery. Deviations in the secretion level of the stress hormone cortisol are associated with chronic stress and stress-related health problems. This study examined whether burnout subjects show a disturbed cortisol profile immediately after awakening, and whether a recovery of the deviating cortisol profile coincides with the relief of burnout symptoms after therapy. In this study the cortisol levels of both a clinical burnout group of employees (n=22) who were treated for their symptoms, and a matched control group (n=21) were determined, half an hour after awakening. The burnout group was sampled once more after 14 treatment sessions over approximately 6 months. At the initial measurement the burnout group showed lower cortisol levels after awakening in comparison to the control group. After treatment the burnout group reported fewer complaints whereas elevated levels of cortisol were found. Paradoxically, the rise in cortisol after therapy seems mainly attributable to subjects showing the least improvement in symptoms of exhaustion. Small sample size and the complexity and dynamics of this stress-response system complicate a clear interpretation of these findings.

To stress or relax: neurochemical aspects of activity and rest

M. Tops, M.M. Lorist, A.A. Wijers & T.F. Meijman, Gedrag & Organisatie, volume 17, February 2004, nr. 1, pp. 32-42.

In this paper we formulate ideas about acute and chronic fatigue (especially burnout) in terms of brain neuromodulator functions. We describe dopaminergic, serotonergic and norepinephrinergic functions in energy expenditure and their role in the initiation and maintenance of behavior. We specifically focus on a dopaminergic approach-system, since there is accumulating evidence that dopaminergic systems play a central role in the symptomotology of fatigue. We argue that many symptoms of both acute fatigue and burnout can be seen as reflecting a decreased approach-motivation. Within the neuromodulator framework we propose two possible mechanisms for the development of burnout. We hope that our attempt to offer a physiological substrate for psychological ideas concerning fatigue and burnout will lead to new insights at a more applied level.

A theoretical and methodological analysis of empirical studies on psychological well-being in self-managing teams

H. van Mierlo, C.G. Rutte, M.A.J. Kompier, H.A.C.M. Doorewaard, Gedrag & Organisatie, volume 17, February 2004, nr.1, pp 43-58.

In this review of literature we discuss 28 empirical studies on self-managing teams and psychological well-being. Taken together, these studies provide surprisingly little ground for general conclusions with regard to the effects of self-managing teams on the well-being of team members. The only variable that is consistently related to self-managing teamwork is job satisfaction. To gain insight in the possible causes for the lack of consistent results, the design of the studies is critically examined. It is concluded that researchers largely ignore the multilevel character of their research domain. Preliminary evidence is presented for the assumption that the inconsistent results may in part be explained by the way researchers deal with this multilevel character. It is therefore argued that future studies on self-managing teams and well-being should pay more attention to level issues, both in theoretical development and in data collection and statistical treatment.

Job demands, job resources and mental health: the Demand-Induced Strain Compensation (DISC) Model

J. de Jonge, C. Dormann & N. van Vegchel, Gedrag & Organisatie, volume17, February 2004, nr. 1, pp. 59-79.

In this paper a new theoretical model, the Demand-Induced Strain Compensation (DISC)-Model, is discussed. The DISC-Model tries to explain how and why employees compensate for high job demands in order to diminish or prevent (mental) health complaints. In addition, the model tries to predict constructive reinforcement of behavior patterns ('active learning'), which in turn may lead to work motivation and personal growth. Some assumptions of the DISC-Model were tested in an exploratory way, in two cross-sectional studies consisting of health care workers (n=471 and n=405). In general, results of this exploratory study showed that a particular match between specific job demands and job-related resources has the highest predictive validity with regard to cognitive, behavioral and emotional outcomes (i.e. active learning behavior, physical health problems, and emotional exhaustion respectively). It is concluded that the study provides some further empirical support for the DISC-Model. Practical implications of the findings are discussed.